Wage protection systems, segregation and gender pay inequalities: West Germany, the Netherlands and Great Britain

This paper provides an empirical test of Rubery and Fagan's(1995) hypothesis that gender inequalities are influenced primarilyby the comprehensiveness of the overall wage protection systemin a country and by the extent of gender segregation. Genderdiscrimination in earnings is compared in West Germany, theNetherlands and Great Britain using 1989 ISSP data. Human capitalearnings functions for married males and married females areestimated. Discrimination is measured using standard decompositiontechniques. Earnings discrimination against females in the morecomprehensive systems was 37% in West Germany and 39% in theNetherlands, much less than the 61% found for the less comprehensivelyregulated Great Britain, the latter figure being higher thanprevious estimates using earlier data. Gender segregation isdemonstrated to have contributed to the relative magnitude ofdiscrimination in Great Britain.     

The Union Makes Us Strong? A Study of the Dynamics of Workplace Union Leadership at Two UK Manufacturing Plants

This paper draws on qualitative case study evidence to investigate the way in which union leaders involved in two workplace organizations deal with the process of managing their role within the employment relationship. In particular, the influence of their leadership style on the commitment and participation of rank-and-file members is considered. The paper highlights the dialectical relationship between local leaders and members in terms of trade union democracy and local leadership style.     

The home field advantage: Implications for the pricing of tickets to professional team sporting events

Existing empirical estimates of the elasticity of demand for tickets to professional team sporting events are consistently inelastic, throwing into question the assumption of profit-maximizing behavior on the part of team management. We provide a new theory of team sport ticket pricing, based on the home field advantage, which implies that the elasticity of demand relevant for profit maximization is more elastic than the traditional ceteris paribus elasticity measure. Thus, the inelastic traditional point estimates are not necessarily inconsistent with team profit maximization.     

Strategic reward systems: a contingency model of pay system design

A limited number of studies have addressed the idea of ‘strategic’ reward systems—the matching of compensation systems to a firm's strategy. Prior research on this topic has been confined to U.S. firms, however, and a number of key questions remain unanswered. Using a sample of 917 employees from two large Swiss financial institutions, we found that pay systems are linked with divisional strategic orientation, but in a different form than prior studies. Additionally, we identify hierarchical position as an important variable in the tailoring of reward systems. Hierarchy has a significant main effect on pay plan design, and an interactive effect with strategic orientation. Copyright © 2001 John Wiley & Sons, Ltd.     

Minimum Wage Regulation under Devolution in Northern Ireland

This paper assesses the development and functioning of regional minimum wage regulation in Northern Ireland in the interwar period under a federal form of devolution. Unlike current devolution arrangements in Scotland and Wales, this gave the Stormont Parliament powers over employment and minimum wage regulation. Northern Ireland Trade Boards were set up by the Ulster Unionist Government under the Trade Boards (Northern Ireland) Act 1923 and functioned along the same lines as those in Great Britain. Uniquely in the UK in this period, employer opposition resulted in the main Trade Board in the Irish Linen Industry being replaced by voluntary collective bargaining machinery. About one-quarter of employees were covered by minimum wage regulation, including two-thirds of females in Belfast, keeping a protective floor under low pay.     

A practical but theory-based framework for selecting cross-cultural training methods

Increased internationalization in the economic, political, and social arenas has led to greater interpersonal cross-cultural contact. Because much of this contact has not been successful, cross-cultural training has been proposed by many scholars as a means of facilitating more effective interaction. However, most firms do not utilize cross-cultural training. The cross-cultural training framework proposed in this article is based on both theory and a review of the cross-cultural training literature. The contingency framework proposed provides a practical guide for determining the method and rigor of cross-cultural training most effective in various circumstances.     

House Prices, Fundamentals and Bubbles

Abstract:  This paper studies actual (real) house prices relative to fundamental (real) house values. Such a focus is warranted since housing constitutes a large fraction of most household portfolios, and its characteristics are such that, in contrast to what prevails in financial markets, arbitrage will be limited and hence correction toward 'true' value is likely to be a prolonged process. Using UK data and a time-varying present value approach, our results preclude the existence of an explosive rational bubble due to non-fundamental factors. We further find that intrinsic bubbles have an important role to play in determining actual house prices although price dynamics appear to impact, particularly in periods of strong deviation from fundamental value. Price dynamics are found to be driven by momentum behaviour.