Different Paths to Collaboration Between Businesses and Civil Society and the Role of Third Parties

In this article, we suggest that one of the unexplored paths toward collaboration between firms and civil society organizations starts with confrontation or potential conflict, and that the transition toward collaboration can be further understood if one focuses on triadic relationships rather than dyadic ones. We analyze the presence of third parties and their different roles to explain how collaboration is facilitated. The article aims at bringing together the bodies of research on business–civil society confrontation and on business–civil society collaboration. It offers a comparative analysis of four case studies, and proposes a typology of third parties composed of facilitating allies, participating allies, mediators, and solution seekers. We conclude with some implications for further research as well as for practice.     

DO INSIDERS PRACTICE WHAT THEY PREACH? INFORMED OPTION EXERCISES AROUND MERGERS AND ACQUISITIONS

We examine executive stock option exercises around a sample of merger and acquisition announcements between 1996 and 2006, focusing on a subset we identify as potentially informed. For stock‐financed acquisitions, we find a surge in informed exercises by acquirer insiders in the year leading up to the acquisition announcement, but target insiders display no similar increase. We find the market reaction upon the announcement for acquirers is negatively related to extreme early exercises and find some evidence of long‐run underperformance. Overall, our evidence indicates that insiders knowingly bid for firms when they personally believe their own firm is overvalued.     

Business Leadership: Three Levels of Ethical Analysis

Research on the normative aspect of leadership is still a relatively new enterprise within the mainstream of leadership studies. In the past, most academic inquiry into leadership was grounded in a social scientific paradigm that largely ignored the ethical substance of leadership. However, perhaps because of a number of public and infamous cases of failure in business leadership, in recent years there has been renewed interest in the ethical side of leadership in business. This paper argues that ethical issues of leadership actually arise at number of different levels, and that it is important to distinguish between various diverse kinds of ethical issues that arise in the study of leadership. The three levels identified are the level of the individual morality of leaders, the level of the means of their leadership, and the level of the leadership mission itself. We argue that only by fully understanding all of the different levels of ethical analysis pertinent to business leadership, and the distinctive kind of issues that arise at each level, can we fully integrate normative studies of leadership into the field of leadership studies. As such, this paper offers a model that incorporates three different levels of ethical analysis that can be used to study normative issues in leadership studies. Such a model can be used to better understand and integrate ethical issues into research, teaching, and training in leadership.     

Capital incentives and adequacy for securitizations

This paper analyzes the capital incentives and adequacy of financial institutions for asset portfolio securitizations. The empirical analysis is based on US securitization rating and impairment data. The paper finds that regulatory capital rules for securitizations may be insufficient to cover implied losses during economic downturns such as the Global Financial Crisis. In addition, the rating process of securitizations provides capital arbitrage incentives for financial institutions and may further reduce regulatory capital requirements. These policy-relevant findings assume that the ratings assigned by rating agencies are correct and can be used to build a test for the ability of Basel capital regulations to cover downturn losses.     

Valuation of Discount Options in Software License Agreements

Many companies increasingly rely on licensed standard software for system software and applications. In addition to the regulation of usage conditions, software licensing agreements increasingly include services, such as software upgrades and user training, as a part of the contract or these are optional for a fee, which can be made use of by the licensee during the term of the contract at a reduced price or as a free service. This benefit entitlement is called a discount option and must be valued during the selection and designing of a contract. This paper describes the basic valuation issues as well as some weaknesses of previous approaches, and subsequently presents a model which, on the basis of the real option theory, enables an assessment of the discount options using mathematical methods. As the value of discount options can in many cases only be estimated by using analytical methods under certain conditions, a practical solution method is explained on the basis of numeric backwards induction. The procedure for applying the model and the achieved advances in knowledge are illustrated with an example.     

A sectoral approach to Okun’s Law

The study adds to the existing literature on the relationship between output and unemployment by using a sectoral specification of Okun’s Law to capture the differential sensitivity of the unemployment rate to output developments in the services and manufacturing sectors. Using quarterly data for the period between 2000 and 2012, we show that Malta’s unemployment rate has been more sensitive to output developments in the services sector than to those in the manufacturing sector. We use different equation specifications and the youth unemployment rate to show that the impact resulting from developments in the manufacturing sector occurs mainly via lay-offs while developments in the services sector affect the unemployment rate via the hiring of new entrants into the labour market.     

Organizational differences in managerial compensation and benefits in Chinese firms

More than two decades of economic reforms have brought profound changes in human resource management practices in both the state and non-state sectors in China. This study focuses on the impact of organizational factors on compensation and benefits for Chinese managers in state-owned enterprises (SOEs), publicly listed firms (PLFs), and foreign-invested enterprises (FIEs). The empirical investigation of 465 firms located in three major Chinese cities, Shanghai, Nanjing and Guangzhou, provides evidence that organizational factors, such as ownership, firm size, firm age, location and industrial sector, have significant impacts on the variances in Chinese managers' compensation levels, compensation structures and benefits. The trends in the development of compensation and benefits for Chinese managers are also discussed as the Chinese economy moves closer to a more globalized, highly dynamic economy after China's accession to the World Trade Organization in 2001.     

Probability and quantile estimation from individually micro-aggregated data

Micro-aggregation is a frequently used strategy to anonymize data before they are released to the scientific public. A sample of a continuous random variable is individually micro-aggregated by first sorting and grouping the data into groups of equal size and then replacing the values of the variable in each group by their group mean. In a similar way, data with more than one variable can be anonymized by individual micro-aggregation. Data thus distorted may still be used for statistical analysis. We show that if probabilities and quantiles are estimated in the usual way by computing relative frequencies and sample quantiles, respectively, these estimates are consistent and asymptotically normal under mild conditions.     

Managerial Selection Decisions in Multinational Corporations: Teaching International Business Using Problem-Based Learning

Companies face many challenges as they staff managerial positions in overseas operations, including decisions on whether to staff using expatriates, host-country nationals, or third-country nationals. We developed an exercise—designed to help students understand the differences between these three groups of employees—that requires students to develop a set of criteria that would form the basis for choosing the candidate they deem to be the best one. In addition, the exercise can serve as a springboard to discussion of the different training and compensation requirements for each of the three different types of employee. The steps involved in the exercise are presented together with suggestions for debriefing the exercise.