W. Lindsay Alexander, D.D., L.L.D. : his life and work, with illustrations of his teaching.

Preface signed: James Ross.

John Leech; his life and work,

Mode of access: Internet.

EIS QUE LIVRAREI DA PRIS��O O MEU POVO ISRAEL E JUD�� : AS PALAVRAS DE SALVA����O EM JR 30-31 COMO PROJETO DE RETRIBALIZA����O

A presente tese prop��e uma interpreta����o exeg��tica da profecia de Jr 30-31 na perspectiva social. Jr 30-31 forma uma unidade liter��ria no livro de Jeremias, composta por subunidades que podem ser designadas de per��copes. Grande parte das expectativas salv��ficas deste trecho liter��rio devem ser atribu��das �� literatura origin��ria do livro, e prov��m das articula����es sociais engendradas por Jeremias no fim do s��culo 7 e in��cio do s��culo 6 a.C. em prol dos empobrecidos da antiga sociedade palestina Israel/Norte e de Jud��/Sul. Os primeiros ditos salv��ficos de Jr 30-31 surgiram na ��poca de Josias (Jr 30,10-11.18-21; 31,2-5). Nessa ��poca, originaram-se as expectativas de salva����o dirigidas para as popula����es israelitas do Norte. Outro intenso surgimento das expectativas salv��ficas aconteceu nos anos imediatamente posteriores �� queda de Jud��, em 587 a.C., quando Jeremias novamente direcionou uma palavra de esperan��a aos pobres do Israel/Norte, e incluiu tamb��m em sua mensagem aqueles que permaneceram na terra de Jud��/Sul depois do saque babil��nico. Nesse cen��rio podem ser localizadas as seguintes per��copes: 30,3.5-7.12-17; 31,15.16-20.21-22.27-28.31-34. A presente tese sup��e que, de modo geral, Jr 30-31 seja uma reconfirma����o da desmilitariza����o e da desurbaniza����o de Jerusal��m ocorridas naquele per��odo, j�� que esse novo cen��rio pol��tico e econ��mico favoreceu os desprestigiados da Palestina. O tribalismo �� o moto das expectativas salv��ficas da literatura jeremiana original. No engendramento de uma nova sociedade, retribalizada, livre do jugo mon��rquico e dos imperialismos, Jr 30-31 defendem a posse da terra aos camponeses que sofreram espolia����es do imp��rio ass��rio e dos reis juda��tas. Com a queda do Estado de Jud��, os empobrecidos poderiam retomar suas vidas e possuir a terra como meio de produ����o e subsist��ncia. A rela����o entre as palavras de salva����o e o tribalismo tamb��m pode ser notado em outros trechos do livro de Jeremias. A estrutura����o verbal proponente de destrui����o e reconstru����o de 31,28 pode ser encontrada em Jr 1,10; 18,7.9; 24,6; 42,10 e 45,4. As promessas de salva����o contidas em Jr 1,10, 31,27-28 e 42,10 anunciam a continuidade da vida na terra de Jud�� depois da cat��strofe de 587 a.C. Essa ideia tamb��m pode ser percebida em Jr 23,5-6, 30,8-9. Em Jr 24,6, por sua vez, l��-se uma promessa para os exilados de Jud��, que viviam na Babil��nia sob o sistema tribal. Em Jr 3,6-13.19-25; 4,1-2, as expectativas salv��ficas de Jeremias apresentam o caminho para a reorganiza����o social atrav��s da convers��o para Jav��.

Rhythms of life:antecedents and outcomes of work-family balance among employed parents

This study examined antecedents and outcomes of a fourfold taxonomy of work-family balance in terms of the direction of influence (work-family vs. family-work) and type of effect (conflict vs. facilitation). Respondents were full-time employed parents in India. Confirmatory factor analysis results provided evidence for the discriminant validity of M. R. Frone's (2003) fourfold taxonomy of work-family balance. Results of moderated regression analysis revealed that different processes underlie the conflict and facilitation components. Furthermore, gender had only a limited moderating influence on the relationships between the antecedents and the components of work-family balance. Last, work-family facilitation was related to the work outcomes of job satisfaction and organizational commitment.

Is there life in the old dogs yet? Making break-tests work on financial contagion

Many tests of financial contagion require a definition of the dates separating calm from crisis periods. We propose to use a battery of break search procedures for individual time series to objectively identify potential break dates in relationships between countries. Applied to the biggest European stock markets and combined with two well established tests for financial contagion, this approach results in break dates which correctly identify the timing of changes in cross-country transmission mechanisms. Application of break search procedures breathes new life into the established contagion tests, allowing for an objective, data-driven timing of crisis periods.

Personality across working life:the longitudinal and reciprocal influences of personality on work

Summary: This paper focuses on the role of personality at different stages of people's working lives. We begin by reviewing the research in industrial, work, and organizational (IWO) psychology regarding the longitudinal and dynamic influences of personality as an independent variable at different career stages, structuring our review around a framework of people's working lives and careers over time. Next, we review recent studies in the personality and developmental psychology domain regarding the influence of changing life roles on personality. In this domain, personality also serves as a dependent variable. By blending these two domains, it becomes clear that the study of reciprocal effects of work and personality might open a new angle in IWO psychology's long-standing tradition of personality research. To this end, we outline various implications for conceptual development (e.g., trait stability) and empirical research (e.g., personality and work incongruence). Finally, we discuss some methodological and statistical considerations for research in this new research domain. In the end, our review should enrich the way that IWO psychologists understand personality at work, focusing away from its unidirectional predictivist influence on job performance toward a more complex longitudinal reciprocal interplay of personality and working life. �� 2013 John Wiley & Sons, Ltd.

Work-life balance benefits:employee attitudes and behaviors through the lens of social exchange theory

The question of what to provide employees in order that they reciprocate with desirable behaviors in the work place has resulted in a great amount of work in the area of social exchange. Although offering fair compensation, including salary or wages and employee benefits, has been extensively studied, the effects of offering specific types of benefits, such as work-life balance benefits, and the intangible rewards that such an offering inadvertently offers, has only been minimally explored. Utilizing past literature, this current research examined the offering of work-life balance benefits, the value employees place on those benefits, the communication of the benefits by the organization to employees, and their effect on employee attitudes and behaviors. The goal was to identify the effect on desirable outcomes when work-life balance benefits are offered to determine the usefulness to the organization of offering such benefits. To test these effects, a study of an organization known to offer a strong work-life balance benefits package was undertaken. This was accomplished through the distribution of questionnaires to identify the possible relationships involving 408 employee respondents and their 79 supervisors. This was followed with interviews of 12 individuals to ascertain the true reasons for links observed through analysis. Analysis of the data was accomplished through correlation analysis, multilevel analysis and regression analysis generated by SPSS. The results of the quantitative analysis showed support for a relationship between the offering of work-life balance benefits and perceived organizational support, perceived distributive justice, job satisfaction and OCBO. The analysis also showed a lack of support for a relationship between the offering of work-life balance benefits and organizational commitment, OCBI and IRB. The interviews offered possible reasons for the lack of support regarding the relationship between the offering of work-life balance benefits and organizational commitment as well as organizational citizenship behaviors (OCBI and IRB). The implications of these findings on future research, theory and practice in the offering of work-life balance benefits are discussed.

A szervezeti elk��telezetts��g ��s a munka-csal��d viszonyrendszer ��sszef��gg��sei (The relationship between organizational commitment and work-life balance)

376 ��gyf��lszolg��lati dolgoz�� bevon��s��val v��gzett k��rd����ves vizsg��latukban a szerz��k arra kerest��k a v��laszt, hogy a szervezeti elk��telezetts��g profilok hogyan f��ggnek ��ssze a munkahelyi el��gedetts��ggel, a kil��p��si sz��nd��kkal ��s a munka-csal��d viszonyrendszerre vonatkoz�� v��ltoz��kkal (munka-csal��d konfliktus, munkacsal��d egyens��ly, munka-csal��d gazdag��t��s). Nyolc k��l��nb��z�� profilt tal��ltak, amelyek elemz��s��b��l kider��lt: az elk��telezetts��g-komponensek k��z��l az ��rzelmi elk��telezetts��gnek kit��ntetett szerepe van a kedvez�� k��vetkezm��nyeket tekintve, tov��bb�� az elk��telezetts��gkomponensek egy��ttes hat��sa szinergikus lehet. ________ In their research that was based on the answers of 376 customer service employees to a questionnaire survey, the authors are looking at the relationship between the organizational commitment profiles and work satisfaction, intention to leave the organization and various subconcepts of work life balance (work-family conflict, work-family balance and work-family enrichment). They have found 8 different profiles, the analysis of which revealed the central role of the affective component regarding the positive outcomes of the above mentioned variables as well as the synergic relations among the different components of organizational commitment.

Gender, Work and Employment in Ten Candidate Countries of Central and Eastern Europe. Final Report. Country: Hungary

The Hungarian media shows very contradictory pictures of women today: Successful career women enjoying material well-being is one picture, while the careful mother not working outside the home, keeping together the family is another one. Between these two contradictory poles there are almost no other female actors in the media. Life produces something different. In spite of the fact that there was a big loss of jobs in 1990s, and women���s activity rate decreased while the unemployment rate increased compared to before the 1990s, woman with duel roles are still accepted and common. The first female task is looking after the family and the second one is working outside the home and earning money. In many cases there is a third role: studying in distant or evening courses. In the next chapters we go deeper into this topic. We analyse the different aspects of female labour market positions, and show some relevant characteristics of governmental parental benefits and childcare support, and examine how the new pension system effects women. We also have a quick look at trade unions and show their lack of activity around gender issues. In the labour market analysis of the position of women we use labour force surveys, institution-based labour statistics, and unemployment registers. The Appendix 1 contains short descriptions of these data sources.

Three essays on self-employment transitions, organizational capital, and firm formation

This dissertation explores how economic, organizational, and personal factors affect self-employment transitions, occupational decisions, and firm formation activities of individuals at different positions in the skill distribution. The first essay of my dissertation studies how local unemployment rates differentially affect entry into self-employment by individuals at different places in the skill distribution. The empirical results show a positive correlation between local unemployment rates and entry into self-employment for low-ability workers, but not for high-ability workers. Including employer size to eliminate possible distortions showed that the positive association between unemployment and self-employment among low-ability workers is in fact driven by the small firm effect. Controlling for firm size yields a negative association between unemployment and self-employment among high-ability workers. Effects of organizational capital, human capital and physical capital, on the firm formation activities of people at distinct skill levels depend on the type of the industry which is chosen for the new firm. Two types of industries, capital-intensive and ability-intensive, are utilized to explore this hypothesis in the second essay. A capital-intensive industry requires more physical investment, and consequently more funds, whereas, an ability-intensive industry requires more human capital. It is shown that high human capital requirements are associated with higher earnings among the most able individuals, and therefore makes them more likely to found firms in an ability-intensive industry. Wealthy people are more likely to establish both capital-intensive and ability-intensive firms, even though the amount of funds necessary for two industry types differs. Moreover, entry into both industries is predicted to happen later in life due to the removal of entry barriers constituted by required investment spending using savings when old. Empirical mixed results are observed. The third essay investigates earning differentials between future entrepreneurs and their non-entrepreneurial colleagues. Results show that high-ability firm-owners in an ability-intensive industry were earning more than those that remained in wage-work, whereas, low-ability firm-owners in a capital-intensive industry were earning less than those remaining in paid-work.