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.     

A Micro‐Econometric Analysis of the Antipoverty Effect of Social Cash Transfers in Italy

We analyze the anti‐poverty effect of social cash transfers using a micro‐econometric approach. Aggregate analyses, based on comparing average poverty indicators before and after public transfers, fail to address who receives the transfers and how the transfers are distributed among the poor. We consider three dichotomous outcome variables: (i) poverty status before the receipt of transfers; (ii) the receipt of transfers; and (iii) poverty status after the receipt of transfers. We use a trivariate probit model with sample selection, connecting the outcome variables to the characteristics of the household and its head. Our empirical results highlight that the Italian social transfers system overprotects certain household typologies at the expense of others, as social transfers are primarily awarded to employees with permanent positions and the elderly, while the system is not generous enough to large households with dependant children, the self‐employed, temporary contract workers, and the unemployed.