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This study aims to develop a reliable and valid German/Deutsch version of the management standards indicator tool (MSIT-D) to broaden the pool of instruments available to practitioners and to support international collaborations regarding this workplace management issue.

The MSIT-D was translated from English to German, then its psychometric properties examined using data from British employees (n = 321) and German employees (n = 358). Confirmatory factor analyses (CFAs) were used to evaluate the internal structure and measurement invariance, and Cronbach’s alpha was used to assess internal consistency. Comparisons were made with the German language risk assessment tool Fragebogen zur Gefährdungsbeurteilung psychischer Belastungen (FGBU) to examine concurrent and incremental validity. Criterion validity was checked using established measures of work-related health.

The MSIT-D has an equivalent seven-factor structure (demands, control, managerial support, peer support, relationships, role and change) as the original; the analyses confirmed configural and metric measurement invariance with the original scale. The internal consistency of the scales ranged from 0.82 to 0.91. Regarding criterion validity, the MSIT-D was positively correlated with emotional exhaustion and psychosomatic complaints and negatively correlated with work engagement and workability. The analyses yielded meaningful correlations between the MSIT-D dimensions and the FGBU.

This is the first study to develop a German version of the MSIT and confirm metric measurement invariance. This will allow a comparison of MSIT scores with related constructs between German- and English-speaking samples. As a reliable and valid instrument for assessing work-related stressors, the outcome of this study presents opportunities for developing a unified surveillance system for work-related stress at the European level.

A personal narrative of my escape with my mother and siblings from South Sudan as refugees is presented. The narrative then chronicles the time in Egypt applying for refugee status and eventual resettlement in the United States. In the United States, resettlement began in Newark, New Jersey. I then document my move from Newark to San Diego, California to, eventually, New York City. In New York my life as a model, DJ, actress, and founder of Stand for Education is narrated.

In this chapter we investigate the role of family-specific factors in facilitating or constraining business exit in family firms. Family business literature seems to have an implicit bias toward continuity and persistence in the founder's business. This is explained by heavy emotional involvement and development of path-dependent core competences over generations. However, several long-lived family firms were able to successfully exit the founder's business. Exit allowed them to free significant strategic resources, which were later reinvested in exploiting novel entrepreneurial opportunities. Our aim is to investigate the process of exit from the founder's business in family firms, to explain both triggers and obstacles to decommitment and de-escalation. We address this issue through the study of the Italian Falck Group's exit from the steel industry in the 1990s, followed by successful startup of a renewable energy business. By carefully triangulating different data sources and different voices within and outside the controlling family, we develop a framework describing family-specific facilitators and inhibitors of business exit, and subsequent startup of a new business. Three types of family-specific factors emerge as relevant in shaping a family firm's likelihood and speed of exit from a failing business: family-related psychological triggers and obstacles to business exit; family-specific components of the structural de-escalation context; family responses to ensuing de-escalation and exit needs. The emerging framework offers a more nuanced interpretation of decommitment activities in family firms, pointing to the differential role family-specific factors may play as facilitators or inhibitors of business exit. We also suggest how these family-specific results may contribute to a deeper understanding of exit in nonfamily firms. Our results also have practical implications for family business entrepreneurial management. Actively managing the different determinants of exit choices that emerged from our study will set the stage for de-escalation from a failing course of action – a dynamic capability all family firms should learn and practice if they intend to transfer their entrepreneurial orientation to next generations.

Donor-conceived (DC) offspring raised in lesbian-parent and heterosexual-parent families have different historical chronologies, which are clusters of events that provide frameworks for shaping contemporary views of sperm donors and donor siblings. Using surveys collected by the Donor Sibling Registry (DSR), the largest U.S. web-based registry, we found that DC offspring from different family forms have somewhat different views about meeting both the donor and donor siblings. In general, all offspring are curious about the donor. All offspring want to know what the donor looks like and they believe that even minimal contact will help them understand themselves better. However, when compared to offspring from heterosexual-parent families, offspring from lesbian-parent families are less likely to want to have contact with the donor. For offspring from lesbian-parent families, donor conception is considered a normal and accepted part of family life and the donor is deemed irrelevant to the family’s construction. Especially among those who live with two heterosexual parents (where both parents are often assumed to be genetic relatives), offspring want to know the donor because they believe he holds the key to important information that the legal (or social) father cannot provide. Most DC offspring want to meet donor siblings although the interest is somewhat weaker among the offspring in lesbian-parent families. Offspring regard donor siblings as special relations who will not disrupt the natal family and who might even become part of a new kind of “extended family” network.

The purpose of this paper is to explore factors important to the product choice stage of the decision‐making process for the men's branded underwear consumer.

A qualitative approach to data collection and interpretation was used. Individual in‐depth interviews were conducted with fifteen participants who had purchased men's branded underwear within six months prior to the study. Eight males and seven females, aged 23‐55, were given a voucher to purchase men's underwear at a designated US department store and asked to bring their purchases to the interview. A semi‐structured interview schedule was followed which posed open‐ended questions about purchasing men's branded underwear in general and specifically with regard to the use of the voucher. Interviews were audio recorded with participant's consent and lasted approximately 45‐60 min.

A thematic interpretation of the interview data led to the development of three emergent thematic areas used to explore issues that surfaced within and across responses. Factors important to participants' decision‐making are discussed relative to their product choices. A typology of consumer profiles was developed from the data based on involvement level, brand loyalty, gender, evaluative criteria and silhouette preference.

Limitations of the study include a focus on perceptions of US consumers located in a large urban area and a focus on the department store channel. Implications of participants' experiences for marketing men's branded underwear are considered.

This study provides insight into factors important to US consumers when purchasing men's branded underwear.

This paper offers an examination of consumer decision‐making relative to men's branded underwear, an understudied product category. Findings provide an in‐depth understanding of the consumer's perspective, an understanding that is essential to successful product development and brand positioning.

This chapter revisits a debate about the relationship between work and family and the conditions under which workers believe their jobs in the new economy offer an escape from families.

In contrast to prior research, the chapter uses multiple methods, including a random sample survey, intensive interviews with 221 respondents, and 615 hours of observations at eight sites in the health care sector.

The chapter shows that low-wage women nursing assistants – more than those in other health care occupations – develop strong connections to coworkers and patients whom they come to talk about as “family.” It finds that more than doctors, nurses, or EMTs, the CNAs seek an escape from home and a pull to people at work not only because they develop strong relations on the job and have more inclusive notions of family, but also because they face more difficulties at home. These difficulties at home are created in part by the unpredictable schedules and low wages offered by their jobs. These make home life more difficult, which paradoxically leads them to turn to their jobs.

The analysis and findings show the ongoing power of unequal social relations – organized around class and gender and their intersection – in shaping the recursive relationship of jobs and families.

This article describes Stories from the Web, a Library and Information Commission funded project investigating the use of the Internet as a tool for increasing creative reading in three children's libraries in Birmingham, Bristol and Leeds. It discusses the project aims, the website development and content, and the Stories from the Web library clubs.