Diversity at the Workplace: Whom Does it Benefit?

We examine whether firms and their employees benefit from age and educational diversity. At the plant level we explain productivity with workforce characteristics. Age diversity is positively and educational diversity negatively related to total factor productivity. These conclusions are robust to using alternative estimators (fixed effects, GMM, and Olley-Pakes approach). Individual gains are evaluated by estimating earnings equations with job match fixed effects. The explanatory variables include individual demographic variables, plant-level workforce characteristics and variables that describe the individuals’ relative position in the age, education, and gender structure of the plant. Plant-level diversity does not have a significant effect on individual wages. However, being different from others in terms of age, i.e. relational demography, is positively related to wage.     

The Emergence,Variation, and Evolution of Corporate Social Responsibility in the Public Sphere, 1980–2004: The Exposure of Firms to Public Debate

This study examined the emergence of corporate social responsibility (CSR) as a public issue over 25 years using a content analysis of two national news- papers and seven regional, geographically-dispersed newspapers in the U.S. The present study adopted a comprehensive definition encompassing all four CSR dimensions: economic, ethical, legal, and philanthropic. This study examined newspaper editorials, letters to the editor, op-ed columns, news analyses, and guest columns for three aspects: media attention, media prominence, and media valence. Results showed an increase in the number of opinion pieces covering CSR issues over the 25-year period. The prominence of each of the four CSR dimensions varied over time. Each of the four CSR dimensions had its moment of media prominence when it was more important than the other dimensions. The most prevalent valence of the opinion pieces was negative; the volume of negative pieces increased over the 25 years, whereas the number of opinions with positive, neutral, and mixed tones showed little change over time. The study concludes by tracing the implications of the role of the news media for business ethics research.     

Not Roadmaps but Toolboxes: Analysing Pioneering National Programmes for Sustainable Consumption and Production

The profusion of knowledge about the complexity of promoting sustainable consumption has led to calls to address the issue in a cross-cutting manner. This article discusses pioneering national sustainable consumption and production (SCP) programmes as tools for informed decision making. The analysis is based on a theory of three organizing principles for SCP policy: (1) deliberation, (2) efficiency and (3) sufficiency. These organizing principles protect and enact particular values and can be promoted in either a weak or strong manner. A comparison of three SCP programmes from Finland, Sweden, and the UK shows that different programmes emphasize somewhat different principles: programmes in the UK and Finland emphasize the efficiency principle, whereas the Swedish programme places considerable emphasis on promoting sufficiency, as well. Meanwhile, deliberation is well presented in all the programmes, but the countries apply it somewhat differently. On the whole, government commitment to the programmes is limited, and clear targets, timetables, and resources are mentioned only occasionally. Thus, rather than being credible roadmaps towards SCP, the pioneering programmes take the form of mixed toolboxes. The programmes contain many innovative and potentially effective proposals, but in responding to the challenges acknowledged in the programme documents, individual actors must bear heavy responsibilities. From this perspective, the pioneering SCP programmes also provide false reassurance and a means to outsource the promotion of SCP to non-government actors.     

Exploring the Influence of Organizational Ethical Climate on Knowledge Management

In recent years, knowledge management has been utilized as an essential strategy to foster the creation of organizational intellectual capital. Organizational intellectual capital can be derived both individually and collectively in the process to create, store, share, acquire, and apply personal and organizational knowledge. However, some organizations only focus on the development of public good, despite the concerns arising from individuals’ self-interest or possible risks. The different concern of individual and collective perspectives toward knowledge management inevitably leads to ethical conflicts and ethical culture in the organization (Jarvenpaa et al., J Manage Inf Syst 14(4):29–64, 1998; Ruppel and Harrington, IEEE Trans Prof Commun 44(1):37–52, 2000). The purpose of this study is to examine the ethical climate within the organization and its possible influence on members’ evaluation, satisfaction, engagement, and job performance with respect to knowledge management practice. The research results reveal that several types of organizational ethical climate coexist in the organization and have different degrees of influence on employees’ attitude as well as participation in knowledge management activities. In this article, we argue the importance of organizational ethical climate and highlight the implications of such a climate for facilitating knowledge management.     

Weitzman Revisited: Emission Standards Versus Taxes with Uncertain Abatement Costs and Market Power of Polluting Firms

Studies dealing with the optimal choice of pollution control instruments under uncertainty have invariably taken it for granted that regulated firms face perfectly competitive markets. By introducing the product market into the stochastic framework of Weitzman (Rev Econ Stud 41:477–491, 1974), this paper shows for the case of a polluting symmetric Cournot oligopoly that Weitzman’s policy rule for choosing emission standards versus taxes with uncertain abatement costs is biased in the presence of market power. Since the oligopolists take into account their influence on the market price, their total abatement effort, including the restriction of output, is less vulnerable to miscalculations of the tax rate compared to price-taking firms. Consequently, the comparative advantage of instruments is shifted in favour of taxes. In a further step, the provided policy recommendations are generalised by abolishing the assumption that firms are symmetric.     

The PEARL Model: Gaining Competitive Advantage Through Sustainable Development

This article formulates institutional virtues according to sustainable development (SD) criteria to come up with a paradigmatic set of corporate principles. It aims to answer how a corporation might obtain competitive advantage by combining “going ethical” with “going green.” On the one hand, it brings out facts that indicate a forthcoming trend inclined to force relevant actors to comply with SD requirements. On the other hand, it suggests that SD may be implemented as a strategy to gain competitive advantage by the help of the PEARL model through its five fundaments: (1) perception friendliness, (2) environment friendliness, (3) action, (4) relationship, and (5) locality. This article finally shows that although a number of companies (e.g., Bosch, BP, and GE) implement SD as a tool of differentiation, they lack a holistic model that is fully responsive to current dynamics. The PEARL may be implemented as a proactive positioning to gain competitive advantage because transformation of this model into corporate strategy does not only respond to “stakeholder” claims, but also meets the changing characteristic of “societal demands.”     

On the ambiguous economic freedom–inequality relationship

Previous research on the relationship between economic freedom and income inequality has produced mixed results. We provide a short survey of this literature, identifying potential causes for this empirical heterogeneity. Next, we replicate the results from two significant studies using six alternative measures of income inequality for an updated dataset of up to 112 countries over the period 1970–2010. Notably, we use the latest release of the Standardized World Income Inequality Dataset, which allows us to account for the uncertainty of the estimated Gini coefficients. We find that the results of previous studies are sensitive to the choice of country sample, time period and/or inequality measure used. We conclude with suggestions for future research in the area.     

Antecedents of employee involvement with the comparative model

Instead of discussing employee’s performance that previous researchers emphasized in their studies on the work behavior of employees, this study analyzes employee involvement from the viewpoint of their emotional labor, organizational culture, and the intimacy relationships between employees and their supervisors. Large-scale financial holding conglomerates in Taiwan and subsidiaries of Hong Kong-based conglomerates were selected as the populations for the research. The result of the empirical analysis indicates that emotional labor has a significantly positive effect on the involvement of employees; the stronger the intimacy relationship between employees and their supervisors is, the higher the employee involvement will be, strong culture has a significantly negative effect on the involvement of employees, and there is a significant difference in a number of dimensions among some Chinese enterprises in Taiwan & Hong Kong. This study has the following characteristics in comparison with the previous studies: (1) The theoretical structure of this study is formed based on an integrated prospect of internal organizational structure, personal factors of employees and their interpersonal relationship; (2) the study focuses on a comparative study of regional enterprises, which was seldom emphasized in literature; (3) the study uses the Non-Linear Fuzzy Neural Network Model and multivariate analysis approach as tools for the research and may contribute more to the theory in this field.