Hamburg's Spaces of Danger: Race,Violence and Memory in a Contemporary Global City

Germany today is experiencing the strongest upsurge of right‐wing populism since the second world war, most notably with the rise of Pegida and Alternative für Deutschland. Yet wealthy global cities like Hamburg continue to present themselves as the gatekeepers of liberal progress and cosmopolitan openness. This article argues that Hamburg's urban boosterism relies on, while simultaneously obscuring, the same structures of racial violence that embolden reactionary movements. Drawing on the work of Walter Benjamin and Allan Pred, we present an archaeology of Hamburg's landscape, uncovering some of its ‘spaces of danger’—sites layered with histories of violence, many of which lie buried and forgotten. We find that these spaces, when they become visible, threaten to undermine Hamburg's cosmopolitan narrative. They must, as a result, be continually erased or downplayed in order to secure the city as an attractive site for capital investment. To illustrate this argument, we give three historical examples: Hamburg's role in the Hanseatic League during the medieval and early modern period; the city under the Nazi regime; and the recent treatment of Black African refugees. The article's main contribution is to better situate issues of historical landscape, collective memory and racialized violence within the political economy of today's global city.     

Welfare Effects of Timely Reporting

A principal-agent model is examined in which a manager acquires private cost information sequentially. All possible communication schemes are equivalent to one of two: (1) timely reporting, where the manager reports as soon as possible, and (2) delayed reporting, where the manager delays the report of the first of two signals. In the primary case identified, timely reporting is shown to be owner valuable. However, the manager is better off under delayed reporting. Finally, total expected surplus is shown greater under delayed reporting. The owner's benefit from timely reporting is less than the manager's loss.     

Rater source factors represent important subcomponents of the criterion construct space, not rater bias

We contrast normative accuracy and ecological perspectives on applications of the multitrait–multimethod methodology to multisource performance ratings and review existing research that provides critical tests of these perspectives. Existing research supports the ecological perspective which proposes that the rater source effects that are typically found in analysis of multisource performance ratings do not represent mere halo biases but alternative, perhaps equally valid perspectives on ratee performance. We suggest that future research view multifaceted research designs in the broader context of a prototype multidimensional data relational system such as that proposed by Lance, Baranik, Lau, and Scharlau (Lance, C. E., Baranik, L. E., Lau, A. R., & Scharlau, E. A. (in press). If it's not trait it must be method: (Mis)application of the multitrait–multimethod design in organizational research. In C. E. Lance & R. J. Vandenberg (Eds.), Statistical and methodological myths and urban legends: Received doctrine, verity, and fable in the organizational and social sciences. Mahwah, NJ: Erlbaum).     

The impact of managerial skills on employee outcomes: a cross cultural study

Leaders with global skills are in demand by MNCs. Global management skills depend on the applicability of management practices across cultures. Using data from managers in 50 countries, this study examines the interaction effect of cultural values and managerial skills on two outcomes, employees' attitudes and workgroup effectiveness. Our results indicate that cultural values tend to have a greater effect when a manager is less skilled than when the manager is highly skilled. When the manager is highly skilled, the interaction effects of culture tend to disappear. The practical and research implications of these findings are discussed.     

IR journal and conference literature from the 1960s to the 1990s: What can HR learn from it? Where is it headed?

The industrial relations (IR) literature has changed notably from the early 1960s until the late 1990s. Yet it has retained an externalist flavor — a sense that the key variables determining outcomes are often outside the control of firm-level actors. However, the kind of externalism found in the modern IR literature differs notably from that of the past. Externalism today is seen as labor market and personal variables — often in an econometric formulation — rather than grand social forces. Generally, the IR literature has moved toward sophisticated empiricism and toward a labor economics paradigm. To the extent that the older grand themes remain, they are more likely to be found in IR books rather than in academic journals. Human resource (HR) academics and practitioners can nonetheless benefit from the IR approach, even though the tyranny of tenure review has made journal articles in IR less readable. The IR literature emphasizes that labor–market forces, sometimes stemming from product and financial markets, matter to HR outcomes. And it regards conflict more as a source of information rather than just a cause of lost productivity.     

Network externalities and long-run market shares

We study a dynamic duopoly model with network externalities. The value of the product depends on the current and past network size. We compare the market outcome to a planner. With equal quality products, the market outcome may result in too little standardization (i.e. too many products active in the long run) but never too much. The potential inefficiency is non-monotonic in the strength of the network effect, being most likely for intermediate levels. When products differ in quality, an inferior product may dominate even when the planner would choose otherwise, but only if the discount factor is sufficiently large     

AIDS Home- and Community-Based Waivers: Effects on Use of Services,Expenditures, and Survival

State Medicaid home- and community-based waiver programs for persons with AIDS (PWAs) were implemented with the expectation that PWAs would use these services in lieu of more expensive hospital-based care. If so, Medicaid spending per PWA should decline, and program costs fall. We analyze Florida Medicaid claims data for PWAs from December 1995 through December 1997 to determine how participation in the waiver program affects the use of inpatient services, the receipt of antiretroviral combination therapies (available to Medicaid recipients throughout the study period), monthly expenditures, and survival of PWAs. We find that waiver participants are more likely to receive combination therapies but less likely to use hospital-based care than nonparticipants; white men and sicker patients are more likely to join the waiver program than other eligible PWAs; monthly expenditures for waiver participants are 52% lower than for nonparticipants; and waiver participation does not affect survival.     

Spin‐outs: knowledge diffusion through employee mobility

In many industries, one important method of diffusion is through employee mobility: many of the entering firms are started by employees from incumbent firms using some of their former employer's technological know‐how. This article explores the effect of incorporating this mechanism in a general industry framework by allowing employees to imitate their employers' know‐how. The equilibrium is Pareto optimal because the employees “pay” for the possibility of learning their employers' know‐how. The model's implications are consistent with data from the rigid disk drive industry. These implications concern the effects of know‐how on firm formation and survival.