Local opinions on trophy hunting in Kyrgyzstan

As traditional international trophy hunting destinations are becoming less accessible due to hunting restrictions and regulations, new destinations are entering the scene, such as the Republic of Kyrgyzstan, located in Central Asia. Kyrgyzstan has grown to be one of the top destinations for international trophy hunting of argali Ovis ammon and ibex Capra sibirica, both of which are in danger of extinction. Empirically, the article draws on a case study from the largest region in Kyrgyzstan, At-Bashy, and 395 questionnaires with local inhabitants from 5 villages, and 1 interview with an international trophy hunting tour operator. In this article, the impacts of trophy hunting as a tourism practice in a rural context is discussed in terms of its sustainability and through the opinions of the local inhabitants. In sum, the negative impacts of trophy hunting in At-Bashy seem to overrule the positive ones, and in its current form it is not sustainable. The local inhabitants report about a decrease in argali and ibex during the last years; they receive basically no economic benefits from hunting tourism; and not surprisingly, 70% of the population rejects the further development of the industry in its current shape.     

Individualization and Marketization of Responsibility for Gender Equality: The Case of Female Managers in China

This article investigates the question of where the responsibility for promoting gender equality resides in the Chinese employment context. Utilizing Acker's (2006) inequality regimes framework, the study explores women's underrepresentation in management roles in China and explains the persistence of gender inequalities in managerial echelons of Chinese organizations. Based on 30 interviews with female managers, the findings demonstrate the marketization and individualization of gender equality in organizational activity. The existing gender inequality, and the lack of responsibility for tackling it, has been either legitimized by eluding to the commercial‐only focus of organizations or rendered invisible through a belief in individual choice as the determining factor of career progression for women. Gender inequality in management is also maintained through the compliance of female managers themselves with the presumed legitimacy of gender‐based differential access to managerial roles. References to culture and tradition, market forces, competitive pressures, and individual choices by female managers are often made in explaining the unequal career paths and outcomes for men and women in their organizations. Our findings contribute to the human resource management (HRM) literature by framing macrosocietal context as a dynamic and endogenous aspect of management of human resources in organizations and provide novel insights into the interplay between HRM and societal context. © 2016 Wiley Periodicals, Inc.     

Foreign direct investment and host country policies: A rationale for using ownership restrictions

This paper examines host governments' motivation for restricting ownership shares of multinational firms (MNFs) in foreign direct investment (FDI) projects. An MNF with a productivity advantage is willing to invest in a host country. The host government wants to capture the MNF's surplus yet cannot observe it due to the MNF's private information about its firm-specific advantage. In contrast, a joint venture (JV) partner might observe this surplus depending on its ownership share. The host government can alleviate its informational constraints by using ownership restrictions to force a JV. This calls into question the wisdom of calls for ‘liberalizing’ FDI flows by the wholesale elimination of domestic JV requirements. We show that the optimal mechanism involves ownership restrictions that decrease as the size of the MNF's firm-specific advantage increases.     

Adjustment costs and threshold effects in factor demand relationships

It has been recently argued that producers may not respond to every input price change in the way that a linear factor demand model would predict. This lumpy response is due to adjustment costs that are inherent in the act of adjusting the mix of inputs applied in the underlying production technologies. This study aims to provide a solid conceptual framework for these nonlinearities in factor demand relationships. Industry-specific implications of convex and non-convex adjustment costs for the linearity of the factor demand relationships as well as price and substitution elasticities are explored. A two-regime threshold system of factor demand equations is estimated for several manufacturing industries in the United States. Empirical results suggest significant threshold effects in the factor demand relationships in most nondurable goods sectors. The size and the nature of thresholds depend upon industry characteristics, including input composition and (non)convexity of underlying adjustment costs. Complete matrices of price and substitution elasticities for each industry are derived using estimates of threshold factor demand systems. Discussion of two contrasting cases in greater detail sheds light on how the effect of price shocks on factor demand relationships varies across industries with different adjustment cost structures.     

Trade policy-making in a model of legislative bargaining

In democracies, trade policy is the result of interactions among many agents with different agendas. In accordance with this observation, we construct a dynamic model of legislative trade policy-making in the realm of distributive politics. An economy consists of different sectors, each of which is concentrated in one or more electoral districts. Each district is represented by a legislator in the Congress. Legislative process is modeled as a multilateral sequential bargaining game à la Baron and Ferejohn (1989). Some surprising results emerge: bargaining can be welfare-worsening for all participants; legislators may vote for bills that make their constituents worse off; identical industries will receive very different levels of tariff. The results pose a challenge to empirical work, since equilibrium trade policy is a function not only of economic fundamentals but also of political variables at the time of congressional negotiations — some of them random realizations of mixed bargaining strategies.     

Trade, offshoring, and the invisible handshake

We study the effect of globalization on the volatility of wages and worker welfare in a model in which risk is allocated through long-run employment relationships (the ‘invisible handshake’). Globalization can take two forms: international integration of commodity markets (i.e., free trade) and international integration of factor markets (i.e., offshoring). In a two-country, two-good, two-factor model we show that free trade and offshoring have opposite effects on rich-country workers. Free trade hurts rich-country workers, while reducing the volatility of their wages; by contrast, offshoring benefits them, while raising the volatility of their wages. We thus formalize, but also sharply circumscribe, a common critique of globalization.     

Gender identity inclusion in the workplace: broadening diversity management research and practice through the case of transgender employees in the UK

Based on 14 in-depth interviews, this paper explores the unique workplace experiences of transgender individuals in the UK employment context. The paper identifies gender identity diversity as a key blind spot in HRM and diversity management research and practice. The findings reveal the range of workplace challenges experienced by transgender employees. Major findings are that discriminatory effects are often occupation- and industry-specific; transition is a period where many transgender workers suffer due to lack of proper organisational support; and expertise deficits exist in supporting and accommodating transgender employees' needs. In unpacking these experiences, the paper demonstrates the distinctive dimensions of challenges faced by transgender employees, revealing the need for conceptually expanding how we frame diversity and diversity management. Our findings identify the necessity for an emic approach not only to researching diversity but also to devising organisational diversity strategies. The paper provides recommendations for HRM policy and practice in order to develop a more sophisticated approach to achieving inclusion.     

Pareto-improving firing costs?

We examine self-enforcing contracts between risk-averse workers and risk-neutral firms (the ‘invisible handshake’) in a labor market with search frictions. Employers promise as much wage-smoothing as they can, consistent with incentive conditions that ensure they will not renege during low-profitability times. Equilibrium is inefficient if these incentive constraints bind, with risky wages for workers and a risk premium that employers must pay. Mandatory firing costs can help, by making it easier for employers to promise credibly not to cut wages in low-profitability periods. We show that firing costs are more likely to be Pareto-improving if they are not severance payments.