Hedging Foreign Project Risk

We study the firm's hedging problem when there is uncertainty about whether its bid on a foreign project will be accepted. Most treatments of this problem suggest that foreign currency options are the preferred hedging instrument. However, we show that when the uncertainty pertaining to the realization of the foreign cash flow is unrelated to the exchange rate, which typically will be the case, futures dominate options as hedge vehicles.
Conversely, options hedging will be appropriate when the viability of the foreign project depends also on an exchange-rate contingency, as would be the case when the bidding firm can withdraw its bid if the foreign currency depreciates sufficiently.
In many cases, both futures and options will form part of the best hedge position. The general principle in forming the hedge is that futures will best offset exchange-rate exposure the existence of which is not exchange-rate contingent. Options will best hedge any costs or revenues that might occur in a foreign currency depending on the outcome of an exchange-rate contingency.     

The great recession and changes in faculty expected retirement age

The great recession of 2008 has shifted retirement plans of workers in general. This paper examines the changes in expected retirement age following the great recession of 2008 of a subset of the labor force—university faculty who are near retirees and participate in a defined contribution retirement plan. We find evidence consistent with the life-cycle model which predicts changes in expected retirement age when there are unexpected changes in retirement wealth. For the faculty who expected to delay planned retirement, the average delay is 4 years. Regression estimates indicate a longer time horizon moderates the delay in expected retirement. We also find evidence that expected wealth at retirement amplifies the delay in expected retirement age while current value of retirement wealth moderates the delay in planned retirement.     

Individual Differences in Attractiveness of Jobs Based on Compensation Package Components

The primary purpose of the present study was to examine the effect of salary level, amount of leave per year, the extent of cost-sharing for health care insurance coverage, and type of retirement plan on individuals’ job choice within a United States employment context. Salary, amount of vacation time, cost of health insurance, and type of retirement plan predicted the likelihood that individuals would apply for a position as well as accept the position if it were offered to them. While the type of retirement plan had an effect, there was virtually no difference based on whether the retirement plan was a defined benefit pension plan, a 401 K plan, or a company stock plan. There were no interactions between compensation plan components suggesting recruits do not consider salary as a substitute for benefits. Marital status, benefit history, attitudes towards earnings, and risk propensity predicted the relative importance placed on salary and specific benefits in the compensation package.     

Tax-free trading on calendar stock and bond market patterns

This study investigates the feasibility of using individual retirement accounts to exploit well-known calendar anomalies in the financial markets. We find no evidence of either a January effect or a weekend effect which may imply that investors have traded them out of existence. However, we find a significant turn-of-the-month effect in both stocks and bonds and show that investors may be able to enhance the performance of their retirement portfolios. We demonstrate that investors using a turn-of-the-month switching strategy would have outperformed a buy-and-hold strategy in stocks or bonds. Finally, our results have policy implications for investment companies.     

Taxes,time diversification,and asset choice at retirement

This study extends existing research by examining the effect of personal income taxes on the expected relative performance of asset classes as viewed from the retirement date. Results suggest that tax status does not affect the basic conclusions of previous time diversification studies. However, the fund's tax status affects the size of withdrawals that can be sustained, the performance of stocks relative to bonds, and the risk of the retirement fund. In general, for a given size fund and after-tax withdrawal proportion, tax-deferred funds have not only a greater expected return, but also greater risk than non-tax-deferred retirement funds. *** DIRECT SUPPORT *** A00DH017 00009     

Acceptance of buyout offers in the face of downsizing: empirical evidence from the Korean electronics industry

Using a sample of 812 employees in a major Korean electronics company, this study examines the predictors of acceptance of buyout incentives. As in the retirement research, the results here suggest that employees are more likely to accept buyouts the larger the size of the incentive, the older they are at the time of the offer and the poorer their health. However, in contrast to early retirement research, the results here suggest that it is the better performers, those whose spouses are still in the workforce and those who have already declined previous incentives who are most likely to accept buyout incentives in early and mid-career. This study also highlights five differences between American-based and Korean-based firms in their use of early buyout offers. Korean employees were more likely to accept buyout offers the higher their salary, while in the US salary and acceptance of such offers are typically inversely related. Also, while US firms focus on buyout incentives for older workers, Korean firms will often target workers in their thirties and forties. Korean firms typically offer one-time, lump-sum bonuses as departure incentives, whereas American firms are more likely to add years of age and/or service in calculating pension benefits. While US firms often offer some type of part-time employment contract to their early retirees, Korean firms often prohibit this arrangement. Finally, compared to the US, the greater stigma associated with interfirm mobility in Korea cuts against the acceptances of these offers.     

Tackling age discrimination in employment in Singapore

In a country with an ageing work-force, a decline in the number of new entrants to the labour market and an acute labour shortage, it would be reasonable to assume that employers would encourage older workers to remain in employment for as long as possible. In the case of Singapore, however, private sector employers often retired employees at age 55 and hired younger workers in their place. In many cases older workers re-hired had to accept lower pay and lower grade jobs. In an attempt to tackle this sort of age discrimination in employment, the government passed the Retirement Age Act in 1993. Prior to its enactment, the government urged employers to raise the retirement age voluntarily, but the response was poor, especially in the non-unionized sector. This paper argues that employers resisted the extension of the retirement age because they perceived older workers in stereotypical terms. The main issues which gave rise to the Retirement Age legislation are discussed. So also is the possible impact of the legislation on some HRM practices. The paper also proposes some future directions for research on older workers in Singapore.     

家庭联合退休行为研究述评与展望

将老年劳动力的个体退休决策放置在家庭背景下进行而出现的联合退休行为,矫正了因使用单一个体退休模型,而忽略家庭内部互动关系所导致的影响评估偏差,对于全面和正确理解个体退休决策具有重要意义。本文梳理了国外学界有关家庭联合退休行为的主要研究成果,同时将该行为形成的五类影响因素归纳为个体、互动和外部三个层次,并通过替代、收入及互补效应对影响路径进行解释。此外,简要概括了该问题的主要研究方法,并通过性别不对称性及政策实施偏差双视角对影响结果进行了归纳展示。进一步的,对该理论在我国国情下可能出现的内涵延伸及借鉴意义予以阐述。最后,基于已有研究对该问题未来进一步的研究方向提出展望。     

Organisational practices and the post‐retirement employment experience of older workers

This study compared people aged 50 to 65 who had retired and returned to work (n = 90), who remained in their career jobs (n = 198), and who retired and remained out of the workforce (n = 321). The significant differences between post‐retirement and career employment were associated with the HR practices within organisations and were not related to the characteristics of the organisations in which post‐retirement and career jobs were found. The HR practices were rated as especially important in influencing the decision of retirees to return to work. The findings suggest that people in post‐retirement jobs are drawn to organisations that provide HR practices tailored to the needs and desires of older workers. The results also indicate that if employers expect to address labour shortages by encouraging retirees back into the workforce, they are going to have to implement those HR practices that are important to this group.     

Mandatory Retirement Rules and the Retirement Decisions of University Professors in Canada

We examine the impact of mandatory retirement on the retirement decisions of professors in Canada using administrative data. Estimation of a discrete time hazard model indicates that faculty members at universities with mandatory retirement at age 65 have exit rates at age 65 that are around 30 to 38 percentage points higher than those of their counterparts at universities without mandatory retirement. This overall difference in exit rates is found when the sample is restricted by discipline, professional rank and type of university. Similar results are found for both men and women; however, the magnitude of this effect is somewhat smaller for women. Restricting the analysis to include faculty members who received their highest degree at age 34 or older does not affect the magnitude of the difference in exit rates between faculty at universities without mandatory retirement and those at universities with mandatory retirement. The estimated survival probabilities indicate that only 22.7% of faculty members employed at age 64 at universities without mandatory retirement will continue to be employed at the same university at age 72.     

Who's for Early the Retirement Trap?

'Early retirement' is another false conclusion torn lingering unemployment. Norman Fowler, Secretary of State for Social Services, is investigating state pensions. Peter Warburton of the City (of London) University. argues that the 65-year (men) and 60-year (woman) retirement age is a strpitjacket producing unnatural effects - premature retirement of able people and postponed retirement of worn-out people. Asa spin-off from research sponsored by the IEA, he proposes radical reform in the state scheme and produces a 'do-it-yourself' kit for readers from 'workaholics' to 'shuchers' to calculate their optimum retirement ages.     

Redefining retirement: age equality and the rise of performance management

How do individuals retire when there is no default retirement age? The changes to the retirement regulations were aimed at extending individual choice, but with the use of performance management, employers have a new tool with which to control the time and manner of retirement. Employees who fail to perform as required are now to be ‘managed out’. Therefore, retirement needs to be treated as an outcome of workplace employment relations with consequences for all age groups.     

Riding off into the Sunset: Organizational Sensegiving,Shareholder Sensemaking,and Reactions to CEO Retirement

We test hypotheses derived from resource dependence and sensemaking/sensegiving theoretical lenses in the context of CEO succession, focusing on an under‐researched yet prevalent type of executive turnover – CEO retirement. Using event study methodology and a sample of CEO retirements from S&P 1500 firms during the 2003–12 period, we find that, all else equal, shareholders’ perceptions of organizations’ capacity to serve their interests are adversely affected when a retirement related change occurs in the leadership structure. Specifically, in line with resource dependence theory, we find that CEO retirement disclosures typically generate negative abnormal returns. Furthermore, in line with the sensemaking perspective, we find that the magnitude of shareholders’ reactions is contingent on the lexical sensegiving cues contained in the organizational narratives that are released to capital markets via executive retirement announcements. Overall, our theory and results point to CEO retirement events as consequential in the eyes of shareholders, challenging an important assumption of extant succession research. Moreover, they suggest that shareholders’ interpretation of these events is influenced by organizational sensegiving, highlighting the important role of organizational communication around succession events.     

SOCIAL SECURITY AND RETIREMENT DECISION: A POSITIVE AND NORMATIVE APPROACH*

Abstract Social insurance for the elderly is judged responsible for the widely observed trend towards early retirement. In a world of laissez‐faire or in a first‐best setting, there would be no such trend. However, when first‐best instruments are not available, because health and productivity are not observable, the optimal social insurance policy may imply a distortion on the retirement decision. The main point we make is that while there is no doubt that retirement systems induce an excessive bias towards early retirement in many countries, a complete elimination of this bias (i.e. a switch to an actuarially fair system) is not the right answer for two reasons. First, some distortions are second‐best optimal. This is the normative argument. Second, and on the positive side, the elimination of the bias might be problematic from a political perspective. Depending on the political process, either it may not be feasible or alternatively it may tend to undermine the political support for the pension system itself.     

Myopia and pensions in general equilibrium

The US social security tax rate has doubled in the last half century. Does the degree of myopic behavior that we observe in the US justify the size of the social security program? To study this question we build a computable general equilibrium model that is composed of life-cycle permanent-income consumers who save optimally and “hand-to-mouth” consumers who just consume their disposable income. Our model is a continuous-time, general equilibrium extension of the model by Cremer et al. (Int Tax Public Financ 15(5):547–562, 2008), though we abstract from the redistributive function of social security to focus on myopia. Retirement is a choice variable in our model and the social security program is designed to mimic the US program in which the annuity value of benefits increases with the retirement age. Also, we allow for delayed claiming beyond the date of retirement. The model matches a variety of important data targets relating to saving and retirement. We find that small reductions in the social security tax rate provide significant welfare gains to both groups of consumers.     

Central European EU accession and Latin American integration: Mutual lessons in macroeconomic policy design

Design options in exchange rate, monetary and fiscal policies, are explored for economies in Central Europe and Latin America that aspire to engage in monetary unification. Recent experience in these regions suggests that, absent a model of institutional harmonization and a road map for policy convergence, Latin American economies would benefit from following internally consistent macroeconomic policies—possibly in the context of a rules-based framework—and from adopting widely accepted standards of best practice. Unilateral adoption of a hard currency (dollarization or euroization) tends to be counterproductive unless it is supported by fiscal discipline and wage flexibility. Empirical evidence is presented on the effect of expected monetary unification on sovereign risk.     

Predicting Retirement Upon Eligibility: An Embeddedness Perspective

Concern over the impact of baby‐boomers' retirement on needed skills and proprietary knowledge has stimulated an interest in identifying workplace factors associated with retirement upon eligibility. Drawing from embeddedness theory, the authors identify work‐based antecedents potentially underlying a related, but distinct, form of withdrawal—retirement upon eligibility. The authors generate and test hypotheses regarding the impact of fit‐, sacrifice‐, and links‐related antecedents using a prospective study design and a national probability sample of some 500 older individuals who, at the time of the initial interview, were within months of becoming—for the first time—eligible to receive such benefits. The findings indicate that, beyond the effects of person‐based antecedents (e.g., age, health, assets, expected retirement income), a combination of fit‐ (i.e., job challenge), sacrifice‐ (i.e., perceived organizational support), and links‐related factors (i.e., stability of close workplace peer relations) have a substantial influence on the decision to retire upon eligibility. © 2013 Wiley Periodicals, Inc.     

A closed-form solution for the continuous-time consumption model with endogenous labor income

In this paper, we study the consumption, labor supply, and portfolio decisions of an infinitely lived individual who receives a certain wage rate and income from investment into a risky asset and a risk-free bond. Uncertainty about labor income arises endogenously, because labor supply evolves randomly over time in response to changes in financial wealth. We derive closed-form solutions for optimal consumption, labor supply and investment strategy. We find that deferring the retirement age stimulates optimal consumption over time and discourages optimal labor supply during the working life. We also find explicitly that optimal portfolio allocation becomes more ‘conservative’ when the individual approaches his prescribed retirement age. The effects of risk-aversion coefficients on optimal decisions are examined.