Adoption barriers and resistance to sustainable solutions in the automotive sector

Development of alternative fuels and engines in the automotive sector is a requirement for building a sustainable energy policy. However, private consumers' acceptance of technological alternatives to internal combustion engines is still minimal. This study has two objectives. Based on theoretical and empirical findings, this study examines risk-related adoption barriers and their impact upon innovation resistance to sustainable solutions in the automotive sector. In the next step, a cluster analysis leads to various groups of private drivers with reference to the risk dimensions as perceived by consumers in the context of a possible purchase of an NGV. The paper concludes with research and managerial implications as opportunities to address and overcome risk-related adoption barriers and individual consumer's innovation resistance.     

Preparing for climate change: recognising its early impacts through the perceptions of dive tourists and dive operators in the Egyptian Red Sea

Climate change has the potential to permanently alter the attraction of many destinations and substantially impact the benefits derived from tourism. These impacts can be reduced if vulnerability to climate change is understood and operators take steps to adapt. Some of the more immediate and manageable impacts are likely to result from changes in tourist perceptions and attitudes towards climate change. We test for early impacts in the Red Sea region and for the awareness of tourism operators. We interviewed 150 tourists and 35 operators. Our data suggest that changes in tourist awareness are already apparent; yet, operators ascribe only a moderate level of environmental and climate awareness to them. This ‘perception gap’ increases the vulnerability of dive operators.     

Does the professionalism of management practices in nonprofits and for-profits affect job satisfaction?

This paper examines workers' satisfaction related to the level of professionalism of managerial practices in the French services sector. The data used are from the original survey conducted by the French Institute for Demographic Research and include both workers' responses on their satisfaction level, individual characteristics, job conditions, etc. and employers' responses on managerial practices implemented. We construct an index of workers' overall satisfaction and an index of ‘managerial professionalism’. In our model of workers' overall job satisfaction, the index of managerial practices is treated as an endogenous variable using two-stage least squares regressions. We show that the index of managerial practices is strongly and positively associated with workers' overall workplace satisfaction. Overall workplace satisfaction is found to be strongly associated with wages and individuals' perceptions about work environment. Finally, working in nonprofits is positively associated with greater overall job satisfaction.     

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.     

An analysis of pricing and basis risk for industry loss warranties

In recent years, industry loss warranties (ILWs) have become increasingly popular in the reinsurance market. The defining feature of ILW contracts is their dependence on an industry loss index. The use of an index reduces moral hazard and generally results in lower prices compared to traditional, purely indemnity-based reinsurance contracts. However, use of the index also introduces basis risk since the industry loss and the reinsured company’s loss are usually not fully correlated. The aim of this paper is to simultaneously examine basis risk and pricing of an indemnity-based industry loss warranty contract, which is done by comparing actuarial and financial pricing approaches for different measures of basis risk. Our numerical results show that modification of the contract parameters to reduce basis risk can either raise or lower prices, depending on the specific parameter choice. For instance, basis risk can be reduced by decreasing the industry loss trigger, which implies higher prices, or by increasing the reinsured company attachment, thus inducing lower prices.     

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.     

Can Cultural Competency Speak to the Race Disparities in Methadone Dosage Levels?

Although national methadone treatment trends have improved substantially from 1988 to 2001, current research has found that African Americans still receive lower dosages of methadone treatment than their white and Hispanic counterparts, which has significant public health concerns. We sought to empirically examine whether the degree of cultural competency within an outpatient substance abuse treatment (OSAT) organization has influence on the methadone dosage levels received by African Americans in 1995 and in 2005. The 1995 and 2005 National Drug Abuse Treatment System Survey (NDATSS) provided a nationally-representative, stratified sample of 618 and 566 OSAT organizations, respectively, of which 121 and 140 affiliated methadone maintenance treatment programs, respectively, were analyzed. The organizations’ director and clinical supervisor were surveyed. Fixed-effects linear regression models were fitted with measures of cultural competency, client, and organizational characteristics to assess methadone dosage levels. Culturally-competent units have smaller numbers of methadone clients, greater percentages of clients who receive methadone dosages of less than 40 mg/d, smaller percentages of clients who receive methadone dosages of 80 mg/d or more, and provide a larger number of therapeutic and ancillary services during treatment than non-culturally-competent units. OSAT units with more African Americans are significantly more likely to have clients who receive dosages of less than 40 mg/d and are significantly less likely to have clients who receive dosages of 80 mg/d or more. There is no racial difference among culturally-competent unit clients who receive dosages of less than 40 mg/d, between 40 and 59 mg/d, between 60 and 79 mg/d, and 80 mg/d or more. However, among non-culturally-competent units, a racial difference exists among African Americans and other clients who receive these various dosage levels. Research indicating that African Americans receive lower dosages of methadone than their White and Hispanic counterparts may now be explained by whether these clients receive treatment in culturally competent organizations, rather than solely by arguments related to organizational differences in resources, experience and training of staff, staff bias and/or racism. Culturally competent organizations may seek a method of treatment that dissuades “replacing one drug for another,” while simultaneously treating the root cause of the addiction through the provision of comprehensive therapeutic and ancillary support services. Further research is needed to determine if cultural competency results in better substance abuse treatment outcomes for African Americans.     

Price presentation and consumers’ choice

Currently, regulatory authorities and consumers ask for more cost transparency with respect to financial product components. In life insurance, for instance, the premium for products should be split in its components: A premium for death benefits, the savings premium, the cost of an investment guarantee, and the administration costs. In this regard, it is important for insurance companies and regulators to know to what extent the way of presenting the prices of an offer affects consumer evaluation of the product. Based on a paper by Huber et al. (How do price presentation effects influence consumer choice? The case of life insurance products. Working paper, 2011) as presented at the annual meeting of Deutscher Verein für Versicherungswissenschaft in 2011, this article presents the effects of different forms of presenting the price of life insurance contract components and especially of investment guarantees on consumer evaluation of this product. This is done by means of an experimental study using a representative panel for Switzerland and by focusing on unit-linked life insurance products. The findings reveal that, contrary to consumer products, there is no effect of price bundling and price optic on consumer evaluation and purchase intention for life insurance products. However, there is a significant moderating effect of consumer experience with insurance products on this relationship.