Employment,welfare and reserve effects of global protection

Summary In this article it is shown that expenditure-switching policies, like exchange rate protection, tariff protection and export subsidizing, might increase the level of employment and welfare in the short run (when indexation of factor prices is absent). Complete indexation of factor prices, however, makes exchange rate protection senseless. In the case of tariff protection, complete indexation will even worsen employment and welfare (protection becomes impoverishing). Only a policy of export subsidies makes sense if employment is to be improved in an indexed economy. This additional employment, however, is paid for with a deterioration of the terms of trade and the risk of retaliation. Therefore, taking the long run view, expenditure switching policies should be rejected for macro-economic purposes. The author is professor of international economics at Tilburg University. He would like to thank Dr. G. van Roij of the department of economics at Tilburg University and an unknown referee for their remarks, which led to an improvement of this article. The author is professor of international economics at Tilburg University. He would like to thank Dr. G. van Roij of the department of economics at Tilburg University and an unknown referee for their remarks, which led to an improvement of this article.     

Ceo Locus of Control and Small Firm Performance: an Integrative Framework and Empirical Test*

Previous research on the impact of chief executive officer (CEO) locus of control is mainly based on simple and partial mappings of bivariate associations between CEO locus of control and organizational outcomes. In addition, distinct substreams have emerged in which intricately related phenomena are studied separately. to overcome this fragmentation and polarization, we provide and empirically test an integrative framework based on previously tested hypotheses on the impact of CEO locus of control. Our approach differs from prior research in two ways. First, it simultaneously takes account of strategic choice and firm performance in order to assess the extent to which strategy mediates the relationship between CEO locus of control and organizational performance. Second, we consider the CEO to be both a formulator and implementor of organizational strategies. Besides the observation that CEO locus of control seems to matter a lot in terms of explaining organizational performance in the present sample, our results demonstrate that an integrative approach increases our insight into the impact of CEO locus of control by revealing why some CEOs achieve higher organizational performance than others.     

UPWARD STRUCTURAL MOBILITY,EXCHANGE MOBILITY,AND SUBGROUP CONSISTENT MOBILITY MEASUREMENT: U.S.–GERMAN MOBILITY RANKINGS REVISITED

We formalize the concept of upward structural mobility and use the framework of subgroup consistent mobility measurement to derive a relative and an absolute measure of mobility that is increasing in upward structural mobility and compatible with the notion of exchange mobility. In our empirical illustration, we contribute substantively to the ongoing debate about mobility rankings between the U.S. and Germany by demonstrating that the U.S. typically does exhibit more upward structural mobility than Germany.     

Adoption of organic farming: Are there differences between early and late adoption?

Based on the fact that not all farmers adopt a technology at the same time, it is argued in this paper that the distinction between groups is important because early, medium and late adopters respond differently to economic and non-economic factors when they consider whether to take up organic farming or not. The individual effects on adoption between the groups are identified by the use of multinomial logit analysis. The results provide evidence that there are significant differences in the characteristics between the adopter groups. The findings also reveal that the factors that affect adoption play a different role for early, medium and late adopters, particularly with regard to farming intensity, age, information gathering as well as attitudes of the farmer. More specifically, early adopters were the youngest to adopt organic farming and their decisions were found to be less profit related compared to other groups. Late adoption is constrained by risk considerations, while environmental attitudes and social learning were identified to be important determinants for all adopter groups. Overall, the findings strongly suggest, that for policy measures to be effective, the current state of diffusion has to be taken into account.     

Two Independent Value Orientations: Ideal and Counter-Ideal Leader Values and Their Impact on Followers’ Respect for and Identification with Their Leaders

Traditionally, conceptualizations of human values are based on the assumption that individuals possess a single integrated value system comprising those values that people are attracted by and strive for. Recently, however, van Quaquebeke et al. (in J Bus Ethics 93:293–305, 2010) proposed that a value system might consist of two largely independent value orientations—an orientation of ideal values and an orientation of counter-ideal values (values that individuals are repelled by), and that both orientations exhibit antithetic effects on people’s responses to the social world. Following a call for further research on this distinction, we conducted two studies to assess the independent effects of ideal and counter-ideal values in leadership settings. Study 1 (N = 131) finds both value orientations to explain unique variance in followers’ vertical respect for their leaders. Study 2 (N = 136) confirms these results and additionally shows an analogous effect for followers’ identification with their leaders. Most importantly, we find that both value orientations exhibit their effects only independently when the content of the two orientations pertain to different value types in Schwartz’s (in J Soc Issues 50:19–46, 1994) circumplex model. Implications for theory and practice are discussed.     

Entrepreneurial intentions: The influence of organizational and individual factors

An individual's intent to pursue an entrepreneurial career can result from the work environment and from personal factors. Drawing on the entrepreneurial intentions and the person-environment (P-E) fit literatures, and applying a multilevel perspective, we examine why individuals intend to leave their jobs to start business ventures. Findings, using a sample of 4192 IT professionals in Singapore, suggest that work environments with an unfavorable innovation climate and/or lack of technical excellence incentives influence entrepreneurial intentions, through low job satisfaction. Moderating effects suggest that an individual's innovation orientation strengthens the work-environment to job-satisfaction relationship; self-efficacy strengthens the job-satisfaction to entrepreneurial intentions relationship.