The welfare effects of the allocation of airlines to different terminals

Many airports around the world have recently built, rebuilt or are in the process of constructing new terminals. Incumbent airlines and new entrants must be allocated to the new and old facilities. When spaces at airport terminals are directly allocated, the allocation should be done by taking into account the implications for airlines’ competition and social welfare, given the airlines’ network configuration. We use a theoretical model in which two airlines compete in prices with differentiated products for a given network structure. The model shows that, in general, if airlines are allocated to different terminals, the level of competition is reduced, the ticket prices are higher and the consumer surplus and social welfare are lower. Only in some routes, and under certain conditions on the market size, ticket prices may be lower.     

The costs of peak-load demand: An application to Gran Canaria airport

Many airports suffer from peak-load demand problems. To meet unconstrained demand at peak periods, they often invest in extra capacity that may be under used at other times. We use data from the airport in Gran Canaria to illustrate that costs associated with the peak-load problem are not only those related to the new investment. This paper provides a methodology for analyzing the costs arisen due to the peak-load demand, to explore alternative airport policies and to illustrate the problem of congestion at airport terminals. The results suggest that a situation in which airports differentiate charges by peak and off-peak days would be much desirable.     

The role of emotions in the control-resistance dyad

This paper investigates the implications of perceived Socio-Ideological Organizational Controls (SIOC) dimensions on actors’ lived experiences in the workplace. We explored whether emotions mediate the dyad control-resistance. Data was collected from 385 participants, via a self-administered questionnaire framed as part of a cross-sectional survey design. Our findings suggest that SIOC dimension related to the promotion of values is an important predictor of experiencing higher positive emotions and lower negative emotions at work. The positive emotions, in turn, predict higher organisational citizenship levels and lower resistance behaviours. Based on these findings, we discuss the role and effectiveness of organisational controls inspired by discursive practices.     

The Role of Religiosity in Stress, Job Attitudes, and Organizational Citizenship Behavior

Religion and faith are often central aspects of an individual’s self-concept, and yet they are typically avoided in the workplace. The current study seeks to replicate the findings about the role of religious beliefs and practices in shaping an employee’s reactions to stress/burnout and job attitudes. Second, we extend the literature on faith in the workplace by investigating possible relationships between religious beliefs and practices and citizenship behaviors at work. Third, we attempted to study how one’s perceived freedom to express his/her religious identity at work was related to workplace attitudes and behaviors. Mixed results suggest that religiosity can be related to stress and burnout, job satisfaction, organizational commitment, and Organizational Citizenship Behavior. More research is needed to further qualify the results and explore the effects of one’s perceived freedom to express his/her religious identity in the workplace.