Do We Follow the Leader or the Masses? Antecedents of the Willingness to Pay Extra for Eco‐Products

This paper reports on an experiment that tests for the existence of peer effects in consumers' willingness to pay (WTP) for sustainable products. More specifically, we investigate whether the premium for an eco‐labeled laundry detergent is sensitive to receiving information about the premium paid by other members of one's social group. The information manipulations in the experiment test for two distinct types of social influence, i.e., conformist and payoff‐biased transmission. We find strong empirical evidence for a conformist transmission. Participants informed about the positive premium paid by the majority of their peers reported a higher premium than individuals not receiving any information. This result shows that previous studies on the WTP for sustainable products, which explain premiums by attitudinal measures and sociodemographic traits, unwarrantedly provide an under‐socialized account. The inclusion of social influence variables significantly increases the explanatory power of the model.     

A note on the statistical verification of Marx: comment on Cockshott and Cottrell

This Note questions the statistical validity of the analysesof the relationship between the rate of profit and the organiccomposition across industries.     

Nonlinearity in Deviations from Uncovered Interest Parity: An Explanation of the Forward Bias Puzzle

We provide empirical evidence that deviations from the uncovered interest rate parity (UIP) condition display significant nonlinearities, consistent with theories based on transactions costs or limits to speculation. This evidence suggests that the forward bias documented in the literature may be less indicative of major market inefficiencies than previously thought. Monte Carlo experiments allow us to reconcile these results with the large empirical literature on the forward bias puzzle since we show that, if the true process of UIP deviations were of the nonlinear form we consider, estimation of conventional spot-forward regressions would generate the anomalies documented in previous research.This paper was partly written while Lucio Sarno was a Visiting Scholar at the International Monetary Fund. Financial support from the Economic and Social Research Council (Grant No. RES-000-22-0404) is gratefully acknowledged. The authors are indebted for useful conversations or constructive comments to Josef Zechner (editor), three anonymous referees, Ulf Axelson, Magnus Dahlquist, Paul De Grauwe, Hans Dewachter, John Driffill, Bob Flood, Gordon Gemmill, Campbell Harvey, Peter Kenen, Rich Lyons, Angelo Melino, Chris Neely, Anthony Neuberger, Carol Osler, David Peel, Dagfinn Rime, Piet Sercu, Per Str?mberg, Shinji Takagi, Gabriel Talmain, Mark Taylor, Timo Ter?svirta, Dan Thornton, Shang-Jin Wei, Mike Wickens and Mark Wohar, as well as to participants at the 2005 European Finance Association Annual Conference, Moscow; 2004 Society of Nonlinear Dynamics and Econometrics Annual Conference, Federal Reserve Bank of Atlanta; the 2004 European Financial Management Association Conference, Basel; and seminars at the International Monetary Fund, Swedish Institute for Financial Research, Central Bank of Norway, University of Oxford, Catholic University of Leuven, University ofWarwick, Chinese University of Hong Kong, York University, University of Exeter, University of Kent, and University of Edinburgh. The authors alone are responsible for any errors that may remain and for the views expressed in the paper.     

Managers' reactions to implementing layoffs: Relationship to health problems and withdrawal behaviors

In the present study, we investigate several outcome differences among 410 managers who either had or had not implemented layoffs (i.e., handing out warn notices) during one or more years between 2000 and 2003. Using survey data, our findings show that issuing warn notices significantly predicts increased self‐reported health problems, seeking treatment for those health problems, sleep problems, feelings of depersonalization, and intent to quit. Emotional exhaustion fully mediates the relationship between issuing warn notices and health problems, depersonalization, and intent to quit, whereas it partially mediates the relationship to seeking treatment and sleep problems. A similar pattern was found for the mediating variable of job security. © 2006 Wiley Periodicals, Inc.     

The avenue effect,landmark externalities,and cubic transformation: Manhattan office valuation

A functional form for the valuation of office buildings is a third-order function that replicates the constrained cost function in which one of the inputs, land, is fixed. The third-order transformation improves a hedonic regression pricing model and reduces the autocorrelation. The presence of neighborhood landmarks, selected avenue address, and building size influence the office building value. The data set includes 103 midtown Manhattan office building sales transactions from 1980 to first quarter 1990.     

An Insurance Market Simulation With Both Adverse and Advantageous Selection

The theory of adverse selection predicts that high‐risk individuals are more likely to buy insurance than low‐risk individuals if asymmetric information regarding individuals’ risk type is present in the market. The theory of advantageous selection predicts the opposite—a negative relationship between insurance coverage and risk type can be obtained when hidden knowledge in other dimensions (e.g., the degree of risk aversion) is present in addition to the risk type. Using the heterogeneity of insurance buyers in either risk type or risk aversion, we first introduce a classroom‐based insurance market simulation game to show that adverse selection and advantageous selection can coexist. We then explain the underlying concepts using two methods: a mathematical framework based on expected utility theory and an empirical framework based on the results of the game itself. The game is easy to implement, reinforces textbook concepts by providing students a hands‐on experience, and supplements current textbooks by bringing their content up to date with current research.     

The Paradox of Diversity Initiatives: When Organizational Needs Differ from Employee Preferences

Women are underrepresented in the upper echelons of management in most countries. Despite the effectiveness of identity conscious initiatives for increasing the proportion of women, many organizations have been reluctant to implement such initiatives because potential employees may perceive them negatively. Given the increasing competition for labor, attracting talent is relevant for the long-term success of organizations. In this study, we used an experimental design (N = 693) to examine the effects of identity blind and identity conscious gender diversity initiatives on people’s pursuit intentions toward organizations using them. We used counterfactual thinking, derived from fairness theory, as a guiding framework for our hypothesis development and investigated the moderating influence of a forthcoming government-mandated gender quota as well as individual characteristics (e.g., gender). Participants reviewed statements regarding workplace diversity initiatives and rated either the initiatives’ effectiveness or indicated their intentions to pursue employment with organizations using them. Of those rating pursuit intentions, half were informed that the country in which they were conducting their job search was about to implement gender quotas. Results indicated a diversity management paradox such that initiatives perceived as more effective made organizations using them less attractive as employers. However, these negative perceptions were mitigated by a government-mandated quota, and also lower among women. Implications for the study and practice of diversity are discussed.