Associations between perceived employability,employee well-being,and its contribution to organizational success: a matter of psychological contracts?

We investigated interactions between perceived employability and employees' perceptions about psychological contract obligations made by the employer in relation to life and job satisfaction, self-rated performance, and turnover intention. We hypothesized that perceived employability relates positively to job satisfaction, life satisfaction, and self-rated performance and negatively to turnover intention under the condition of many promises. Conversely, perceived employability relates negatively to job satisfaction, life satisfaction, and self-rated performance and positively to turnover intention under the condition of few promises. Analyses using a sample of 463 workers from seven Belgian organizations showed that perceived employability was positively related to all outcomes except job satisfaction. The number of promises was positively related to job and life satisfaction, and to self-rated performance, and negatively to turnover intention. Contradictory to our expectations, with the exception of turnover intention, the relationships between perceived employability and the outcomes were relatively stronger and positive under the condition of few promises compared with many promises.     

Optimal portfolio selection via conditional convex risk measures on L p

We consider conditional convex risk measures on L ^p and show their robust representation in a standard way. Such measures are used as evaluation functionals for optimal portfolio selection in a Black&Scholes setting. We study this problem focusing on the conditional Average Value at Risk and the conditional entropic risk measure and compare the respective optimizers.     

Reconsidering Women's Labor Force Participation Rates in Eighteenth-Century Turin

This study presents initial estimates of women's labor force participation rates in preindustrial Turin. According to the population census of 1802, married women's participation rates were conspicuously low compared with the rates of unmarried women and widows and therefore deserve additional investigation. First, the study points out the value of a methodological approach based on the use of nonprincipal breadwinner-oriented sources, such as registers of applicants for poor relief. Here, all members of the family were encouraged to declare their occupations and activities in some detail in order to demonstrate concrete contribution to the survival of the family. Finally, the study discusses the occupational patterns of women employed as servants and as artisans and laborers in silk manufacturing. This highlights the crucial role played by migration flows and by women's access to skilled or low-qualified jobs in determining the extent of women's participation in preindustrial Turin's labor market.     

Kaldorian assumptions and endogenous fluctuations: a note on Schinasi’s IS–LM model

Results on Schinasi’s (Rev Econ Stud 48:649–653, 1981; J Econ Theory 28:369–375, 1982) variant of the dynamic fixed-price IS–LM model have remained so far confined to Kaldorian type economies, namely to those economies which present a greater-than-unity marginal propensity to spend out of income. This paper shows that, in the case of a negative interest rate sensitivity of savings, stable endogenous cycles can actually emerge as equilibrium solutions of the model also in the case of non-Kaldorian type economies.     

Price policy and food consumption in urban Mali

This study investigates the food consumption patterns of different income classes in urban areas of Mali in order to assess the probable effects on dietary adequacy of the expected increase in the consumer price of rice brought about by food policy reform, initiated in 1981. The results are to a degree counterintuitive, demonstrating that understanding consumption patterns and their determinants is critical to informed policy making.     

Changes in the Distribution of Household Income in Brazil: The Role of Male and Female Earnings

Annual survey data spanning three decades and a non-parametric technique for constructing counterfactual distributions are employed to analyze the relationship between earnings and the distribution of household income in Brazil. Results show that significant changes in the structure of female earnings reflecting rising wages and participation rates had limited equalizing consequences but considerable poverty-reducing effects. These developments counterbalanced poverty-increasing changes in the structure of male earnings. A stable macroeconomic environment was associated with a consistent but a limited fall in inequality and a strong decline in poverty mainly related to rising earnings among women at the lower end of the household income distribution.     

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

This article reviews discrimination and diversity research published in Human Resource Management (HRM) over the past 60 years. While discrimination and diversity are very different constructs, it is often informative to study them together, because when people recognize each other's diversity, this can result in bias, stereotyping, and discrimination. We conducted bibliographic searches for terms related to discrimination and diversity as well as a manual search through every title and abstract published in HRM over the last 60 years to assess article relevance. The search resulted in 135 research articles with 136 unique studies (i.e., samples) which are reviewed in this article. Sex and race are the demographics that have been examined the most in HRM, while religion has been examined the least. Moreover, the number of studies examining lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees in the workplace in HRM has grown quickly within the past 10 years, culminating in a recent meta‐analysis. Our review looks at some of the earliest research published, the most recent research published, and the overall trends we identified in the research over the years for both discrimination and diversity articles. We then make future research suggestions and recommendations to advance the study of discrimination and diversity in the coming years.     

The space of outcomes of semi-static trading strategies need not be closed

Semi-static trading strategies make frequent appearances in mathematical finance, where dynamic trading in a liquid asset is combined with static buy-and-hold positions in options on that asset. We show that the space of outcomes of such strategies can have very poor closure properties when all European options for a fixed date \(T\) are available for static trading. This causes problems for optimal investment, and stands in sharp contrast to the purely dynamic case classically considered in mathematical finance.     

Mentoring in supervisor-subordinate dyads: Antecedents, consequences, and test of a mediation model of mentorship

We develop a framework to look at mentoring as a consequence of employees' values and beliefs, as well as to explore its role in determining the employees' attitudes towards their organizations. Based on social exchange theory, we hypothesize that employees' levels of individualism, collectivism, and trust in supervisor influence the level of supervisory mentoring received. Moreover, mentoring influences employees' affective commitment and intention to quit, as well as mediates the relationships between the proposed antecedents and outcomes. Using structural equation modeling to examine these relationships, we find that within supervisor-subordinate dyads, subordinates report more mentoring when they have collectivist personal values and trust their supervisor. Additionally, more mentoring is positively related to subordinates' affective commitment towards the organizations and negatively related to their intention to quit. We also find that mentoring mediate the relationship between both collectivism values and trust in supervisors and both organizational commitment and intention to quit.