Optimal rate classification for enhanced annuities

For a given premium, enhanced annuities pay higher pensions to policyholders with impaired health. Even though risk classification is a common concept in the insurance sector and should allow insurers to increase their profitability, enhanced annuities are rarely offered outside of the United Kingdom. The paper provides a general method of determining an optimal risk classification system for enhanced annuities that will maximize an insurance company’s profits. The cost of risk classification, as well as that incurred when insureds are assigned to inappropriate risk classes (a chief component of underwriting risk), are explicitly considered.     

There's No Place Like Home: The Profitability Gap between Headquarters and their Foreign Subsidiaries

Using data on European firms, this paper provides evidence that an overproportional fraction of multinational group profits accrues with the corporate headquarters. Quantitatively, the estimates suggest that headquarters are by around 25% more profitable than their foreign subsidiaries, whereas this gap tends to decline over time. The effect turns out to be robust against controlling for observed and unobserved heterogeneity between the entities. Analogous (although quantitatively smaller) effects are found for national groups. We discuss various welfare implications of our findings.     

Editorial Note

International Tax and Public Finance -     

An Attention‐Based View of Family Firm Adaptation to Discontinuous Technological Change: Exploring the Role of Family CEOs' Noneconomic Goals

Recent studies show that managerial attention is a particularly important precursor of established firms' responses to discontinuous technological change. However, little is known about the factors that shape managerial attention‐response patterns. Our qualitative study investigates how the attention of family firm chief executive officers (CEOs) to discontinuous technological shifts, the interpretation and decision‐making processes associated with these changes, and ultimately organizations' responses are affected by CEOs' noneconomic goals. Based on seven longitudinal case studies in the German consumer goods industry, the paper induces a process model that extends the findings of the literature on the attention‐based view and helps to explain heterogeneity in family firms' adaptation to discontinuous technological change. This study shows that the family CEO's specific noneconomic goals—such as power and control, transgenerational value, the maintenance of family reputation, the continuance of personal ties, or personal affect associated with the family business—determine whether the CEO assesses an emerging technology as relevant enough to warrant a reaction from the firm. Moreover, the family CEO's noneconomic goals constrain the set of considered responses. The outcome of this sensemaking process determines the organization's response. For instance, in the specific context of this study, the goal of “family power and control” entailed an immediate interpretation of the focal trend as important for maintaining influence, and resulted in an unconstrained set of responses and, ultimately, high innovation in the new domain. Over time, family CEOs might reevaluate the emerging trend based on their goals and adapt organizational moves accordingly. The paper identifies and discusses how ambiguities and dilemmas may arise during this process. Our findings contribute to the literature on adaptation to discontinuous technological change and to family firm research.     

R&D personnel and human resource management in multinational companies: between homogenization and differentiation

This paper discusses the impact of globalization processes on models of R&D personnel management in multinational companies operating in Europe. Existing literature focuses on the globalization of R&D activity, on the one hand, and on national systems of innovation, on the other. By contrast, there are few studies of the linkage between the globalization of R&D and its impact on HRM. Drawing on the practices of multinationals in four sectors (pharmaceuticals, chemicals, computer hardware and software), the paper examines whether the hold of national differences in the area of HRM has been significantly weakened in the face of new models of competitiveness and management in multinationals. It focuses on two dimensions: recruitment and mobility. The studies highlight two major trends. The ‘internationalization’ of R&D clearly has effects on HRM models but not as great as might be expected. HRM policies such as recruitment and pay systems continue to be nationally based, reflecting legal and institutional differences. At the same time, in conjunction with new forms of R&D organization such as projects, the standardization of HRM tools may be observed. But this is partial and affects only a limited number of tools, notably individual evaluation.     

The impact of thin‐capitalization rules on the location of multinational firms’ foreign affiliates

This paper examines how restrictions on the tax deductibility of interest cost affect location choices of multinational corporations (MNCs). Many countries have introduced so‐called thin‐capitalization rules (TCRs) to prevent MNCs from shifting their tax base to countries with lower tax rates. As of 2012, in our sample of 172 countries, 61 countries have implemented a TCR. Using information on nearly all new foreign investments of German MNCs, we provide a number of new and interesting insights in how TCRs affect the decision of where to locate foreign entities. In particular, stricter TCRs are found to negatively affect location choices of MNCs. Our results include estimates of own‐ and cross‐elasticities of location choice and also novel results on the relative importance of tax base vs. tax rate effects. We finally provide estimates for different uncoordinated as well as coordinated policy scenarios.     

Managing longevity risk under adverse selection: the influence of policyholder age and contract duration

In recent years, the rising life expectancy in almost all industrialized countries has led to an increasing demand by life insurers for possibilities to hedge longevity risk. Two of the most prominent alternative risk management instruments in this regard are the transfer of longevity risk to the capital market, e.g. through the purchase of mortality contingent bonds, and natural hedging, i.e. hedging longevity risk through portfolio composition. In this paper, we study the effectiveness of these risk management instruments under adverse selection, which here refers to the difference between annuitant mortality and the mortality of the population as a whole. Special emphasis is thereby placed on analyzing the impact of policyholders’ age at contract inception and contract duration on the effectiveness of risk management.     

From organizational values to mobilization of human resources

This study examines the relationship of perceived organizational values to employee mobilization behaviours as mediated by perceived organizational support (POS) and affective organizational commitment. Firstly, a scale comprising three types of perceived organizational values (interpersonal values, formal values, and individual well‐being‐centered values) was developed and validated using a sample of 580 employees. Secondly, the relationships among variables were examined using structural equations modeling on an independent sample of 260 employees. POS mediated the relationship between employees' perceptions that their organization values the individual well‐being of its members and their affective organizational commitment, which in turn mediated the relationship between POS and individual mobilization behaviours. The contributions of these findings to advancing scholarship and practice are discussed. Copyright © 2010 ASAC. Published by John Wiley & Sons, Ltd.     

Is the social representation of nanotechnology anchored in that of GMOs?

The use of nanotechnology (devices/materials composed of parts less than 10 nanometres) in the development of new products is rapidly expanding. Industrialists and decision-makers consider nanotechnology to be the next industrial revolution, but fear they risk the same resistance to nanotechnology that their counterparts experienced with genetically modified organisms (GMOs). Although risk perception studies have shown that perceived risk of GMOs is quite high compared to that related to nanotechnology, no study to date has explored a potential direct social representation link between the two. The present study aims to fill that gap by comparing the social representations of nanotechnology and GMOs among a population of non-experts. This study was conducted with 282 students in human and social sciences and natural sciences. Using a free association task with the inductive words ‘nanotechnology’ and ‘GMO (genetically modified organism)’, we identified the existing social representations of the two based on a structural approach. While the representation of GMOs is objectified in the field of agriculture, objectification for nanotechnology seems to still be lacking, although its possible objectification likely lies in computing and robotics. Our calculation of the rate of similarity of associative words with nanotechnology and GMOs indicated no present, direct link between their social representations. We discuss the possible evolution of the social representation of nanotechnology over time.