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This article describes strategies of an evidence-based parenting programme, Families and Schools Together (FAST), which has a track record for retaining low-income families. FAST multi-family groups held after school are led by culturally representative teams of parents and professionals. Parents are coached to practise positive parenting, lead fun family activities, including one to one responsive play, and meet in parent groups. Families (n ¼ 403) were recruited into 31 FAST groups: 253 families in the UK; 114 in Germany and 36 in Holland. Attendance was recorded. To graduate a family attended 6 or more of 8 weekly sessions. Results revealed high retention rates; 83% for the UK, 83% for Holland and 89% for Germany. The assumption is that the following strategies contributed to these high retention rates: respect for parents to co-produce the programme; flexibility while being ''manualized''; providing positive emotion; ''foot in the door'' recruitment technique; crossing the social ecology to increase social capital; and systematically reinforcing attendance.

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The purpose of this study is to examine the interaction effects of two commitment foci (parent company and local operation commitment) on a focal work behavior (retention in an international assignment). Accordingly, this study formulated and tested four hypotheses by using hierarchical regression, moderated regression analyses and plots of two-way interactions. The data were gathered from 471 Western expatriates working for the subsidiaries of multinational companies in Vietnam. The results confirmed that all components (affective, normative and continuance) of parent company commitment and local operation commitment positively predicted retention in international assignments; however, the retention was more driven by the parent company commitment. Besides, the relationships between two components (affective and continuance) of local operation commitment and retention were moderated by the corresponding components of parent company commitment. The findings improve the understanding of dual commitment's links to work behaviors in international business contexts. Moreover, as to the practical implication, multinational companies were recommended to be aware of the level of expatriate commitments to two foci in order to reduce the rate of premature return.

Purpose – The purpose of this paper is to investigate the nature of commitments of local employees to a parent company and a local operation in comparison to the nature of commitment of Western expatriates to the two foci. Design/methodology/approach – Data were collected by questionnaire from 532 local employees and 471 Western expatriates currently working for the subsidiaries of multinational companies (MNCs) in Vietnam. Hypotheses were tested using exploratory factor analyses, confirmatory factor analyses, correlation analyses, t-test, generalized linear models and hierarchical regression. Findings – The results confirmed two distinct commitment foci and revealed that the commitment to the local operation was stronger than the commitment to the parent company for local employees. Remarkably, retention and absenteeism are more driven by local operation commitment than by parent company commitment for the local employees. In contrast, these outcomes are more driven by parent company commitment for the Western expatriates. Working conditions (job autonomy, job variety, transformational leadership and remuneration) positively predicted affective commitment to the local operation for both groups; particularly job variety and leadership were better predictors for local employees than for Western expatriates. Practical implications – The comparison shows effective and specific ways to sustain and reinforce the commitments of each employee group with regard to two foci. This information may help to reduce the rate of turnover intention and absenteeism in MNCs. Originality/value – By using a multifaceted approach, this study provided a comparison of dual organizational commitment for different categories of employees working in MNCs. Second, this study shows that the stronger commitment focus has a stronger influence on related outcomes (i.e. retention and absenteeism). If so, MNCs can focus on reinforcing the selected commitment focus in order to reduce the costs of management. Third, the study has initially pointed out that some work factors exert a specific influence on different commitment foci in the two groups. Controlling these work conditions is recommended to sustain and develop commitment levels of the two groups.

Purpose – The purpose of this paper is to first, examine the role of multi-dimensional commitments of western expatriates to a local operation in sustaining retention in international assignments. Second, the study also attempts to investigate the work conditions in which dimensions of local operation commitment are more effective in predicting retention. Design/methodology/approach – Data were collected by questionnaire from 471 western expatriates currently working for the subsidiaries of multinational companies in Vietnam, and from this, five hypotheses were formulated and tested using hierarchical regression, moderated regression analyses and plots of two-way interaction effects. Findings – The results indicated that all three components of local operation commitment (affective, normative, and continuance commitment) positively predicted retention. The findings also revealed that job autonomy, leader support, and remuneration were found as moderators, which increase the effects of the three components of local operation commitment on retention. Practical implications – By understanding and managing the multi-dimensional nature of expatriate commitment to a local operation as well as their working conditions (job autonomy, leader support, and remuneration), multinational companies can reduce the rate of premature return for western expatriates. It is the interaction between local operation commitment and these factors that most positively influences retention. Originality/value – The first contribution of this research is the identification of the important role of multi-dimensional commitments to a local operation in predicting retention. Second, the moderating effects of work conditions found in this study partially explain why the relationship between local operation commitment and retention is reported unstable in previous studies. Therefore, controlling work conditions is recommended to enhance the local commitment-retention relationship.

A widespread "old woman"-stereotype depicts the aging female as hypochondriac and illnessstricken. Considering several health-related variables (objective health assessment done by a physician; subjective health ratings on physical well-being and perceived stress; the degree of concern about health as a major theme of life; coping styles with regard to health status) data of 39 old aged women, born between 1890 and 1905 and grouped according to the manifestation of marital status, from the Bonn longitudinal study of aging were carefully analyzed. Evidence was yielded for 'future time perspective' being an important aspect of the psychological construct 'life satisfaction' because of having a strong impact on health-related behavior. Furthermore, some rather distinct patterns of dealing with health-related aspects were sketched out according to the specific manifestation of marital status. In general, the popular stereotype could not be supported: congruence between objective and subjective health ratings was more common than the reverse. While some women rather experienced physical decline, there were others who manifested "transcendence from bodily restriction" thus giving proof of growth-oriented developmental change and a high degree of plasticity and flexibility in very old age.

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