Worker Turnover, Job Turnover and Collective Bargaining in Spain

This paper analyses the relationship between the presence of organized labour in firms (approximated by the scope of collective bargaining) and the extent of gross worker and job flows. According to the voice theory of Freeman, those firms having a union presence will have lower worker mobility. However, there is no analysis of the effects of the presence of organized labour on gross job flows. Using a Spanish data base, we find evidence of the existence of a voice effect on gross worker flows but not clear support for a voice effect on gross job flows.     

LBOs,Reversions and Implicit Contracts

The conventional view of going-private transactions is that they are designed to enhance the efficiency of the firm (for example, Jensen (1986) ). A starkly different view is that these and other control transactions are motivated to effect transfers from other stakeholders in the firm to equity holders ( Shleifer and Summers (1988) ). This study exploits data describing pension terminations as a way to test these theories. We conclude that the efficiency theory can plausibly explain a substantial number of LBO-related terminations, but not enough to undermine the transfer theory. More specific predictions from the efflciency theory are needed to structure more exacting tests.     

ON ESTIMATING STOCK MARKET VOLATILITY: AN EXPLORATORY APPROACH

Traditional methods of estimating market volatility use daily return observations from a stock index to calculate monthly variance. We break with tradition and estimate stock market volatility using the daily, cross-sectional standard deviation of returns for all firms trading on the New York Stock Exchange and the American Stock Exchange. We find a significantly positive relation between risk and return. Market volatility is estimated to be about half the volatility level previously reported. The intraday, cross-sectional market volatility measure provides findings consistent with risk-return theory.     

When promises become contracts: Implied contracts and handbook provisions on job security

In this article, policy capturing was used to examine how lawyers, as experts, understand the wording in employee handbook passages that promise procedural protections for employees. Specifically, how the wording of employee handbook passages can create both legal and nonlegal obligations was examined. Forty-six lawyers were asked to make the following judgments: whether the handbook passage constituted a legal or moral obligation and the chances of the employer winning or being granted a summary judgment in a wrongful discharge suit. Five aspects of the handbook passages were examined: verb strength, specificity, contract disclaimers, legalistic jargon, and the employee's signature.     

Moral Hazard,portfolio allocation,and asset returns for thrift institutions

This article examines the earnings performance of nontraditional assets allowed to thrifts since the early 1980s. It uses the statistical cost accounting methodology developed by Hester and Zoellner to estimate average returns on thrift portfolio investments for the years ending June 30, 1987 and June 30, 1988. Results show that average returns on land loans, service corporation investment, real estate investment, and commercial loans were significantly lower than returns on more traditional assets. The results are far more pronounced at capital deficient institutions, lending support to the hypothesis that they used nontraditional investments as a means of exploiting the deposit insurance system. Returns on nontraditional assets are significantly affected by geographic factors, even for well capitalized institutions. The article concludes with an evaluation of the reimposition of portfolio restrictions on thrifts by the Financial Institutions Reform, Recovery, and Enforcement Act of 1989.The views expressed in this paper are those of the authors and do not necessarily represent the views or opinions of the Federal Housing Finance Board, the Board of Governors of the Federal Reserve System, or the Federal Deposit Insurance Corporation. George Benston, Tom Fomby, Allen Berger, John Wolken, and anonymous referees made numerous constructive suggestions.     

Research notes and communications corporate restructuring and strategic change: The effect on diversification strategy and R & D intensity

In the 1980s a number of large corporations restructured their diversified businesses through divestitures. It is hypothesized that restructuring activity focused on firms at intermediate levels of diversification (e.g., related-linked) which have a mixture of related and unrelated business units. Results confirm this hypothesis which explains that such mixed corporate strategies create organizational and control inefficiencies in managing both related and unrelated types of business units. Restructured firms were also found to move towards two types of different internal capital markets (related and unrelated). Most restructuring firms moved toward lower levels of diversification (e.g., related-constrained), although some moved toward higher levels of diversification (e.g., unrelated business). Also, this study finds restructuring firms that changed their corporate strategy by reducing diversified scope increased their R&D intensity. Firms that restructured and increased their diversified scope decreased R&D intensity. This result suggested a partial substitution between diversification and R&D activity.     

A model depicting the relations among perceived stressors,role conflict and organizational commitment: A comparative analysis of Hong Kong and the United States

As managers and employees from different cultures begin to encounter one another in the workplace, the need arises to understand how organizational variables relate differentially based on one's culture. This study attempts to provide a preliminary examination of the relationship between stressors, sources of conflict and job commitment across two differing cultures, specifically the United States and Hong Kong. Although more similarities than differences between the two cultures were found, this study provides at least preliminary evidence that members of different cultures may perceive some stressors differently and exhibit different relationships between stressors and work attitudes.     

Gender Differences in the Returns to and the Acquisition of On-the-Job Training

This article finds that gender differences in on-the-job training significantly affect the male/female wage gap. First, we find that previously trained workers exhibit larger cumulative wage gains during their current training. Thus, a substantial portion of the gender wage gap results from the fact that women have little prior training relative to men. Second, a significant amount of the observed male/female wage differential is explained by less female acquisition of current training. Gender differences in workplace promotion and training practices help explain why women accumulate less training than men. Both of these sources of gender differences have lessened from 1976 to 1985, which has led to a narrowing of the male/female wage gap.