Coaches’ migration: a qualitative analysis of recruitment,motivations and experiences

This study examines sport coaches’ perceptions about their experiences abroad. Coaches are part of a diverse new set of mobilities occurring in the sport labour market. However, few authors explored the individual cases of coaches’ migration. Here, we examine coaches’ recruitment process, motivations to migrate and their experiences abroad. Participants were five migrant coaches chosen through purposive sampling to achieve a pool of deep and rich data regarding the research topic. Data was collected using semi-structured interview questionnaires. For the exploration and analysis of the qualitative data, we used MAXQDA 11 software package. The results showed that all coaches migrated through an informal mechanism of recruitment which relied on their networks. Their discourse suggested they fit three types of migration referred in the literature: ambitionist, cosmopolitan and pioneer. Their experiences abroad were mainly related to their professional career and adaptation. All coaches reported that their experience was positive and they recommend that other coaches migrate as well. These results are important for the understanding of sport migration not least because coaches are at the core of the migration process of various stakeholders.     

Regression-based algorithms for life insurance contracts with surrender guarantees

We present a general framework for pricing life insurance contracts embedding a surrender option. The model allows for several sources of risk, such as uncertainty in mortality, interest rates and other financial factors. We describe and compare two numerical schemes based on the Least Squares Monte Carlo method, emphasizing underlying modeling assumptions and computational issues.     

An Exploration of the Role Duality Experienced by HR Professionals as Both Implementers and Recipients of HR Practices: Evidence from the Indian Railways

This study provides an innovative perspective on empirically assessing HR by focusing on the duality of HR professionals’ experiences as both implementers and recipients or internal customers of HR practices given that they are also employees of the organization. We hypothesize that HR professionals experience HR practices more favorably from an implementer perspective as compared to an internal customer perspective. These differences in experiences are likely to be influenced by HR professionals’ hierarchical position in the HR department. Our analyses of 1,271 HR professionals employed by Indian Railways revealed a number of differences between the two types of experience. Some practices (recruitment and selection, training, and employee welfare) were viewed more negatively from the implementer perspective, whereas others (compensation, benefits, and employment relations) were rated more negatively from the internal customer perspective. Those holding more senior HR positions reported more positive experiences of training and employment relations from an internal customer perspective. Overall our contributions draw on the attribution theory and concepts of intraorganizational power and voice, and have implications concerning the effectiveness of HR practices. © 2015 Wiley Periodicals, Inc.     

“双碳”新格局下企业绿色技术创新对其ESG绩效的影响及其路径研究

2030年前实现“碳达峰”，2060年前实现“碳中和”是中国对世界的郑重承诺，表现出了中国的担当精神。在“双碳”新格局下，局限于企业的经济表现的传统绩效衡量办法不足以满足现代化投资的需要，综合评价企业环境、社会和管理三个方面的ESG绩效体现出巨大优势。各类绿色政策的出台引导企业走向绿色技术创新，那么绿色技术创新会对企业ESG绩效产生什么影响？本文基于2011—2020年的A股上市公司数据，采用固定效应模型进行实证检验。研究表明，企业绿色技术创新会对企业ESG绩效产生促进作用；实用新型绿色技术创新对ESG的促进作用大于发明型绿色技术创新的促进作用；并深入研究发现，先通过绿色技术创新再提升市场竞争力最后实现企业ESG绩效的优化是最重要的影响路径。