Category Archives: General

Summerschool 2017 Wittenberge: Open vacancies on the Summer School – apply now!

There are more than 30 partner organisations who decided to cooperate for the Summer School 2017. Round about 800 students and doctoral students will come to Wittenberg during the Reformation Summer because of them. In a nutshell: four weeks, 33 seminars and a diverse cultural programme with the headline Enough. Concerning me.

Everyone who wants to participate at the Summer School 2017 can find all the necessary information here: The conditions of participation, the procedures of application and selection and the options of getting funded. If you are a member of one of the contributing organisations (e.g. as a scholarship holder of a scholarship organisation for gifted students and doctoral students, as a scholarship holder in the Bread for the World programme, as a student at one of our partner universities or as a member of a local ESG) you will receive detailed information on the respective conditions of funding from your contact person in the organization you belong to.

With our general application form, you can apply for vacancies or places on the waiting list in up to three courses. There are several options for funding so a participation is affordable for students and doctoral students from all over the world. You find the new application form here and on the site of every seminar.

MREV – Call for Papers: Workplace Flexibility

Guest Editors:
Sascha Ruhle, Heinrich-Heine-Universität Düsseldorf, Düsseldorf (Germany)
Stefan Süß, Heinrich-Heine-Universität Düsseldorf, Düsseldorf (Germany)

Special Issue

Flexibility has been an ongoing issue for various fields of research and practice and a considerable amount of literature dealing with the concept of flexibility has developed. This diversity has led to various perspectives on dimensions and aspects of flexibility. However, two major fields of flexibility can be distinguished. The organizational perspective understands workplace flexibility as the degree of adaptability of an organization in an uncertain and changing environment (Dastmalchian & Blyton 2001). In addition, workplace flexibility can encompass the individual perspective of the workforce, especially the degree of flexibility regarding aspects of where, when, and how work is performed (Hill et al. 2008). Within both streams of research, various aspects of flexibility have been addressed, such as organizational structures (Feldman & Pentland 2003), type of employment (Lepak et al. 2003; Sayah & Süß 2013), management and strategic human resource management (Wright & Snell 1998), time and location of work (Allen et al. 2013), demands towards employees (Vahle-Hinz et al. 2013) and work (Ruiner et al. 2013), leadership (Barrow 1976), and the role of Communication Technologies (Diaz et al. 2012).

Regarding the consequences of flexibility, literature often assumes positive results for both iindividualand organization, when flexibility increases. For example, evidence has been found that flexibility at work is positively related to self-reported health (Butler et al. 2009). Furthermore, it can increase organizational attractiveness (Nadler et al. 2010; Thompson et al. 2015), profit (Kesavan et al. 2014) and firm performance (Martínez Sánchez et al. 2007). However, there is also a missing consensus and ongoing discussion regarding possible consequences of flexibility. Research has identified potential downsides of flexibility, such as blurred work-life boundaries (Pedersen and Lewis 2012), the risk of stigmatization (Cech & Blair-Loy 2014), unsupportive work climate and inequitable implementation (Putnam et al. 2014). Other relationships, for example between flexibility and work-family conflict (Allen et al. 2013; Shockley & Allen 2007), remain unclear. Further, if the flexibility is only an organizational facade (Eaton 2003; Nystrom & Starbuck 1984) which is communicated but not lived in the organization, even more, negative consequences such as violations of psychological contracts might occur, especially when flexibility is used as a facade to justify the transformation of standard work arrangements to non-standard work arrangements.

Subsequently, a lot of questions remain unanswered:

  • What is the core of flexibility in organizations?
  • Which origins can be identified of the ongoing need for various types of flexibility?
  • What types of flexibility can be systematized and how are those different types related to organizational consequences, such as success or attractiveness?
  • How useful are flexible work arrangements and how can positive consequences be promoted and negative consequences be avoided, or at least weakened?
  • Which consequences result from a gap between offered and truly supported types of flexibility, e.g. the role of organizational facades?
  • How does embeddedness of Information and Communications Technologies in work practices enable and assist workplace flexibility?
  • What are the consequences of the ongoing flexibilization of work on the economic and social level?

Potential authors

The aim of this special issue is to increase our understanding of the above-mentioned aspects of workplace flexibility, especially from an organizational perspective. We encourage empirical – qualitative or quantitative – submissions from various research fields, such as business administration, industrial and organizational psychology, work sociology and other disciplines dealing with the topic of the Special Issue.


Full papers for this special issue of management revue must be submitted by 31 December 2017. All contributions will be subject to double-blind review. Papers invited to a ‘revise and resubmit’ are due 31 May 2018. Please submit your papers electronically via the online submission system at guidelines/submit-manuscript/ using ‘SI Workplace Flexibility’ as article section.

Submission Guidelines

Manuscript length should not exceed 8,000 words (excluding references) and the norm should be 30 pages in double-spaced type with margins of about 3 cm (1 inch) on each side of the page. Further, please follow the guidelines on the website and submit the papers electronically by sending a ‘blind’ copy of your manuscript (delete all author identification from this primary document).

We look forward to receiving your contribution!

Sascha Ruhle
Stefan Süß


TUHH: Research Assistant/Wissenschaftliche(r) Mitarbeiter(in)

An der Technischen Universität Hamburg ist in dem Institut für Strategisches und Internationales Management zum nächstmöglichen Zeitpunkt folgende – für die Dauer von zunächst 3 Jahren (mit Verlängerungsoption) – Stelle zu besetzen

Wissenschaftliche Mitarbeiterin / Wissenschaftlicher Mitarbeiter
Entgeltgruppe 13 TV-L, Kenn-Nr.: D-17-61
(mit 2/3 der regelmäßigen Arbeitszeit)

Das Tätigkeitsfeld umfasst die Mitarbeit an Lehrveranstaltungen und Forschungsaktivitäten des Instituts sowie die Wahrnehmung von Aufgaben im Rahmen des Lerhstuhlmanagements. Im Rahmen der Förderung des wissenschaftlichen Nachwuchses wird die gezielte Möglichkeit zur Promotion geboten (Tätigkeiten gem. §§ 27 und 28 Abs. 1 HmbHG).

Abgeschlossenes wissenschaftliches Hochschulstudium, insbesondere der Fachrichtung Betriebswirtschaftslehre (mit Schwerpunkt Strategisches Management und/oder Internationales Management). Abschluss mit Prädikat.

Zur Mitarbeit in unserem Team stellen wir uns eine Persönlichkeit vor, die neben einer hervorragenden akademischen Qualifikation Verantwortungsbewusstsein und außergewöhnliches Engagement einbringt sowie über sehr gute englische Sprachkenntnisse verfügt. Kenntnisse der empirischen Forschung sind wünschenswert. Wir bieten die Mitarbeit an einem jungen Institut mit exzellenten Forschungsmöglichkeiten, persönlicher Weiterbildung und einer umfassenden Betreuung Ihrer Dissertation.

Weitere Auskünfte erteilt Ihnen Herr Prof. Wrona ( unter der Rufnummer (040)42878-4567.

Bewerbungen mit tabellarischem Lebenslauf und den üblichen Unterlagen sind bis zum 15.05.2017 unter Angabe der Kenn-Nr. D-17-61 zu richten an:
Technische Universität Hamburg
– Personalreferat PV32/G –
21071 Hamburg
Oder per E-Mail an

Wir bitten zusätzlich um elektronische Zusendung derselben Bewerbungsunterlagen an: Herrn Prof. Dr. Thomas Wrona (

Weitere Informationen

MREV – Call for Papers: Corporate responsibility: In the dilemma between trust and fake?

Guest Editors:
Simon Fietze, University of Southern Denmark
Wenzel Matiaske, Helmut-Schmidt-University/University of the Federal Armed Forces Hamburg (Germany)
Roland Menges, Technical University Clausthal (Germany)

Special Issue

Trust is the currency that creates markets. This is knowledge of the merchants at the latest since modern markets have emerged along the medieval trade routes. Quality and reliability in the business are also building blocks of trust and the assumption of responsibility for the social and ecological consequences of entrepreneurial activity. Whether the latter should be integrated into social and legal relations and norms in the form of voluntary corporate responsibility, has been the subject of economic discussion since the beginnings of the discipline and since the separation of the spheres of economic and moral action in the Scottish moral economy.

Over the past decades, both supra-national organisations such as the UN and the EU have been focusing on soft law – from the global compact through the AA1000 to the Green Paper of the EU Commission – as well as the national states, to promote social and environmental responsibility for companies in the age of globalisation. These initiatives have led to lively activities and debates both in the business world and in different scientific disciplines. For companies, it has now become a “fashion” to campaign social and ecological responsibility using the concept of “Corporate Social Responsibility”. This commitment has meanwhile led to the fact that CSR activities should partly contribute to value creation instead of aligning them with corporate objectives and values. Such a development leads to the loss of trust and the assumption of responsibility becomes a “fake”.

Against this backdrop, some of the social and economic observers remained sceptical, advocating tougher legal norms or fiscal implications. Finally, lawyers pointed out that (successful) standardisations often develop not only from the “top” but also from the “bottom”, i.e. they emerge from the action routines of the economic actors as emergent effects. However, not only the recent scandals – from the ENRON case to the VW case – raise questions about the effectiveness of co-operative self-commitment as well as external control.

Moreover, corporate responsibility is related to the concept of consumer responsibility. Whereas market-optimists believe that reliable changes in consumption patterns rely on responsible individual action, more market-skeptics warn of a counterproductive “privatisation of sustainability”.

In this light, this special issue will be on theoretical and empirical contributions to the topic “Corporate responsibility: In the dilemma between trust and fake?” from economic, sociological, (economic) historical and legal perspectives. Possible topics are:

  • Economic and history of ideas cases and questions of corporate responsibility
  • The “pseudo” corporate responsibility
  • Organisational and sociological theories and findings on corporate responsibility
  • Theory and empiricism of the audit
  • Theoretical and empirical studies on consumer responsibility
  • Criminal law considerations for corporate actors
  • Institutional factors of corporate responsibility
  • The trust of social entrepreneurship

This is not an exhaustive list.

Full paper for this special issue of management revue must be submitted by September 30th, 2017. All contributions will be subject to a double-blind review. Papers invited to a ‘revise and resubmit’ are due January 31st, 2018. Please submit your papers electronically via the online submission system using ‘SI Corporate Responsibility’ as article section.

Hoping to hear from you!
Simon Fietze
Wenzel Matiaske
Roland Menges

Call for Papers: Hamburg International Conference for Logistics (HICL) – 12./13. Oct. 2017

The eleventh Hamburg International Conference of Logistics (HICL), hosted by the Hamburg University of Technology (TUHH) invites you to participate on the 12 & 13 October 2017 and for an additional Ph.D. seminar on the 11 October 2017.

Recent advances in artificial intelligence and automation, as well as ever-increasing capacities of smart devices, have created a whole new business ecosystem. Additionally, customers are demanding more innovative, more diverse and greener products. This creates numerous challenges for all actors in the supply chain; yet, they also present a chance to create solutions and practices that improve performance and productivity. HICL 2017 focuses on research concepts and ideas that enable these tools and ideas to be used in logistics and SCM. For this year’s theme: Logistics and Supply Chain Management meet Digitalization

Empirical, theoretical, methodological and practical contributions addressing topics related to one of the following tracks:

  • Innovation and Technology Management
  • Risk and Security Management
  • Sustainability and City Logistics
  • Maritime and Port Logistics
  • Advanced Manufacturing and Industry 4.0

Conference Chairs

  • Prof. Dr. Dr. h. c. Wolfgang Kersten (Institute of Business Logistics and General Management, TUHH)
  • Prof. Dr. Thorsten Blecker (Institute of Business Logistics and General Management, TUHH)
  • Prof. Dr. Christian M. Ringle (Institute for Human Resource Management and Organizations, TUHH)
  • Prof. Dr.-Ing. Carlos Jahn (Institute of Maritime Logistics, TUHH)
  • Prof. Dr. Kai Hoberg (Supply Chain and Operations Strategy, Kühne Logistics University)

Important Dates

26 May 2017: Abstract Submission closes
03 July 2017: Paper Submission closes

More information

Call for Papers: The Ethical Dimensions of Corruption (October 20-21, 2017)

12th Talks at Zittau Concerning Business Ethics

Call for Papers
The Ethical Dimensions of Corruption Zittau, October 20-21, 2017

Technical University Dresden
International Institute Zittau
Chair for Social Sciences
Markt 23, 02763 Zittau

For most western countries corruption, especially in its forms of grease money or petty payments, have been seen as cultural idiosyncrasy of African, South-American or East-European countries. For years, corruption has been dismissed as a cultural phenomenon especially in less-developed or developing countries, mirroring low salaries, weak infrastructure, disorganized administration and unstable political conditions. If corruption ‘happened’ in Western countries at all, this has been downplayed as a kind of ‘some-bad-apples-theory’ where a few ill-motivated actors jeopardize the honesty of the whole system. What this theory fails to explain, however, is why it is western multinational corporations that have been involved in contemporary corruption scandals in recent years. Even though most of these companies ostensibly had anti-corruption programs and monitoring systems in place, such measures obviously did not prevent management from engaging in corrupt activities. It seems therefore that corruption is a widespread and common practice

and a universally prevalent phenomenon, even if the practices and degree of corrupt behavior may vary in relation to cultural settings or in different sectors.

Thus, for example, certain sorts of gift-giving in some cultures are deeply embedded in custom and are seen as social mechanism for stabilizing relationships inside and outside the business con- text, whereas in other countries such acts of gift-giving are by and large uncommon. In the latter, gift giving is viewed as an illegitimate means of influencing the decision of the other party by creating a specific sort of obligation as well as imposing additional costs to the company. While the intention of gift giving may not be to obtain a favor from the donee in return, one of its aims may nevertheless be to cast the giver in a favorable light and to create an atmosphere of ‘friendship’ and ‘intimacy’ valued highly in some cultures, but seen as illegitimate leverage in others.

The same cultural difference in attitude can be observed with obligations vis-à-vis family members or other social groups. To take the example of employee recruitment in western countries today, we see that recruitment principally depends on qualifications and work experience and only to a lesser extent on recommendations, while in some other countries and in former times family relationship is or was seen as a guarantee of loyalty and trustworthiness and might explain why ‘nepotism’ happens and was considered acceptable.

Nevertheless, some elements of corruption are perceived as illicit in nearly all countries – irrespective of whether other corrupt practices are common in these countries or not. A very good indicator for this is the fact that most types of bribery payments are not made public and are illegal in most countries. In spite of this, even the most stringent legal regulations concerning corrupt practices leave room for interpretation. On the other hand, for companies working in a corrupt environment it is not easy to figure out the family ties of their counterparts or whether costs charged for administrative handling are legal payments or hidden bribes for some groups of state officials. Thus, according to which industry a corporation belongs, it might face specific problems related to corruption.

The aim of the 12th Talks at Zittau is to provide an overview of corrupt practices from an ethical perspective. Corruption will be considered in its broadest sense, including bribery and petty payments, nepotism and cronyism, gift-giving, embezzlement of public property, or money launder- ing. Theoretical, as well as empirical contributions, are welcome. Topics may include but are not limited to:

Theories on Corruption:

  • Theoretical explanations of corrupt behavior
  • Classification of corruption
  • Cultural perspectives on corruption
  • Corruption in the international context
  • Corruption and multinational corporations

Empirical Findings on Corruption

  • Influencing factors on corruption
  • Corruption and foreign investment
  • Measuring corruption
  • Influence of Corruption on economic development
  • Corrupt structures across countries

Case Studies on Corruption

  • Analysis of corruption scandals
  • Corruption in different industries
  • Corruption in the public sector
  • Specific forms of corrupt behavior
  • Motivation for corruption

Measures against Corruption

  • International anti-corruption programs
  • National anti-corruption policy
  • Industry self-regulation against corruption
  • Anti-corruption training programs
  • Best practice examples of anti-corruption measures

Theoretical, managerial, and empirical contributions from both academic and practitioners’ side are welcome. We highly appreciate contributions which open up a new perspective on corruption and related practices to foster a critical discussion on this topic.

Submissions, including title of contribution, extended abstract (500 to 1000 words) and short CV in Word or pdf format should be made latest until

June 30, 2017.

All submissions will be double-blind reviewed. Notice on acceptance will be sent until

August 11, 2017.

Registration deadline for the conference is

September 30, 2017.

Submissions and conference registration should be made via our homepage which will be opened by beginning of May

Further information

Call for Papers: Alternativen ökonomischer Lehre und Forschung (Arbeitskreis Politische Öknonomie)

Organisatoren: Das Institut für Plurale Ökonomik (Siegen) und der Arbeitskreis Politische Ökonomie

Thema: Alternativen ökonomischer Lehre und Forschung

Veranstaltungsort: Siegen

Termin: 23.-25.11.2017

Im November 2015 fand der Kongress Teaching Economics in the 21st century in Berlin statt, der ursprünglich auf eine Initiative des Arbeitskreises Politische Ökonomie und der World Economic Association zurückging. In der Zwischenzeit hat sich einiges getan: die private Cusanus-Hochschule hat erfolgreich einen zusätzlichen Bachelorstudiengang eingerichtet, an der Universität Siegen läuft seit dem Wintersemester 2017/18 der Masterstudiengang Plurale Ökonomik und ein Institut für Plurale Ökonomik ist in Gründung. Zudem erscheinen seit der Berliner Tagung weitere heterodox-plurale Lehrbücher (u.a. das von INET angeregte Core-Projekt) und die Forschungsstelle für gesamtwirtschaftliche Weiterentwicklung fördert neben einer eigenen Buchpublikation einige Forschungsprojekte, die sich zum Teil mit Fragen der heterodoxen Forschung und Lehre befassen. Neben der neulich erfolgten Gründung der „Gesellschaft für sozio*ökonomische Bildung und Wissenschaft (GSÖBW)“ sind schließlich die zahlreichen zwischenzeitlichen Aktivitäten und Diskussionen im Netzwerk Plurale Ökonomik hervorzuheben.

Die Konferenz dient dazu, den u.a. in Berlin entwickelten Diskussionszusammenhang weiter zu entwickeln. Die Vorstellung plural-heterodoxer Studiengänge, die Kritik an zentralen Konzepten der Standardökonomie gerne auch mit Bezug auf aktuelle, (inter)nationale wirtschaftspolitische Entwicklungen und die Vorstellung deutschsprachiger, aber auch v.a. angelsächsischer Alternativlehrbücher sollen neben plural-heterodoxen Lehr- und Lernformen unter Einschluss avancierter alternativer Forschungsansätze, die den vorherrschenden Mainstream ergänzen sollten, im Vordergrund der Tagung stehen.

Anregungen und Beiträge von studentischer Seite sind ausdrücklich erwünscht.

Bitte senden Sie/sendet Ihr einen Abstract im Umfang von max. 500 Worten bis zum 1.9 an:

Universität Hamburg: Zwei wissenschaftliche Mitarbeiter/innen (Strategisches Management)

Fakultät/Fachbereich: Betriebswirtschaft
Seminar/Institut: Lehrstuhl für Strategisches Management (Prof. Dr. Nicola Berg)

Ab dem 01. Juli 2017 (oder nach Vereinbarung) sind zwei Stellen einer/eines wissenschaftlichen Mitarbeiterin/Mitarbeiters gemäß § 28 Abs. 1 HmbHG* zu besetzen.

Die Vergütung erfolgt nach der Entgeltgruppe 13 TV-L. Die wöchentliche Arbeitszeit entspricht 75% der regelmäßigen wöchentlichen Arbeitszeit.**

Die Befristung erfolgt auf der Grundlage von § 2 Wissenschaftszeitvertragsgesetz. Die Befris-tung ist vorgesehen für die Dauer von zunächst drei Jahren.

Die Universität strebt die Erhöhung des Anteils von Frauen am wissenschaftlichen Personal an und fordert deshalb qualifizierte Frauen nachdrücklich auf, sich zu bewerben. Frauen werden im Sinne des Hamburgischen Gleichstellungsgesetzes bei gleichwertiger Qualifikation vorrangig berücksichtigt.

Zu den Aufgaben einer wissenschaftlichen Mitarbeiterin/eines wissenschaftlichen Mitarbeiters gehören wissenschaftliche Dienstleistungen vorranging in der Forschung und der Lehre. Es besteht Gelegenheit zur wissenschaftlichen Weiterbildung, insbesondere zur Anfertigung einer Dissertation, hierfür steht mindestens ein Drittel der jeweiligen Arbeitszeit zur Verfügung.

Das Aufgabengebiet dieser Stelle umfasst die Mitwirkung an Lehrveranstaltungen im Umfang von 3 Semesterwochenstunden bei 0,75% der regulären Arbeitszeit, die Planung und Durchführung von Forschungsprojekten, die Mitarbeit an Publikationen und die Kooperation mit Partnern aus der Wirtschaft. Geboten werden anspruchsvolle Forschungsarbeiten in einem engagierten Team sowie eine systematische Betreuung Ihres Dissertationsvorhabens.

Abschluss eines den Aufgaben entsprechenden Hochschulstudiums. Erwartet wird ein Hochschulstudium im Fach Betriebswirtschaftslehre mit einer Vertiefung in den Studienfächern Internationales Management, Strategisches Management oder Personalmanagement. Als Person weisen Sie Teamgeist, Internationalität, Praxiserfahrung und Erfahrungen in theoriegeleiteter-empirischer Forschung auf.

Schwerbehinderte haben Vorrang vor gesetzlich nicht bevorrechtigten Bewerberinnen/Bewerbern bei gleicher Eignung, Befähigung und fachlicher Leistung.

Für nähere Informationen wenden Sie sich bitte an Frau Prof. Dr. Nicola Berg ( oder schauen Sie im Internet unter nach.

Bitte senden Sie Ihre Bewerbung mit den üblichen Unterlagen (Bewerbungsschreiben, tabella-rischer Lebenslauf, Hochschulabschluss) bis Montag, 01. Mai 2017 an:
Prof. Dr. Nicola Berg
Universität Hamburg
Fakultät für Betriebswirtschaft
Lehrstuhl für Strategisches Management
Von-Melle-Park 5
D-20146 Hamburg.

* Hamburgisches Hochschulgesetz
** die regelmäßige wöchentliche Arbeitszeit beträgt derzeit 39 Stunden

Weitere Informationen

Management Revue – Socio-Economic Studies – Vol. 28, No. 1 (Special Issue ‘Perspectives on Sustainable Consumption’)

1st Issue 2017
Management Revue – Socio-Economic Studies, Volume 28
Special Issue ‘Perspectives on Sustainable Consumption’
edited by Ortrud Leßmann & Torsten Masson


Ortrud Leßmann & Torsten Masson
Editorial: Perspectives on Sustainable Consumption

Benjamin Held & Christian Haubach
The Additional Costs of Organic Food Products – A Basket of Goods-based Analysis Differentiated by Income

Torsten Masson & Ortrud Leßmann
Insecure Employment and Pro-Environmental Consumption: An empirical Analysis

Mirella Giannini, Dario Minervini & Ivano Scotti
The Reflexive Generation: Consumption, Crisis, and Sustainability

Jan Seidel
Explaining Renewable Energy Consumption Among Students: The Role of Academic Discipline and Energy Awareness

Camilla Jensen
International Trade in Infant Industries: A Dynamic Analysis of Different Trade Policy Instruments and Their Implications for Sustainable Consumption

Call for Papers


Submission deadline: 31 July 2017
Submission deadline: 31 December 2017


Forthcoming Issues

Digital Working Life
Guest Editors: Mikael Ottoson & Calle Rosengren (Lund University, Sweden), Doris Holtmann & Wenzel Matiaske (Helmut-Schmidt-University, Hamburg, Germany)

COST Action IS1311 – Intergenerational Family Solidarity across Europe – Annual Training School 2017

Dortmund 6th – 9th June 2017

As indicated in its Memorandum of Understanding, COST Action IS1311: Intergenerational Family Solidarity Across Europe-INTERFASOL foresees the organization of several training schools, programmed to provide structured training in theoretically-guided empirical research in social sciences and policy on the field of family intergenerational solidarity. The global objective is to develop interdisciplinary research capacity, to advance scientific understanding across Europe on the importance and impact of intergenerational family solidarity across generations in priority domains of life. It is also intended to contribute to the development of high quality future intergenerational family solidarity programmes and research and plan new research pathways.

The INTERFASOL annual training schools provide the most up-to-date knowledge and methods in this field, putting a strong emphasis on research methods for social sciences and offering interdisciplinary activities with a focus on policy issues. These are international programmes and therefore all courses are in English. Participants can expect a series of lectures by leading international scholars.

Program for the 2017 Edition

Core Courses
Theme: Care as fulfillment or burden? Family support and the reconciliation of care and life within different contexts

  • Care in Context ( Prof. Marjolein Broese van Groenou, VU University Amsterdam & Prof. Ellen Verbakel, Radboud University, Nijmegen)
  • Care and Health (Judith Kaschowitz, TU Dortmund & Melanie Wagner, MPISOC Munich);
  • Care and Work (Prof. Monika Reichert & Sarah Hampel, TU Dortmund);
  • Productivity and Care from a Life Course Perspective (Dr. Morten Wahrendorf, University of Düsseldorf & Prof. Martina Brandt, TU Dortmund)

The trainers will share insights into their ongoing research in the respective areas. More information can be found at their personal websites (please follow the hyperlinks above).

Morning session
Part 1
Presentation of the trainers research fields related to intergenerational family solidarity (INTERFASOL): focus on concepts, methods, instruments and research paradigms.

Part 2
Trainer’s illustrations of a corpus of researches (questions, methods, instruments, results) focused on INTERFASOL interest.

Afternoon session
Part 1
Trainees’ sub-groups sessions discuss their own ongoing research or current work linked to the action theme. Each trainee will be given the opportunity to introduce and discuss her/his work based on the abstract attached in the application form.

Part 2
During the second part of the afternoon, trainees present the results of their discussions in a plenary session. The trainer of the day’s session comments the presented results.

Who can apply?
PhD students and Early Stage Researchers (ESR). The Training Schools will also be open to the Action members and selected experts.
Trainees come from European COST countries, or from an approved NNC (see the list of eligible countries).

During the Training Schools, the trainees will have the opportunity to present their research work for discussion (strongly encouraged); the alternative is to make a short presentation, having later a moment for personal and short feedback by the Trainers.

Financial Support for Trainees
According to COST H2020 VADEMECUM (pp. 24-25), a financial support is possible for a maximum of 20 Trainees who wish to apply to it. Trainees who do not require financial support are also very welcome. The selection of the granted applicants is based on the application documents and form, which must clearly comply with the overall objectives of the Action’s Memorandum of Understanding available in Also, kindly note that, at all times, you all allowed to participate at your own expenses, after informing the Training School Coordinator accordingly.

The following funding conditions will apply to the 20 selected applicants and must be respected: A maximum grant of EUR 500 will be awarded

Prior the Training School, Trainees must register on e-COST: .

How to apply?
Applicants must apply for participation on the Training School. Additionally, applicants can also apply for Financial Support. Trainees who wish to apply for financial support, should indicate so in the application form. Please note that it is mandatory to send your application if you wish to be a Trainee in the INTERFASOL Training School 2017, regardless of applying to Financial Support.

The applicant is responsible for filling in the form online .

The selection of applicants is based on the application which must clearly comply with the overall objectives of the Action’s Memorandum of Understanding available in

When to apply?
The current call is open from March 25th till April 16th 2017. Feedback will be given until April 30th 2017. The Training School will take place from the 6th till the 9th of June 2017.
For more Information please, contact Management Committee Chair rof Anne Marie Fontaine, email: fontaine [at] or Training School Coordinator Prof Willy Lahaye, email: willy.lahaye [at]

Annual Training School 2017 Online Application Form
Call for applications

Call for Applications: Annual Training School 2017