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Geesche M Dobers - One of the best experts on this subject based on the ideXlab platform.
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decomposing public support for energy policy what drives acceptance of and intentions to protest against renewable energy expansion in germany
Energy research and social science, 2019Co-Authors: Ulf Liebe, Geesche M DobersAbstract:Abstract Based on data from a large-scale survey (n=3400) conducted in Germany, we analyze citizens’ acceptance and protest intentions regarding the construction of new power plants for renewable energy production. We differentiate between wind energy, solar energy, and biomass energy; natural gas is used as a reference category. We measure protest intentions and acceptance regarding the construction of new power plants within a 10-kilometer radius of respondents’ place of residence. Protest and acceptance are explained by several competing theoretical determinants such as specific attitudes towards each energy source, general attitudes towards climate change, social norms, the “not-in-my-backyard” phenomenon, place attachment, and conditional cooperation. We use decomposition models used in Labor Market Research to study endowment, discrimination, and characteristics effects related to different attitudinal dimensions and their influence on acceptance and protest intentions. Our results show more positive attitudes, less protest intentions, and a stronger acceptance of solar energy, followed by wind energy, biomass energy, and natural gas. Theory comparison reveals, for instance, that “not-in-my-backyard” beliefs have high explanatory power, climate change concern is only relevant for the acceptance of wind energy and solar energy, and place attachment seems to be a useful concept for explaining protest intentions. The decomposition models indicate that attitudes are strong determinants of acceptance and protest intentions where, in addition to endowment effects, we also find some indications of discrimination effects (i.e., different weights of attitudinal dimensions) and characteristics effects (i.e., effects of respondents’ characteristics). Finally, we discuss the policy implications of these results.
Ulf Liebe - One of the best experts on this subject based on the ideXlab platform.
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decomposing public support for energy policy what drives acceptance of and intentions to protest against renewable energy expansion in germany
Energy research and social science, 2019Co-Authors: Ulf Liebe, Geesche M DobersAbstract:Abstract Based on data from a large-scale survey (n=3400) conducted in Germany, we analyze citizens’ acceptance and protest intentions regarding the construction of new power plants for renewable energy production. We differentiate between wind energy, solar energy, and biomass energy; natural gas is used as a reference category. We measure protest intentions and acceptance regarding the construction of new power plants within a 10-kilometer radius of respondents’ place of residence. Protest and acceptance are explained by several competing theoretical determinants such as specific attitudes towards each energy source, general attitudes towards climate change, social norms, the “not-in-my-backyard” phenomenon, place attachment, and conditional cooperation. We use decomposition models used in Labor Market Research to study endowment, discrimination, and characteristics effects related to different attitudinal dimensions and their influence on acceptance and protest intentions. Our results show more positive attitudes, less protest intentions, and a stronger acceptance of solar energy, followed by wind energy, biomass energy, and natural gas. Theory comparison reveals, for instance, that “not-in-my-backyard” beliefs have high explanatory power, climate change concern is only relevant for the acceptance of wind energy and solar energy, and place attachment seems to be a useful concept for explaining protest intentions. The decomposition models indicate that attitudes are strong determinants of acceptance and protest intentions where, in addition to endowment effects, we also find some indications of discrimination effects (i.e., different weights of attitudinal dimensions) and characteristics effects (i.e., effects of respondents’ characteristics). Finally, we discuss the policy implications of these results.
Ulrich Hornsteiner - One of the best experts on this subject based on the ideXlab platform.
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job tenure of two cohorts of young german men 1979 1990 an analysis of the west german employment statistic register sample concerning multivariate failure times and unobserved heterogeneity
Social Science Research Network, 1997Co-Authors: Lutz Bellmann, Stefan Bender, Ulrich HornsteinerAbstract:The OECD (1993) has documented that the majority of workers in industrialised countries can look forward to finding a stable employment relationship. However new entrants into the Labor force experience high turnover. Promoting institutions which support longer tenures and worker participation (or ''voice`` in the firm) utilize strategies to encourage enterprise and employee efforts in skill formation and training. The results of the OECD (1993) study show that attachments between employee and employer are more likely to endure for Japanese, French and German workers. Furthermore Germany has the highest share of young new recruits who received any formal training from their employer. In Germany, 71.5 % of young new recruits were trained at any job within 7 years after leaving school, whereas in the U.S. only 10.2 % of young new recruits were similarly trained (cf. OECD 1993, 137). It is sometimes assumed that employment protection policies have been exogenously imposed and thus probably impair efficiency. However, Research on the micro-economics of Labor Markets has shown that employers may be interested in long-term employment relationships (cf. Levine 1991). Here, the job training model focusing on the importance of human capital investment, specifically the job shopping and matching model stressing the process of information gathering through employment experience should be mentioned. In such models employment protection legislation has not only desirable distributional effects but also help to ensure efficient outcomes. Therefore, it is important to assess the relevance of micro- economic theories empirically. This paper provides an empirical analysis of job durations in Western Germany using information from two cohorts of new entrants to the Labor force documented in the (West-)German employment statistic register sample (cf. Bender and Hilzendegen 1996). The appropriate empirical technique to study job length is event history or survival analysis. In Labor Market Research, survival analysis has primarily focused on explaining the length of unemployment spells. Application of this technique to employment is less common 1 , because huge longitudinal data sets are needed. Apart from testing hypotheses about the effect of personal characteristics and Labor demand variables (e.g. firm size and industry affiliation), we will assess the influence of heterogeneity of the members of the two cohorts on their duration profile. The applied model and estimation method allow for unobserved heterogeneity and correlation between the clustered failure times of one employee as well as for right-censored spells. Our analysis is not restricted to the beginning of the working life of the employees. The individual retirement decision is affected by employment protection and early retirement regulations which differ widely between the firms. The respective data are missing in the employment statistic register, so that the retirement decision cannot be modelled explicitly.
Edwards, Wesley Logan - One of the best experts on this subject based on the ideXlab platform.
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Retention and mobility patterns for teachers of color in Texas : examining variation by teacher and campus characteristics
2021Co-Authors: Edwards, Wesley LoganAbstract:Increasing the racial and ethnic diversity of the teacher workforce is vital to the success of all students nationally. Calls to prepare, recruit, and retain more teachers of color come from a variety of stakeholders, including policymakers, state and district leaders, as well as school community members. Yet, a growing body of evidence demonstrates the persistent lack of racial and ethnic diversity across teacher Labor Markets nationally. Researchers and policymakers now point to efforts at increasing retention rates for teachers of color as one important solution towards expanding teacher racial and ethnic representation. Meanwhile, there is a well-identified gap in the Research when it comes to studies investigating systematic patterns of retention and mobility for teachers of color. There is also a distinct need for Research that can separate out results for Black and Latinx teachers. In this study I investigate the extent to which key school work environment and personal background characteristics are associated with retention and mobility outcomes for teachers of color in Texas. My results indicate that relative to White teachers, Black and Latinx teachers in the state’s largest urban and suburban districts were less likely to leave their campus teaching position at the end of the school year, less likely to find a position in a new district, and more likely to move into a school leadership position. I also find that principal retention, principal-teacher race match, teacher salary, and a traditional preparation background predict increases in retention for all teachers—but especially for Black and Latinx teachers. Yet, as a cause for concern, my results suggest stark differences in exposure to hard-to-staff work environments for Black teachers relative to the work environments of both Latinx and White teachers. This group of teachers were consistently more likely to teach in a school experiencing year over year accountability pressures related to student test scores, chronically high teacher turnover rates, and lower rates of principal retention. The results from this investigation underline the need for a better collective understanding of the variation in career trajectory outcomes for teachers within large district contexts. The evidence of career persistence for Black and Latinx teachers in such contexts suggests that Researchers, policymakers, and school leaders learn from and build on the current school-level practices in place to support the most underrepresented groups of teachers. As many of my results were related to features of leadership or the characteristics of school leaders, it is important that district policy makers and leadership preparation programs place a renewed focus on efforts to better prepare, recruit, support, and retain school leaders of color. Methodologically, this study adds to prior work in important ways. First, I analyze over a decade of administrative data at the individual teacher level from the largest school districts in one of the most demographically diverse states in the nation. This allowed me to report results for multiple racially/ethnically underrepresented groups of teachers in each iteration of my retention and mobility estimates, thus providing more nuance in terms of the career trajectory outcomes for each group. Furthermore, the longitudinal nature of the data I worked with allowed for results pertaining to multiple teacher career outcomes, rather than the binary stay versus leave framework used in most existing teacher Labor Market Research. As a result of this approach, my results add to what we know about the dynamic nature of teacher’s careers, and suggest that future Research continue to explore such longitudinal outcomes in a variety of school and district contexts when possible. Additional implications for policy, practice, and future Research are discussed.Educational Leadership and Polic
M Brussig - One of the best experts on this subject based on the ideXlab platform.
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changes in Labor Market participation of older employees in germany the perspective of Labor Market Research
Zeitschrift Fur Gerontologie Und Geriatrie, 2009Co-Authors: M BrussigAbstract:For many years, Germany has been regarded in international comparisons as an example of a generous early retirement culture, resulting in a low Labor Market participation of older employees. Recently, however, employment rates of older employees have increased remarkably. Reasons are the demographic structure of older persons in Germany, a long-term trend of increasing female Labor Market participation, and reforms in Labor-Market policies and pension policies during the last 10 years. Despite an increasing Labor Market participation of older employees, traditional Labor Market risks for older persons partly remained, but some new risks evolved as well. Therefore, social differentiation among older employees increased.Although detailed macro descriptions exist, the causes of Labor Market developments cannot be fully understood with cross-sectional data alone. An important stimulus is to be expected from individual longitudinal data which reflect employment histories and Labor Market transitions such as employment exit and retirement.
