Regulation and altruism

We study optimal contracts in a regulator–agent setting with joint production, altruistic and selfish agents, limited liability, and uneasy outcome measurement. Such a setting represents sectors of activities such as education and healthcare provision. The agents and the regulator jointly produce an outcome for which they all care to some extent that is varying from agent to agent. Some agents, the altruistic ones, care more than the regulator does while others, the selfish agents, care less. Moral hazard is present due to both the agent's effort and the joint outcome that are not contractible. Adverse selection is present too since the regulator cannot a priori distinguish between altruistic and selfish agents. Contracts consist of a simple transfer from the regulator to the agents together with the regulator's input in the joint production. We show that, under the conditions of our setting and when we face both moral hazard and adverse selection, the regulator maximizes welfare with a menu of contracts, which specify higher transfers for the altruistic agents and higher regulator's inputs for the selfish agents.     

Visitors’ diversified motivations and behavior – the case of the pilgrimage center in Krakow (Poland)

The article presents the visitors’ motivations and behavior at the pilgrimage center in Krakow (Poland). Here, the relation between these elements, i.e. whether their motivations have a correlation with what buildings they visit, is emphasized for the first time. The most important motivations for visits were religious and tourist ones, often rated equally high by the same respondents. They visited religious, cultural and tourist buildings and facilities. The stay of visitors with religious motivations was not limited to religious practices, but was extended by tourist behavior. Similarly, visitors with tourist motivations visited religious buildings and participated in religious practices. However, they visit tourist and cultural facilities more often. Additionally, the three groups of respondents were categorized and, on the basis of importance of the religious and tourist motivations, three types were distinguished, i.e. pilgrims, religious tourists and tourists. Their characteristic has been expanded by the analysis of their behavior. Nowadays, visitors’ motivations and behavior at pilgrimage centers include those typical for pilgrims and tourists in the traditional meaning. In addition to their religious function, these sites offer cultural and tourist facilities. The article highlights the dedifferentiation approach to visitors’ motivations and behavior, and in respect of the spatial organization of pilgrimage centers.     

Burned by Bullying in the American Workplace: Prevalence,Perception, Degree and Impact*

abstract This study assesses the prevalence of workplace bullying in a sample of US workers, using a standardized measure of workplace bullying (Negative Acts Questionnaire, NAQ), and compares the current study's prevalence rates with those from other bullying and aggression studies. The article opens by defining bullying as a persistent, enduring form of abuse at work and contrasting it with other negative workplace actions and interactions. Through a review of the current literature, we propose and test hypotheses regarding bullying prevalence and dynamics relative to a sample of US workers. After discussing research methods, we report on the rates of bullying in a US sample, compare these to similar studies, and analyse the negative acts that might lead to perceptions of being bullied. Based upon past conceptualizations, as well as research that suggests bullying is a phenomenon that occurs in gradations, we introduce and provide statistical evidence for the construct and impact of bullying degree. Finally, the study explores the impact of bullying on persons who witnessed but did not directly experience bullying in their jobs.     

The role of the human resources manager: strategist or conscience of the organisation?

The human resource manager treads a fine line in seeking to reconcile the values of the organisation with professional values about the ethical management of people. This paper seeks to explore this ambiguity. The research findings suggest that the extent to which HR professionals can influence organisational ethics is dependent on the culture and structure of the organisation, as well as on the status and credibility of the HR specialists themselves. In the main there is little evidence that their influence is significant.     

Dealing with globalisation: the Nordic countries and inward FDI, 1900–1939

This article examines the different ways in which the four Nordic countries chose to regulate the inflow of foreign direct investments (FDI). By studying the laws regulating foreign ownership, as well as their implementation, it becomes clear that the four countries followed a pragmatic and tolerant policy towards inward FDI, but that the resource rich countries actively tried to prevent foreign ownership of their most important natural resources. The article also shows how the countries’ stricter policy on foreign ownership in the early twentieth century was not a casualty of World War I, but more predominantly a reaction to the increasing international economic integration before the war.     

The role of social networks in shaping entrepreneurial exit strategies

International Entrepreneurship and Management Journal - Extant literature looks at entrepreneurial exit strategies (e.g., stewardship—family succession; financial harvest—sale of the...     

Youth unemployment

Youth unemployment has been on the rise since the beginning of the crisis in 2008. Even more troublesome is the dramatic rise in the number of youth not in employment, education or training, which has led to widespread concerns about the impact on social cohesion and fears of a “lost generation”. Given the extreme differences in youth unemployment levels among member states, it is clear that no single labour market policy will be appropriate throughout the EU. There may, however, be opportunities for mutual learning on how to combat youth unemployment. This Forum explores youth unemployment in the EU via case studies of England, Belgium, Spain, Poland and Ireland. It also examines Germany’s dual vocational training system as one potential solution.     

The impact of market orientation on product innovativeness and business performance

The paper reports a study of the impact of market orientation on business performance. The use of product innovativeness is proposed as a mediator of the influence of market orientation on business performance. Product innovativeness is defined along two dimensions: use of new-to-the-firm and use of new-to-the-market products. Business performance was represented by relative price premium, sales growth, capacity utilization, and profitability. The findings provide support for the positive influence of market orientation on both dimensions of product innovativeness. However, only use of new-to-the-market products turns out to be a positive contributor to business performance.     

Good Jobs,Bad Jobs and Redistribution*

We analyse the question of optimal taxation in a dual economy, when the policy‐maker is concerned about the distribution of labour income. Income inequality is caused by the presence of sunk capital investments, which creates a “good jobs” sector due to the capture of quasi‐rents by trade unions. With strong unions and high planner preference for income equality, the optimal policy is a combination of investment subsidies and progressive income taxation. If unions are weaker, the policy‐maker may instead choose to tax investment.