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This paper analyses the impact of industry specific regional specialization on employment growth in German planning regions between 1998 and 2007. The paper investigates Germany as a whole as well as Western and Eastern Germany separately. By using a shift-share regression approach the paper provides new findings about the existence of industry-specific localization advantages. The results show that inverse localization advantages play a major role in explaining regional disparities in Germany. This involves a process of deconcentration of economic activity. In addition, differences between Eastern and Western Germany can also be identified. Resumen Este artículo analiza el impacto de la especialización regional específica por industrias sobre el crecimiento del empleo en las regiones de planificación alemanas entre 1998 y 2007. El artículo estudia Alemania en su totalidad, así como Alemania Occidental y Oriental por separado. Mediante la utilización de un enfoque de regresión shift-share, el artículo aporta nuevos resultados acerca de la existencia de ventajas de localización específicas por industria Los resultados muestran que las ventajas de localización inversa tienen un papel clave a la hora de explicar las disparidades regionales en Alemania. Esto implica un proceso de desconcentración de la actividad económica. Además, también se pueden identificar diferencias entra Alemania Occidental y Alemania Oriental. [ABSTRACT FROM AUTHOR]

Although applicant-employee fit has emerged as an important topic in recruitment research, little is known about how job seekers' perceived similarity with the employees working for an organization affects employer attraction. In this research, we introduce temporal construal as a crucial moderating variable and study how the temporal decision context affects the weighting of applicant-employee fit. In particular, we argue that applicant-employee fit is construed in abstract, high-level terms, and exerts a stronger influence when prospective applicants hold a distant time perspective. In contrast, instrumental attributes such as pay level represent low-level construals and gain greater relevance when prospective applicants hold a near time perspective. Two experiments involving a student sample and a sample of unemployed job seekers supported these predictions. [ABSTRACT FROM AUTHOR]

Previous research on the relationship between alternative employment opportunities and cooperation has neglected the distinction between evaluations and restrictions. Thus, one cannot analyze the relationship between attractiveness of alternative employment opportunities and organizational citizenship behaviors (OCB) under different levels of perceived ease of finding alternative employment. In a pilot study with N = 149 German employees, we confirm the proposed distinction with confirmatory factor analyses. Based on power-dependence theory and rational choice models, we predict that under high ease the relationship between attractiveness and OCB should be more strongly negative than under conditions of low ease. In addition, we hypothesize that the interaction between attractiveness and ease should be greater for OCB than for task performance because task performance is exchanged in a relationship with an enforceable, binding contract, while OCB is voluntarily. Results from moderated multiple regression analysis on N = 86 German professional-supervisor dyads support our prediction for a negative relationship between attractiveness and OCB under high ease. Under low ease, we find a positive relationship between attractiveness and OCB. Moreover, there was no relationship with the interaction and task performance. Implications of the findings both for extra-role and job mobility theory formation and research are discussed. [ABSTRACT FROM AUTHOR]