Market pricing of executive stock options and implied risk preferences

When managers get to trade in options received as compensation, their trading prices reveal several aspects of subjective option pricing and risk preferences. Two subjective pricing models are fitted to show that executive stock option prices incorporate a subjective discount. It depends positively on implied volatility and negatively on option moneyness. Further, risk preferences are estimated using the semiparametric model of Aït-Sahalia and Lo (2000). The results suggest that relative risk aversion is just above 1 for a certain stock price range. This level of risk aversion is low but reasonable, and it may be explained by the typical manager being wealthy and having low marginal utility. Related to risk aversion, it is found that marginal rate of substitution increases considerably in states with low stock prices.     

The career competencies of self-initiated and assigned expatriates: assessing the development of career capital over time

Abstract

Building on a modern careers approach, we assess the effects of working abroad on individuals’ career capital. Given the dearth of longitudinal studies, we return to a sample of economics graduates in Finland eight years later. We measure changes in three dimensions of career capital; ‘knowing how’, ‘knowing whom’, ‘knowing why’ and find that company assigned expatriates learn more than self-initiated expatriates. All three career capital areas benefit from international experience and all are increasingly valued over time. Based on our findings, we conclude that a dynamic notion of career capital acquisition and use is needed. Managerial implications include the need for a wider view of talent management for international businesses.     

Absorptive capacity in foreign subsidiaries: The effects of language-sensitive recruitment,language training,and interunit knowledge transfer

Are multinational corporations able to enhance the development of absorptive capacity in foreign subsidiaries through language-oriented human resource management (HRM) practices? Taking into account that a shared language enhances absorptive capacity and that many multinational corporations are multilingual entities, this question is relevant but given little focused attention in international business research. In this paper, we hypothesize that two language-oriented HRM practices – language-sensitive recruitment and language training – enhance absorptive capacity in foreign subsidiaries. In addition, we hypothesize that interunit knowledge transfer partially mediates the positive relationship between these language-oriented HRM practices and absorptive capacity. Analyses of survey data derived at three points in time from 574 foreign subsidiary units in Japan provide support for these hypotheses.     

Building regional visionary capability. Futures research in resource-based regional development

In the present study, regional visionary capability is seen as a crucial factor in building regional competitive advantage under the present techno-economic paradigm. Regions are considered as strongly path-dependent entities needing to create new, even radical, paths to stay competitive in a rapidly changing world. The Regional Development Platform Method (RDPM) is presented as an innovative tool in developing regional innovation systems. The RDPM consists of eight phases and the focus of the present article is on the fourth phase of the RDPM: the search for new regional development paths and building regional visionary capability. The RDPM has been tested in the Lahti (Finland) regional innovation system revealing the need to develop the fourth phase further.     

International knowledge transfers through expatriates

International knowledge transfer processes and related internal stickiness factors have recently been targets of increasing research interest. However, the role of expatriate managers in these international knowledge transfers is not well understood. The objectives of the present study were (1) to analyze what kind of knowledge is transferred within MNCs and what is the role of expatriates in these transfer processes and (2) develop a theoretical framework on internal stickiness factors faced by the expatriates involved in the knowledge transfer processes on the basis of the literature, and test it empirically. The findings indicate that the role of expatriate managers was very central in the transfer processes. Furthermore, support was received for the theoretical framework of internal stickiness factors. © 2004 Wiley Periodicals, Inc.     

Do the catholic and protestant countries differ by their tax morale?

Does the tax morale differ between various countries? The paper introduces a model of tax evasion. The equilibrium shadow production is determined by consumers’ and entrepreneurs’ tax morale, affected by the inherited culture or religion. The model suggests that in the conditions of the prisoners’ dilemma, shadow economies tend to be large once a moral code is violated. The implications of the model are tested in the OECD data on groups of countries with different religious denominations in two regimes, 1979–1992 and 1992–2003. We find evidence on a link between tax morale and shadow market activities, but none to support the view that tax morale differs between the catholic south and protestant north in Europe.     

Performance-related reward systems (PRRS) in Japan: practices and preferences in Nordic subsidiaries

An increasing number of companies in Japan have implemented performance-related reward systems (PRRS) due to the demerits in seniority-based reward systems, economic slowdown, increasing global competition, and an aging workforce. This study focuses on reward systems and preferences in foreign subsidiaries in Japan, an area that has been overlooked. In contrast to the convergence view that best practices are universally applicable, interviews conducted in 60 Nordic subsidiaries show that PRRS have faced considerable resistance, while seniority-based reward systems have proved robust, especially in older subsidiaries. Implications for practice and suggestions for future studies are provided.