Standortfaktor Arbeitsrecht: Die Bewertung durch ausländische Investoren

Die strikten Regulierungen im deutschen Arbeitsrecht gelten als Nachteil für Deutschland im internationalen Wettbewerb um Produktionsstandorte. Welche Bedeutung haben arbeitsrechtliche Faktoren bei der Standortentscheidung von Unternehmen? Wie bewerten US-Investoren das deutsche Arbeitsrecht im Vergleich?     

Much Ado about Nothing? The Role of Primary School Catchment Areas For Ethnic School Segregation: Evidence From a Policy Reform

By the 2008/09 school year the federal state of North Rhine‐Westphalia (Germany) abolished binding school catchment areas in all municipalities. The reform has been controversial and it was feared that school choice would increase ethnic segregation. Using data on all primary schools we contribute to this debate by analyzing ethnic segregation before and after the reform. We discuss drawbacks of commonly used segregation indices and their interpretation as well as causality issues. Although there is an increase in segregation over the time period studied, our results show that segregation has not been affected by the policy reform.     

EVOLUTION IN IMPERFECT COMMITMENT BARGAINING—STRATEGIC VERSUS IGNORANT TYPES

To commit in bargaining is crucial: in the ultimatum game with its one‐sided commitment power the ‘proposer’ (almost) receives the whole pie while the ‘responder’ is left with (almost) nothing. When bargaining parties commit simultaneously the symmetric Nash (Econometrica, 1950, vol. 18, pp. 155–162) bargaining solution predicts equal shares. Continuously connecting these two games yields a one‐parameter family of games ( Fischer et al. , Experimental Economics, 2006, vol. 9, pp. 17–33) for which we distinguish two behavioral dispositions, namely (1) neglecting commitment power and (2) reacting to it strategically. Their pay‐off implications define the evolutionary set‐up for which we derive the evolutionarily stable behavioral disposition. Our analysis sheds light on the hypothesis that in experiments participants neglect strategic aspects such as commitment power.     

Current Foresight Activities in France, Spain, and Italy

Recent years have brought a significant revival of public foresight activities in many European countries, including France, Spain, and Italy. The French context is rather specific in the sense that public planning and foresight (prospective) are an old tradition starting in the early post war period, but was progressively abandoned until its international revival during the 1990s. The recent experiences combine a mix of methods including the experimental reproduction of foreign experiences for long-term science and technology foresight (allowing comparisons of the experts’ opinions between countries) and the development of a specific study of critical technologies in the shorter term with the direct aim of orienting and improving the microeconomic strategies in the country.Spain and Italy started their own tests of foresight procedures later. The diffusion of foresight approaches and methods is certainly influenced by cultural proximities between countries of Roman civilization, but the different national settings led to relatively diverse experiences. International comparisons reveal the wide variety of methods and implementations that can be contemplated at present in Europe—a living laboratory of public foresight experiences.     

中国须为下一个经济高峰创造条件

【德国之声9月7日】中国国家领导人最近承认，中国的不安全和不稳定因素在增加。虽然今年第一季度的经济增长仍然达到10．4％，但是国家面临着越来越大的挑战。今年1月，中国就遇到雪灾的严重挑战，5月份又遭遇导致8万多人死亡的大地震。要解决国家面临的经济问题，就必须制定科学的发展政策。给人透露的信息是，中国将告别以前不计代价追求经济增长的政策着眼于可持续增长的经济发展。     

Technology foresight using a Delphi approach: a Japanese-German co-operation

This article describes a joint project conducted from 1991 until 1993 by the Japanese National Institute of Science and Technology Policy (NISTEP) and the German Fraunhofer institute for Systems and Innovation Research (ISI). Some first outcomes, and different alternatives on how to use the data for trend interpretation and priority setting, are described.
The Japanese Delphi survey is conducted every five years and was first undertaken in 1971. In 1992, NISTEP and ISI agreed on a joint project. About 3000 Japanese experts were asked to answer more than 1000 questions based on 16 different technological areas. With financial aid from the Federal German Ministry of Research and Technology (BMFT) the Japanese fifth Delphi survey was replicated in Germany. The Japanese questions were translated and more than 1000 German experts responded to the questionnaires and judged the possible technological development within the next 20 to 30 years. The aim of this joint project is to compare the Japanese and the German answers in order to analyse possible differences and to understand the cultural influences on technology assessment.     

Tournament Compensation Systems,Employee Heterogeneity,and Firm Performance

Tournament compensation systems are widely used in practice and have been extensively analyzed theoretically. However, one major problem has hardly been studied in a company context so far: Although it is theoretically well understood that tournament compensation systems are only effective when employees are homogeneous, it has rarely been analyzed what companies can do when they are confronted with employee heterogeneity. In our article, we derive hypotheses on the performance effects of tournament compensation systems in a context of employee heterogeneity based on tournament and expectancy theory. Using personnel records from incentive travel contests, we are able to show that performance is lower in a situation with employee heterogeneity, but that in heterogeneous tournaments, incentives may still work for a subgroup of employees whom we term the “threshold group.” In addition, we also show how companies manage to design the information disclosure systems necessary to install effective “handicapping” or “league‐building” systems in order to increase the effort‐performance expectancy.     

Evaluating rater training with double-pretest one-posttest designs: an analysis of testing effects and the moderating role of rater self-efficacy

Abstract

Previous research on performance appraisal in Human Resource Management has found that frame-of-reference (FOR) training can improve rating accuracy. However, both the time-consuming development of training materials and the almost exclusive use of experimental evaluation designs limit the dissemination of FOR training as well as a better understanding of how and when it works. Therefore, unlike past research, the present studies used more general rater training materials and examined improvements in rater accuracy by means of a double-pretest one-posttest design. Study 1, using a student sample (the majority being part-time employees; N = 58), demonstrated the effectiveness of the rater training over and above a testing effect. Study 2 with participants from the workforce population (N = 45) replicated these results. In addition, in Study 2, pre-training rater self-efficacy moderated rater training effectiveness such that the rating accuracy of trainees with low self-efficacy improved more than did accuracy scores of trainees high in rater self-efficacy. We conclude that an effective FOR training can be conducted with less organization-specific materials, though both testing effects must be controlled for and individual differences (i.e. rater self-efficacy) between trainees have to be taken into account.