Self-Organization and the Role of Government: How and why does self-organization evolve in the shadow of hierarchy?

Self-organization is a concept that is often used to legitimize a government’s retreat from sectors in which it has traditionally played a vital role. In this article, we analyse how the emergence of new welfare services is mutually shaped by factors that stimulate self-organization among citizens and by meta-governing interventions by local governments. Self-organization seems to takes place in the shadow of a government hierarchy: either a fear-based one or a benevolent one. Boundary spanners play an important role in establishing these new arrangements, thereby making use of, and developing, trustworthy relationships between citizen groups and government.     

The Wage Effects of Being Raised in the Catholic Religion: Does Religion Matter?

This paper provides new empirical evidence about the existence of a Catholic wage premium. A simple allocation-of-time model provides two explanations for the observation that those persons raised in the Catholic religion earn more than their non-Catholic counterparts. The Catholic religion may add to a person's stock of human capital and/or it may act as a signal of desirable labor market characteristics such as discipline, honesty, trustworthiness, and high motivation.     

Pluralism at Risk? Heterodox Economic Approaches and the Evaluation of Economic Research in Italy

We analyze Italy's recent research evaluation exercise (VTR) as a salient example in discussing some internationally relevant issues emerging from the evaluation of research in economics. We claim that evaluation and its criteria, together with its linkage to research institutions' financing, are likely to affect the direction of research in a problematic way. As the Italian case documents, it is specifically economists who adopt unorthodox paradigms or pursue less diffused topics of research that should be concerned about research evaluation and its criteria. After outlining the recent practice of economic research in Italy and highlighting the relevant scope for pluralism that traditionally characterizes it, we analyze the publications submitted for evaluation to the VTR. By comparing these publications to all the entries in the EconLit database authored by economists located in Italy, we find a risk that the adopted ranking criteria may lead to disregarding historical methods in favor of quantitative and econometric methods, and heterodox schools in favor of mainstream approaches. Finally, by summarizing the current debate in Italy, we claim that evaluation should not be refused by heterodox economists, but rather that a reflection on the criteria of evaluation should be put forward at an international level in order to establish fair competition among research paradigms, thus, preserving pluralism in the discipline.     

Legitimating change in the public sector: the introduction of (rational?) accounting practices in the United Kingdom,Italy and Austria

This paper explores the deployment of rhetorical legitimation strategies during public-sector accounting reforms by investigating how organizational actors justify related changes in the central governments of the United Kingdom (UK), Italy and Austria. The study shows that changes are largely legitimated (and rarely delegitimated) by key actors, with authorization strategies dominating. Country differences and actors’ professional backgrounds also impact upon the use of legitimation strategies, with those from an accounting background and working in the UK being more likely to justify change in terms of rationalization and normalization. Italian and Austrian actors more frequently resort to authorization strategies to explain accounting change.     

HR managers in five countries: what do they do and why does it matter?

The 1980s saw the need for change in the organizational role of human resource (HR) professionals, from the traditional employee champion and administrative expert to strategic business partner and change agent. The argument posited was that a more challenging environment compels organizations to turn to managing their HRs as a source of competitive advantage and that means an increasing business partnership for HR professionals. However, very few studies examine the execution of these multiple, sometimes contradictory roles, despite the risk that neglecting traditional roles endanger organizational performance in the long term. This five-country comparative study finds that multiple roles are at least moderately executed, and that these HR roles have different impact depending on the aspect of organizational performance. As well, a more challenging environment, defined here as legal constraints and industry challenges, generally does not have a significant moderating effect on the impact of the different HR roles on organizational performance.     

Skills and labour incomes: how unequal is Italy as part of the Southern European countries?

This paper performs a comparative investigation of the effects of the Great Recession on the labour market structure and wage inequality in certain countries in Southern Europe (Greece, Italy, Portugal, and Spain). By exploring the intensity of the decline of middle-skill jobs during the years 2005–2013, which makes it possible to sketch what the labour market structure has set for itself (i.e., job polarisation, upgrading or neither), the objective is to relate these changes to wage inequality and its leading determinants. Through the Recentered Influence Function regression of the Gini index on EU-SILC data, Italy is compared to each selected country in order to evaluate how much of the spatial inequality gap is accounted for by the endowment in employee characteristics (composition effect) rather than the capability of each country’s labour market to reward these characteristics (wage structure) and, second, to identify those factors that are quantitatively more significant in making differentials. In brief, Italy is less unequal than the other Southern European countries. A larger amount of its “inequality advantage” depends on the wage structure. That is, the capacity of the country’s labour market in rewarding individual endowments is more important than the ways in which they are distributed across space.     

Differences in Opportunities? Wage,Employment and House‐Price Effects on Migration*

Most empirical studies of individual migration choice analyse factors associated with out‐migration from an origin location. In contrast, we model the migration decision within the context of potential destinations, combining British panel data over the period 1992–2008 with other data sources. Contrary to earlier micro studies, we show that differences in house prices levels (but not growth) are important determinants of household migration for homeowners. Unemployed individuals respond to regional differences in expected individual wages, whereas the employed are more sensitive to employment opportunities. Our evidence is consistent with partners of heads of households being tied migrants.     

A survey on institutions and new firm entry: How and why do entry rates differ in emerging markets?

This paper considers the impact of institutions on new firm entry in emerging markets. In particular, it surveys the findings of a 2-year research project on the sources of success in terms of entry rates and conditions (including gross entry rates, exit rates and therefore net entry rates) across the BRIC countries (Brazil, Russia, India, China). These emerging market economies display widely varying entry and exit rates and a framework is developed to capture the interaction between key aspects of formal institutions, how those institutions play out in practice, and their impact on entry and exit rates. The country case studies reveal that, whilst different contingencies affect the relationships between institutions and entry in each country, there are some empirical regularities in the determinants of successful entry and conversely in its constraints. One such regularity is the critical interaction between formal rules and informal mechanisms. There is also variation in whether these works so as to compensate for deficiencies in formal institutions, as in China and India, or whether deficiencies in formal mechanisms are compounded by poor informal mechanisms, as is sometimes true in Brazil. Indeed, relatively good formal rules and structures can be undermined by informal mechanisms deterring or blocking entry, as is largely the case in Russia.     

Why are the Pentagon and the CIA in Hollywood?

The CIA and the U.S. Department of Defense are both engaged in programs to influence the content of movies produced by Hollywood studios. Although they claim their only purpose in these ventures is to guarantee the accuracy of how military and intelligence activities are conducted, it is clear that their agenda goes beyond that goal. Their true aims include ensuring that movies project a positive image of the relevant government agencies. However, the CIA and DoD differ in their understanding of what constitutes good publicity. Films scrutinized and supported by military agencies are primarily evaluated according to whether they provide a vehicle for showing the technical and organizational competence of the Pentagon. To that end, films based on comic book characters or extraterrestrial invaders are viewed positively because they show the war‐fighting capacity of the military without having to name any actual enemy. The CIA, by contrast, prefers to support films that enable citizens to develop a stronger sense of patriotism in a world of moral ambiguities. As a result, the CIA is much less fearful of revealing the dark side of its undertakings, as long as a given movie presents a story that shows the value of the CIA in protecting the security of the nation.     

Service sector SMEs and essential skill provision in the 16–25 year old labour market: Evidence from Northern Ireland

This paper uses an employer survey of Northern Ireland (NI) service sector small and medium-sized enterprise (SMEs) to assess the nature and extent of labour market shortages arising from a lack of basic skills among the 16–25 year old workforce. Relative to literacy and numeracy skills, employers were found to place a slightly heavier weight on the more generic skills of attitude, communication and motivation. The rate of skills related to unfilled vacancies among service sector SMEs was found to exceed that of high-tech/ high value-added sectors which have traditionally been the focus of policy makers; it was also found that in instances where such skill shortages were due to a lack of basic literacy/ numeracy skills they exerted a negative impact on productivity performance. While employers were found to be highly supportive of existing delivery frameworks they were also open to alternative methods of basic skill acquisition based around the interests of young people and delivered outside the traditional qualifications framework. Finally, the lack of awareness among employers of a number of basic skills accreditation schemes and awarding bodies raises serious questions with respect to the effectiveness of such programmes.     

Does it Pay to Work for Free? Negative Selection and the Wage Returns to Volunteer Experience

This paper offers the first instrumental variables estimates of the wage returns to volunteer experience. The returns are substantial and differ considerably by gender. The results imply that the unequal valuation of volunteer experience by gender is more important in explaining the gender earnings gap than is the unequal valuation of part‐time paid work experience. The results also indicate negative selection into unpaid work. In a simple model of optimal volunteering, negative selection implies that a lower cost of volunteering would produce both an expanded and higher‐skilled pool of volunteers, and greater societal benefits from volunteer work.     

Environmental attitude in the board. Who are the “green directors”? Evidences from Italy

Board members' attitudes towards environmental protection are an important antecedent of how companies define and implement sustainability initiatives, but little is known about directors' attitudes and the factors associated with these. Using survey data on Italian board members, the research sought to explore the relationships between these individual's personal attributes, especially those related to their roles on boards, and their attitudes towards environmental protection. The findings suggest that female directors, directors with financial background, and independent directors are positively related to attitudes towards environmental protection. In the financial sector, younger board members and risk committee members show stronger environmental attitudes. The results could be of interest to policymakers because the board member attributes identified may require a stronger regulatory focus in order to achieve public policy's environmental protection objectives and to governance bodies in terms of defining board committees' composition and selecting “green directors” oriented towards environmental issues.     

Wage inequality and the labor market impact of economic transformation: Croatia, 1970–2008

In this paper, we examine wage inequality and wage differentials in Croatia from 1970 to 2008 using two long aggregate time series on the distribution of income. We focus especially on changing income inequality related to educational and vocational attainment, changing income inequality within those groups, and how these two components of inequality were affected by the economic transformation from socialism to capitalism. We find that income inequality between groups rose moderately post-transformation, while overall inequality increased more sharply. This finding is consistent with a growing importance of individual rather than group productivity in labor market compensation, a change broadly consistent with the economic transformation of the Croatian labor market.     

Sacred alliance or pact with the devil? How and why social enterprises collaborate with mainstream businesses in the fair trade sector*

Abstract

This paper uses institutional theory to highlight different patterns of cross-sector collaboration from the perspective of social enterprises. Specifically, it explores how and why social enterprises interact with mainstream businesses and to what extent their collaboration patterns reflect a vision of how their social mission should be implemented and institutionalized. The empirical analysis is derived from a qualitative study of ‘fair trade’ – a hybrid model created by social enterprises and using market mechanisms to support small-scale producers in developing countries and to advocate for changes in international trading practices. The findings highlight three strategies used by fair trade social enterprises to manage their interactions with mainstream businesses: sector solidarity, selective engagement, and active appropriation. This paper suggests that each strategy is motivated by a different vision of how best to articulate the social mission of fair trade via specific types of collaborations. It also notes how each vision has a distinct pattern of institutionalization at the field level. This paper adds to the emergent literatures on social enterprise and social entrepreneurship, fair trade, cross-sector collaboration and hybrid organizing.