共查询到20条相似文献,搜索用时 15 毫秒
1.
Bryan J. Pesta Mary W. Hrivnak Kenneth J. Dunegan 《Employee Responsibilities and Rights Journal》2007,19(1):45-55
Laws addressing harassment at work have evolved considerably since court systems first recognized that (sexual) harassment
is illegal. Now, managers must worry about protected classes other than sex (e.g., race, age, etc.), and the effects of harassment
on bystanders as well as victims (i.e., ambient harassment). Understanding these newer conceptualizations of workplace harassment
is critical for mangers dealing with an increasingly complex array of possible work environments, only some of which are illegal.
Toward this end, we present a taxonomy of eight possible work environments, created by parsing the legal definition of sexual
harassment (i.e., the first-recognized type of hostile work environment). The taxonomy illustrates the evolution of law in
this area, and highlights the multidimensional nature of workplace harassment. Also discussed are potential complications
arising from how a reasonable person and a victim might interpret behavior. Managers using the taxonomy may better assess
whether their work environments have crossed the line, or facilitate movement from less- to more-desirable work environments.
相似文献
Kenneth J. DuneganEmail: |
2.
Stan Malos 《Employee Responsibilities and Rights Journal》2007,19(2):95-111
Court treatment of sex discrimination and harassment claims based on appearance and gender stereotyping has been inconsistent,
particularly where the facts involve reference to sexual orientation. Ironically, court willingness to allow such claims may
turn on the choice of verbal or physical conduct by, or the sex or sexual orientation of, the alleged offenders. Because plaintiffs
in such situations may assert retaliation claims to increase their chances of prevailing, employers should focus less on regulating
aspects of personal appearance unrelated to job performance and more on problematic reactions by co-workers. Workplace civility
policies may hold promise for limiting both legal liability and practical consequences in the absence of a legislative response.
相似文献
Stan MalosEmail: |
3.
Glenn M. Gomes James M. Owens James F. Morgan 《Employee Responsibilities and Rights Journal》2006,18(2):73-88
Despite the prevalence of sexual favoritism in the workplace, there is much debate over whether this phenomenon rises to the level of prohibited discrimination and harassment. While the United States Supreme Court has not yet involved itself in adjudicating issues of sexual favoritism, the Equal Employment Opportunity Commission, however, has issued guidelines. The California Supreme Court recently addressed the “sexual favoritism as sexual harassment/discrimination” issue and, absent better guidance from the federal courts, the California decision provides interesting insights for the legal and business communities. This article explores key issues involving workplace romances, sexual favoritism, and Title VII’s prohibition of sexual harassment as an illegal form of discrimination based on sex. We use the recent California Supreme Court decision in Miller to illustrate the legal and managerial challenges facing policy makers and management practitioners. We conclude with a discussion of policy alternatives for creating a discrimination- and harassment-free workplace while effectively managing workplace romances and instances of sexual favoritism.
相似文献
Glenn M. GomesEmail: |
4.
Patricia A. Simpson Michelle Kaminski 《Employee Responsibilities and Rights Journal》2007,19(1):57-72
The authors examine the relationship between gender and organizational justice perceptions and the implications of this relationship
for organizing women. They employ a survey study design to confirm expectations associated with the anecdotal literature on
this topic, namely that women place greater value on interactional justice than on distributive or procedural justice. Results
indicate that gender leads to valuing interactional justice more highly only in interaction with race. Specifically, in contrast
to white women and both white and black men, black women give greater weight to being treated with dignity and respect than
to the other two organizational justice dimensions.
相似文献
Patricia A. SimpsonEmail: |
5.
A longitudinal study of the characteristics, business creation process and outcome differences of Canadian female vs. male nascent entrepreneurs 总被引:1,自引:1,他引:0
Teresa V. Menzies Monica Diochon Yvon Gasse Susan Elgie 《The International Entrepreneurship and Management Journal》2006,2(4):441-453
This paper concerns a longitudinal study, of a random sample of nascent entrepreneurs in Canada (based on an initial screening sample of 49,763 households). We study gender differences, including number and type of gestational activities, the characteristics of the business created, and the status of the start-up effort after the 4th year of data collection. Logistic regression is used to predict the creation of an operating business from gender and other variables. Four of nine gender difference hypotheses were supported. Findings show that women who are members of a start-up team are six times more likely to achieve an operating business.
相似文献
Susan ElgieEmail: |
6.
This study makes an attempt to understand some of the reasons why some nascent firms make the transition to new operational
firms (a process called “firm emergence”) while others do not. Because of liabilities-of-newness, nascent firms face the daunting
task of acquiring legitimacy from their immediate audience in order to emerge as new operational firm. This study claims and
finds empirical evidence that through certain legitimating behaviors nascent firms can acquire legitimacy from their immediate
audience and thus succeed in becoming new operational firms. The study will put forward more general propositions for future
testing, and will draw implications for practitioners and entrepreneurship scholars.
相似文献
Erno TornikoskiEmail: |
7.
In recent years, it has become common to represent entrepreneurs as either necessity- or opportunity-driven. Drawing upon
face-to-face interviews in England with 70 entrepreneurs trading wholly or partially off-the-books, this paper evaluates critically
this dichotomous representation. The finding is that squeezing the motives of off-the-books entrepreneurs into one side or
the other of this dichotomy not only over-simplifies their rationales since both necessity and opportunity motives are often
involved but also obfuscates how their motives change over time. The outcome is a call to replace this either/or depiction
with a richer and more nuanced both/and understanding of off-the-books entrepreneurs that recognises their diverse and dynamic
motives.
相似文献
Colin C. WilliamsEmail: |
8.
An examination of the performance and prospects for the future of internet-primary banks 总被引:1,自引:0,他引:1
We study Internet-primary banks for differences in performance versus newly chartered traditional banks from 1996 through
2003. Internet-primary banks are larger, with lower net interest margins and loan losses, and higher wage and physical capital
rates than newly chartered traditional banks. Univariate ROE is lower, but profit efficiency is significantly higher on average
for Internet-primary banks compared to all newly chartered banks as well as those that survive through the sample period.
In multivariate models, Internet-primary banks continue to have significantly higher average profit efficiency, and particularly
so when of sufficient size.
相似文献
Ross DickensEmail: |
9.
W. Kip Viscusi 《Journal of Economics and Finance》2008,32(4):311-323
The tradeoff between money and small risks of death is the value of statistical life (VSL), which has become the standard
for assessing the benefits of risk and environmental regulations. Labor market estimates of the VSL average about $7 million.
This valuation amount rises with age and then declines, closely tracking the pattern of consumption over the life cycle. The
VSL for those at age 60 is higher than for people in their 20s. Application of this methodology to assess the mortality costs
to smokers indicates a personal mortality cost on the order of $200 per pack for men and $100 for women using a 3% discount
rate, but based on smokers’ rates of time preference the costs are reduced by about an order of magnitude.
相似文献
W. Kip ViscusiEmail: |
10.
Opportunity recognition in technology transfer organizations 总被引:2,自引:0,他引:2
The task of recognizing valuable technological opportunities is crucial for the organizations in charge of transferring technology
from universities and publicly funded research institutes to the market. Difficulties in understanding the true commercial
potential of an application result in failed subsequent commercialization and excess costs of technology transfer. This paper
describes how the task of opportunity recognition is performed in five Technology Transfer Organizations (TTOs). The analyzed
TTOs had different degree of independence to the structure of the parent and make use of information and competencies acquired
through their formal and informal network ties.
相似文献
Chiara FranzoniEmail: |
11.
Thijs ten Raa 《Journal of Productivity Analysis》2008,30(3):191-199
Debreu’s coefficient of resource utilization is freed from individual data requirements. The procedure is shown to be equivalent
to the imposition of Leontief preferences. The rate of growth of the modified Debreu coefficient and the Solow residual are
shown to add up to TFP growth. This decomposition is the neoclassical counterpart to the frontier analytic decomposition of
productivity growth into technical change and efficiency change. The terms can now be broken down by sector as well as by
factor input.
相似文献
Thijs ten RaaEmail: |
12.
Application of a double bootstrap to investigation of determinants of technical efficiency of farms in Central Europe 总被引:1,自引:1,他引:0
The paper provides one of the first applications of the double bootstrap procedure (Simar and Wilson 2007) in a two-stage estimation of the effect of environmental variables on non-parametric estimates of technical efficiency.
This procedure enables consistent inference within models explaining efficiency scores, while simultaneously producing standard
errors and confidence intervals for these efficiency scores. The application is to 88 livestock and 256 crop farms in the
Czech Republic, split into individual and corporate.
相似文献
Laure LatruffeEmail: |
13.
Opening the black box: Finding the source of cost inefficiency 总被引:2,自引:0,他引:2
Santiago Carbó Valverde David B. Humphrey Rafael López del Paso 《Journal of Productivity Analysis》2007,27(3):209-220
Parametric and nonparametric procedures are used to identify the apparent source of cost inefficiency in banking. Inefficiencies
of 20–25% from earlier studies are reduced to 1–5% when, in addition to commonly specified cost function influences, variables
reflecting banks’ external business environment and industry indicators of “productivity” are added. These productivity indicators
explain most of the reduction in bank operating cost over 1992–2001 and was 5 times the reduction in the dispersion of inefficiency.
Inefficiency appears stable over time because it is small relative to industry-wide cost changes occurring concurrently and
because technology dispersion is imperfect.
相似文献
David B. HumphreyEmail: |
14.
Helen LaVan 《Employee Responsibilities and Rights Journal》2007,19(1):17-30
This study compares the disciplinary process for police vs. nonpolice public employees. A random sample of 200 cases was drawn
from the 806 public sector discipline cases published in volumes 111–118 of Labor Arbitration Reports. Case characteristics,
classification of conduct unbecoming, proposed discipline, arbitrator behavior, reasons for reversing management’s penalty
other than conduct unbecoming, procedural outcomes and findings were analyzed. The frequency of the finding for the employer
was actually higher for police than for the nonpolice cases. Managerial actions that resulted in reversing the disciplinary
penalty were not as suggested by the literature. Multivariate analyses of the case characteristics led to the conclusion that
police discipline may have been distinctive from nonpolice public employee discipline in the past, but is no longer so distinctive.
相似文献
Helen LaVanEmail: |
15.
Margaret H. Vickers 《Employee Responsibilities and Rights Journal》2006,18(4):267-281
“Wellness in organizations” should focus on the well being of individual workers. At a time when the wellness of individuals is increasingly being threatened in our workplaces, I argue that one way wellness can be sought is through careful examination of routine organizational practices. To make this point, I look to the problem of bullying in organizations and, in particular, traditional organizational responses to bullying. The paradoxes of protective legislation and protective workplace policies are explored, before numerous organizational masks that serve to bolster these paradoxes are discussed: the mask of stereotypes; the mask of Alternative Dispute Resolution (ADR); the mask of counseling; and the mask of training. The way towards wellness in organizations lies with the recognition of unintended distortions and limitations on existing legislation, policy and process, and the critical assessment of traditional remedies.
相似文献
Margaret H. VickersEmail: Phone: +61-2-94116462Fax: +61-2-94100028 |
16.
Rajeev K. Goel 《Journal of Economics and Finance》2008,32(2):195-205
This paper uses recent US state-level data to examine smoking behavior across four population groups divided by age, literacy,
income and ethnicity. Another contribution lies in the consideration of various smoking control policies and the full costs
of smoking. Overall, the results show that non-price smoking policies are relatively more effective than price or tax policies
in reducing smoking prevalence and that these policies gain effectiveness as the population begins to age.
相似文献
Rajeev K. GoelEmail: |
17.
Partial derivatives of production functions are necessary in many instances to characterize the technology of firms. We present here a general method to recover the first derivatives of the production function of a profit maximizing firm. The method is systematic and applies even when the optimization problem of the firm is subject to additional constraints. It allows researcher to recover returns to scale and technological progress in complex situations.
相似文献
Stéphane VigeantEmail: |
18.
Laurent Cavaignac 《Journal of Productivity Analysis》2009,31(2):95-100
The question of whether a technology exhibits particular properties such as radial input or output homotheticity is a crucial
one for a producer since it should strongly impact on its reactions to market changes. Primont and Primont (Econ Lett 45:191–195,
1994) established that it can be tested using only weak assumptions. They further used their results to test for input homotheticity
of an educational production technology (Primont and Primont, Can J Econ 29:587–591, 1996). In this paper, it is shown that
if not implemented properly, the test can lead to biased results. Some ways to obtain unbiased results are also suggested.
相似文献
Laurent CavaignacEmail: |
19.
Anna Watson John Stanworth 《The International Entrepreneurship and Management Journal》2006,2(3):337-349
Various studies have focused on the reasons for franchising. Most studies have concentrated principally on the franchisors’ motivations for franchising, with only a few exploring franchising as a route to self-employment. This paper seeks to provide a conceptual framework which examines the value of franchising to franchisees, employing an intellectual capital perspective. It is suggested that the (perceived) value of the franchise system is unlikely to remain static over time, and that the perceived benefits of franchise systems will vary according to both system and franchisee attributes.
相似文献
Anna WatsonEmail: Phone: +44-01483-686366 |
20.
Edilberto F. Montemayor 《Employee Responsibilities and Rights Journal》2008,20(2):143-149
The literature on employee (moral) rights has been limited to workplace human rights. This essay focuses on Employee Moral
Rights defined as the moral claims individuals are entitled to due to their role as employees. Noting they make significant
(although implicit) financial investments in the firm they work for, this essay argues dedicated employees should be treated
as financial investors, which implies dedicated employees have the moral right to (1) be treated as every other financial
investor; (2) share in the firm’s profits; (3) timely, accurate, and sufficient disclosure of significant information; (4)
protection from senior managers’ abusive self-dealing; and (5) mechanisms to protect their financial investment including
fair severance payments and effective pension protection.
相似文献
Edilberto F. MontemayorEmail: |