“Managing” Corporate Community Involvement

In academic research, many attempts have been undertaken to legitimize corporate community involvement by showing a business case for it. However, much less attention has been devoted to building understanding about the actual dynamics and challenges of managing CCI in the business context. As an alternative to existing predominantly static and top-down approaches, this paper introduces a social movement framework for analyzing CCI management. Based on the analysis of qualitative case study data, we argue that the active role of employees pressuring for CCI policies and practices, as well as the organization audience responses to their efforts, are at the core of the challenges involved in managing CCI. These challenges also pose limits to how far CCI can be extended to a “business as usual” activity.     

Universities and global competition for graduate students: scenarios for Latin America

The purpose of this paper is to lay out future scenarios related to the impact of the intensification of competition between universities and research centres of OECD countries on the stocks and flows of university graduates in Latin America. In conditions of intensified competence, it is possible that the ways in which Latin American countries, universities and university professionals participate in the processes of international mobility will change significantly. This paper proposes different scenarios, combining hypotheses about the global dynamics of skilled mobility and migration of graduate students (conditioned by the behaviour of the demand in developed countries), about their main impacts on Latin America, and about the responses that Latin American governments and universities could make to face this process.     

Common labor market,attachment and spillovers in a large metropolis

In this paper, we extend the home-attachment model to a setting with multiple (more than two) jurisdictions and consider non-cooperative policy making for provision of different types of metropolitan public goods in the presence of a common labor market. Migration and working place choices are independent. We show that the optimal redistributive policy implemented by a central authority always yields equalization of private consumption levels across jurisdictions. This result holds whether or not policy makers are able to anticipate migration responses to their policy choices. In the decentralized leadership games, jurisdictions make choices that fully internalize externalities.     

Western Managers Working in Romania: Perception and Attitude Regarding Business Ethics

The results of our research, obtained from a survey of 50 Western managers working in Romania, show that differences exist between Western managers' ethics and those of their Romanian counterparts, especially with regard to bribery. Different backgrounds are at the basis of such divergence. Beyond the communist era and its heritage, the cultural aspect of bribery has been analyzed. Nevertheless, the results of our research suggest that culture may play a double role and the influence could come from both the home environment of Western managers and their new environment. Some Western managers who adapt to the Romanian environment appear to have been already conditioned to bribery from their home environment.     

Is low unionisation in the British hospitality industry due to industry characteristics?

Low recognition and concomitant characteristics of a union presence are key factors associated with very low union membership in the British hospitality industry (HI) but there may be exceptional factors in the HI that render it more amenable to union membership after standard explanations are accounted for. Although the lessons for unions are to seek greater employer legitimacy at the same time as securing membership, recognition rates would have to increase by six times to double the rate of union density in the HI and satisfy ‘frustrated’ demand for unionisation. Questions are also raised about the utility of the statutory recognition procedures and current union organising and retention strategies.     

From public to private: Has employment practice changed in Bulgarian hotels?

This study finds a clear shift towards the importance of HRM strategy and the need for change towards service quality [Vachkova, E., Gaidarov, M. (2001). Management of Human Resources in the Global Society, Banki Investicii Pari, 1. Sofia, Bulgaria, pp. 29–35] in Bulgarian hotels 15 years into the post-socialist era. This is not matched by a significant change in improved employment flexibility, more effective career development, improved communications and management style and, most problematic of all, improved training and development. Although managerial statements about the importance of HRM may be rhetorical, the balance of evidence suggests that the legacy of cultural and institutional effects in Bulgaria remains strong and may have created a vacuum that prevents managers from developing the ability and know-how to initiate change, and by implication, improve firms’ performance.     

The multi-state latent factor intensity model for credit rating transitions

A new empirical reduced-form model for credit rating transitions is introduced. It is a parametric intensity-based duration model with multiple states and driven by exogenous covariates and latent dynamic factors. The model has a generalized semi-Markov structure designed to accommodate many of the stylized facts of credit rating migrations. Parameter estimation is based on Monte Carlo maximum likelihood methods for which the details are discussed in this paper. A simulation experiment is carried out to show the effectiveness of the estimation procedure. An empirical application is presented for transitions in a 7 grade rating system. The model includes a common dynamic component that can be interpreted as the credit cycle. Asymmetric effects of this cycle across rating grades and additional semi-Markov dynamics are found to be statistically significant. Finally, we investigate whether the common factor model suffices to capture systematic risk in rating transition data by introducing multiple factors in the model.     

Using industry momentum to improve portfolio performance

Minimum-variance portfolios, which ignore the mean and focus on the (co)variances of asset returns, outperform mean–variance approaches in out-of-sample tests. Despite these promising results, minimum-variance policies fail to deliver a superior performance compared with the simple 1/N rule. In this paper, we propose a parametric portfolio policy that uses industry return momentum to improve portfolio performance. Our portfolio policies outperform a broad selection of established portfolio strategies in terms of Sharpe ratio and certainty equivalent returns. The proposed policies are particularly suitable for investors because portfolio turnover is only moderately increased compared to standard minimum-variance portfolios.     

Overt searchers' responses to advertising

The purpose of this study was to compare two groups of prospective buyers of an industrial product on awareness and recall of a particular advertising campaign. The two groups were: (a) overt searchers - operationally defined as those who had made inquiries about the product, and (b) random prospects - randomly selected from local industrial directories. According to the Howard and Sheth model, it is expected that overt searchers would exhibit greater awareness and knowledge of the advertising campaign than would the random prospects. The results indicated, however, that overt searchers scored higher than random prospects only on awareness. Indeed, they seemed to have poorer recall of the content of the advertisements. The authors provide an explanation for this unexpected result.