Highway to (Digital) Surveillance: When Are Clients Coerced to Share Their Data with Insurers?

Journal of Business Ethics - Clients may feel trapped into sharing their private digital data with insurance companies to get a desired insurance product or premium. However, private insurance must...     

Mobility norms,risk aversion,and career satisfaction of Chinese employees

Drawing on Turner’s (American Sociological Review, 25:855–867, 1960) framework of contest and sponsored mobility norms, this study investigated factors that affect employees’ career satisfaction in the Chinese setting. Using two organization-referenced variables, procedural justice and perceived organizational support (POS), to represent contest mobility norm and sponsored mobility norm, we evaluated their effects on career satisfaction. We also explored the moderating role of risk aversion on these relationships. Several hypotheses were developed and tested on a sample of 239 employees working in a foreign-invested enterprise in China. The results of regression analysis showed that procedural justice and POS contributed to career satisfaction in a cumulative manner. Further, among the risk-averse employees, the relationship between POS and career satisfaction was stronger.     

Geodesics on the equilibrium manifold

We show the existence of a Riemannian metric on the equilibrium manifold such that a minimal geodesic connecting two (sufficiently close) regular equilibria intersects the set of critical equilibria in a finite number of points. This metric represents a solution to the following problem: given two (sufficiently close) regular equilibria, find the shortest path connecting them which encounters the set of critical equilibria in a finite number of points. Furthermore, this metric can be constructed in such a way to agree, outside an arbitrary small neighborhood of the set of critical equilibria, to any given metric with economic meaning.     

Powerful stakeholders' views of entertainment in Macao's future

The researchers employ stakeholder interviews to explore prospects for entertainment development in one rapidly changing Asia Pacific location, Macao. The authors complete eleven useful interviews with influential stakeholders through the access provided by high level institutional networks. Using the discourse analysis approach, the 11 stakeholder interviews generate 267 inferences from 547 keywords/phrases. Overall the interviewees express enthusiasm for the usefulness of expanding entertainment options. Concerns the stakeholders highlight include potential value conflicts between the public and the private sectors in the collaboration process, the existing and dominant over-reliance on gaming development and the need for the government to maintain consistencies in entertainment enabling policies. Future forms of tourism and entertainment in Macao, and more generally in the Asia Pacific region, are arguably very likely to be influenced by the views of key stakeholders and the resolution of the issues they raise.     

A note on the structural stability of the equilibrium manifold

In a smooth pure exchange economy with fixed total resources we investigate whether the smooth selection property holds when endowments are redistributed across consumers through a continuous (non-local) redistribution policy. We show that if the policy is regular then there exists a unique continuous path of equilibrium prices which support it.     

The interactive effect of LMX and LMX differentiation on followers’ job burnout: evidence from tourism industry in Hong Kong

Building on the conservation of resources theory, we posit that leader–member exchange (LMX) serves as a valued resource to reduce followers’ job burnout. Informed by the theoretical arguments of reference group theory and norm of equality, we further propose two sets of competing hypotheses to test whether LMX differentiation within teams enhances or dampens the effect of LMX on relieving job burnout. Using a sample of 288 travel agents in Hong Kong, we find a negative relationship between LMX and emotional exhaustion. In support of the prediction of norm of equality, the results show that the negative relationships between LMX and emotional exhaustion and between LMX and diminished sense of personal accomplishment were stronger when LMX differentiation was low. Implications for theory and managerial practice and future research directions are discussed.     

What threatens retail employees' thriving at work under leader‐member exchange? The role of store spatial crowding and team negative affective tone

Thriving at work is a positive psychological state that captures employees' joint experience of learning and vitality. Building on the socially embedded model of thriving , we first propose the positive relationship between leader‐member exchange (LMX) and retail employees' thriving at work. We then explore store spatial crowding as a contextual constraint on this relationship. To better reveal this contextual impact, we further contend that team negative affective tone mediates the cross‐level moderating effect of store spatial crowding on the LMX–thriving linkage. Using two‐wave survey data collected from retail employees and their store managers across 89 stores of a grocery retail chain, we found empirical evidence on our multilevel‐mediated moderation model. This study highlights the importance of considering wider contextual features as boundary conditions to thriving. Our results suggest theoretical modifications to the existing thriving model and offer implications on the practical interventions that retailing organizations can take to develop a thriving workforce.     

Who Gets More of the Pie? Predictors of Perceived Gender Inequity at Work

Gender inequity is prevalent in the workplace. It violates the principle of equal treatment for all employees, and often leads to problems with retention, morale, and performance. Individuals, however, may have different perceptions of gender inequity. In this study, we examined the relationship between individual and organizational level variables and perceived gender inequity for a sample of church workers. Regression analysis was used to test several hypotheses informed by social psychological theories. The results showed that (1) individuals perceived gender inequity in the workplace; (2) organizational level variables had more effect on perceived gender inequity than individual level variables; and (3) compared to men, women perceived greater gender inequity favoring males. Discussion, limitations, and suggestions for future research are provided.     

Measures of economies with an arbitrarily large number of equilibria

Balasko (1978) shows that in a compact subset of the space of economies, not too many economies can have too many equilibria. We extend Balasko’s result to the whole set of economies for a suitable measure. We show that the measure of economies with a large number of equilibria approaches zero as this number tends to infinity. An analogous result in the infinite‐dimensional setting is also established.     

Coping with Job Insecurity: The Role of Procedural Justice, Ethical Leadership and Power Distance Orientation

This study examines the relationship between procedural justice and employee job insecurity, and the boundary conditions of this relationship. Drawing upon uncertainty management theory and ethical leadership research, we hypothesized that procedural justice is negatively related to job insecurity, and that this relationship is moderated by ethical leadership. We further predicted that the moderating relationship would be more pronounced among employees with a low power distance orientation. We tested our hypotheses using a sample of 381 workers in Macau and Southern China. The results support all of our hypotheses. The implications of these results for research and practice are discussed.