interorganizational determinants of promotion client leadership and the attainment of women attorneys explanations of gender inequality typically emphasize individual characteristics the structure of internal labor markets or pressures from the institutional environment extending the structuralist and institutional perspectives this article argues that the demographic composition of an organization s exchange partners can influence the demographic composition of the focal organization when the focal organization is dependent upon its partners specifically law firms with women led corporate clients increase the number of partners who are women attorneys data on elite law firms and their publicly traded clients support a bargaining power hypothesis whereby law firms promote women attorneys when their corporate clients have women in three key leadership positions general legal counsel chief executive officer and board director these effects are stronger when the law firm has few clients reinforcing the hypothesis that interorganizational influence is more vital when a focal organization is depe

getting deals done the use of social networks in bank decision making economic actors confront various forms of uncertainty making decisions and how they deal with these obstacles may affect their success in accomplishing their goals this study examines the means by which relationship managers in a major commercial bank attempt to close transactions with their corporate customers it is hypothesized that under conditions of high uncertainty bankers will rely on colleagues with whom they are strongly tied for advice on and support of their deals drawing on recent network theory it is also hypothesized that transactions in which bankers use relatively sparse approval networks are more likely to successfully close than are transactions involving dense approval networks both hypotheses are supported bankers are faced with a strategic paradox their tendency to rely on those they trust in dealing with uncertainty creates conditions that render deals less likely to be closed successfully this paradox represents an example of unanticipated consequences of purposive social action

firm size and the nature of innovation within industries the case of process and product r d the effect of firm size on the allocation of r d effort between process and product innovation is examined it is hypothesized that relative to product innovations process innovations are less saleable in disembodied form and spawn less growth this implies that the returns to process r d will depend more on the firm s output at the time it conducts its r d than the returns to product r d incorporating this distinction in a simple model the authors derive and test predictions about how the fraction of r d devoted to process innovation varies with firm size within industries

hazards of the market the continuity and dissolution of interorganizational market relationships the authors propose a theory of the market as an intertemporal process that integrates multiple theoretical perspectives using event history methods thery analyze the dissolution of interorganizational market ties between advertising agencies and their clients as a function of three forces competition power and institutional forces the informal rules of exchange institutionalized in the emergence phase of the advertising services market include exclusivity sole source and loyalty infrequent switching they find that most exchange relationships between advertising agencies and their clients are indeed exclusive and most last for several years but competition power and institutional forces support or undermine these rules most institutional forces reduce the risk of dissolution of agency client ties powerful advertising agencies mobilize resources to increase tie stability but powerful clients mobilize resources to increase or decrease stability competition is the weakest market force but it has a consistent and substantial effect on tie dissolution competition always increases the risk of dissolution they conclude that the market is institutionalized as imperfectly repeated patterns of exchange because competition and changing norms about the duration of market ties destabilize market relationships

institutional sources of boundary spanning structures the establishment of investor relations departments in the fortune 500 industrials the authors analyze the coercive and mimetic conditions leading to the establishment of investor relations departments among fortune 500 industrial firms during the 1984 1994 period the results show that antimanagement resolutions brought to a vote by social movement activists significantly contributed to the establishment of investor relations departments intense scrutiny by financial analysts also impelled firms to create such departments whereas social movement activists framed shareholder rights as a problem and compelled organizations to uphold them professional analysts subtly coerced organizations to signal their commitment to investor rights by creating boundary spanning structures that solution was transmitted through board interlocks to other organizations

equilibrium in a dynamic game of capital accumulation with the overtaking criterion abstract a stationary overtaking equilibrium is constructed for a class of discrete time games of capital accumulation a verification of the equilibrium properties is made using some functional characterization of the overtaking optimality in dynamic programming

use of minority and 50 50 joint ventures by united states multinationals during the 1970s the interaction of host country policies corporate strategies this article examines geographical sectoral and corporate trends in the use of minority and 50 50 joint ventures by u s multinational manufacturing and mining firms in less developed countries ldcs during the 1970s it is based primarily on data found in the harvard multinational enterprise data base as updated through the mid 1970s and supplemented with corporate performance data for the 1975 1980 period from a new international competitive analysis ica database developed with support from the general electric foundation

on the incentive effects of job rotation abstract a new employee may work hard to build his reputation this effect is greatest when he starts the longer he is employed at his job the more the firm will already have learned about his ability the incentives for an employee to influence the firm s perceptions of his ability decrease over time if rotating the employee to a different job leads to new uncertainty about his ability this generates a fresh impulse for effort however job rotation also reduces the employee s time horizon thus reducing future rents from reputation this trade off leads to a unique optimum we derive a simple rule of thumb for an optimal rotation time our main results still hold for cases of complete but imperfect information transmission the incentive effects of job rotation also prevail in a setting in which skills are job specific we study several extensions rotations across multiple employees absence of commitment to a rotation time different bargaining positions discounting over time and learning by doing effects

hierarchical rank and women s organizational mobility glass ceilings in corporate law firms this article revives the debate over whether women s upward mobility prospects decline as they climb organizational hierarchies although this proposition is a core element of the glass ceiling metaphor it has failed to gain strong support in previous research the article establishes a firm theoretical foundation for expecting an increasing female disadvantage with an eye toward defining the scope conditions and extending the model to upper level external hires the approach is illustrated in an empirical setting that meets the proposed scope conditions corporate law firms in the united states results confirm that in this setting the female mobility disadvantage is greater at higher organizational levels in the case of internal promotions but not in the case of external hires

stochastic optimal policies when the discount rate vanishes abstract dutta 1991 what do discounted optima converge to a theory of discount rate asymptotics in economic models journal of economic theory 55 64 94 showed that long run optimality of the limit of discounted optima when the discount rate vanishes is implied by a certain bound on the value function of the optimal program we introduce a new method to verify this bound using coupling techniques

optimal policy in og models in the present paper general stationary overlapping generations economies with many commodities in every period and many different consumers in every generation are considered a government maximizes an utilitarian social welfare function that is the sum of weighted averages of utilities for generations through fiscal policy i e monetary transfers and taxes both situations with and without time discounting are considered it is shown that if the discount factor is sufficiently close to one then the optimal policy stabilizes the economy i e the equilibrium path has the turnpike property moreover the fiscal policy is shown to be time consistent

strategic resource dependence we consider a situation where an exhaustible resource seller faces demand from a buyer who has a substitute but there is a time to build delay for the substitute we find that in this simple framework the basic implications of the hotelling model 1931 are reversed over time the stock declines but supplies increase up to the point where the buyer decides to switch under such a threat of demand change the supply does not reflect the current resource scarcity but it compensates the buyer for delaying the transition to the substitute the analysis suggests a perspective on costs of oil dependence

how mncs choose entry modes and form alliances the china experience this study examine two dimensions of firms foreign market entry strategy mode of entry and formation of alliances based on the existing literature we propose a model that describes how host country home country and industry specific factors affect foreign firms decisions on how they enter the market and whether they will enter with a partner firm or not the model also describes how operation related factors i e the location and the level of local government affect these decisions seven major hypotheses were tested using a longitudinal sample of 2 998 foreign business activities in china between 1979 and 1993 our sample consists of foreign investing firms from the u s europe japan and other asian countries by choosing china as a host country the study offers insights into how firms of different regional groups adapted their strategies to a changing host environment

organizational failure and intraprofessional status loss we examine variation in intraprofessional status changes for employees displaced by organizational failure we propose that failure related reductions in bargaining power are moderated by individual status characteristics that influence potential employers evaluations of job candidates and therefore individuals status loss risks treating a prominent law firm s failure as a quasi experiment we test our arguments by analyzing 224 firm partners transitions to subsequent employers most partners regained employment at firms of lower status than the failed firm but independent of their demonstrated productivity a partner s likelihood of status loss increased with tenure in the failed firm s partnership and decreased with educational prestige these results suggest not only that organizational failure can diminish cumulative career advantages but also that status characteristics that enable attainment such as education can protect individuals against status loss

politics and perceived country creditworthiness in international banking this paper marks a departure from most previous studies of country creditworthiness in international banking because it incorporates systematically generated quantitative indicators of political instability in the analysis the authors empirically test for the effects of political instability on perceived country creditworthiness using data on thirty heavily indebted developing countries for the period 1967 86 in addition to economic factors they examine the effects of three types of political instability regime change political legitimacy and armed conflict the authors also distinguish between proximate instability and chronic instability they find significant effects of proximate instability particularly in governmental regime on indicators of countries perceived creditworthiness copyright 1990 by ohio state university press

joint venture formation of very large multinational firms large firms differ from smaller firms in many aspects in this research note we investigate the relationship between the size of firm and the characteristics of equity joint ventures ejvs empirically we found that very large firms are more likely to have a higher equity stake in their ejvs seek alignment with other foreign firms engage in global industries and invest in large scale ejvs than smaller firms they are also less affected by the risk conditions of the host country empirical testing is based on a sample of 1 298 foreign ejvs in the people s republic of china between 1981 and 1998 interesting differences also exist among firms that are based in the u s japan and europe

a strategic analysis of global warming theory and some numbers we model the global warming process as a dynamic commons game in which the players are countries their actions at each date produce emissions of greenhouse gases and the state variable is the current stock of greenhouse gases the theoretical analysis is complemented by a calibration exercise the first set of results establishes theoretically and then with illustrative numbers the over emissions due to a tragedy of the commons the power of simple sanctions to lower emissions and increase welfare is then examined as is the effect of cost asymmetry finally a complete theoretical charactrization is provided for the best equilibrium and it is shown that it has a very simple structure it involves a constant emission rate through time

go for broke or play it safe dynamic competition with choice of variance we consider a differential game in which the joint choices of the two players influence the variance but not the mean of the one dimensional state variable we show that a pure strategy perfect equilibrium in stationary markov strategies me exists and has the property that patient players choose to play it safe when sufficiently ahead and to take risks when sufficiently behind we also provide a simple condition that implies both players choose risky strategies when neither one is too far ahead a situation that ensures a dominant player emerges quickly

selection in dynamic entry games abstract this paper proposes a game theoretic framework to study dynamic competition with entry deterrence sufficient conditions are given such that the competition process results in the most efficient firm being eventually selected we show this selection property for asymmetric firms to be the natural economic extension to the rent dissipation property obtained for symmetric firms this framework is used to discuss previous models in which the selection property had not been studied dynamic limit pricing and capacity renewal or may fail to hold quantity competition journal of economic literature classification numbers c73 d43 l12

the effect of national culture on the choice of entry mode characteristics of national cultures have frequently been claimed to influence the selection of entry modes this article investigates this claim by developing a theoretical argument for why culture should influence the choice of entry two hypotheses are derived which relate culture to entry mode choice one focusing on the cultural distance between countries the other on attitudes towards uncertainty avoidance using a multinomial logit model and controlling for other effects the hypotheses are tested by analysing data on 228 entries into the united states market by acquisition wholly owned greenfield and joint venture empirical support for the effect of national culture on entry choice is found

bargaining power of multinationals and host governments one of the outcomes of negotiation between multinationals and host governments in developing countries the extent of foreign ownership of subsidiaries is influenced by the bargaining power of the two parties foreign ownership measured in various ways appears to be affected by the level of technology of the multinational the degree to which a multinational attempts to differentiate its products the extent to which a subsidiary s output is exported to other parts of the multinational the diversity of products offered by the multinational and the extent of competition by other multinationals the relationship between some of these variables and ownership is not a simple one one variable that others have mentioned as probably affecting bargaining power size of the investment in question appears not to play a significant role in government policies toward ownership but many large projects tend to be located in countries that have lenient ownership policies

cooperative strategies between foreign firms in an overseas country in this paper we study the cooperative strategies between two firms in an overseas country in part 1 we examine the circumstances under which foreign firms would cooperate with another foreign firm in a third country market drawing upon existing literature we develop and test a set of hypotheses using a longitudinal data set from china the types of cooperative arrangements include all the major modes of operation in part 2 we further investigate what types of operation and level of control exist among the cooperative arrangements between two foreign firms in china we used a sample of 483 cooperative arrangements between two firms from hong kong the u s japan germany or britain this study offers interesting insight as to why foreign firms form cooperative arrangements in an overseas country and what types of cooperative arrangements these firms prefer

descriptive prescriptive and second best approaches to the control of global greenhouse gas emissions a prescriptive second best approach is developed for determining the control of greenhouse gas emissions in an inter temporal multi region model of the world concerns about inter and intra generational equity are reflected in the rate of time preference and regional weights of a social welfare function choices are narrowed down by the ethical principle of anonymity a third dimension of equity inequality aversion is subject to greater variation the aggressiveness of recommended abatement can be made to bracket results for a common descriptive model by the choice of inequality aversion in this manner the perception of a sharp dichotomy between descriptive and prescriptive approaches is moderated

firm ownership preferences and host government restrictions an integrated approach two approaches may explain how multinational enterprises mnes select ownership structures for subsidiaries the first argues that mnes prefer structures that minimize that transaction costs of doing business abroad the second argues that ownership structures are determined by negotiations with host governments whose outcomes depend on the bargaining power of the firm this paper presents a framework integrating these two approaches and uses statistical methods to separate their effects empirically

anticipatory sorting and gender segregation in temporary employment we examine the roots of gender segregation in the screening process by using a longitudinal data set of candidates considered for temporary projects at a staffing firm and following their progress through the hiring pipeline theories invoked to explain gender segregation across jobs traditionally rely on firm specific human capital and expectations of future commitment to explain this phenomenon these do not apply in this setting yet we find that the staffing firm is more likely to shortlist women for low paid projects and less likely to do so for high paid ones these effects are due to women being considered for different projects than men and associated at least partially to the level of competition within vacancies although client companies also exhibit some gender sorting behavior in the later steps of the hiring process they are more likely to prefer women and less likely to sort them into lower paid projects our findings are consistent with anticipatory gender sorting mechanisms by which first screeners generate segregation when narrowing down the pool of candidates for later decision makers we discuss the implications of this case for theories of gender stratification and workplace inequality especially in mediated labor markets this paper was accepted by jesper sorensen organizations

influences on foreign equity ownership level in joint ventures in china this study examines the determinants of foreign equity ownership in joint ventures in china drawing upon duning s ownership locational and internalization paradigm and the literature on bargaining power eleven variables that impact foreign ownership preferences and concessions are examined these variables are advertising intensity foreign capital input country risk of china ejv investment amount ejv contractual duration cultural distance competitive intensity local partner state ownership local partner alignment foreign partner alignment and ejv location the empirical findings are largely consistent with the hypotheses the empirical findings are largely consistent with the hypotheses further interesting differences were found among u s european and japanese firms with respect to the impact of these determinants

accounting for the gap a firm study manipulating organizational accountability and transparency in pay decisions great progress has been made in documenting how employer practices may shape workplace inequality less research attention however has been given to investigating which organizational strategies are effective at addressing gender and racial inequality in labor markets using a unique field study design this article identifies and tests for the first time whether accountability and transparency in pay decisions two popular organizational initiatives discussed among scholars and practitioners may reduce the pay gap by employee gender race and foreign nationality through a longitudinal analysis of a large private company i study the performance based reward decisions concerning almost 9 000 employees before and after high level management adopted a set of organizational procedures introducing accountability and transparency into the company s performance reward system before such procedures were introduced there was an observed gap in the distribution of performance based rewards where women ethnic minorities and non u s born employees received lower monetary rewards compared with u s born white men having the same performance evaluation scores and working in the same job and work unit with the same manager and the same human capital characteristics analyses of the company s employee performance reward data after the adoption of accountability and transparency procedures show a reduction in this pay gap i conclude by discussing the implications of this study for future research about employer strategies targeting workplace inequality and diversity

markets in hierarchies organizational and market influences on gender inequality in a state pay system a pivotal issue in sociological theories of labor markets as well as legal and policy debates on pay equity is the relative importance of market and organizational forces in determining pay differences between jobs held predominantly by men and those held predominantly by women this article develops two models of the market organization relationship an administered efficiency model and a bureaucratic politics model quantitative analyses of individual and job level data in a state government pay system indicate that the administered efficiency model does not adequately explain malefemale earnings differences documentary testimonial and interview data strongly suggest the significance of bureaucratic politics in the pay determination process we conclude that market forces influence wage rates but are heavily mediated by organizational factors unrelated to efficiency considerations in the type of organization studied here

what do discounted optima converge to a theory of discount rate asymptotics in economic models abstract this paper considers a sequence of stochastic dynamic problems in which the discount rate goes to zero sufficient conditions are given under which the limit of discounted optimal policies and normalized values are a i long run average optimal and ii catching up optimal policy and value these conditions are shown to be satisfied in many economic models a new decision criterion for the undiscounted problem the strong long run average is introduced this criterion refines the long run average is often equivalent to the catching up and is easier to use than the latter since it has a recursive representation a generalization of fatou s lemma which has wider applicability is also proved

sex discrimination in the promotion process previous research has suggested that intra occupational earnings differences are the principal source of the long standing earnings gap between men and women following that line of research this study examines the extent of gender differences in the incidence of and returns to promotions drawing on the quality of employment panel the authors compare the earnings and promotion experience of men and women over the period 1973 1977 after controlling for unmeasured differences in job level and constant individual ability in a fixed effect model they conclude that the returns to promotion are comparable for men and women further analysis indicates however that women are held to higher promotion standards than men and therefore receive fewer promotions than men with equal measured abilities although the female male wage ratio in this sample increased by nearly 6 percent over four years the increase could have been as much as 9 2 percent if women and men had been held to the same promotion standards

financial performance and survival of multinational corporations in china this study investigates the impact of entry timing mode of entry market focus and location advantages on the financial performance and survival of multinational corporations mncs in china three major results were found first mncs that entered china in an earlier year had a higher level of profit than those that entered in a later year second equity joint ventures ejvs had a higher profit level than cooperative operations or wholly foreign owned subsidiaries third mncs that utilized well the location advantages in china had a higher profit we also found that ejvs were more likely to survive compared to cooperative operations while wholly owned subsidiaries did not differ from ejvs the findings are based on a 2 year study of about 1000 mnc operations in china copyright 1999 john wiley sons ltd

the formation of japanese and u s equity joint ventures in china this study examines the characteristics of japanese and u s equity joint ventures ejvs in china over a 15 year period these ejvs were announced between 1979 and the end of 1993 substantial differences are found with respect to six key characteristics they are selection of the chinese partner selection of the second foreign partner when more than one foreign partner is involved foreign equity ownership foreign capital contribution ejv business scope and the ejv location tentative explanations for these differences are offered from the perspectives of risk orientation cultural similarities and the impact of political events in china 1997 by john wiley sons ltd

entry and vertical differentiation this paper analyzes the entry of new products into vertically differentiated markets where an entrant and an incumbent compete in quantities the value of the new product is initially uncertain and new information is generated through purchases in the market we derive the unique markov perfect equilibrium of the infinite horizon game under the strong long run average payoff criterion the qualitative features of the optimal entry strategy are shown to depend exclusively on the relative ranking of established and new products based on current beliefs superior products are launched relatively slowly and at high initial prices whereas substitutes for existing products are launched aggressively at low initial prices the robustness of these results with respect to different model specifications is discussed

working for the woman female managers and the gender wage gap most previous research on gender inequality and management has been concerned with the question of access to managerial jobs and the glass ceiling we offer the first largescale analysis that tur

cumulative gender disadvantage in contract employment women s wages do not grow with experience or tenure as much as men s do many accounts of this cumulative gender disadvantage attribute it to women s underinvestment in firm specific skills yet if that were true this disadvantage would not exist where firm specific skills are not rewarded by the labor market this article investigates this argument in the context of contract employment where demand for firm specificity is minimal contrary to expectations men still receive higher rewards than women over time drawing on quantitative evidence and qualitative fieldwork using job histories of high skill contractors affiliated with a staffing firm the author finds support for two sources of women s disadvantage lower rates of movement across clients on the supply side and unmeasured demand side factors by which similar levels of tenure and client transitions accrue lower rewards to women implications for research on gender stratification and career advancement in nonformalized labor markets are discussed