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This paper analyses how the employment histories of cohorts born after World War II in Germany have changed. A specific focus is on the role of atypical employment in this context.

This paper uses data from the adult cohort of the National Educational Panel Study and presents descriptive evidence on employment patterns for different cohorts. In addition, a sequence analysis of employment trajectories illustrates key aspects related to the opportunities and risks of atypical employment.

Younger cohorts are characterised by acquiring more education, by entering into employment at a higher age and by experiencing atypical employment more often. The latter is associated with much higher employment of women for younger cohorts. The sequence analysis reveals that the proportion of individuals whose entry into the labour market is almost exclusively characterised by atypical employment rises significantly across the cohorts. Moreover, a substantial part of the increase in atypical employment is due to the increased participation of women, with part-time jobs or mini-jobs playing an important role in re-entering the labour market after career breaks.

The most important contribution of this article to the existing literature lies in the life course perspective taken for different birth cohorts. The findings are of great interest to the general debate about the success of the German labour market in recent decades and its implications for individual labour-market histories, but also about rising income inequality at about the same time.

The purpose of this paper is to analyze the relationship between participation in further training courses and job satisfaction, focussing in particular on gender differences.

Using data from the German Socio-Economic Panel (SOEP), a Probit-adapted OLS (POLS) model is employed which allows to account for individual fixed effects. The analysis controls for a variety of socio-demographic, job and firm characteristics.

The authors find a difference between males and females in the correlation between training and job satisfaction which is positive for males but insignificant for females. This difference becomes even more pronounced when applying individual fixed effects. To gain insights into the reasons for this difference, the authors further investigate training characteristics by gender. The authors find that financial support and career-orientation of courses only seems to matter for the job satisfaction of men but not for the satisfaction of women.

In Germany, financial support and career-orientation of training courses only seem to matter for the job satisfaction of men but not for the satisfaction of women. This has important implications for the investment in and outcomes of these training endeavors from both, a participant and an employer perspective.

This paper extends the existing literature in several ways. The authors use job satisfaction as an outcome of training which comprises non-pecuniary returns in addition to monetary returns. In addition, the authors point out gender differences and examine the heterogeneity of training courses by gender. This seems important since job satisfaction processes differ to a large extent by gender and since it is well-known that training participation also differs by gender. The panel structure of the data enables a methodological advancement in terms of accounting for time-invariant unobserved heterogeneity which is likely to matter for the results.

This paper aims to investigate sustainability research collaborations between the City of Vancouver and the University of British Columbia (UBC), as a case study to better understand how to use city–university partnerships to advance effective urban sustainability policy and practices. The study compiles a basic inventory of partnerships since 2010, describes their benefits, areas for improvement, barriers to collaboration and proposes ways to increase and improve future collaborations.

The study draws on an electronic survey completed by 58 individuals and interviews with 13 such participants who were faculty members and staff at UBC and Vancouver.

Most collaborations responded to climate change in some way, were initiated through informal professional relationships and involved single departments in each organization. Projects ranged in size, duration and level of municipal funding. Although project participants were generally happy with past experiences, future collaborations could be improved by increasing leadership commitment and resources and producing more mutually beneficial outcomes. Barriers included lacking awareness of potential partners, difficulty aligning municipal needs with academic research interests and divergent expectations about project resources. The study recommends introducing formal processes to help identify overlapping interests and opportunities, enhance co-creation of projects and increase leadership and resources.

The findings may inform the development and implementation of future city–university partnerships to advance sustainable policies and practices in urban areas.

This paper contributes by reviewing experiences with city–university collaborations and offering evidence-based recommendations to improve them, thereby increasing opportunities for more effective urban sustainability solutions.