Suchergebnisse

This text discusses the concept of progress in economics and investigates whether any advance had been made in its different spheres of research. The authors look back at the history, successes and failures of their respective fields and thoroughly examine the notion of progress from an epistemological and methodological perspective. The idea of progress is particularly significant as the authors regard it as an essentially contested concept which can be defined in many ways - theoretical or empirical; local or global; as encouraging or impeding the existence of other research traditions. The

Do disability legislations that are meant to be beneficial for the employment situation of persons with disabilities have nevertheless unintended negative consequences? To provide key resources such as the right to workplace accommodation, governmental agencies first need to identify eligible persons and label them accordingly. However, this label may, in turn, induce public and self stigma that entails negative consequences for labeled individuals. We address this puzzle using a quasi-experimental study design: sharp regression discontinuity design. Specifically, we examine whether individuals officially labeled as "severely disabled" perceive fewer opportunities for relationship building at work than their counterparts with a similarly severe, yet unlabeled, disability condition. We use data from 845 employees with disabilities, which were drawn from a representative German workforce data set. As expected, labeling leads to perceptions of fewer opportunities for relationship building. We find this effect to be independent from supervisor knowledge of subordinate disability, type of disability, and one's visibility of disability. These robustness checks strengthen the argument that the labeling effect might be driven primarily by self stigma rather than public stigma. Implications for organizations and public authorities are discussed.

This volume considers what the future might hold for the Austrian tradition of economics. This includes the areas that seem most promising for new research. Instead of criticizing other positions from the standpoint of Austrian analysis, the book turns a critical eye on the Austrian program itself -- where its weak points are, and how important they are in an overall assessment of the Austrian position. The book successfully criticizes many topics related to the Austrian school of thought. Starting with the historical and methodological issues, it examines subjectivism, market coordination, institutions, political economy and evolutionary theory. It concludes with an Afterword by Mario Rizzo and Larry White, which both appraises the contents and assesses the approaches propounded in the volume

Due to the demographic change in age, societies, firms, and individuals struggle with the need to postpone retirement while keeping up motivation, performance and health throughout employees' working life. Organizations, and specifically the Human Resource Management (HRM) practices they design and implement, take a center role in this process. Being influenced by macro-level trends such as new legislation, organizational HRM practices affect outcomes such as productivity and employability both at the firm and individual level of analysis. This editorial introduces the Special Issue on "Age-related Human Resource Management Policies and Practices" by conducting an interdisciplinary literature review. We offer an organizing framework which spans the macro-, meso-, and individual level and discusses major antecedents, boundary conditions, and outcomes of age-related HRM practices. Further, we propose a typology of HRM practices and discuss the role of individual HRM dimensions versus bundles of HRM practices in dealing with an ageing and more age-diverse workforce. Building on these considerations, we introduce the eight articles included in this special issue. Finally, taking stock of our review and the new studies presented here, we deduct some recommendations for future research in the field of age-related HRM.

Purpose
The purpose of this paper is to integrate research on human resource systems with work on disability management practices to outline how multinationals across India and Germany are engaged in efforts to increase workplace inclusion of persons with a disability.


Design/methodology/approach
Semi-structured interviews with respondents from multinational corporations in India and Germany were conducted, transcribed, and analyzed.


Findings
Employers followed three guiding principles (i.e. beliefs): importance of harnessing diversity, encouraging multi-stakeholder engagement internally, and engaging with the external ecosystem to build internal human resource capabilities. Respondents further noted two interdependent and mutually constitutive programs that covered the life cycle of the employee: job flexibility provisions and integration programs. Country-specific differences existed in terms of perceived external stakeholder support and availability of talent.


Research limitations/implications
The results complement prior research with respect to the importance of organizational factors for the inclusion of persons with a disability and also extend prior research by shedding light on the role of the national context in such inclusion endeavors.


Practical implications
Findings indicate that disability-inclusion principles may be universal, but their operationalization is region specific. Global organizations must be aware of these differences to design effective inclusion programs.


Social implications
The study helps in designing and evaluating appropriate inclusion initiatives for persons with disabilities, an important yet underutilized group of potential employees in both India and Germany.


Originality/value
This is the first study to investigate country-specific commonalities and differences in fostering workplace inclusion of persons with disabilities in India and Germany.

AbstractDue to the demographic change in age, societies, firms, and individuals struggle with the need to postpone retirement while keeping up motivation, performance, and health throughout employees' working life. Organizations, and specifically the Human Resource Management (HRM) practices they design and implement, take a central role in this process. Being influenced by macro-level trends such as new legislation, organizational HRM practices affect outcomes such as productivity and employability both at the firm and individual level of analysis. This editorial introduces the Special Issue on "Age-related Human Resource Management Policies and Practices" by conducting an interdisciplinary literature review. We offer an organizing framework that spans the macro-, meso-, and individual level and discusses major antecedents, boundary conditions, and outcomes of age-related HRM practices. Further, we propose a typology of HRM practices and discuss the role of individual HRM dimensions versus bundles of HRM practices in dealing with an aging and more age-diverse workforce. Building on these considerations, we introduce the eight articles included in this special issue. Finally, taking stock of our review and the new studies presented here, we deduct some recommendations for future research in the field of age-related HRM.

Abstract
As workforces age, organizations are challenged to provide human resource management policies and practices that are responsive to the needs of older workers. Flexible work arrangements (FWAs)—practices that allow workers to influence when, where, and how work is completed—have been promoted as enabling older workers to maintain work engagement by decreasing demands of the work role, providing the autonomy to balance work and nonwork commitments, and signalling the value of workers to employers. The current study aimed to examine whether FWAs were effective in alleviating key challenges to work among older workers by assessing the impact of FWAs on the associations of physical health, mental health, and negative age-related stereotypes about older workers, with work engagement. Data were obtained from 1,834 workers aged 55–82 (age M = 63.3, 54% female) from a general random sample of older adults. Greater mental health and lower negative stereotypes predicted higher work engagement. Greater physical and mental health conveyed an indirect impact on engagement via lower perception of negative stereotypes. Greater FWAs displayed a weak negative association with the perception of negative stereotypes about older workers and reduced the association of negative stereotypes with work engagement. Access to FWAs may have a minor role in alleviating key risks to work engagement associated with mental and social challenges for an aging workforce. Considerations for future investigations of FWAs and their impact on risks to engagement among older workers are discussed.

Ludwig M. Lachmann was born in Berlin in 1906 and died in Johannesburg in 1990. For more than forty years, until his retirement in 1972, Lachmann established himself as a prominent South African economist and for a time served as head of the economics department at the University of Witwatersrand. From 1974 to 1987, he worked with Professor Israel Kirzner in New York City to give new shape and life to the older Austrian school of economics. Lachmann influenced a small army of modern Austrians to discard the elaborate formalisms of orthodox economics for a "radical subjectivism" that had its roots in the teachings of the founder of the Austrian school, Carl Menger. Here a small platoon of scholars offer their thoughts about Lachmann, his contributions to economic reasoning, and his eccentric but engaging character. First hand reports explain what their mentor taught and what his students took away. Lavoie makes the case that Lachmann's "radical subjectivism" took a rhetorical turn toward the end of Lachmann's career in New York City. In addition, Kirzner reports on his long and most productive relationship with Lachmann and provides additional insights about the seminal role of the Austrian Economics Seminar at New York University from 1985 to 1987 in giving shape to the modern Austrian revival. This article is the written version of a "Remembrance and Appreciation Session" held on June 28, 1999 at the History of Economics Society meeting at the University of North Carolina in Greensboro. It is one of an ongoing series that appears in the July issues of this journal.