Why they moved — Emigration from the Swedish countryside to the United States, 1881–1910

Swedish emigration rates were among the highest in Europe in the late nineteenth century. The majority of the emigrants originated from the countryside. In the article the determinants of emigration from the Swedish countryside to the United States are explored using panel regression methods on a newly constructed dataset consisting of yearly observations for 20 counties over the period 1881–1910. Amidst sharp fluctuations the emigration rate declined over the long term, which is explained by a rise in the standard of living and improved employment opportunities at home. Persistent regional differences in the emigration rate are explained by regional differences in population density and emigration tradition.     

Application of optimal control in man power planning

Many techniques are met in the literature (see for instance Bartholomew and Forbes (Statistical Techniques for Manpower Planning. wiley, New York 1979); Gunz (Organiz. Stud. 9(4), 529–554, 1988); Becker and Huselid (Human Resour. Manage. 38, 287–301, 1999); Wagner et al. (J. Manage. Med. 14(5/6), 383–405, 2000); Harris and Ogbonna (J. Business Res. 51, 157–166, 2001); Rogg et al. (J. Manage. 27, 431–449, 2001), among others), for planning the manpower resources. However, we haven’t seen in the literature an empirical study regarding the proper application of optimal control, which considered to be the most efficient method for multi-objective programming. With this in mind, we analyse in this paper the way of applying optimal control for manpower planning. For this purpose, and in order to facilitate the presentation, we first adopted a comparatively simple dynamic system (plant), with analytical presentation of stocks and flows. Next we proceed to the formulation of an optimal control problem, aiming to achieve in the most satisfactory way some preassigned targets. These targets mainly refer to a desirable trajectory of the plant stocks over time, in order to fully satisfy the needs for human resources over the planning horizon. Finally we present a method of solution of the formulated control problem which is based on the use of the generalized inverse Lazaridis (Qual. Quan. 120, 297–306, 1986). We believe that it is very important for successful management, that the policy makers have to know the effect of their polices and to determine the optimal path of the state variables (i.e. the ones describing the system) before the realization of the plan, so as to be able to reform their strategies, reallocate the resources and arrange the infrastructure accordingly, if all these are necessary, as it can be depicted from the optimal control solution.     

Correlates of turnover propensity of software professionals in small high tech companies

Abstract
The intent of this study is to shed some empirical light on the turnover propensity of software professionals in small software companies. Different sized firms were included to examine whether organizational size affected the relationships between the time the employees expected to stay in their present company, and a range of personal and organizational characteristics. A sample of 339 employees completed a questionnaire on their experience of and reactions to working in their current firm. None of the usual demographic indicators, e.g. age or tenure, was related to turnover propensity. The more time spent on programming, debugging or implementation, the shorter the time expected to stay. Satisfaction with both job and senior management was strongly related to expecting to stay longer, although satisfaction with project team or immediate boss showed virtually no relationship at all. The effect of organizational size occurred primarily with different company atmosphere qualities and certain work conditions. A warm atmosphere, fun and enjoyment, and friends in the company were important correlates only for the companies with below 50 people. Autonomy was a critical theme in the companies with 150–250 people, and recognition and advancement were important in the large company with approximately 2,000 employees. This suggests that the critical issues managers are confronted with would be different in organizations of different sizes.     

The impact of the economic cycle on fatal injuries. The case of UK 1971–2007

The aim of this paper is to investigate the effect of the economic cycle on workplace accidents. In particular, the effect of the usual factors of the economic cycle (GDP per capita, Unemployment) is examined along with the effect of working hours (to account for flexible employment) on fatal injuries (to exclude the effect of under-reporting data) for the period 1971?C2007 in UK. Detailed multiple regression analysis is applied, which indicates a controversial and inelastic relation of GDP per capita (negative) and unemployment rate (positive), but also an elastic relation of working hours (positive) to fatal injuries. Further research in data of various countries is proposed before arriving to certain conclusions.     

Swedish auditors' view of auditing: Doing things right versus doing the right things

Abstract

This paper aims to describe and analyse the thought patterns of Swedish auditors with regard to the way in which they audit information provided by listed companies, and possible changes in their duties. Eighty-two auditors were interviewed using the repertory grid technique and open-ended interview questions. To check the stability in the thought patterns of the respondents, six retests were made and, to validate the findings, an expert panel and two reference groups consisting of auditors and other representatives of the accounting and auditing professions were consulted. Distinct patterns emerged in the mean grid of the thought patterns of all the respondents. One dimension was related to the time perspective, past versus future, and another to auditing practice. Auditors devote a relatively long time and considerable effort to objects that can be satisfactorily verified, but not to objects that they perceive as being of primary importance to investors and other stakeholders. This inconsistency in the thought patterns of the auditors is similar to the gap between auditing in practice and stakeholders' expectations of auditing, which is a phenomenon frequently found in previous research. Moreover, the auditors were very reluctant to make statements about any information except that elicited according to current practice. In addition to this traditional view, the auditors appear to be more concerned about their own situation than that of the parties they are meant to be protecting. Doing things right seems to be more important than doing the right things. That the auditors spend much time on objects that they themselves do not consider to be of primary importance for the investors and other stakeholders, and their unwillingness to change current practice is of great concern in Sweden, where there is a strong belief in self-regulation of the auditing profession.     

Career orientations of software developers in a sample of high tech companies

The career orientations of software developers in 11 high technology companies of different sizes were studied. It was found that the proportion wanting a managerial career was higher than might be expected (34%) and increased with organisational size. Approximately 25% wanted advancement in a technical career, and this remained the same in organisations of different sizes. The same proportion wanted to start up their own company, but this decreased substantially with organisational size. The group wanting a project-based career was the smallest, at 15%, and this varied slightly with organisational size. The four groups showed differences in their ideal job characteristics, organisational versus technical orientation and expected tenure. The extent to which they actually expected to satisfy their career preference varied dramatically, with the great majority of managerially-oriented expecting to actually be managers, but the majority wanting to start their own company not expecting to actually do so. The small high technology company has become an important, almost mythical, component of popular and academic folklore. As Beyer says, the “prevailing wisdom from both lay people and researchers who have been around them says that these firms are somehow different” (Beyer, 1985, p. 483). Within such organisations, the software developer or computer hack has similarly developed a particular aura. As one commentator puts it, “the stereotyped image of the community of programmers is … of a collection of single-minded nerds possessing no interest in life outside the digital realm” (Sandberg-Diment, 1986, p.C3). In spite of the interest in both the nature of such companies and such employees, there has been very little empirical data collected (Turbin and Rosse, 1988, p.17) to substantiate the folklore. In particular there has been an almost complete absence of rigorous academic enquiry into what the individuals choosing to work in this type of company are really like, or what their work needs actually are. The present paper is aimed at filling some of this gap, by addressing the issue of what type of career path software developers in high tech companies want.     

Einsatzort Rettungsstelle

Mehr als Messerstiche — Klar, George Cloony würde mir in unserem Emergency Room nicht begegnen – doch der praktische Einsatz in der Rettungsstelle hatte seinen Reiz, denn ich wurde mit vielen verschiedenen Menschentypen konfrontiert. Und weil deren Beschwerden so unterschiedlich waren, konnte ich fachlich einiges lernen.