A Rose by Any Other Name: Identity and Impression Management in Résumés

Résumés provide critical information for organizations to make selection decisions and applicants with their first opportunity to influence decision makers. While résumés are intended to convey job relevant information, they also potentially provide information about applicants that could hinder their employment prospects. For example, many names give clues about an applicant’s sex or race, and previous research has shown this can have negative implications for historically disadvantaged groups. This creates an incentive for some people to engage in impression management regarding how they identify themselves in their résumé. The paper develops a typology for assessing the ethics of these attempts at impression management. Sample vignettes are provided to help explicate the proposed typology.     

Developing a sustainability ethic in leaders

The triple bottom line of fiscal, social, and environmental success considerably alters how organizations (and stakeholders) measure sustainable success. More important, however, is the conceptual shift required to understand and successfully lead organizations within this increasingly accepted paradigm. This article uses a mixed‐methods approach to explore the conceptual development of a sustainability ethic in aspiring leaders. More specifically, the authors report research examining the curriculum and pedagogy of a leadership education effort, in this case a college‐level course, aimed at effecting change in both individual aspiring leaders and their immediate community. The article describes the philosophical and research base for the curriculum and specific activities with their pedagogical approach. Results show evidence of increased awareness, importance, and commitment to sustainability as well as changes in how students conceptualize sustainability leadership. Findings offer insights for further developing leadership education for sustainability.     

Donor advised funds: Ethical issues on the new frontier of philanthropy

This paper analyzes critical ethical and legal issues related to the administration and use of Donor Advised Funds for charitable fundraising in American philanthropy. With the swift and profound reshaping of the philanthropic landscape caused by Donor Advised Funds, the mainstream charitable world continues to both digest how these changes affect their work and address the myriad of legal, ethical and donor/public relations issues that arise in connection with gifts to and distributions from them. This paper discusses the most relevant legal and ethical principles governing the sponsorship of, receipt from and contribution to Donor Advised Funds, sets forth the significant legal and ethical issues faced by each of these parties, and finally, puts forth recommendation for them to follow.     

The impact of diversity and equality management on firm performance: Beyond high performance work systems

This article demonstrates that a diversity and equality management system (DEMS) contributes to firm performance beyond the effects of a traditional high‐performance work system (HPWS), which consists of bundles of work practices and policies used extensively in high‐performing firms. A DEMS typically includes diversity training and monitoring recruitment, pay, and promotion across minority or other disadvantaged groups. Our analysis of quantitative data from service and manufacturing organizations in Ireland confirms that HPWS practices are associated with positive business performance and finds specifically that DEMS practices are positively associated with higher labor productivity and workforce innovation and lower voluntary employee turnover. © 2010 Wiley Periodicals, Inc.     

Counterproductive work behavior as protest

We suggest that counterproductive work behaviors can be viewed as a form of protest in which organizational members express dissatisfaction with or attempt to resolve injustice within the organization. Incorporating the three key predictors (injustice, identity and instrumentality, [Klandermans, B., (1997). The social psychology of protest. Oxford: Blackwell.]) from the protest literature leads us to propose that counterproductive behaviors can be both individual and collective. Crossing this dimension with concepts of organizational and individual deviance leads to a fourfold classification of counterproductive work behaviors.     

Ecosystem Service Value and Agricultural Conversion in the Amazon: Implications for Policy Intervention

We explore the welfare implications of agricultural expansion in the Brazilian Amazon by comparing spatially explicit estimates of soybean rents and the value of ecosystem services. Although these estimates are generated from different datasets, models, and estimation techniques, the values are comparable, such that the value of ecosystem services is greater than soybean rents for about 61% of the total area and 24% of the area where soybean rents are positive if protected areas are well enforced. Based on the balance between the benefits and costs of conversion, failure to value ecosystem services reduces total social welfare by 7.13 billion dollars annually relative to an optimum. Policy instruments that internalize the value of ecosystem services via protected lands, land conversion taxes, conservation subsidies, or excise taxes can avoid much of this loss. Regardless of intervention regime, policy makers should be cognizant of the diminishing net benefits of converting natural ecosystems to agriculture. Realizing the final 3.8% requires the conversion of an additional 15% natural ecosystems to soybean production.     

The global LeChatelier Principle and multimarket equilibria

LeChatelier (Comptes Rendus 99:786, 1884) and LeChatelier (Ann Mines 13(2):157, 1888) proposed that the adjustment of a physical system to a disturbance in its equilibrium was smaller as constraints are added to the adjustment process. Samuelson (Econometrica 28:368–379, 1960) showed that this Principle applied to a stable multimarket equilibrium for the case that all commodities are gross substitutes. We note that the Principle also applies to the stable equilibria of markets for which commodities can also be gross complements as formulated by Morishima (Osaka Econ Pap 1:101–113, 1952). Further, the Morishima and gross substitute cases are the only cases to which the Principle can apply, based only upon the stability hypothesis and a specification of the gross substitute/complement relations among commodities. We show that the Milgrom and Shannon (Econometrica 62:157–180, 1994) single crossing conditions specified for monotone comparative statics can be configured appropriate to the Morishima case to give global conditions for the LeChatelier Principle to apply to a multimarket equilibrium.     

WAS THE GOLD STANDARD REALLY DESTABILIZING?

This paper investigates the extent to which the high macroeconomic volatility experienced in the classical Gold Standard era of US history can be attributed to the monetary policy regime per se as distinct from other shocks. For this purpose, we estimate a small dynamic stochastic general equilibrium model for the classical Gold Standard era. We use this model to conduct a counterfactual experiment to assess whether a monetary policy conducted on the basis of a Taylor rule characterizing the Great Moderation data would have led to different outcomes for macroeconomic volatility and welfare in the Gold Standard era. The counterfactual Taylor rule significantly reduces inflation volatility, but at the cost of higher real‐money and interest‐rate volatility. Output volatility is very similar. The end result is no welfare improvement. Copyright © 2012 John Wiley & Sons, Ltd.     

Sector choices for public service delivery The transaction cost implications of executive turnover

The question of whether private firms should contract out for products and services or provide them internally (i.e. become more vertically integrated) has been a topic that has concerned scholars for many years. This article argues that the transaction costs in local contracting choices are linked to the characteristics of political systems that influence political and administrative uncertainty. Our analysis examines the transaction costs that result from executive turnover. Specifically, we are concerned with how uncertainty resulting from turnover in leadership positions in city government affects the ability of a municipality to negotiate contracts, make credible commitments to suppliers and faithfully uphold and enforce contracts once they are in force. We find that manager turnover reduces the likelihood of contracting with private sector providers. Mayor turnover has the opposite effect increasing contracting with both government and for-profit providers.     

Tensions in local government employment relationships

Abstract

A wide variety of initiatives characterized under the umbrella term of new public management have been introduced over the past two decades to improve efficiency and cost-effectiveness in the public sector. The implications of these initiatives for public sector employment relationships have been the subject of on-going debate. This article contributes to this debate through examining how employees within local authorities are managed in a time of personal crisis with a particular focus on long-term sickness absence in the context of increased management drives for efficiency under the NPM agenda. The findings reveal that for managers in two local authorities that form the focus of this study there is a tension in struggling to achieve a workable balance between the needs of employees and wider operational requirements, resulting in role ambiguity for line managers and detrimental effects for vulnerable public service workers.