What if subordinates took care of managers’ mental health at work?

Managers’ mental health is increasingly a subject of concern. However, organizational interventions to reduce stress and promote mental health do not target managers, but rather employees. Numerous studies report a link between supervisory behaviors and subordinates’ mental health at work, and suggest that developing managers’ behavior is a promising avenue in enhancing subordinates’ mental health at work. Nonetheless, the literature has neglected the role and behaviors of subordinates in the prevention of their managers’ mental health problems. This article presents the results of a qualitative research study that inventories 38 specific work practices (observable behaviors) of subordinates, grouped into 12 competencies. Managers and subordinates identified these work practices as affecting work environmental stressors and promoting managers’ mental health at work. The results also point to a major gap between the specific working practices cited by managers and those cited by subordinates, who generally report practices in a passive way. The theoretical and practical repercussions and implications for organizational intervention and human resource management are discussed.     

Recesión,austeridad y género. Análisis comparado de ocho mercados de trabajo europeos

La caída del PIB con la crisis mundial en 2008 afectó menos al empleo femenino que al masculino, mientras que la austeridad ha sido más perniciosa para las mujeres, una disparidad de género descrita como el escenario «de la recesión masculina a la austeridad para las mujeres» (he‐cession to she‐austerity). Se analizan las tendencias de género en los mercados de trabajo de ocho países europeos, descomponiendo las variaciones trimestrales en la participación y en el empleo por sectores. El escenario mencionado no se observa en todos los países. Se identifican otros cauces por los que las distintas políticas de austeridad comprometen la igualdad de género y los derechos de las mujeres.     

Great expectations: Past wages and unemployment durations

Decomposing wages into worker and firm wage components, we find that firm-fixed components are sizeable parts of workers' wages. If workers can only imperfectly observe the extent of firm-fixed components in their wages, they might be misled about the overall wage distribution. Such misperceptions may lead to unjustified high reservation wages, resulting in overly long unemployment durations. We examine the influence of previous wages on unemployment durations for workers after exogenous lay-offs and, using Austrian administrative data, we find that younger workers are, in fact, unemployed longer if they profited from high firm-fixed components in the past. We interpret our findings as evidence for overconfidence generated by imperfectly observed productivity.     

Subaltern Urbanization: Indian Insights for Urban Theory

The concept of subaltern urbanization is about vibrant smaller settlements—outside the metropolitan shadow—sustainably supporting a dispersed pattern of urbanization. We propose a theoretical framework which draws on an empirical research collective using both large statistical and land-use data sets and detailed case studies in non-metropolitan Indian geographies. Anchored in postcolonial urban studies, it looks beyond the logic of agglomeration and questions our understanding of settlement hierarchies and the location of social and economic innovation processes, opening up an alternative reading of urbanization that could be valuable for other regions. Local agency is core to this concept, transporting the arguments of the ordinary and the subaltern beyond large cities. Our findings, apart from emphasizing the agency of smaller settlements, highlight their multiple local and translocal flows, shaping an autonomous external engagement that could exist independently of relationships with large cities. Further, even though the rural and the urban seep into each other, they do so organically, unlike the process in planetary urbanization. Additionally, the rural-urban dichotomy remains performative, in that governance regimes influence the urbanization process. Appreciation of these dynamics can provide insights towards a better understanding of the system of human settlements, which is our goal in advancing this framework.     

Response to the Letter to the Editor on ‘On Quantile-based Asymmetric Family of Distributions: Properties and Inference’

Rubio (2020) points out an identification problem for the four-parameter family of two-piece asymmetric densities introduced by Nassiri & Loris (2013). This implies that statistical inference for that family is problematic. Establishing probabilistic properties for this four-parameter family however still makes sense. For the three-parameter family, there is no identification problem. The main contribution in Gijbels et al. (2019a) is to provide asymptotic results for maximum likelihood and method-of-moments estimators for all members of the three-parameter quantile-based asymmetric family of distributions.     

Does a bank's business model affect its capital and profitability?

We use a data-driven classification of systemically important European banks into business models based on confidential granular supervisory data and investigate whether banks following different models differ with respect to their capitalisation and profitability. Our aim is to locate the banks' business model in a risk-return space. Using an instrumental variables approach, our econometric methodology addresses potential endogeneity issues. Overall, we find that wholesale funded and securities holding banks are positioned on a relatively high risk-return trade-off plane compared with commercial banks. On the other hand, traditional commercial banks earn lower returns with moderate risk.     

Why demotion of older workers is a no-go area for managers

Abstract

Demotion – the reduction of an employee’s rank and salary – is often mentioned by managers and policy-makers as a means of increasing the employability of older workers in an ageing labour force. However, so far in practice demotion is rarely applied. This paper is the first empirical investigation of how managers perceive demotion as an instrument of human resource management. By means of a survey and a vignette study among managers in the Netherlands (N = 355), we examine whether managers consider demotion of poorly performing older workers a fair solution. Three contributions stand out. First, based on attribution theory we find support for the hypothesis that managers judge demotion to be fair in those cases where deterioration in task performance is caused by controllable factors (such as work motivation) and unfair when the causes are uncontrollable (such as age). Second, the expectations of managers about the organization-wide consequences of introducing demotion as a human resource policy play a significant role in considering demotion. Most managers perceive negative organizational externalities (e.g. decrease in loyalty and motivation of staff) to arise when introducing demotion and are reluctant to apply demotion in practice. And a third contribution: positive (negative) beliefs of managers about the hard skills – e.g. creativity, willingness to learn, flexibility – of older workers make demotion less (respectively more) likely.     

Nonconvex n-person bargaining: efficient maxmin solutions

Summary. This paper provides an axiomatic characterization of a family of so-called efficient maxmin solutions which can be seen as generalizations of the Kalai-Smorodinsky solution to nonconvex n-person bargaining problems. Moreover, it is shown that even though there are several efficient maxmin solutions for some bargaining problems, there is typically a unique efficient maxmin solution. Received: February 15, 2001; revised version: November 14, 2001     

Preference for safety under the Choquet model: in search of a characterization

Victor prefers safety more than Ursula if whenever Ursula prefers a constant to an uncertain act, so does Victor. This paradigm, whose expected utility (EU) version is Arrow and Pratt’s more risk aversion concept, will be studied in the Choquet expected utility (CEU) model. Necessary condition Pointwise inequality between a function of the utility functions and another of the capacities is necessary and sufficient for the preference by Victor of safety over a dichotomous act whenever such is the preference of Ursula. However, increased preference for safety versus dichotomous acts does not imply preference by Victor of safety over a general act whenever such is the preference of Ursula. A counterexample will be provided, via the casino theory of Dubins and Savage. Sufficient condition Separation of the two functions by some convex function is sufficient for Victor to prefer safety more than Ursula, over general acts. Furthermore, a condition on the capacities will be presented for simplicity seeking, the preference by Victor over any act for some dichotomous act that leaves Ursula indifferent. This condition is met in particular if Victor’s capacity is a convex function of Ursula’s capacity. For these cases, the pointwise inequality (necessary) condition is a characterization of greater preference for safety, extending the Arrow–Pratt notion from EU to CEU and rank-dependent utility (RDU). These inequalities preserve the flavor of the “more pessimism than greediness” characterization of monotone risk aversion by Chateauneuf, Cohen and Meilijson in the RDU model and its extension by Grant and Quiggin to CEU. Preferences between safety and dichotomous acts are at the core of the biseparable preferences model of Ghirardato and Marinacci.