Intergenerational Value Differences in Latvia and Azerbaijan
The collapse of the Soviet Union in 1991 led to the fact that a young generation of citizens in the new independent states grow up in conditions that substantially differed from their parents’ period of socialization. A large number of ethnic Russians, who previously lived in one state, now live in different countries outside Russia. The sociopolitical status of Russians changed dramatically: they became an ethnic minority and faced the challenge of adapting to their new life status. In this study we follow the trajectories of value comparisons between two generations within countries in minority and majority groups, within generations between countries, and a cross-country comparison of families.
SOVIET ECONOMIC MODEL: UNION CENTER AND THE BALTIC REPUBLICS 1953 to March 1965 For the first time ever, this collection of documents offers its readers a whole range of sources on economic history of the Baltic republics. These documents will give the reader a picture of the main trends, problems and achievements of national economies of the Baltic republics, their interaction with the union Center, decision coordination mechanisms, conflicts and controversies accompanying these relationships.
The present article is devoted to a comparison of today’s values of Russians with those of people living in the other countries of Europe. Many publications have broadly discussed the question of similarities and differences in the cultural and psychological characteristics of Russians and other Europeans, and these discussions represent part of a broader polemic concerning the paths of Russia’s development. New opportunities to make well-founded comparisons between the populations of Russia and other European countries have emerged because of our country’s participation in the European Social Survey (ESS), a largescale international project in which all of the participants have to work in accordance with strict methodological requirements.1 Russia joined this international project in the third round. Surveys in this round have been carried out in twenty-five European countries; they were launched in September 2006 and completed at the beginning of 2007. In Russia the survey took place in September 2006–January 2007, with 2,437 respondents taking part.
The application of «protective reservations» is a fundamental principle of modern codifications of the private international law. The post-graduate student of the Private International Law Department, Faculty of Laws, National Research University «The Higher School of Economics», the advocate E.A. Kruty (e-mail: email@example.com) minutely analyses provisions about the reservation about the public policy and mandatory rules which are included in the international acts and ten national codifications of XXI centuries (Azerbaijan, Lithuania, Estonia, Mongolia, Russia, Belgium, Bulgaria, Ukraine, Macedonia, Turkey). Despite the apparent prevalence of the negative construction of the reservation about the public policy the lawmaker prefers in some situations its positive variant. An appeal to codifications allows to identify the certain conditions on which protective reservations take effect. Their most detailed description is contained in the Belgian and Bulgarian codes. Not less interesting is a regulation of the legal consequences coming as a result of application of these legal institutions for private legal relations with a foreign element including in the international civil procedure.
This empirical research includes questionnaire data of 86 new full-time employees from two companies. Significant differences were observed in self-monitoring and career anchors of three generations: Baby Boomers (1946-1964), Generation X (1965-1983), Generation Y (1984 or later), with younger generations (X&Y) being higher level of expressive controls in order to ensure appropriate or desired public appearances. Significant differences were observed in organizational culture understanding of the various generations during pre-entry as well as at the end of on-boarding period (4-6 work months).