Dips and Floors in Workplace Training: Gender Differences and Supervisors

This article provides a detailed decomposition analysis of the gender differences in workplace training throughout the working life with a particular focus on parental leave and supervisors using personnel records from a large German firm. Females obtain less training during the early career, and more at higher age. The timing of the training gap seems to be driven by diverging career paths associated with employment interruptions. However, we find no evidence for catching‐up effects after parental leave. Furthermore, including supervisor‐fixed effects cannot explain the gender differences in training. The training of both male and female employees is positively associated with the training of the supervisor.     

Does the currency board matter? US news and Argentine financial market reaction

Using a Generalized Autoregressive Conditional Heteroscedasticity (GARCH) model, we study the effects of the US monetary policy and macroeconomic announcements on Argentine money, stock and foreign exchange markets over the period January 1998 to July 2007. We show, first, that both types of news have a significant impact on all markets. Second, there are noticeable differences in reaction for different subsamples: Argentine money markets were more dependent on US news under the currency board than after it was abandoned as the floating exchange rate partly absorbs spillover effects from the US. Finally, we find that the US-dollar-denominated assets react less to US news than peso-denominated assets, which suggests that the currency board was not completely credible during its final years.     

Desperate housewives – social and professional isolation of German expatriated spouses

The spouses of expatriates have repeatedly been identified as a major component in the equation for success of international assignments. Their commitment, cooperation and contribution to the emotional, physical and mental well-being of the expats facilitate the successful completion of corporate missions across cultural and national borders. Yet, for spouses to be this positive influence on the expat, several requirements need to be met, such as a chance to maintain a sense of identity and self-worth through the possible continuation of their own careers as well as either the maintenance of old or creation of new social support networks for the duration of the corporate mission. This requires a strategic international human resource management (IHRM) effort of assigning companies that goes beyond the immediate needs of ordinary relocations. This research report answers questions about how traditional global players in Germany deal with these issues. The results draw a rather dark picture as the IHRM strategies of these German corporations display a severe lack of support to find employment either on or after the assignment and show little effort to facilitate the (re-)creation of a social support network. Consequences and future research questions are delineated.