Entry into Swedish Retail and Wholesale Trade Markets

This paper examines, using a zero-inflated negative binomial regression model, what determined entry into the Swedish retail and wholesale trade markets between 1990 and 1996. According to the results, high returns on equity and low sunk costs seemed to attract more entry into retail trade industries, while recent entry and higher total industry sales were associated with more entry into both retail and wholesale trade local markets.     

The Use of Person–Group Fit for Employment Selection: A Missing Link in Person–Environment Fit

Given an increased emphasis on work teams in organizations, it is important to select applicants based on their ability to make contributions to a given work team. This paper proposes that person–group fit should be useful to select applicants for work teams and suggests that effective use of person–group fit will create both more cohesive work units and more effectively functioning work units. It proposes ways to make valid and reliable assessments of person–group fit that could be used to minimize bias in the selection process. Finally, it addresses several implications of using the person–group fit paradigm for human resource management practice. © 2001 John Wiley & Sons, Inc.     

INTEGRATING STUDENTS, FACULTY AND INDUSTRY EXECUTIVES

Abstract: The authors describe a program which has been devised for students at the University of Georgia. The program allows students and faculty to interact with industry leaders. As the authors point out, the same type of program could be implemented at other universities. This article describes the project for which the authors received the 1996 Les Strickler Innovation in Instruction Award, given at the 1996 annual meeting of the American Risk and Insurance Association.     

Managing organizational diversity: Observations from cross-border acquisitions

This article examines the processes used over the course of a decade by a European firm managing organizationally diverse acquisitions. The parent company used various human resource management and structural approaches that tolerated diversity while allowing for learning to occur within parent and acquired firms. The parent also provided opportunities for the acquired firms to find their own approaches to working together and integrating, rather than imposing any particular approach on the acquired firms. © 1993 by John Wiley & Sons, Inc.     

EQUITY-EFFICIENCY PREFERENCES IN Poland AND THE SOVIET UNION: ORDER-REVERSALS UNDER THE ATKINSON INDEX

In this paper, the relation between inequality and welfare index "reversals" is characterized. By the identification of these reversals, upper and lower bounds are established for Atkinson's parameter of inequality aversion. This exercise shows that a level of inequality aversion high enough to show welfare improving over the "egalitarian decline" of 1978–81 in Poland is too high to show improvement over the "elitist growth" of 1981–86 in the Soviet Union. However, even if the lower bound of inequality aversion is assumed, plausible projections on Soviet growth and distribution still show social welfare declining.     

Managerial incentives and corporate control auctions

An analysis of the sequence of bidding in corporate control contests involving white knights reveals a category of white knights termed as ‘delayed bid’ white knights who make their bid after two consecutive hostile bids. The ‘immediate bid’ white knights make their bid in relative haste after the first hostile bid. Overpayments by white knights are much larger for the ‘immediate bid’ white knights. An analysis of the respective compensation packages shows that the managers of the ‘immediate bid’ white knights have a lower proportion of their income linked to stock value (relative to their annual cash income) compared to ‘delayed bid’ white knights and hostile bidders.