The paradox of gender voting: An exploratory analysis

Voting studies have documented that white collar workers tend to vote for conservative parties and blue collar workers for parties that advance working class interests. In the United States during the era (1980–1992) of Republican Presidents Reagan and Bush, women who worked in white collar jobs tended to vote for the Democratic party and men for the more conservative Republican party. This shift created the paradox of gender voting, which this article explains. The effect of gender on vote is small but attains statistical significance due to the suppressor effect of occupation. Two interpretations of the gender effect are tested: thematerialist holds that women's occupation and class identification affect this gap; thepost-materialist suggests that affluence is pivotal. The materialist interpretation fits the data from the survey of the national election of 1984 — the middle-most election of the three won by the Republicans— but the post-materialist interpretation may explain the vote of the very affluent.To Morris Rosenberg and Roberta Simmons, fine sociologists who clarified the suppressor effect and causes of self-esteem.     

barriers to private insurance

The American insurance industry is shackled by regulations and restrictions on all sides. Fred Smith, of the Competitive Enterprise Institute, assesses the harm done. Could Britain follow?     

The predictive validity of the Karnani and Wernerfelt model of multipoint competition

This study is the first to examine the predictive validity of the Karnani and Wernerfelt theoretical model. We developed measures for four variables, and explored whether they successfully operationalized the dimensions in the theoretical model. The model proposed four response strategies, and six were observed in the data. Incumbent firms most frequently did not respond at all to another firm's entry, even though a counterattack response was predicted by the model. Since the independent variables did not predict responses as proposed by the model, exploratory analyses identified “best” predictors of responses.     

Moral hazard with bounded payments

We study the moral hazard problem with general upper and lower constraints M on compensation. We characterize the optimal contract and show existence and uniqueness. When minimizing costs for given effort, a principal harmed by M will pay according to M on some range of outcomes; when M reflects limited liability or a minimum wage, the contract is option-like. When the principal also chooses effort, a principal harmed by M might nonetheless never pay according to M. This cannot occur if the cost of inducing effort in the standard principal-agent problem is convex, for which we provide sufficient conditions related to the informativeness of outcome about effort.     

Social and political aspects of global warming

Although there is general scientific consensus that measures are needed to avert global warming and possible consequent ecological disaster, forming and implementing policies for global warming is likely to be more difficult than has been supposed. The reasons lie in the nature of the threat and the radical mismatch between it and the types of problem normally faced by democratic governments. In particular, the greenhouse effect poses major challenges to processes for consensus building and to the readiness for sacrifice in advanced industrial societies. This essay considers aspects of the international politics of global warming, and examines some of the key economic, political and social dimensions of the response of the industrial democracies so far to the threat of global warming.     

The College Wage Premium and the Expansion of Higher Education in the UK*

This paper reports estimates of the UK “college premium” for young graduates across successive cohorts from large cross‐section datasets for the UK pooled from 1994 to 2006—a period when the higher education participation rate increased dramatically. The growth in relative labour demand suggests that graduate supply considerably outstripped demand which ought to imply a fall in the premium. We find no significant fall for men and even a large, but insignificant, rise for women. Quantile regression results reveal a fall in the premium only for men in the bottom quartile of the distribution of unobserved skills.     

Environmental regulation and innovation driving ecological design in the UK automotive industry

The theory of ecological modernization asserts that economic and environmental goals can be integrated within a framework of industrial modernity. Its central tenet is that environmental regulation can stimulate the application of ‘clean’ technologies or techniques. Ecological modernization also contends that environmental regulation can offer business benefits from innovation through improved product design and economic performance. The EU End of Life Vehicles Directive (ELVD) reflects many of these principles, as it compels all car manufacturers to ‘take back’ and dismantle vehicles at the end of their useful lives and to remove the hazardous substances from the production process. Each component will then be either reused or recycled. The legislation forces designers to introduce ‘clean design’ and ‘design for disassembly’ practices. In light of this, we examine the impact of the directive on UK automotive component manufacturers. We find limited evidence that the EU ELVD Directive has driven product innovation beyond short‐term, incremental technological trajectories. We therefore conclude that a more radical approach, in line with the ‘dematerialization’ thesis by Dobers and Wolff (1999), is needed to generate more radical, ecological design solutions within the UK automotive industry. Copyright © 2006 John Wiley & Sons, Ltd and ERP Environment.     

Household Composition, Equivalence Scales and the Reliability of Income Distributions: Some Evidence for Indigenous and Other Australians

Indigenous families experience substantial and multiple forms of economic burden arising from the size and structure of their families and households. Indigenous households are more likely to have more than one family in residence than other Australian households and are more likely to be multigenerational with older Indigenous people living with younger people in extended family households. This paper seeks to characterise the economies of household size in Indigenous and other Australian households using equivalence scales that cover the range of feasible values and 1995 National Health Survey data.     

Mentoring and turnover intentions in public accounting firms: A research note

Turnover in public accounting firms is a critically important issue as firms seek to retain quality accounting personnel in the face of skilled labour shortages. Mentoring is one initiative that has been suggested as a means of reducing the high costs associated with employee turnover. However, prior accounting research examining the association between mentoring and turnover intentions has produced mixed results, which may be due, at least in part, to difficulties in operationalizing the mentoring construct. Drawing on recent management literature regarding organizational turnover intentions, we challenge the conventional view that mentoring generally leads to reduced turnover intentions, by testing a theoretical model that posits that different functions of mentoring have differing effects on turnover intentions. Specifically, we argue that while the psychosocial support function of mentoring can serve to reduce public accountants’ turnover intentions, the career development function of mentoring has the potential to increase turnover intentions. Results support this conclusion.     

Recruitment and retention in front‐line services: the case of childcare

This article highlights how problems of recruitment and retention in front‐line services create a particular challenge to traditional HRM models and solutions. Private day nurseries make an interesting example of the challenges facing managers in the service sector as the combination of a feminised workforce, a price‐sensitive service, public–private competition and state regulation create particular difficulties. We report on a study of 33 day nurseries involving interviews with managers and employees over an eight‐month period. Our findings show that childcare providers have to cope with recruitment and retention problems associated with high‐end interactive service provision compounded by gender segregation and small business characteristics. Our analysis of employer and employee perspectives examines labour market issues affecting recruitment, and categorises the reasons for staff turnover into internal ‘push’ factors, external ‘pull’ factors, outside factors and functional turnover.