Evaluation of Sustainable Development Indicators for Regions of Russia

It has been shown how static and dynamic characteristics could be used for a comparative assessment of social, environmental, and economic development, as well as the development balance in social, economic, and ecological spheres. The proposed methodological toolkit has made it possible to identify problem areas and stably manifested dynamic disproportions in the investigated regions, which require corrective actions in order to ensure sustainable development.     

On the Opportunity Cost of Crop Diversification

Distance functions are increasingly being augmented, with environmental goods treated as conventional outputs. A common approach to evaluate the opportunity cost of providing an environmental good is the exploitation of the distance function's dual relationship to the value function. This implies that the opportunity cost is assumed to be non‐negative. This approach also requires a convex technology set. Focusing on crop diversification for a balanced sample of 44 cereal farms in the East of England for the years 2007–2013, this paper develops a novel opportunity cost measure that does not depend on these strong assumptions. We find that the opportunity cost of crop diversification is negative for most farms.     

Gender Pay Gap,Voluntary Interventions and Recession: The Case of the British Financial Services Sector

State institutions and trade unions put pressure on the British financial services sector to reform its gendered practices and reduce its gender pay gap following both the recession and the Equality and Human Rights Commission (EHRC) Inquiry (2009). This article considers the effect of these pressures by comparing the gender pay gap pre‐, during‐ and post‐recession periods. Using Labour Force Survey data, the article finds a marginal pay gap reduction in the post‐recession period, a reduction that was greater in financial services than in the rest of the economy. However, the financial services pay gap remained resilient and substantially higher at the top of the earnings distribution. Union membership and collective bargaining were shown to reduce the pay gap including for women members with children. In contrast, countervailing factors, including ethnicity and post‐recession longer working hours, contributed to the pay gap. The study reveals the limitations of voluntary interventions against a resilient gendered culture.     

The Dividend Disconnect

Many individual investors, mutual funds, and institutions trade as if dividends and capital gains are disconnected attributes, not fully appreciating that dividends result in price decreases. Behavioral trading patterns (e.g., the disposition effect) are driven by price changes instead of total returns. Investors rarely reinvest dividends, and trade as if dividends are a separate, stable income stream. Analysts fail to account for the effect of dividends on price, leading to optimistic price forecasts for dividend‐paying stocks. Demand for dividends is systematically higher in periods of low interest rates and poor market performance, leading to lower returns for dividend‐paying stocks.     

Equilibrium selection in similar repeated games: experimental evidence on the role of precedents

We report on an experiment examining behavior and equilibrium selection in two similar, infinitely repeated games, Stag Hunt and Prisoner’s Dilemma under anonymous random matching. We are interested in the role that historical precedents may play for equilibrium selection between these two repeated games. We find that a precedent for efficient play in the repeated Stag Hunt game does not carry over to the repeated Prisoner’s Dilemma game despite the possibility that efficient play can be sustained as an equilibrium of the indefinitely repeated game. Similarly, a precedent for inefficient play in the repeated Prisoner’s Dilemma game does not extend to the repeated Stag Hunt game. We conclude that equilibrium selection between similar repeated games may have less to do with historical precedents and might instead depend more on strategic considerations associated with the different payoffs of these similar repeated games.     

Measuring populist discourse with semantic text analysis: an application on grassroots populist mobilization

Populism is a concept employed to qualify the political behavior of a large number of actors at a worldwide scale, with scientists classifying the latter into populists and non-populists according to dimensions such as ideology, strategy, discourse, economic policy, and even style. This article analyzes existing schools of thought on the nature of populism and argues that conceptualizing populism as a specific type of anti-elite discourse in the name of the People is both conceptually and methodologically the most coherent and useful way to understand the phenomenon. Additionally, it suggests discarding crude, dichotomous classification in favor of a gradated view of populist mobilization by means of quantifying populist discourse and observing its spatial and temporal variation. It adds value to current methods of measurement by demonstrating why and how clause-based semantic text analysis can provide optimal quantitative results while retaining qualitative elements for mixed-methods analysis. Aiming, moreover, at expanding the scope of populism studies by overcoming a narrow view that focuses exclusively at party system developments, it applies semantic text analysis to the study of grassroots mobilization during the Great Recession. Results point to the wide use of populist discourse on the part of movement activists seeking an inclusive language when framing disparate social grievances in a given constituency, a finding with important implications with regards to how populism can facilitate straddling the divide that purportedly distinguishes institutionalized party system behavior from the social movement milieu.     

Career mentoring in context: A multilevel study on differentiated career mentoring and career mentoring climate

This study explores how supervisor career mentoring contributes to contemporary organizational career development, which strives to foster employees' promotability while strengthening their intention to stay. Specifically, we focus on the implications of career mentoring in team contexts. Applying a multilevel framework, we distinguish between individual‐level differentiated mentoring (i.e., an employee's mentoring perceptions as compared to those of other team members) and group‐level career mentoring climate (i.e., the average perception across all group members). In a workplace setting, we collected data from vocational job starters (N ranged from 230 to 290) and their company supervisors (N ranged from 56 to 68). We find that career mentoring climate positively relates to promotability, more so than differentiated career mentoring. Both career mentoring climate and differentiated career mentoring are positively related to the intention to stay. At the individual level, this relationship is mediated by job satisfaction. We discuss theoretical and practical implications of differentiated and group‐level mentoring.     

Learning patterns in early stage R&D projects: empirical evidence from the fibre raw material technology project in the Netherlands

Past research has reported that learning processes in early stage R&D are either chaotic, or absent. We challenge this finding by elaborating Van de Ven et al.’s trial‐and‐error learning model and explore an alternative conceptualization. We explored the combinations of positive and negative outcomes and action course continuation and modification. We use data gathered in an R&D setting of a 4‐years pre‐competitive knowledge generation project in the Dutch paper and board industry. Whereas the Van de Ven and Polley (1992) approach applied on our data also would lead us to conclude that ‘no learning’ would happen, our decomposed model identified three distinct learning patterns: (1) a virtuous pattern of positive outcomes resulting in continuations of action courses; (2) a vacuous pattern of negative outcomes resulting in modifications of action courses; and (3) a verification pattern of positive outcomes resulting in modifications of action courses. We observed the virtuous and verification patterns during the first 2 years and virtuous and vacuous learning in the second 2 years. These results might be useful for R&D managers since they provide insight into how an early stage R&D project can develop and where managers might intervene and adjust action courses.