testing the morale theory of nominal wage rigidity this paper tests the morale theory of nominal wage rigidity according to which firms resist making nominal cuts to workers pay even in adverse economic conditions because such cuts hurt worker morale and productivity the authors analyze data from an employer employee survey they conducted in japan in 2000 that year coincided with a rare spell of deflationary recession which the authors argue is a good setting in which to study how nominal pay cuts affect morale they find that a nominal annual pay freeze experienced by 21 of the sampled workers demoralized workers by reducing their trust in the firm and that even greater demoralization not wholly attributable to reduced trust was associated with a nominal pay cut which affected 17 of the workers the observed negative relationship between nominal pay cuts and morale persists even when the estimation includes controls and firm fixed effects

an institution based view of international business strategy a focus on emerging economies leveraging the recent research interest in emerging economies this perspective paper argues that an institution based view of international business ib strategy has emerged it is positioned as one leg that helps sustain the strategy tripod the other two legs consisting of the industry and resource based views we then review four diverse areas of substantive research 1 antidumping as entry barriers 2 competing in and out of india 3 growing the firm in china and 4 governing the corporation in emerging economies overall we argue that an institution based view of ib strategy in combination with industry and resource based views will not only help sustain a strategy tripod but also shed significant light on the most fundamental questions confronting ib such as what drives firm strategy and performance in ib

conceptualizing and measuring cultures and their consequences a comparative review of globe s and hofstede s approaches this paper explains why globe used a set of cultural values and practices to measure national cultures we show why there is no theoretical or empirical basis for hofstede s criticism that globe measures of values are too abstract or for his contention that national and organizational cultures are phenomena of different order we also show why hofstede has a limited understanding of the relationship between national wealth and culture furthermore we explain why hofstede s reanalysis of the globe data is inappropriate and produces incomprehensible results we also show the validity of managerial samples in studying leadership finally we explain why hofstede s claim that globe instruments reflect researchers psycho logic reveals ignorance of psychometric methodologies designed to ensure scale reliability and construct validity

gender differences in training capital and wages this paper constructs an equilibrium job matching model where workers differ in their attachment to the labor force the model predicts that workers with weaker attachment to the labor market will receive lower starting wages and lower post training wages and will be placed in jobs that offer less training and use less capital the implications of the model for gender differences in pay and job assignment are tested with the eopp data set ourfindings suggest that while training intensity during the first three months of employment is similar in positions filled by males and females females are employed in positions that have a shorter duration of on the job training and that use less capital these differences in on the job training and capital in positions filled by men and women as well as a lower market value for women s prior labor market experience account for a substantial part of the gap in wages between males and females

dynamic contracts with worker mobility via directed on the job search this article proposes a model with dynamic incentive contracts and on the job search in a frictional labor market the optimal long term contract exhibits an increasing wage tenure profile with increasing wages worker effort also increases with tenure these two features imply that the probabilities of both voluntary and involuntary job separation decrease with both job tenure and the duration of employment given these results workers experience differing labor market transitions between employment unemployment and across different employers and the equilibrium generates endogenous heterogeneity among ex ante homogeneous workers abstract from author

a perspective on regional and global strategies of multinational enterprises multinational enterprises mnes are the key drivers of globalization as they foster increased economic interdependence among national markets the ultimate test to assess whether these mnes are global themselves is their actual penetration level of markets across the globe especially in the broad triad markets of nafta the european union and asia yet data on the activities of the 500 largest mnes reveal that very few are successful globally for 320 of the 380 firms for which geographic sales data are available an average of 80 3 of total sales are in their home region of the triad this means that many of the world s largest firms are not global but regionally based in terms of breadth and depth of market coverage globalization in terms of a balanced geographic distribution of sales across the triad thus reflects a special and rather unusual outcome of doing international business ib the regional concentration of sales has important implications for various strands of mainstream ib research as well as for the broader managerial debate on the design of optimal strategies and governance structures for mnes journal of international business studies 2004 35 3 18 doi 10 1057 palgrave jibs 8400073

change and complementarities in the new competitive landscape a european panel study 1992 1996 this paper addresses three weaknesses in the literature on new organizational forms the limited mapping of the extent of contemporary organizational change confusion about how contemporary changes link together and the lack of systematic testing of the performance consequences of this kind of change drawing on a large scale survey of organizational innovation in european firms the paper finds widespread but not revolutionary change in terms of organization structure processes and boundaries using the economics notion of complementarities the paper develops contingency and configurational approaches to suggest that organizational innovations will tend to cluster in particular ways and that the performance benefits of these innovations depend on their clustering complementarities in performance are explored from both inductive and deductive perspectives consistent with the expectations of complementarity theory high performing firms appeared to be innovating more and differently than low performing firms again consistent with complementarities piecemeal changes with the exception of it were found to deliver little performance benefit while exploitation of the full set of innovations was associated with high performance though few european firms were found to exploit the complementarities of new organizational practices those that did enjoyed high performance premia

political economy of mechanisms we study the optimal mirrlees taxation problem in a dynamic economy in contrast to the standard approach where the taxation mechanism is operated by a benevolent planner with full commitment power we focus on economies in which policy decisions are made by self interested politicians who cannot commit to policies the society controls politicians using elections we show that the provision of incentives to politicians can be partly separated from redistribution across agents and that political economy constraints can be modeled as introducing additional aggregate distortions in the dynamic mirrlees problem we provide conditions under which the political economy distortions persist or disappear in the long run if the politicians are as patient as the agents the best sustainable mechanism leads to an asymptotic allocation where the aggregate distortions arising from political economy disappear in contrast when politicians are less patient than the citizens positive aggregate labor and capital taxes remain even asymptotically we conclude by providing a brief comparison of centralized

retrospectives on the genius behind david ricardo s 1817 formulation of comparative advantage last year marked the 200th anniversary of ricardo s famous four numbers paragraph on comparative advantage which is one of the oldest analytical results in economics following the lead of james mill 1821 these four numbers have been interpreted as unit labor coefficients this interpretation has provided the basis for the development of the ricardian model from john stuart mill 1852 to eaton and kortum 2002 however if we accept the labor unit interpretation of these numbers ricardo s exposition in his 1817 principles of political economy and taxation makes little logical sense building on sraffa s 1930 interpretation of ricardo s numbers as labor embodied in trade our discussion reveals the amazing simplicity and generality of ricardo s comparative advantage formulation and gains from trade logic

should i stay or should i go career choices for young workers in latin america labor market institutions shape the return to workers skills they define the incentives of firms and workers to invest in general and specific skills affecting the returns to experience and tenure this paper presents an empirical assessment of this hypothesis we take advantage of rich administrative data from brazil and chile two countries with different regulatory frameworks we focus on young workers as they face to a greater extent the trade off between accumulating general or specific skills the analysis is motivated by a simple conceptual framework from which we derive empirical predictions it takes into account the potential endogeneity of occupational choices while allowing for heterogenous returns to tenure and experience we find positive average returns to both dimensions in both countries with larger returns to tenure in brazil and larger returns to experience in chile this is consistent with the original conjecture as the more rigid labor market legislation in brazil encourages firms to carry out additional investments in young workers s specific skills chile s institutions on the contrary promote the acquisition of general skills we further examine how these returns differ by educational attainment an important policy consideration in the region and find that more educated workers in both countries face larger returns to experience and tenure relative to their less educated counterparts

anonymous shell companies a global audit study and field experiment in 176 countries to test whether firms behave consistently with international law prohibiting anonymous incorporation we conducted a global audit study and field experiment using data from 1639 incorporation firms in 176 countries we requested anonymous incorporation and randomly assigned references to international law threat of penalties norms of appropriate behavior or a placebo we find a substantial number of firms willing to flout international standards and show that those in oecd countries proved significantly less compliant with rules than in developing countries or tax havens firms in tax havens displayed significantly greater compliance and were sensitive to experimental interventions invoking international law

insurance and labor market contracting an analysis of the capital market assumption in recent years a large literature has developed that investigates the role of insurance in labor market contracting papers in this literature typically assume that workers are completely restricted from borrowing we argue and to some extent demonstrate that in many environments capital market imperfections do not lead to a noborrowing result but rather to a capital market assumption that is intermediate between the no borrowing assumption and the perfect capital market assumption we then consider some of the ramifications that this intermediate capital market assumption has on the type of insurance the firms provide through the labor market contract

a theory of wage dynamics a dynamic equilibrium model of long term implicit labour contracts under incomplete but symmetric information is developed workers are assumed to be risk averse and of unknown ability or productivity risk neutral firms learn as do workers about each worker s productivity by observing the worker s output over time it is shown that equilibrium contracts provide for wages which never decline with age and increase only when the worker s market value increases above his current wage in addition to characterizing the equilibrium wage contract we also derive some of its implications for the behaviour of aggregate wages across various groups of workers these implications explain some findings in the recent empirical literature on ageearnings profiles in particular our model can explain why earnings may be positively related to experience even after controlling for productivity as some empirical studies have indicated

crossvergence 10 years on impact and further potential the 1997 jibs paper by ralston holt terpstra and yu was instrumental in anchoring and extending the construct of crossvergence in cross cultural research ten years on the paper has lost none of its relevance and continues to offer important opportunities for further theory development and attendant empirical research scope for further work seems to exist especially in three areas the meaning of crossvergence national culture and economic ideology and processes of change

pensions in labor contracts this paper con siders the optimality of a two period employment contract between a firm and a worker in which the firm provides the employee with insurance against states of low consumption with a wage pension payment schedule contingent upon the worker s productivity and state of employment the paper shows that with endogenous quits and dismissals the equilibrium pension plan could either impose vesting requirements or provide for severance pay depending on the relative perceptions of the probability of separation by the two parties the worker s productivi ty in each state of employment and the firm s policy regarding emplo yee retention copyright 1988 by economics department of the university of pennsylvania and the osaka university institute of social and economic research association

mapping the institutional capital of high tech firms a fuzzy set analysis of capitalist variety and export performance we examine how institutional configurations not single institutions provide companies with institutional capital building on the varieties of capitalism approach it is argued that competitive advantage in high tech industries with radical innovation may be supported by combinations of certain institutional conditions lax employment protection weak collective bargaining coverage extensive university training little occupational training and a large stock market furthermore multinational enterprises engage in institutional arbitrage they allocate their activities so as to benefit from available institutional capital these hypotheses are tested on country level data for 19 oecd economies in the period 1990 to 2003 a fuzzy set qualitative comparative analysis yields several interesting findings a high share of university graduates and a large stock market are complementary institutions leading to strong export performance in high tech employment protection is neither conducive nor harmful to export performance in high tech a high volume of cross border mergers and acquisitions as a form of institutional arbitrage leading to knowledge flows acts as a functional equivalent to institutions that support knowledge production in the home economy implications of these findings for theory policy and the analysis of firm level behavior are developed

culture meaning and institutions executive rationale in germany and japan this paper contributes rare primary empirical evidence to one of the major research questions in the social sciences today namely the linkage between national cultures and institutional structures of national business systems drawing on the work of redding we explore the thinking or rationale of senior executives of leading german and japanese firms about the ideal structure of the economy we find considerable variation in rationale across the two countries and in comparison with the shape of the business system of the united states our study has implications for our understanding of the meaning of economic activity in different countries and of the evolutionary trajectories of national business systems

theorising from case studies towards a pluralist future for international business research the literature on case studies both in the field of international business ib and in the social sciences more generally has tended to focus on the methods of data production and analysis suited to this research strategy in contrast in this paper we investigate methods of theorising from case studies we seek to understand how case researchers theorise and how future ib research might utilise case studies for theorising by means of a qualitative content analysis of case studies published in journal of international business studies academy of management journal and journal of management studies we construct a typology of theorising from case studies two dimensions of the case study namely causal explanation and contextualisation form the basis for our typology we distinguish four methods of theorising inductive theory building interpretive sensemaking natural experiment and contextualised explanation only the first of which has been widely used in jibs in the period that we investigate on the basis of our own qualitative analysis we show the limitations of inductive theory building and argue that greater utilisation of the other methods of theorising would enhance the case study s explanatory power and potential for contextualisation we argue for a more pluralist future for ib research

the influence of expatriate cultural intelligence on organizational embeddedness and knowledge sharing the moderating effects of host country context this study advances our understanding of the contextualization of the effects of cultural intelligence cq drawing from trait activation theory and institutional theory we develop a multi level model showing how host countries informal and formal openness towards foreigners facilitate or constrain the importance of expatriates cq in becoming embedded in the host organization furthermore this study positions organizational embeddedness as a mediator in the association between expatriates cq and a central element of expatriates jobs knowledge sharing in the foreign workplace results from a cross lagged survey of 1327 expatriates from 100 different nations residing in 30 host countries combined with secondary data indicate expatriate cq relates positively to organizational embeddedness cross level interaction analyses further suggest that in group collectivism the proxy for host countries informal openness towards foreigners facilitates the importance of cq as a predictor of expatriates organizational embeddedness in contrast cq was not found to interact with the proxy for host countries formal openness towards foreigners i e national immigration policies consistent with predictions we identified that cq relates positively to knowledge sharing and that organizational embeddedness carries an indirect effect we discuss the implications for theory and practice

transitioning entrepreneurs from informal to formal markets abstract informal markets encompass economic activity that occurs outside of formal regulations and is rather guided by informal norms values and understandings a growing stream of research explores the transition of entrepreneurs from informal to formal markets past research appears to portray the transition to formality as a strategic choice made by entrepreneurs and to center on regulatory concerns such as acquiring licenses registering the business and paying taxes such an approach to studying formalization however may not adequately account for the influence of informal institutions on such a transition and ignores the facilitating role often played by institutional intermediaries a type of institutional entrepreneur thus the purpose of this study is to explore a more comprehensive view of formalization in which an institutional intermediary seeks to help small producers transition from selling their goods in informal markets where formal regulations and infrastructures do not exist or are severely underdeveloped to formal markets where developed formal regulations and infrastructures have engendered stronger competition and heightened quality and efficiency standards more specifically we examined the process by which an ngo attempted to transition approximately 1 800 dairy farmers in rural nicaragua from informal to formal markets our results suggest that the success of formalization efforts by institutional intermediaries hinges on a series of inter related tactics aimed at providing institutional scaffolding to encourage and facilitate informal entrepreneurs participation in formal markets

an evolutionary approach to understanding international business activity the co evolution of mnes and the institutional environment this paper examines the co evolution of mne activities and institutions external and internal to the firm we develop a theoretical framework for this analysis that draws on the more recent writings of douglass north on institutions as a response to complex forms of uncertainty associated with the rise in global economic interconnectedness and of richard nelson on the co evolution of technology and institutions we link historical changes in the character of mne activities to changes in the institutional environment and highlight the scope for firm level creativity and institutional entrepreneurship that may lead to co evolution with the environment we argue that the main drivers for institutional entrepreneurship are now found in the increasing autonomy of mne subsidiaries thus mne agency derives from more decentralized forms of experimentation in international corporate networks which competence creating nodes of new initiatives can co evolve with local institutions unlike most other streams of related literature our approach connects patterns of institutional change in wider business systems with more micro processes of variety generation and experimentation within and across individual firms this form of co evolutionary analysis is increasingly important to understanding the interrelationships between mne activities and public policy

job assignments signalling and efficiency this article analyzes a model in which information about a worker s ability is only directly revealed to the firm employing the worker other firms however use the worker s job assignment as a signal of ability three results recur throughout the analysis first wage rates tend to be more closely associated with jobs than with ability levels second there is frequently an inefficient assignment of workers to jobs i e even when a firm has complete information about a worker s output third the severity of this inefficiency tends to be negatively correlated with the level of firm specific human capital in the economy

are wages habit forming evidence from micro data although utility functions play a central role in economics the axiom that utility depends only on the absolute levels of its arguments is rarely tested this paper uses panel data on 2000 british employees who remain with the same employer and who are not promoted from one wave to the next it is shown that one important measure of well being overall job satisfaction is strongly positively correlated with the change in the worker s pay between waves but is unrelated to the current level of pay empirical tests suggest that a reference dependent satisfaction function where individual well being depends on current pay relative to past pay is more consistent with these regression results than are productivity or agency explanations of increasing wage profiles some evidence is presented of greater job satisfaction effects of pay rises for lower paid less well educated and younger workers these results provide some micro evidence consistent with the theory widespread in social science of habituation individuals may become used to any given level of consumption or income as such they tie in with the finding that a country s well being as measured by the average happiness of its citizens is only weakly correlated with its per capita gnp

comparing capitalisms understanding institutional diversity and its implications for international business this paper examines the role of institutional analysis within the field of international business ib studies within ib institutions matter but the view of institutions tends to be thin utilizing summary indicators rather than detailed description and thus approaches institutions as unidimensional variables that impact on particular facets of business activity this paper argues that ib research would be usefully advanced by greater attention to comparing the topography of institutional landscapes and understanding their diversity a number of alternative case based approaches are outlined that draw on a growing comparative capitalisms literature in sociology and political science the paper develops a number of empirical examples to show the utility and limits of these approaches for ib scholars

the true meaning of david ricardo s four magic numbers abstract the four numbers in david ricardo s example of comparative advantage have been traditionally interpreted as unit labor coefficients in the production of wine and cloth in uk and portugal a recent interpretation suggests that they represent instead the labor needed to produce the amounts of wine and cloth actually traded ricardo s four numbers are shown to yield each country s gains from trade by simply subtracting two of the numbers from the other two since the numbers also indicate each country s comparative advantage ricardo established a close connection between comparative advantage and the gains from trade

the thick description and comparison of societal systems of capitalism critiques of international business theory have recently pointed to weaknesses in the handling of context of culture and of policy implications it is contended that the origins of such failings lie in the discipline s commonly accepted methodologies and in turn that they have epistemological roots as a route out of the dilemmas faced a proposal is made to adopt more complete ways of handling determinacy including the influences of history culture and the societal emergence of institutions business systems theory is drawn upon and a model proposed developed from the work of whitley in this culture is seen as underpinning formal institutions which in turn underpin societal business systems the use of the model relies on the ideas of geertz on thick description and of ragin on holistic analysis it is illustrated with a comparison of the american and french socio economic systems seen historically findings in strategy research about the geographically defined nature of firm supremacy in many industries are brought into the account using the business systems literature consistent patterns of determinacy as well as distinct and contrasting trajectories of business system evolution are noted a more complete and multidisciplinary form of explanation grounded in socio economics is advocated as a means of meeting the challenges both of understanding and of policymaking at several levels

salaries and piece rates compensation can take many forms remuneration can come as pecuniary payments as fringes such as health and pension benefits or as a nonpecuniary reward such as plush office furniture that costs the firm less than it benefits the worker a significant literature has examined the trade offs between pecuniary and nonpecuniary compensation the modern work having been pioneered by rosen 1974 more recently another body of literature has examined the selection of method of total compensation ignoring the distinction between pecuniary and nonpecuniary payment this work has focused on risk and incentive factors it has resulted in comparisons of compensation based on absolute output levels to that based on relative performance it has also led to explorations of the relation of compensation to experience over the work life 2 little attention has been paid to what may be among the most important and obvious distinction in methods of compensation namely the choice between a fixed salary for some period of time that is paying on the basis of input and some workers receive compensation that is specified in advance and not directly contingent on performance instead it depends on an input measure such as hours worked for others compensation is directly related to output this essay is an attempt to predict a firm s choice of compensation method piece rates are defined more rigorously among the more important factors discussed are worker heterogeneity incentives sorting considerations monitoring costs and asymmetric information one result is that salary workers tend to be of lower quality and more homogeneous than are their piece rate counterparts numerous additional results are provided helpful comments by victoria lazear and yoram weiss are gratefully acknowledged support was provided by the department of labor and the national science foundation 1 see lazear and rosen 1981 stiglitz 1981 holmstrom 1982 green and stokey 1983 2 see lazear 1979 1981 and harris and holmstrom in press

micro foundations for wage flexibility wage insurance at the firm level to what extent do firms insulate their workers wages from fluctuations in product markets which firm and worker attributes are associated with wage flexibility at the micro level we first rely on guiso pistaferri and schivardi 2005 to estimate dynamic models of sales and wages finding that in portugal workers wages respond to permanent shocks on firm performance as opposed to transitory shocks we then explore the factors associated with wage flexibility finding that collective bargaining and minimum wages are associated with higher wage insurance by the firm while the threat of firm bankruptcy reduces it managers receive less protection against permanent shocks than other workers

implicit contracts explicit contracts and wages over the past decade the search for an explanation of aggregate money wage stickiness in the face of substantial shifts in the marginal revenue product of labor of the kind that was associated with an increase in real wages in the depression of the 1930 shas led to an extensive examination of explicit union and implicit nonunion employment contracting arrangements this distinction can be exaggerated long term union contracts have an implicit element in the sense that they specify only a limited number of contingencies to which wages will be adjusted moreover the implicit contracting branch of the literature has pushed in the direction of implying that the explicit contracts observed in the union sector may be formalizations of common informal arrangements in the nonunion sector so that differences between the sectors in the behavior of wages and employment may be more apparent than real the purpose of this paper is to examine the empirical basis for some of the key propositions of implicit contract theories and to note some important differences in the outcome of implicit and explicit contracting

the regional nature of japanese multinational business in the world s largest 500 firms there are 64 japanese multinational enterprises mnes with data on regional sales but only three operate globally whereas 57 of them average over 80 of their sales and foreign assets in their home region why is there such a strong intra regional dimension to their activities using empirical data and a new framework for analysing both downstream sales assets and upstream production assets we analyse why most large japanese firms appear to have firm specific advantages fsas that are based in their home region a structural contingency approach is applied to two case studies to explain how home region bound fsas constrained the ability of japanese mnes to implement internationalisation strategies

the us gains from trade valuation using the demand for foreign factor services about 8 cents out of every dollar spent in the united states is spent on imports what if because of a wall or some other extreme policy intervention imports were to remain on the other side of the us border how much would us consumers be willing to pay to prevent this hypothetical policy change from taking place the answer to this question represents the welfare cost from autarky or equivalently the welfare gains from trade in this article we discuss how to evaluate these gains using the demand for foreign factor services the estimates of gains from trade for the us economy that we review range from 2 to 8 percent of gdp

human resource management in us subsidiaries in europe and australia centralisation or autonomy we explore determinants of subsidiary autonomy in setting human resource management hrm practices within us parented multinational enterprises mnes in europe and australia we examine both the effect of strategic context and the effect of the institutional location of the subsidiary we find that us mnes show greater centralisation of control over hrm where the subsidiary faces global markets in coordinated market economies vs liberal market economies and where union density is low

are firms with foreign ceos better citizens a study of the impact of ceo foreignness on corporate social performance this study examines whether firms corporate social performance csp varies when local firms have foreign ceos building on the social identity perspective we argue that because foreign ceos are perceived as outgroup or nonprototypical leaders by the local firms stakeholders local firms with foreign ceos need to achieve a higher level of csp than do local firms with local ceos to enhance their legitimacy and trustworthiness furthermore we propose that the predicted difference in csp between foreign and local ceo led firms will be larger a for more authentic and thus trust enhancing csr activities and b in those socio economic environments where the salience of ceo foreignness and thus the need to build trustworthiness with locals is more pronounced in a sample of 1001 local firms across 18 developed countries during the period between 2003 and 2015 our empirical results support most of our predictions

how much does trust really matter some reflections on the significance and implications of madhok s trust based approach madhok s 1995 article defined and developed a trust based perspective on the stability of international joint ventures ijvs proposing a shift in focus from ownership to relationship and from governance form to process the article emphasised the role of trust in holding ijvs together and the importance of considering the dynamics of inter organisational collaboration by distinguishing between structural and social components of trust it contributed to a more nuanced understanding of what makes inter firm partnership durable and able to realise its value potential this paper reviews madhok s original ideas and highlights the influence they have had on the field of international business it concludes with avenues for further research inspired by the article

organizing contests for status the matthew effect vs the mark effect what is the best way to design tournaments for status in which individuals labor primarily for the esteem of their peers what process in other words should organizers of status based contests impose upon those who covet peer recognition we propose a formal model of status based competition that contrasts two competing alternatives the first following merton is the matthew effect according to which a tournament s architect directs slack resources to elite actors and thus widens the distribution of rewards by favoring cumulative advantage the second is the mark effect under which a tournament s designer instead pushes slack resources to marginal actors and thus tightens the distribution of rewards our results suggest that although the mark effect is better for the social welfare of most tournaments the matthew effect is preferable in two distinct contexts in small tournaments where variation in underlying ability translates into acute advantages for the most capable contestants and in large tournaments whose contestants face constant rather than rising marginal costs a condition we relate to contestants perception of their work as intrinsically valuable our contributions are twofold we find counter to the thrust of merton s work that cumulative advantage is not invariably optimal for the functioning of status contests and we identify circumstances in which the production of superstars is likely to make contests for status better off in aggregate implications for future research on status and management are discussed this paper was accepted by olav sorenson organizations and social networks

perceived organizational support pos across 54 nations a cross cultural meta analysis of pos effects the authors meta analyze relationships of perceived organizational support pos with attitudinal and behavioral outcomes in western i e horizontal individualistic and eastern i e vertical collectivistic cultures the social exchange perspective suggests that pos effects are stronger in western cultures because employees are more likely to see the self as independent and understand their relationship with the organization in terms of reciprocity however the social identity perspective suggests that pos effects are stronger in eastern cultures because employees are more likely to see the self as interdependent and are more attuned to organizational support as an identity related cue addressing these competing hypotheses meta analytic results from 827 independent samples n 332 277 across 54 countries show support for both perspectives in the west pos was more strongly associated with social exchange processes than organizational identification processes in contrast in the east pos was more strongly associated with organizational identification processes than social exchange processes overall pos was more strongly related to job attitudes and performance in the east than in the west cultural differences in pos effects on attitudinal outcomes were found to be increasing over time we discuss the implications of these findings for organizational support theory and research

wages effort and incentive compatibility in life cycle employment contracts existing models of incentive compatibility in life cycle employment contracts arrive at different predictions partly because of the different kinds of contract breaking behavior allowed in them this paper sets out and classifies the full range of such behaviors argues that no model has yet incorporated all of them and examines the consequences of doing so in the context of lazear s well known model in the extended model wages cannot rise faster than marginal products throughout the entire contract and the set of feasible contracts can often be empty even when both parties can commit to terminate the contract whenever it is broken by the other party

an interpretation of the factor content of trade abstract this paper shows that the factor content of trade can be used to indicate effects of trade on relative factor prices factor prices in two trading equilibria can be compared by comparing instead their two equivalent autarky equilibria constructed by changing factor endowments by the factor content of trade using relationships between autarky factor prices and factor endowments several relationships are derived between factor prices with trade and its factor content the most general result is a positive correlation between relative changes in the factor content of trade appropriately normalized and proportional changes in factor prices

performance responses to competition across skill levels in rank order tournaments field evidence and implications for tournament design tournaments are widely used in the economy to organize production and innovation we study individual data on 2775 contestants in 755 software algorithm development contests with random assignment the performance response to added contestants varies nonmonotonically across contestants of different abilities precisely conforming to theoretical predictions most participants respond negatively whereas the highest skilled contestants respond positively in counterfactual simulations we interpret a number of tournament design policies number of competitors prize allocation and structure number of divisions open entry and assess their effectiveness in shaping optimal tournament outcomes for a designer

theoretical foundations of emerging economy business research in probing theoretically into central and eastern europe transactions resources and institutions we outlined the contributions of research in central and eastern europe cee to theoretical debates in business research in this retrospective we reflect upon the evolution of the field over the past decade with the fading impact of cee s distinct shared history we suggest that cee best be analyzed as emerging economies rather than as a distinct geographic entity emerging economy business research is converging on common themes and shared theoretical ideas while identifying critical variations that constrain generalizations among and beyond emerging economies this research thus highlights the need to develop a better understanding of the boundary conditions of scholarly theories of business knowledge over the past decade the institution based view has emerged from distinct intellectual traditions in institutional economics organizational theory and the analysis of business government bargaining research in these converging lines of theorizing places contextual variations at the center of explanations of business phenomena around the world we suggest that the institution based view is evolving toward a paradigm and offer suggestions on how to advance this research agenda further in particular by exploring how firms engage with different sets of potentially conflicting institutions at multiple levels and locations

wage contracts when output grows stochastically the roles of mobility costs and capital market imperfections the paper considers an industry in which individual output follows a stochastic growth process with a cumulative effect it analyzes the roles of labor mobility and capital market conditions in the determination of wage contracts positive costs of mobility are shown to be necessary for the provision of wage and employment insurance when workers have no access to the capital market when insurance is provided wages grow less than average productivity if the capital market is perfect wage insurance will be provided even in the absence of costs of mobility in this case wages grow faster than average productivity

human capital vs signalling explanations of wages increases wages by directly increasing the worker s productivity this learning explanation is usually associated with human capital theory however it seems unlikely that learning explains all the wage differences associated with schooling and work history better educated workers are not a random sample of workers they have lower propensities to quit or to be absent are less likely to smoke drink or use illicit drugs and are generally healthier it is unlikely that employers make full use of differences in propensities to quit or to be absent or sick when hiring workers these characteristics are often not directly observed and the americans with disabilities act precludes firms from using either poor health or the likelihood of future sickness as a hiring criterion unless it is directly related to job performance however if low levels of education are associated with these unfavorable employee characteristics and employers are allowed to take education into account when hiring workers we would expect employers to favor better educated workers as a means of reducing their costs of sickness and job turnover in turn students will take these hiring criteria into account when deciding how long to stay in school students will choose a length of schooling to signal their ability to employers and employers will demand a minimum level of schooling

tenure unions and the relationship between employer size and wages the unionization rate in a worker s industry and the worker s tenure are interacted with employer size in wage regressions using current population survey data the results provide insight into the relatively small size wage relationship in the union sector nonunion tenure profiles steepen sharply with establishment size while union profiles flatten also the effect of industry unionization increases with firm size in the nonunion sector a pattern indicative of threat effects a separate analysis of nonunion wages indicates that size wage relationships are stronger in occupations associated with high monitoring costs

which model of capitalism best delivers both wealth and equality capitalism is the dominant economic system adopted throughout the global economy but there are many different models of capitalism practiced depending on what the society decides economic effectiveness is in this study we assert that an effective economy simultaneously achieves two seemingly divergent outcomes it 1 creates economic wealth efficiently and 2 shares that wealth equitably employing insights from whitley s national business systems framework and fuzzy set analysis we examine how national institutions collectively configure with respect to the overall level of equitable wealth creation within 48 developed and developing economies we find that three configurations are associated with relatively high levels of equitable wealth creation and another three are associated with relatively low levels as such our analysis supports the notion of equifinality that there is no one optimal model of capitalism furthermore we begin to demonstrate that these models of capitalism are constantly evolving but their evolution is generally slow even when considering the practice of capitalism before and after the 2008 global economic crisis we discuss the implications of these findings for the study of international business with a special emphasis on considering a more holistic context for exploring how multinational enterprises interact with their institutional environment s

intergenerational conflicts of interest and seniority systems in organizations this paper studies the role of a proposed seniority system in an organization the organization consists of at least three overlapping generations of short lived members and chooses either a shortsighted or a farsighted action in each period this results in intergenerational conflicts of interest the old generation desires to obtain an immediate profit while the middle and young generations have incentives to invest for future profits we use a model of infinitely repeated games and demonstrate that the seniority system solves these conflicts in the sense that the farsighted action profile is sustainable in equilibrium

think glocally act glocally a culture centric comment on leung bhagat buchan erez and gibson 2005 culture is a critical variable in international business ib and leung bhagat buchan erez and gibson 2005 enrich our understanding of its role however that said their framing of this variable conflates the role of national culture nc a particular form of culture with culture itself a more pivotal holistic and central construct this paper by commenting on and critiquing their approach seeks to shift the theoretical center of gravity from a nc centric paradigm to a culture centric constructivist one and from a top down bottom up view to a flatter glocalized one implications are provided which suggest that research should address cultural processes of patterning and production as well as cultural forms such as global communities and global culture gc which share with or even capture the spotlight from nc as a focus for studying and developing ib cultural theory journal of international business studies 2009 40 237 254 doi 10 1057 palgrave jibs 8400410