an article by Edda Humprecht (University of Zurich, Switzerland) published in Information, Communication & Society Volume 22 Issue 13 (2019)
Abstract
How does the content of so-called ‘fake news’ differ across Western democracies?
While previous research on online disinformation has focused on the individual level, the current study aims to shed light on cross-national differences. It compares online disinformation re-published by fact checkers from four Western democracies (the US, the UK, Germany, and Austria).
The findings reveal significant differences between English-speaking and German-speaking countries.
In the US and the UK, the largest shares of partisan disinformation are found, while in Germany and Austria sensationalist stories prevail. Moreover, in English-speaking countries, disinformation frequently attacks political actors, whereas in German-speaking countries, immigrants are most frequently targeted.
Across all of the countries, topics of false stories strongly mirror national news agendas.
Based on these results, the paper argues that online disinformation is not only a technology-driven phenomenon but also shaped by national information environments.
Showing posts with label international_comparison. Show all posts
Showing posts with label international_comparison. Show all posts
Tuesday, 12 November 2019
Tuesday, 1 October 2019
Teaching older workers new tricks: workplace practices and gender training differences in nine European countries
an article by Jelle Lössbroek (Utrecht University, The Netherlands) and Jonas Radl (Carlos III University of Madrid, Getafe, Spain; WZB Berlin Social Science Center, Germany) published in Ageing & Society Volume 39 Issue 10 (October 2019)
Abstract
Despite its benefits for prolonging careers, participation in training is far lower among older employees (age 50+) than among younger employees.
This study analyses gender differences in older employees’ training participation.
To investigate the predictors of training intensity, we examine two forms of training: formal educational programmes and on-the-job training. The study draws on a novel data-set, the European Sustainable Workforce Survey, carried out in nine European countries in 2015 and 2016, analysing 2,517 older employees and their managers, spread over 228 organisations.
We concentrate on the interplay between employees’ gender, managers’ gender and managers’ ageism in shaping older employees’ training participation.
Our findings indicate comparable training participation of older men and women in both forms of training, yet older women more often pay for enrolment in educational programmes themselves. Also, predictors of training participation are different. In line with the tenet of ‘gendered ageism’, we find that managerial ageism primarily targets older women, excluding female employees from the training opportunities available to their comparable male colleagues.
Finally, female managers are associated with higher training participation rates for older employees, but only for older men. This result supports ‘queen bee’ arguments and runs counter to ‘homophily’ arguments.
Overall, the study demonstrates that workplace dynamics and managerial decisions contribute to the reproduction of traditional gender divides in the late career.
Full text (PDF 24pp)
Abstract
Despite its benefits for prolonging careers, participation in training is far lower among older employees (age 50+) than among younger employees.
This study analyses gender differences in older employees’ training participation.
To investigate the predictors of training intensity, we examine two forms of training: formal educational programmes and on-the-job training. The study draws on a novel data-set, the European Sustainable Workforce Survey, carried out in nine European countries in 2015 and 2016, analysing 2,517 older employees and their managers, spread over 228 organisations.
We concentrate on the interplay between employees’ gender, managers’ gender and managers’ ageism in shaping older employees’ training participation.
Our findings indicate comparable training participation of older men and women in both forms of training, yet older women more often pay for enrolment in educational programmes themselves. Also, predictors of training participation are different. In line with the tenet of ‘gendered ageism’, we find that managerial ageism primarily targets older women, excluding female employees from the training opportunities available to their comparable male colleagues.
Finally, female managers are associated with higher training participation rates for older employees, but only for older men. This result supports ‘queen bee’ arguments and runs counter to ‘homophily’ arguments.
Overall, the study demonstrates that workplace dynamics and managerial decisions contribute to the reproduction of traditional gender divides in the late career.
Full text (PDF 24pp)
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