Optimal production of innovations under uncertainty

The paper reports results on a risk-neutral firm's research incentives. When unrelated to the firm's own stake in the program, the risks encourage or discourage risky research spending, depending on the properties of the research technology available. A non-decreasing time path of information builds the idea of an asymmetric probability distribution of the state of knowledge into the model. It follows that the required return on risky investments may actually fall short of the safe return. Since it is the upside risk that dominates, increased controllable risks will increase incentives for risky innovative activity. It is proved, but only in a more restricted framework (with differentiable processes), that the expectational effects involved will strengthen the positive relationship between controllable risks and the expected return.I am greatly indebted to three anonymous referees for helpful suggestions and to the Yrjö Jahnsson Foundation for financial support.     

How Much Does Expertise Reduce Behavioral Biases? The Case of Anchoring Effects in Stock Return Estimates

We use data from surveys involving 300 Scandinavian financial market professionals and 213 university students to conduct three controlled experiments in which we manipulate the background information given to subjects. We find a very large anchoring effect in the students' long-term stock return expectations, that is, their estimates are influenced by an initial starting value. Professionals show a much smaller anchoring effect, but it nevertheless remains statistically and economically significant, even when we restrict the sample to more experienced professionals. We also find that the professionals are not conscious of the impact of historical returns on their expectations.     

Short-term leaders should make long-term appointments

Top decision-makers (such as the U.S. President) often serve short terms, but make decisions with consequences long after they are gone. (Appointments of judges or of Federal Reserve Board members are two examples.) When a leader can choose his effort on an appointment, the organization’s performance may increase when the minimum term for an appointment increases, and when decisions are irreversible. In addition, ideological preferences can lead to better appointments.     

Global careers: a social capital paradox

Global careers, typically defined as involving multiple international relocations including various positions and assignments in several countries, have recently received increasing research attention. This interest is driven by a growing corporate need for managers who are able to deal with global integration and co-ordination in large multinational corporations. An important aspect of the competency of a global manager is his or her social capital, i.e. the network relationships he or she possesses. However, while the concept of social capital has been widely used in a number of research fields recently, it has received relatively little attention thus far in the IHRM context. This paper contributes to this research gap, and seeks to answer the empirical research question of how multiple international relocations affect the social capital of a manager. Our qualitative interviews of 20 Finnish MNC managers with global careers identified that such careers represent a ‘social capital paradox’. Global careers are characterized by a broad and diverse network of both internal and external ties. This breadth and diversity relate to (1) the managers' internal contact networks of weak ties (2) their internal support networks of strong ties and (3) their external networks of both strong and weak ties. These typical characteristics represent three major social capital paradoxes in the sense that they carry both significant social–capital-related benefits as well as potential risks.     

Career coordination strategies among dual career expatriate couples

The combination of two trends common in working life – international work and a dual career situation – is challenging for both genders. In order to cope with the situation, international dual career couples have to be able to coordinate their careers. The purpose of this article is to identify how dual career expatriates view their career coordination strategies with their partners, and how these views differ between the genders. Semi-structured interviews were carried out among 39 expatriates on assignment who had a partner working, at least before the assignment. Our findings identify three career coordination strategies applied by dual career couples, and confirm gender plays an essential role in the formation of those strategies. Male expatriates predominated among the group adopting a hierarchical strategy and female expatriates predominated among the group adopting an egalitarian and a loose coordination strategy. Strategies also seemed prone to change over time. Companies should pay attention to both the career development of the partner and the relationship coping skills of the couple to maximize the chances of dual career expatriate assignments being successful.     

Nordic dual income taxation of entrepreneurs

The paper shows how entrepreneurial taxes interact with the career choice of individuals, the quality of entrepreneurs, and their investment behavior. It is particularly relevant to differentiate the early effects on start-up enterprises with substantial uncertainty from the tax effects on mature firms where the uncertainty is resolved. Conditions are derived for the Nordic dual income tax to be neutral and they are found to be stringent. Profit expectations matter. The Nordic dual encourages (discourages) the establishment of new enterprises by entrepreneurs who anticipate high (low) profitability.     

Expatriation: A developing research agenda

This introductory article briefly reviews the current state of research into expatriation, focusing on the critical issues of strategy, selection and predeparture, compensation, performance management, repatriation, and career management. The burgeoning research in the field is set into context and a plea made for a more varied and imaginative research agenda. The articles in the rest of this special issue are located in this context. © 2001 John Wiley & Sons, Inc.     

Why Invest in Your Neighbor? Social Contract on Educational Investment

It may be in the interestof low-ability individuals to subsidize the education of high-abilityindividuals. The sufficient conditions are surprisingly mild:positive externalities in education and complementarity in productionbetween human capital and labor supplied by the low-ability individuals.However, tax competition and the free mobility of the educatedgive rise to time-inconsistency and free-riding problems whichrender such a social contract infeasible and result in a suboptimallylow investment in education.     

The impact of expatriate personality traits on cross-cultural adjustment: A study with expatriates in Japan

While regarded as among the most important factors affecting expatriate cross-cultural adjustment, little focused research with a broad array of personality traits has been conducted. This study draws from the cultural fit hypothesis and the socio-analytic theory to examine the impact of expatriate personality traits through the Multicultural Personality Questionnaire on the general-, interaction-, and work-related facets of cross-cultural adjustment among 181 expatriates in Japan. The results show positive relationships between the personality traits of Open Mindedness and interaction adjustment, Emotional Stability and Cultural Empathy and general adjustment, and Social Initiative and work adjustment.