Real Estate Fund Flows and the Flow-Performance Relationship

Convexity in the flow-performance relationship of traditional asset class mutual funds is widely documented, however it cannot be assumed to hold for alternative asset classes. This paper addresses this shortcoming in the literature by examining the flow-performance relationship for real estate funds, specifically open-end, direct-property funds. This investment vehicle is designed to provide the risk-return benefits of private market real estate and is available to retail investors in many countries across the globe. An understanding of fund flow dynamics associated with this investment vehicle is of particular interest due to the liquidity risk associated with holding an inherently illiquid asset in an open-end structure. Our analysis draws on the theoretical foundations provided in the literature on mutual fund flows, performance chasing, liquidity risk, participation costs and dynamics across market cycles. We focus on German real estate funds from 1990 to 2010 as this is the largest market globally and there is a high level of confidence in the data. The results show that real estate fund investors chase past performance at the aggregate level and the relationship between flows and relative performance is asymmetric (i.e., convex) at the individual fund level. Fund-level liquidity risk tends to weaken convexity, while sensitivity increases with higher participation costs. We find the flow-performance relationship varies across time, though our interpretation is asset and investment vehicle specific. The implications are applicable to investors and fund managers of open-end, direct-property funds and, more broadly, other alternative asset funds where the underlying asset may not be liquid.     

FMA Roundtable on New Developments in European Corporate Governance

In this discussion that took place in Helsinki last June, three European financial economists and a leading authority on U.S. corporate governance consider the relative strengths and weaknesses of the world's two main corporate financing and governance systems: the Anglo‐American market‐based system, with its dispersed share ownership, lots of takeovers, and an otherwise vigorous market for corporate control; and the relationship‐based, or “main bank,” system associated with Japan, Germany, and continental Europe generally. The distinguishing features of the relationship‐based system are large controlling shareholders, including the main banks themselves, and few takeovers or other signs of a well‐functioning corporate control market. Given the steady increase in the globalization of business and international diversification by large institutional investors, the panelists were asked to address the question: can we expect one of these two systems to prevail over time, or will both systems continue to coexist, while seeking to adopt some of the most valuable aspects of the other? The consensus was that, in Germany as well as continental Europe, corporate financing and governance practices have already begun to look much like those in the U.S. and U.K., with much less reliance on bank loans and greater use of bonds and public equity. And these financing changes have resulted in major changes in ownership structures that have seen local main banks largely supplanted by foreign institutional investors—some of whom have demanded a greater voice in how companies are run. Moreover, Finnish economist Tom Berglund may well have provided a blueprint for the dominant European governance system of the future in describing the “Nordic model” as

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The information content of credit ratings: evidence from European convertible bond markets

Prior research has investigated the information content of credit ratings for standard financing instruments such as stocks and corporate bonds, while this question has been neglected for convertible bonds (CBs) so far. CBs are simultaneously determined by the bond floor and the conversion value, which makes it more difficult to assess price effects following rating announcements. In this context, we compare price effects of CBs with those of stocks and corporate bonds of the same issuer using robust event study methods. Our findings indicate that rating changes convey new information for investors in European CBs. In terms of the direction of the expected price reaction, we find CBs to react in a more debt-like manner to the announcement of a rating change. Moreover, our results provide evidence that the magnitude of price reactions differs among different types of securities.     

From Ultimatum Bargaining to Dictatorship—an Experimental Study of Four Games Varying in Veto Power

Inspired by Bolton and Zwick (1995) we study four different games, namely the ultimatum and dictator game as well as the two games in which a veto (non-acceptance) of the responder implies that only one of the two players does not receive the proposed payoff. In the experiment the participants had to play either as the proposer or as the responder in all four games. Only the proposer was privately informed about the actual cake size which could be either small or large. The main results were that the offers were more generous when the responder could only veto the proposer's payoff than in ultimatum bargaining which, in turn, induced more generous offers than dictatorship. The worst proposals were observed when the responder could only reject his own payoff. A similar tendency was also observed for the minimal offers required for acceptance although many acceptance strategies were non-monotonic. Allocators with large cakes did not hide behind the small cake by offering an equal share of the small cake. A pre-experimental questionnaire designed to trigger considerations of backward induction led to more generosity.     

Real Estate Fund Openings and Cannibalization

This article examines the trade‐offs in launching new real estate funds, specifically open‐end, direct‐property funds. This investment vehicle, which is designed to provide the risk‐return benefits of private market real estate, is available to retail investors in a number of countries. At the same time, these funds are also subject to liquidity risk, because they hold an inherently illiquid asset in an open‐end structure. This format presents fund‐family managers with unique challenges, particularly with the decision to open new funds. The data consist of 2,127 German fund openings across 76 fund families in 12 asset classes over the 1992–2010 period. Including a wide range of asset classes allows for a comparison between real estate and other investment objectives. We find a substantial cannibalization effect across the existing real estate funds of a family, while we note the opposite effect—i.e., flows into existing funds increase following a fund opening within the same objective—for all other asset classes. Our analysis of fund opening determinants shows that inflows mitigate the cannibalization risk for new real estate funds. Additional evidence highlights the role of scale and scope economies in real estate fund openings. Overall, the results provide new insights into the relatively large size and small number of real estate funds when compared to mutual funds dedicated to other investment objectives.     

Gender differences in perceived workplace harassment and gender egalitarianism: A comparative cross-national analysis

Using 2015 International Social Survey Program (ISSP) data on 38,179 individuals from 36 countries in 9 relatively homogeneous global regions, we analyze the gender differences and the gender gap in perceived workplace harassment (PWH) with particular attention to gender equality's and gender egalitarianism's roles in molding these differences. We find that despite large regional differences, women in most countries are more likely than men to perceive workplace harassment, although this likelihood is higher in countries that score favorably on our gender equality measures. Hence, political empowerment and better economic opportunities alter women's perceptions of workplace harassment, increasing the probability of their experiencing it. Our results also underscore the important roles of values and gender egalitarian practices. Whereas enhanced gender egalitarianism values increase women's perceptions of workplace harassment, concrete practices tend to reduce them. Especially for management, this result highlights the importance of actually implementing gender equality policies at a corporate level, because a discrepancy between corporate values and practices on this issue will only accentuate the perception of harassment.     

Targeting online display ads: Choosing their frequency and spacing

With real-time bidding, advertisers can decide how often (ad frequency) and in what time interval (ad recency) to show an ad to a specific user. Ads shown often and in quick succession might increase brand and ad recognition on the one hand but might annoy users on the other hand. These recognition and annoyance effects, in turn, can have opposing consequences for click-through rates (CTRs). Guided by theory and previous studies, we examine how the frequency (high vs. low) and the recency (small vs. large time intervals) of ad impressions relates to a banner's CTR and whether this is moderated by the campaign type (diverse or not), the brand's advertising expenditure (high vs. low), and the type of industry (selling durable vs. non-durable goods). To do so, we use a large data set containing information on 5.8?bn ad impressions and 1.8?m clicks delivered for 158 different advertisers from 25 industries. We show that higher ad frequency and higher ad recency relate to a lower CTRs, especially when having a less diverse campaign, for brands which are spending more on advertising, and, to some extent, for firms selling durables.     

Cultural change that sticks

When a major change initiative runs aground, leaders often blame their company's culture for pushing it off course. They try to forge ahead by overhauling the culture--a tactic that tends to fizzle, fail, or backfire. Most cultures are too well entrenched to be jettisoned. The secret is to stop fighting your culture--and to work with and within it, until it evolves in the right direction. Today's best-performing companies, such as Southwest Airlines, Apple, and the Four Seasons, understand this, say the authors, three consultants from Booz & Company. These organizations follow five principles for making the most of their cultures: 1. Match strategy to culture. Culture trumps strategy every time, no matter how brilliant the plan, so the two need to be in alignment. 2. Focus on a few critical shifts in behavior. Wholesale change is hard; choose your battles wisely. 3. Honor the strengths of the existing culture. Every culture is the product of good intentions and has strengths; put them to use. 4. Integrate formal and informal interventions. Don't just implement new rules and processes; identify "influencers" who can bring other employees along. 5. Measure and monitor cultural evolution. Otherwise you can't identify backsliding or correct course. When the leaders of Aetna applied these rules while implementing a new strategy in the early 2000s, they reinvigorated the company's ailing culture and restored employee pride. That shift was reflected in the business results, as Aetna went from a $300 million loss to a $1.7 billion gain.     

Schwaches Produktivitätswachstum — zyklisches oder strukturelles Phänomen?

Labour productivity growth in Germany and in the OECD countries has decelerated significantly in recent years. This observation is astonishing, given the fact that modern digital services can now be found throughout the economy. It may be a statistical artefact, but if it is a realistic observation, it should be investigated. The authors describe many reasons for this development. For example, the services sector, with its traditionally low productivity, makes up an increasingly large part of the economy. Moreover, the cost intensity of innovations is growing, and there are not enough innovative investments. What should be done? Reforms are suggested which aim at exploiting unused potential and create suitable conditions for facilitating sustainable productivity increases. Important policy areas include digitisation, energy transition and demographic change. But reforms must also be thought of as investments into the capacity of employees to work productively.