Legal Framework of Decentralized Energy Business Models in Germany: Challenges and Opportunities for Municipal Utilities

Feasible and profitable business models to better integrate and harness decentrally generated renewable energy are expected to constitute a key element for the energy transition in Germany. Until now, generated electricity of decentralized systems is to the largest extent only used by the property owner directly or fed into the public grid. To make better use of the generated electricity, it is necessary to find business models that provide an opportunity for different market actors, such as municipal utilities and residential prosumers. Due to the importance, yet low-anticipated monetary potential of such solutions, the legislator encourages their implementation by exemption of statutory fees, levies and taxes as well as by offering public remunerations, premiums and compensations in some cases. Capitalizing on these benefits, however, is only feasible under compliance with the legal requirements. In the light of the considerations above, this work states and analyzes the legal and regulatory framework of different business models within the German energy landscape. The major aim is to identify opportunities and challenges for the implementation of the business models self consumption, direct consumption, direct marketing, demand response, community electricity storage and net metering at the municipal level. The findings show that the profitability of various decentralized on-site business models depends primarily on the current statutory cost exemptions and compensations. At the same time, the regulation is characterized by unsystematic specific exemptions which leads to uncertainty regarding long-term planning. Additionally, although not directly privileged by the existing legal framework, municipal utilities are better suited to handle the legal burdens due to their experience and their administrative infrastructure.     

There is power in a union? Union members' preferences and the conditional effect of labour unions on left parties in different welfare state programmes

This article studies the effect of labour unions on policy-making in six different parts of the welfare state (passive and active labour market policy, employment protection, old-age pensions, health care and education) in OECD countries after 1980 with a two-level strategy: At the micro-level, we investigate union members’ preferences. Ordered logit regression analyses indicate that union members favour generous social policies more strongly than non-members. Moreover, this effect is stronger for programmes closely related to the labour market than for programmes without a strong labour market link. At the macro-level, we investigate the conditional effect of unions on left parties expecting the former to push the left towards more generous labour market-related (but not towards less-labour market-related) programmes. Regression analyses essentially provide evidence for such a relationship. Overall, unions have been powerful in promoting their members’ social policy preferences via left parties in government but their power is recently vanishing.     

Satisfied with red tape? Leadership,civic duty,and career intention in the military

We examine how the coerciveness of HR procedures and leadership behaviours affect job satisfaction (JS) and career intention (CI), and how civic duty (CD) mediates these relationships. Within the framework of the human resource management performance chain, we draw on leadership and motivational theories and test the proposed relations in a structural equation model with data from a survey of the Federal Armed Forces Germany (n = 1,331). The findings show that the behaviour of supervisors, rather than red tape, influences JS and CI. The results extend our understanding of the interplay between leadership behaviours and followership attitudes under high degrees of organizational coercion.     

Die Kommunalen Schadenausgleiche als Unternehmen i. S. d. § 99 Abs. 1 GWB

The German communities cover their need for a general liability insurance mainly by using Municipal Loss Compensation (Kommunale Schadenausgleiche — KSA). Being an association without legal capacity as it is understood in § 54 Abs. 1 BGB (nicht rechtsfähiger Verein), the KSA can have rights and duties just like a partnership under the German Civil Code (Gesellschaft bürgerlichen Rechts). As a third-party supplier the KSA is a company in terms of § 99 Abs. 1 GWB (Law Against Restraints on Competition). Thus, the communities are to observe European Public Procurement Law when founding a KSA or when joining one. The ?in-house“-jurisprudence of the European Court of Justice is not applicable and therefore does not constitute an exemption of the European Public Procurement Law.     

Using industry momentum to improve portfolio performance

Minimum-variance portfolios, which ignore the mean and focus on the (co)variances of asset returns, outperform mean–variance approaches in out-of-sample tests. Despite these promising results, minimum-variance policies fail to deliver a superior performance compared with the simple 1/N rule. In this paper, we propose a parametric portfolio policy that uses industry return momentum to improve portfolio performance. Our portfolio policies outperform a broad selection of established portfolio strategies in terms of Sharpe ratio and certainty equivalent returns. The proposed policies are particularly suitable for investors because portfolio turnover is only moderately increased compared to standard minimum-variance portfolios.     

Who promotes a value‐in‐diversity perspective? A fuzzy set analysis of executives’ individual and organizational characteristics

Diversity perspectives are philosophies of or approaches to diversity held by organizations, groups, or executives. They are important for organizations because they can determine the success or failure of diversity in the workforce. However, little is known about the predictors of diversity perspectives among executives. Using fuzzy set qualitative comparative analysis, we analyzed 50 interviews with top executives in Germany to identify individual and organizational characteristics that predict executives' adoption of a diversity perspective, in particular of a value‐in‐diversity perspective. Specifically, we analyzed gender, age, education level, vocational background, and tenure (individual characteristics), as well as size, sector of organization, and competitive environment (organizational characteristics), as potential predictors. We found single characteristics did not predict adoption, but configurations of characteristics did. Drawing on the person‐situation‐interactionist perspective, we developed specific profiles of executives likely to foster a value‐in‐diversity perspective and identified characteristics of their work environments that support such an approach. Theoretical and practical implications are discussed.