Social responsibility and corporate reputation: The case of the Arthur Andersen Enron audit failure

We examine the influence of social responsibility ratings on market returns to Arthur Andersen (AA) clients following the Enron audit failure. Chaney and Philipich (2002) found that AA’s loss of reputation resulted in negative market returns to AA clients following the Enron audit failure. Proponents of social responsibility argue that social responsibility can improve the reputation of the firm, while detractors argue that social responsibility expenditures are a poor use of shareholder money. If social responsibility sends a signal to investors regarding the reputation/ethics of management, social responsibility could mitigate the negative returns to AA clients following the Enron audit failure. Using a matched sample of AA and non-AA firms, we do not find evidence that social responsibility mitigated the negative returns to AA clients following the Enron audit failure. Our results are inconsistent with claims that social responsibility can burnish a firm’s reputation in a time of crisis and with prior research indicating a positive relationship between social responsibility and market value.     

Cultural values and definitions of career success

This paper examines how national culture relates to the ways that individuals define career success. Data are drawn from interviews with 269 professional services employees in 15 countries. Interviews are content coded and linked with country‐level Global Leadership and Organizational Behavior Effectiveness measures of cultural values. We test our hypotheses using a multilevel multinomial logit model. The results demonstrate that the ways in which employees define career success vary across countries, due in part to differences in cultural values after controlling for gender, occupation, job level, and national economic development. We find that employees from countries high in future orientation, uncertainty avoidance, and performance orientation are more likely to define career success in terms of interpersonal outcomes, and those from countries high in collectivism (institutional and in‐group), humane orientation, and gender egalitarianism are more likely to prefer intrapersonal outcomes. We find that employees from countries that are high in assertiveness, uncertainty avoidance, and performance orientation are more likely to define career success in terms of achievement‐oriented outcomes. Finally, we find that employees from countries high in power distance report career success definitions in terms of safety and security outcomes. We discuss the implications of these findings for theories of cultural differences in careers across countries.     

Landowner valuation of a working wetlands program in the Prairie Pothole Region

Wetlands conservation within agricultural working lands is currently incentivized by land retirement programs and farm program eligibility criteria. Private ownership of the majority of agricultural lands within which these wetlands reside and growing opportunity costs facing landowners put wetlands at risk and motivate consideration of alternative policy options. A choice experiment was used to estimate likelihood of enrollment in a hypothetical working wetlands program. Landowners preferred shorter contract lengths, higher rental rates, midterm adjustment rather than a fixed‐rate contract, the right to conduct managed burning on their lands‐containing program wetlands, and no conservation practice requirement. Landowners with higher expressed valuation of conservation and who favor protecting wetlands, believe that small wetlands are important for their farms, who would not drain any of their wetlands, and raise ruminant animals are more inclined to participate in the program. Recommendations include consideration of program targeting during program design, practicing creative thought regarding program promotion, and exploration of no‐loss wetlands solutions, especially those market based.     

Wannabe Israeli: immigrants wrestling with their identity

Quality & Quantity - While some people have no particular problems stating in a word or two how they self-identify, others may struggle with this task, as it stirs up emotions, doubts, and...     

Chronic illness medication compliance: a liminal and contextual consumer journey

Journal of the Academy of Marketing Science - The consumer journey has drawn interest from marketers as an avenue to strengthen sales through managing touchpoints. However, a firm-centric view has...     

Governance and environmental implications of motorised events: insights from Australia and avenues for further inquiry

A four-tiered approach to understanding motorised recreation in natural and protected areas is introduced, using examples of motor events from Australia to demonstrate each conceptual level. The aim is to increase understanding of motorsport and motorised recreation phenomena that impact natural and, in particular, protected areas and other users of the natural environment. An illustrative study approach shows the interrelatedness of multi-level motorised recreation and its governance, from local community motor clubs and amateur motor racing competition through to international hallmark motor racing events and how their sociocultural significance influences protected area management. The illustrative examples show user groups engaged in governance and policy issues of motorised recreation in natural and protected areas. These groups include both motor clubs involved with environmental management of natural and protected areas, as well as professional and community groups opposed to motorised recreation in protected areas. An agenda for further research is identified, including policy and governance of motorsport, large-scale events and protected area management and impacts of motorised recreation and events on the environment and the community including those who access the natural environment for more contemplative and quiet leisure pursuits.     

Internationally educated nurse hiring: geographic distribution, community, and hospital characteristics

As the largest importer of internationally educated nurses (IENs), the United States is considered to be the epicenter of global nurse migration. The purposes of this study were to examine the geographic distribution of IEN hiring and determine associations between community and hospital characteristics and IEN hiring. More community characteristics than hospital characteristics were strongly associated with IEN hiring which suggest perceived community needs and receptivity to lENs could be an important consideration in hospital administrators' decisions to hire IENs. These findings suggest that as the U.S. population ages and becomes increasingly diverse, the demand for IENs is likely to grow. Nurse leaders and faculty may face challenges with regard to the ethical recruitment of IENs from low-income countries, incorporation of IENs into U.S. health care organizations, and continued development of a diverse U.S.-educated nursing workforce. This study expands understanding of the demand side of IEN employment in U.S. hospitals by providing the first in-depth examination of the community and hospital factors related to hospitals' IEN hiring.     

Competitive advantage the Toyota way

For a firm to experience long-term sustained competitive advantage it must invest in human resources and deploy its scarce assets in the core areas that can most effectively provide the underpinning of a sustained competitive advantage. Gary R Fane, M Reza Vaghefi, Cheryl Van Deusen and Louis A Woods say that Japanese car maker Toyota is a supreme example of a company that has done just that.     

A Classroom Exercise: Voting by Ballots and Feet

This classroom experiment illustrates the efficiency-enhancing property of a Tiebout system in which local public goods decisions are determined by a political process. Students are given playing cards that induce diverse preferences for expenditures on alternative public goods and are initially assigned to specific communities. Then those in each community vote on the type and level of public goods provision, which determine the tax cost. After the provision and tax results are announced, students are free to move to a location where the prior results are more consistent with their preferences. This process continues for several rounds, with a new vote taken at each location after moves have been made. The exercise demonstrates that the combination of voting with feet and ballots tends to increase the total net benefit for all communities. The voting on provision levels is structured to facilitate a discussion of the median voter theorem.     

Alternative Work Arrangements and Job Satisfaction

The pressures of traditional jobs on working families, along with an aging population facing financial need, have contributed to heightened interest in the percentage of workers participating in alternative work arrangements. These include working as an independent contractor or self-employed, and those employed by others on-call, through temp agency, or as contractors. Examining job satisfaction across work arrangements by occupation and gender is one way to investigate a potential increase in the supply of such workers. Higher job satisfaction may indicate that more workers will select into these work arrangements and away from traditional jobs in the future. If this is particularly true for women, it has important implications for firms that would like to retain more women. Moreover, changes in how individuals earn a living may impact the social safety nets of such workers and their families given the nature of how such benefits are provided in the U.S. economy. This study utilizes recent waves of the General Social Survey to explore job satisfaction for workers in disaggregated alternative work arrangements, while controlling for both occupation and gender. The study finds that female workers who are independent contractors and self-employed are more satisfied with their jobs than those in regular salaried jobs, even those in nonprofessional occupations. Job satisfaction for those who work in temp agencies, do on-call work or work for contractors is no different than for those in regular jobs, regardless of occupation and gender.