International business careers in the United States: salaries,advancement and male—female differences

This paper uses a survey of 514 professional employees to analyse salaries and careers in international business in the United States. Internationally oriented skills are inconsistently rewarded, and persons in internationally focused occupations are compensated at about the same level as their domestically oriented counterparts. Women receive smaller pay-offs than men for qualifications, including international ones. Thus, the human resource management practices of many American firms may not be consistent with these firms' strategies for competing in global markets.     

Expatriate compensation and its link to the subsidiary strategic role: a theoretical analysis

This paper focuses on the strategic design of expatriates' salaries. Unlike standard expatriation literature that assumes a lack of connection between strategy and international managers' compensation, we use the theoretical concepts from the international strategic management research to discuss how different international strategies affect the way expatriates are compensated. In this respect, the paper proposes a series of hypotheses on how expatriate compensation systems take shape according to the role that the expatriates may play in the internationalization process. The hypotheses refer to the type of incentives offered to encourage acceptance of the assignment, the type of criteria used to evaluate their performance and the reference unit used to establish variable compensation.     

International Business Teaching and Literacy:

The purpose of this study is to assess the efficacy of international business teaching within an undermduate business curriculum through the use of multidimensional scaling methodolom. One indicant of a student's understaedina of the international business lexicon is higher retention of the connotative and denotative meanings of key terminology and concepts that are unique to the discipline. This study measures undergraduate business students' ability to assimilate knowledge and concepts related to he intemational business lexicon: Shuctural Global Dimensions and Functional Global Dimensions. Sophomore and senior international business students' understanding of the international business lexicon is compared and contrasted. The results suggest that senior students understand the Functional Dimensions of international business better than the Structural Global Dimensions. This could be attributed Lo their exposure to and predilection towards the functional areas of business. The seniors' inability to correctly identify the Structural Global Dimensions could be attributed to their greater exposure to the functional areas or their lower exposure to broaer globh and environmental issues and concerns.     

Is the Coach Paid too Much?: Coaching Salaries and the NCAA Cartel

Recently, a great deal of controversy has been generated from the salaries earned by head coaches in the NCAA. Although many figures in the world of sports earn high salaries, one important difference in the case of the NCAA is that the players do not get paid. We develop a model that shows that a cartel agreement to not pay the players raises the coach's salary if some players choose where to play based on the identity of the coach. The agreement not to pay the players improves competitive balance in the baseline model, but this result does not generalize.     

Changing compensation for top corporate executives

Salaries of a quarter of a million dollars or more are not rare in this country. Although-such salaries are criticized from many directions, this level of pay is justifiable when executives' functions are considered, and the level is bound to increase in the period ahead.     

Seniority, external labor markets, and faculty pay

We estimate the returns to seniority (the wage-tenure profile) for university faculty, and the degree to which these returns respond to entry-level salaries (or opportunity wages)—a relationship unexplored in work to date. Using data on faculty at a Big Ten university (ours), we estimate elasticities of senior-faculty salaries with respect to entry-level salaries, and find that these elasticities decline with seniority. The evidence provides an explanation of faculty salary compression and suggests the importance of controlling for entry-level salaries in obtaining estimates of the returns to seniority.     

A change in the earnings penalty for British men with working wives: Evidence from the 1980's and 1990's

Using pooled cross-sectional data from 1984–1989 and 1990–1995, two-stage (Tobit/OLS) regressions show that the penalty on male earnings for working wives, found in earlier research for British males in the early 1980's in managerial and other occupations, is not present in the second half of the 1980's and is largely reversed by the 1990's; in most occupational clusters, managers most notably, it is replaced by an earnings premium. The results are consistent with a view that increases in married women's labor force participation in Britain, coupled with positive assortative mating, have overwhelmed any forces tending to reduce male salaries when their wives work.     

Gulf War Reparations

Abstract . On February 27, 1991, the government of Iraq accepted United Nations Security Council Resolution 674, a measure requiring it to pay reparations to the victims of its aggression in the Gulf Crisis of 1990–1991. The economic problems and consequences that may result as Iraq faces the provisions of Resolution 674 are discussed. This latest example of international economic compensation is placed in the context of the transfer problem and the economic debate engendered by the experience of Germany in dealing with its reparations burden after World War I. Lessons gained from this historical example of reparations are then applied to the case of Iraq, one of the world's major petroleum producers, a country that must rely on oil exports to make its reparations payments.     

An alternative quality of life ranking on the basis of remittances

Remittances provide an essential connection between people working abroad and their home countries. This paper considers these transfers as a measure of preferences revealed by the workers, underlying a ranking of countries around the world. In particular, we use the World Bank bilateral remittances data of international salaries and interpersonal transfers between 2010 and 2015 to compare European countries. The suggested least squares method has favourable axiomatic properties. Our ranking reveals a crucial aspect of quality of life and may become an alternative to various composite indices.     

Thanks for the memories: baseball veterans' end-of-career salaries

It is well-established that a baseball player's salary is based on his performance, experience, star status, bargaining power, mobility and his team's ability to pay. This paper focuses on veteran players who are on the brink of retirement and on the determinants of their salaries. It is found that a veteran's end-of-career peak salary depends upon how his career performance, that his most recent performance is irrelevant unless he has spent his entire career with one team, and that the average veteran's salary peaks after 9 years in the Majors. A corollary inference is that general managers recognize and reward player performance over the long haul in comparison with others who have played at that player's principal position, and with a nod to how history will evaluate that player. © 1998 John Wiley & Sons, Ltd.     

On why the gender employment gap in Britain has stalled since the early 1990s

Using over four decades of British micro data, this article looks at how the narrowing gender employment gap stalled in the early 1990s. Changes to the structure of employment between and within industry sectors impacted the gap at approximately constant rates throughout the period and do not account for the stall. Instead, changes to how women's likelihood of paid work was affected by their partners' characteristics explain most of the gap's shift in trend. Increases in women's employment when they had children or achieved higher qualifications continued to narrow the gap even after it had stalled overall.     

The greening of industry network noticeboard

The Greening of Industry Network is an international partnership, a research and policy association, focusing on issues of industry, environment and society, and dedicated to building a sustainable future. Three offices coordinate Network activities: at Clark University, USA; Chulalongkorn University, Thailand; and the University of Twente in the Netherlands. The Network's mission is to stimulate, coordinate and promote dialogue and research of high quality and relevance to ensure that the activities of industry–including business, labour, consumers, government and others–are consistent with building a sustainable future. Since 1991 the Greening of Industry Network has engaged participants from more than 50 countries to respond to the challenge of sustainable development. Through linked conferences, publications and communications, the Network seeks to create new relationships, visions and practices for sustainability.     

Major league baseball division standings,sports journalists' predictions and player salaries

This paper analyzes the accuracy of predictions of division baseball winners and rankings for the 1982 to 1990 seasons. The forecasts in Sport, Sports Illustrated and the New York Times are more accurate than purely random forecasts except at predicting the National League winners. The journalists are better at predicting division winners, but not division rankings, than a naive model that assumes this season's rankings, will be the same as last seasons's. Combining the forecasts in the three publications does not result in greater forecasting accuracy. A model that uses the relative average salaries of teams significantly outperforms the journalists at predicting division rankings and, when allowance is made for ‘George Steinbrenner effect’, also at predicting division winners.     

The case for trend-stationarity is stronger than we thought

In DeJong and Whiteman (1991a), we concluded that 11 of the 14 macroeconomic time-series originally studied by Nelson and Plosser (1982) supported trend-stationarity. Phillips (1991) criticizes this inference, claiming that our procedure is biased against integration, and that our results are sensitive to model and prior specification. However, Phillips' alternative models and priors bias his results in favour of integration; despite these biases, Phillips' own findings indicate that the data provide the greatest relative support to trend-stationarity. This result is similar to our own (1989, 1990, 1991b) findings concerning the sensitivity of our results; the trend-stationarity inference is remarkably robust.     

REITs发展对中国房地产融资的启示

本文基于国内房地产业开发融资所面临的渠道少、资源匮乏现状,结合国外REITs市场发展经验,比较分析了代表市场发行REITs的市场准入条件和市场优势。对国内发行REITs进行了可行性论证,并结合中国房地产业特点,对REITs的立法及运作思路提出参考方案。     

Core self-evaluations and salary attainment: the moderating role of the developmental network

Core self-evaluation (CSE) has been shown to be robust as a predictor of employees' salary attainment. Although the developmental network is suggested to have a positive impact on salary, do all high-CSE individuals benefit from their developmental networks similarly? We incorporate both personality research and developmental network research to explore this question in two studies. In Study 1, we investigated whether developmental network size moderates the positive CSE–salary relationship. In Study 2, we explored whether the organizational status and the strength of ties of one's developers moderate the positive CSE–salary relationship. Results indicated that high-CSE individuals with developmental networks characterized by fewer developers and by strong ties reported higher salaries than others. Overall, our findings demonstrate that the positive CSE–salary link may vary depending on the structural characteristics of the developmental network.     

The greening of industry network noticeboard

The Greening of Industry Network is an international partnership, a research and policy association, focusing on issues of industry, environment and society, and dedicated to building a sustainable future. Three offices coordinate Network activities: at Clark University, USA; at Chulalongkorn University, Thailand, and at the University of Twente in the Netherlands. The Network's mission is to stimulate, coordinate and promote dialogue and research of high quality and relevance to ensure that the activities of industry–including business, labour, consumers, government and others–are consistent with building a sustainable future. Since 1991 the Greening of Industry Network has engaged participants from more than 50 countries to respond to the challenge of sustainable development. Through linked conferences, publications and communications, the Network seeks to create new relationships, visions and practices for sustainability. © 1998 John Wiley & Sons, Ltd and ERP Environment.     

Workplace learning and the employment relationship in the public sector

Training that is relevant to employers is not necessarily enriching for employees, especially those on the lower salary scales. The authors argue that the analysis of training and development needs to be understood in the context of the employment relationship. Drawing on reasearch evidence from six case studies in the public sector, the article examines the impact of changes in work organisation on workplace learning, managers' and employees' own strategies towards it and the limitations of tools such as appraisal. Since employees' existing qualifications are poorly utilised and their development needs often frustrated, issues concerning job design, occupational progression routes and employee entitlements need to be addressed.     

The dual-earner dad penalty in salary progression

This study investigates four alternative theoretical explanations for the gap in salaries between dual-earner and traditional male managers. The sample was 348 married male managers with children at home. They were employed by twenty Fortune 500 organizations. The data show that when controlling for work force experience and industry differences, salaries of the dual-earner male managers increased an average of 59% over five years, while the salaries of traditional managers increased by 70%. This gap could not be accounted for by differences between the groups in human capital or conformance to social norms related to the family. Implications of the findings are discussed in terms of the validity of signals of hours in the office and wife as resource. © 1996 by John Wiley & Sons, Inc.