Job satisfaction in aging workforces: an analysis of the USA,Japan and Germany

In light of the dramatically aging workforces in many industrialized countries, age diversity management will become a major challenge in human resource management. To successfully handle an age-diverse workforce, it is crucial to understand how employees of different ages can be motivated. This paper analyzes age's moderating role in the relationship between situational job characteristics and job satisfaction. To control for the potential influence of the cultural and institutional context, we use data from the USA, Japan and Germany. Findings show that older employees' job satisfaction is driven by different factors than younger employees: older employees put more emphasis on good relationships with colleagues, while income, advancement opportunities, job security and having an interesting job are less important. However, these effects are mostly nation-dependent, which underlines the importance of conducting cross-cultural or cross-national aging research.     

Impact of commuting by workers on household dietary diversity in rural India

Drawing insights from the literature on transformation of rural non-farm employment, pathways from agriculture to nutrition, and linkages between migration and nutritional status of household, we seek to understand differences in dietary diversity across three mutually exclusive types of rural Indian households: where all members work in rural areas, at least one member commutes to urban areas, at least one member has no fixed place of work. Our analysis is based on a nationally representative data set from India for the year 2009–10 and we use propensity score matching methods. We find that as compared to households with no commuters, households with rural–urban commuters have higher dietary diversity; whereas households with no fixed place workers have lower dietary diversity. We also find differences in dietary diversity across households which differ by their primary source of income.     

Partner‐diversity effects on alliance termination in the early stage of green alliance formation: Empirical evidence from carbon‐emission reduction projects in Latin America

Partner diversity is a key influencer in interorganizational alliances, and several empirical studies have shown that its outcomes are contingent on alliance‐specific factors. We extend this research as well as the growing literature on green alliances, in which partner diversity is uniquely high. Specifically, we examine partner‐diversity effects on alliance termination in the early stage of green alliance formation. We hypothesize that in this context, size disparity increases termination likelihood, whereas organizational variety and cultural separation have the opposite effect. To test our hypotheses, we use a sample of 366 alliance projects located in Latin America and submitted to the Kyoto Protocol's Clean Development Mechanism for evaluation, validation, and registration from 2004 to 2014. Our findings contribute to several research streams and provide practical guidance for successful formation of alliances focused on environmental protection.     

How do female directors improve board governance? A mechanism based on norm changes

Prior literature documents that corporate boards with female directors produce better governance outcomes than all-male boards. However, female directors constitute the minority on most boards, which precludes majority voting as the mechanism through which they change board decisions. We identify changing the norms of how the board works as this mechanism. Using the market for norms framework, we explain how female directors are effective even without possessing a board majority or other sources of symbolic power, such as hierarchical authority and social gravitas. Empirically, we show that independent female directors, compared to their male counterparts, are more effective at changing board norms (board processes) and improving governance (board outputs).     

Managing the foreign investment portfolio: How industry and governance diversity influence firm performance

Foreign investment has been seen as an important strategy for learning about new technologies and markets. However, the link between the characteristic of a foreign investment portfolio and firm performance has not been examined in detail. Using panel data from 199 Taiwanese firms, this study examines how the foreign investment portfolio in terms of industry and governance diversity influences firm performance. This study finds that governance diversity has an inverse U-shaped relationship to firm performance, whereas industry diversity does not. In addition, this study also finds that their relationships are affected by R&D capability and industry profitability. The empirical findings of our study are useful for firms that invest in emerging economies.     

Does hospitality diversity education make a difference in undergraduate students’ emotional intelligence

Soft skills are typically referred to as the attributes exhibited or contained by an individual that display his/her ability to interact with others. Two types of soft skills that are often discussed within the hospitality industry are diversity awareness and emotional intelligence. Diversity may be explained or defined as a state of unlikeness, the conditions of being different, and all things that make us different. Areas where differences may exist include race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political affiliation and emotional reaction. Emotional intelligence (EI) has been defined as the ability to perceive, understand, regulate, and harness emotions in the self and others. How one deals with emotion is one characteristic that varies from culture to culture. Research has shown that EI may be a contributing factor in a moment of truth being considered a failure or success. The purpose of this study was to examine if undergraduate student EI scores change after completing a diversity issues course. Students completed the Assessing Emotions Scale on the first class day. At the conclusion of the 15-week course covering approximately 20 diversity issues concepts students completed the same EI assessment. Paired sampled t-testing was conducted to determine whether mean differences existed when comparing post and pre-course scores. Results of this study suggest that certain components of EI are significantly changed after taking the diversity issues course.     

汉族情歌的人类学解读

汉族民歌资源丰富，其中情歌占了很大一部分，为人类学研究提供了大量丰富可靠的原始资料。历史悠久的汉族情歌，可分为雅、俗两种，而在这两种对立的汉族情歌发展史中，蕴藏着的是其遮掩下的民族性张力，为数居多的汉族情歌则成为了缓解这种民族性张力的途径，使得这种民族性张力得以平衡、持久的发展。     

对弱势群体的现象学解释

现象学的整体与部分、多样性中的同一性、在场与缺席三种形式结构为研究和探讨各种论题提供了方法论意义。弱势群体作为目前重要的话题对象之一,以现象学的哲学思维剖析它的性质、特点,审视它与其他群体之间的关系等等,有助于进一步发现弱势群体自身的结构、特点,揭示它与其他群体合作中多样性因素的存在价值,以为制定科学地、合理地、具有时效性的社会救助方案提供新的思维路径。     

离析现代化与旅游对民族社区的文化影响——西双版纳三个傣寨的比较研究

旅游发展会对民族社区的社会文化产生影响,却鲜有研究将民族旅游的独特影响从社会现代化发展的整体影响中剥离出来、辨清机制。文章用西双版纳三个旅游发展阶段不同的典型傣寨构成＂自然实验＂,对傣寨文化逐层逐项进行横向、纵向比较。研究表明：（1）三傣寨物质文化发生了不同程度的演绎,但精神文化内核都得以传承。（2）物质文化和部分制度文化的变迁主要源于整体社会现代化进程对传统生活方式的挤压。（3）在外部社会现代化发展的整体推力把某些民族文化特质推离传统的当代,民族社区旅游发展的内生动力反而是把其拉回原形的拉力。（4）在不可抗的现代化进程中,民族旅游社区能否持续发展,在内需要社区精英的带领,在旅游场域的多方博弈中自下而上对自身文化进行扬弃,在外需要政府自上而下的制度关怀和规划引导。