The performance of hedge funds and mutual funds in emerging markets

Use of short selling and derivatives is limited in most emerging markets because such instruments are not as readily available as they are in developed capital markets. These limitations raise questions about the value added provided by hedge funds, especially compared to traditional mutual funds active in these markets. We use five existing performance measurement models plus a new asset-style factor model to identify the return sources and the alpha generated by both types of funds. We analyze subperiods, different market environments, and structural breaks. Our results indicate that some hedge funds generate significant positive alpha, whereas most mutual funds do not outperform traditional benchmarks. We find that hedge funds are more active in shifting their asset allocation. The higher degree of freedom that hedge funds enjoy in their investment style might thus be one explanation for the differences in performance.     

Hedging variance options on continuous semimartingales

We find robust model-free hedges and price bounds for options on the realized variance of [the returns on] an underlying price process. Assuming only that the underlying process is a positive continuous semimartingale, we superreplicate and subreplicate variance options and forward-starting variance options, by dynamically trading the underlying asset and statically holding European options. We thereby derive upper and lower bounds on values of variance options, in terms of Europeans.     

Measuring the quality of managerial learning on the job

This article describes the development of an instrument to measure the quality of managerial learning on the job. The instrument can be used to analyse the quality of the individual learning process on the job. The literature shows that two factors determine the quality of the learning process: the learning potential of the job context and the way in which the manager approaches their work. So the instrument has two components. The first component measures the four types of work experience that offer potential opportunities for individual learning. These are transitions, task-related characteristics, obstacles and support. The second component, the so-called learning behaviour, analyses the way the individual approaches the potential learning opportunities present in the job. This can also be divided into four categories: emergent learning, planned learning, instruction-oriented learning and meaning-oriented learning. Based on these two components, an instrument has been developed to measure the quality of learning on the job. This has been shown to be valid and reliable in a sample of European managers.     

Fundamental theory of institutions: a lecture in honor of Leo Hurwicz

We follow Hurwicz in considering fundamental questions about social institutions. Hurwicz’s concept of incentive compatibility may help clarify old debates about socialism, where such questions arose. Moral hazard models show disadvantages of socialism, while adverse selection models may delimit its advantages. We review Hurwicz’s general theory of how institutions can be enforced in larger games, suggesting curb sets as an alternative enforcement theory that admits focal point effects. Finally, we consider specific problems of leadership and trust in establishing sovereign political institutions, where high officials can be deterred from abuse of power only by promises of large future rewards, which a leader must be credibly committed to fulfill.     

Antecedents to supplier integration in the automotive industry: A multiple-case study of foreign subsidiaries in China

Supplier integration has become an important concept for improving supply chain performance. The aim of this paper is to identify factors that facilitate and inhibit supplier integration in the context of the Chinese automotive industry. An inductive approach based on grounded theory was chosen as the research methodology, where data was collected through 30 detailed case interviews with subsidiaries of foreign automotive companies operating in China. The results indicate that buyer-side leadership is an important antecedent for building motivation, trust, and commitment among suppliers and for shaping their mindsets. This, in turn, facilitates strategic alignment and enables suppliers to build collaborative capabilities, which are finally shown to be a key enabler for successful supplier integration.     

Real Existing Regionalism: The Region between Talk,Territory and Technology

In this essay, we propose the notion of real existing ‘lived’ regionalism as a rejoinder to the normative and ideological debates around new regionalism. Regional forms have shown little convergence in this age of globalized regionalization. Instead of an ideational construct or set of predictable practices, we argue that regionalism is a contested product of discourses (talk), territorial relationships (territory) and technologies (material and of power). The concept of real existing regionalism confronts the tensions between the discursive constructions and normative interventions characterizing much current regionalist debate and the territorial politics and technologies reflecting, generating and directing new state spatial strategic choices. The essay demonstrates the utility of the real existing regionalism framework through an analysis of the greenbelt, transport planning and post‐ suburbanization in Southern Ontario. We argue that regulatory institutions capture the Toronto region in a mix of rhetorical and technological change that complies with neither preconceived notions of regionalization nor the pessimism of total regional dysfunctionality. Rather, the lived experience of regionalization illuminates the emergent assemblages, multiplicity of everyday flows and ongoing multiscalar negotiations of diverse communities that produce the real existing region.     

The Low‐Pay No‐Pay Cycle: Are There Systematic Differences across Demographic Groups?

We investigate transitions between unemployment, low‐paid employment and higher‐paid employment using dynamic panel data methods applied to household panel data. We find state dependence in both unemployment and low‐paid employment and evidence of a low‐pay no‐pay cycle. However, we also find significant differences in effects across population subgroups. Typically, the young and better‐educated face lower penalties from unemployment and low‐paid employment. Further, low‐paid employment is preferable to unemployment for women regardless of their demographic characteristics, but for men who have only completed secondary schooling, low‐paid employment actually decreases the chances of entering higher‐paid employment by more than does unemployment.     

Parametric links for binary choice models: A Fisherian–Bayesian colloquy

The familiar logit and probit models provide convenient settings for many binary response applications, but a larger class of link functions may be occasionally desirable. Two parametric families of link functions are investigated: the Gosset link based on the Student t latent variable model with the degrees of freedom parameter controlling the tail behavior, and the Pregibon link based on the (generalized) Tukey λ family, with two shape parameters controlling skewness and tail behavior. Both Bayesian and maximum likelihood methods for estimation and inference are explored, compared and contrasted. In applications, like the propensity score matching problem discussed below, where it is critical to have accurate estimates of the conditional probabilities, we find that misspecification of the link function can create serious bias. Bayesian point estimation via MCMC performs quite competitively with MLE methods; however nominal coverage of Bayes credible regions is somewhat more problematic.     

Perceived organizational support and expatriate performance: understanding a mediated model

What are the mechanisms by which multinational corporations (MNCs) can facilitate the effective performance of their expatriate staff in foreign countries? There is a substantial literature on expatriation, yet few studies have addressed how perceived organizational support (POS) may impact upon expatriates' work adjustment and affective commitment, and then on their job performance. We use data on 118 expatriates working at the German subsidiaries of Japanese MNCs, and demonstrate that career POS has a direct positive influence on work adjustment and affective commitment. Our results indicate that work adjustment fully mediated the relationship between career POS and task performance. We further discovered that both work adjustment and affective commitment play a pivotal role in mediating the impact of career POS on contextual performance. We discuss the practical implications of these findings and provide suggestions for future research.