Who needs MBAs in HR? USC's strategic human resource management MBA concentration

This article describes the MBA concentration in Strategic Human Resource Management offered by the Marshall School of Business at the University of Southern California. Very few MBA programs offer such a concentration. We discuss the genesis of USC's program, its rationale, and its components. Launched in 1996, the program's success derives in large part from its close industry links. © 1999 John Wiley & Sons, Inc.     

快速检测你的脑——最新的脑损伤检测设备将帮助医生更好地判断运动员头部撞击的严重程度

BrainScope正在利用定量脑电波技术开发一个手持式的、简单易用的便携式设备,用来帮助医生对受伤运动员进行快速和准确的脑部功能评定。     

Institutionalizing environmental performance in US industry: Is it happening and what if it does not?

A historical review of the ways business organizations in the United States have responded to demands that they improve their environmental performance reveals two clear outcomes: firms that effectively institutionalize improved environmental performance can garner significant strategic advantages for their efforts, and firms that do not often suffer severe legal consequences. Thus, institutionalization is a pivotal organizational process which determines whether a firm's environmental performance results in improved operating efficiency and market opportunities or in increased legal and regulatory hassles. In this paper, we use a survey and case-law review to investigate the degree to which improved environmental performance is being institutionalized in US firms and to determine what the potential legal consequences are for firms that fail to achieve such institutionalization. Our findings suggest that firms in US industry have made considerable efforts to institutionalize improved environmental performance, but they still have a long way to go. Unfortunately, our findings also suggest that failing to effectively institutionalize environmental performance has the potential for dire consequences, such as jail terms for strategic managers for environmental violations by subordinates. © 1998 John Wiley & Sons, Ltd and ERP Environment.     

Dual transfer pricing with internal and external trade

This paper examines a transfer pricing problem between two divisions of a decentralized firm. The selling division is privately informed about its own costs and produces a good that is sold both externally in an intermediate market and internally within the firm. Unlike most previous work, we focus on dual transfer pricing systems that allow the selling division to be credited for an amount that differs from the amount charged to the buying division. We identify conditions under which efficient decentralized trade and external price setting incentives can be provided with a properly chosen set of dual transfer prices that do not rely on direct communication. Instead, the optimal dual transfer prices will depend only on public information about the market price charged by the upstream division in the external market, which indirectly communicates information about production costs to the downstream division. For a variety of well-known demand functions, the optimal transfer prices will be linear functions of the market price. Our main results hold when the upstream division faces multiple internal buyers or faces a binding capacity constraint.     

Do board interlocks motivate voluntary disclosure? Evidence from Taiwan

Conference calls have become a widely used medium for voluntary corporate disclosure, especially among firms associated with greater information asymmetry, intangible assets, and external competition. These features are common in high-tech sectors, which dominate the Taiwanese economy and render it a useful research setting for investigating whether board interlock, as a social network, affects corporate decisions to hold conference calls. We show that firms connected to conference-call-making firms through interlocked directors are more likely to hold conference calls and the frequency of holding conference calls increases with interlocking directors’ relevant experience. Moreover, such evidence is more pronounced if the connections are held through independent directors and among firms with greater information asymmetry. These results support the argument that the spread of corporate practices is positively associated with board interlock networks. Our findings have implications for the choice of board of director members, and can be generalized to other emerging economies characterized by weaker corporate information environments.     

Implicit racial prejudice against African-Americans in balanced scorecard performance evaluations

A dominant theme in critical accounting theory concerns the relation between human identities and accounting discourse and practices. Though this theme has strong antecedents in Marxist-inspired critique of ideology, research into this theme has employed diverse approaches; among them, genealogical studies (e.g., Miller and O’Leary, 1987), deconstructive studies (e.g., Shearer and Arrington, 1993), psychoanalytic studies (Roberts, 1991, Roberts, 2009) and critical-rational studies (e.g., Power and Laughlin, 1996). We offer a different approach grounded in social-cognitive concerns with how implicit attitudes about race influence evaluation of others. We report on the results of an empirical, lab-based study of balanced scorecard evaluations and bonus allocations where race is a treatment effect and where the well-established tenets of Implicit Association Testing (IAT) are used to reveal that there are, indeed, propensities to unwillingly let racial prejudice intervene into our accounting-based evaluations of others. That intervention influences identity in ways that are morally unacceptable, degrading to black workers, and loaded with potential for negative material consequences for workers (e.g., less compensation due to racially determined and irrational performance evaluations). The paper illustrates one area of research in which methodologies adapted from conventional empirical, statistical approaches can enhance the emancipatory potential of critical accounting research.     

Acreage Response to Weather, Yield, and Price

This paper examines the effect of weather on the distribution of yield and its subsequent impact on the acreage allocation decisions of crop farmers in Ontario. The mean and variance of yield are estimated for corn, soybeans, and winter wheat for eight counties in Ontario over a 26-year period. The predicted parameters of the yield distribution are then used along with expectations on the distribution of crop price to estimate area response functions. A principal contribution of the paper is the decomposition of the revenue impact on crop area allocation into separate average and variance contributions for both price and yield. This decomposition illustrates the importance of expected yield in the area allocation decisions. Crop yield is especially influenced by the length of the growing season and this has a significant impact on acreage allocations. This implies that crop area will be altered in response to expected changes in climate, even without shifts in crop prices. Le présent article examine l'incidence des facteurs météorologiques sur la distribution des rendements et leurs conséquences sur les décisions des producteurs agricoles de l'Ontario concernant l'allocation des superficies cultivées. Nous avons estimé la moyenne et la variance des rendements pour le maïs, le soja et le blé d'automne cultivés dans huit comtés ontariens au cours d'une période de 26 ans. Les paramètres prédits de la distribution des rendements et l'espérance de la distribution du prix des cultures ont été utilisés pour estimer les fonctions de réponse par région. La décomposition de l'impact du revenu sur l'allocation des superficies cultivées en terme d'effets sur les moyennes et les variances des prix et des rendements constitue une importante contribution de l'article. Cette décomposition montre l'importance des rendements prévus dans les décisions d'allocation des superficies. Le rendement de culture est particulièrement influencé par la longueur de la saison de croissance qui a une incidence considérable sur l'allocation des superficies cultivées. Par conséquent, les superficies cultivées seront influencées par les changements climatiques prévus, et ce, même en l'absence de fluctuation du prix des cultures.     

An integrative model for understanding and managing ethical behavior in business organizations

Managing ethical behavior is a one of the most pervasive and complex problems facing business organizations today. Employees' decisions to behave ethically or unethically are influenced by a myriad of individual and situational factors. Background, personality, decision history, managerial philosophy, and reinforcement are but a few of the factors which have been identified by researchers as determinants of employees' behavior when faced with ethical dilemmas. The literature related to ethical behavior is reviewed in this article, and a model for understanding ethical behavior in business organizations is proposed. It is concluded that managing ethics in business organizations requires that managers engage in a concentrated effort which involves espousing ethics, behaving ethically, developing screening mechanisms, providing ethical training, creating ethics units and reinforcing ethical behavior. W. Edward Stead, Ph.D., is Professor of Management at East Tennessee State University, Johnson City, TN. His research interests include ethical behavior, cancer in the workplace, social strategy implementation, the ethical implications of cost-benefit analysis, and managing professional employees. His articles have appeared in Psychological Reports, Personnel Journal, Business and Society Review, and the Journal of Accountancy among others, and he has published cases in leading business policy and social responsibility texts. Dan L. Worrell, Ph.D., is Professor of Management and Department Chairperson at Appalachian State University, Boone, NC. He has published articles in such Journals as Academy of Management Journal, Journal of Management, Business Horizons, and Psychological Reports among others. His research interests include managerial succession, ethical behavior and social responsibility. Jean Garner Stead, Ph.D., is Associate Professor of Management at East Tennessee State University, Johnson City, TN. Her research interests include ethical behavior, cancer in the work place, social strategy implementation, and the ethical implications of cost-benefit analysis. Her articles have appeared in Psychological Reports, Personnel Journal, Business and Society Review and the International Journal of Management among others, and she has published cases in leading business policy and social responsibility texts.