Are Men Always Picked Over Women? The Effects of Employment Equity Directives on Selection Decisions

This study replicates and extends previous work by Oppenheimer and Wiesner [1990, Sex discrimination: Who is hired and do employment equity statements make a difference? Proceedings of the 11th Annual Conference of the Administrative Sciences Association of Canada, Personnel and Human Resources Division], and examined the effects of minority qualifications on hiring decisions, the effects of employment equity directives when minority candidates are less qualified and the effects of different types and strengths of employment equity directives on hiring decisions. The results indicate that when employment equity is in place, people are increasingly more likely to hire underrepresented group members, to the extent that they are more qualified. Men appear to be treated in a positively biased manner, and are more likely to be hired when they are less qualified. Women are less likely to be hired when they are under-qualified, and in the absence of employment equity directives or when there is a suggestion that women are underrepresented. Moreover, when␣employment equity directives are strengthened, there appears to be a subtle backlash for women but not for men. Eddy S. Ng is an assistant professor at Trent University. He was on faculty at California State Polytechnic University, Pomona in 2006–2007. Willi H. Wiesner is an associate professor at the DeGroote School of Business, McMaster University.     

Corporate Social Responsibility (CSR): Theory and Practice in a Developing Country Context

After providing an overview of Corporate Social Responsibility (CSR) research in different contexts, and noting the varied methodologies adopted, two robust CSR conceptualizations – one by Carroll (1979, ‘A Three-Dimensional Conceptual Model of Corporate Performance’, The Academy of Management Review 4(4), 497–505) and the other by Wood (1991, ‘Corporate Social Performance Revisited’, The Academy of Management Review 16(4), 691–717) – have been adopted for this research and their integration explored. Using this newly synthesized framework, the research critically examines the CSR approach and philosophy of eight companies that are considered active in CSR in the Lebanese context. The findings suggest the lack of a systematic, focused, and institutionalized approach to CSR and that the understanding and practice of CSR in Lebanon are still grounded in the context of philanthropic action. The findings are qualified within the framework of existing contextual realities and relevant implications drawn accordingly. Dr. Jamali is Assistant Professor of Management at the Olayan School of Business, American University of Beirut. She holds a BA in Public Administartion from the American University of Beirut, and a Ph.D. in Social Policy and Administration, from the University of Kent at Canterbury, UK. Her research interests encompass corporate social responsibility, public private partnerships, learning organizations and women issues. She worked as an expert consultant on projects funded by the World Bank, the US Agency for International Development, NGOs, and other regional and local public and private firms. She is the author of numerous studies and international peer reviewed publications in various international journals, including the Journal of Management Development, the International Journal of Public Sector Management, the International Journal of Quality and Reliability Management, Business Process Management Journal, Public Works, Management and Policy and Women in Management Review. Ramez Mirshak Graduated with honors from the American University in Cairo (AUC) with a Bachelor of Arts in Business Administration in February 2001, then worked for two years in Egypt in the field of marketing and management. In 2004–2005, pursued his Masters of Business Administration at the American University of Beirut (AUB), researching primarily issues relating to change management and corporate social responsibility under the supervision of Dr. Dima Jamali, then joined a leading international financial institution as a regional Management Associate, while maintaining links with AUB and working on several research based projects.     

Lord Acton and Employment Doctrines: Absolute Power and the Spread of At-Will Employment

This study analyzes the at-will employment doctrine using a tool that encompasses the complementarity of results-based utilitarian ethics, rule-based duty ethics, and virtue-based character ethics. The paper begins with a discussion of the importance of the problem followed by its evolution and current status. After describing the method of analysis, the central section evaluates the employment at-will doctrine, and is informed by Lord Acton’s dictum, “power tends to corrupt, and absolute power corrupts absolutely.” The conclusion explores the implications of the findings. This is a revised version of a paper presented at the World Ethics Forum, Oxford University, Oxford, UK April 9–12, 2006.     

基于演化博弈的城市拆迁补偿机制研究

房屋动拆迁是我国城市建设与旧城改造中的重要环节,也是当前社会普遍关注的焦点。房屋动拆迁问题产生的重要原因在于补偿机制的不合理。本文引入演化博弈理论,建立城市拆迁补偿的演化博弈模型,分析不同收益值情况下的演化稳定策略,并针对当前拆迁补偿机制存在的漏洞,提出完善我国城市房屋拆迁补偿机制的政策建议。     

国外关于边境效应引力模型研究现状

自20世纪60年代以来,引力模型被广泛地应用于研究国际贸易中的双边贸易流量。在引力模型不断发展和完善的基础上,众多学者开始从不同角度研究基于引力模型的边境效应问题。本文试图将国外繁多的研究进行总结和概述,以推动国内对于边境效应引力模型的理论和实证研究。     

发展传播学视野中的媒介理论变迁

发展传播理论是20世纪下半叶以来围绕传播与社会发展问题兴起的理论范式。由于全球大众传播领域的迅猛发展以及全球政治经济结构的变化,发展传播理论经历了自身理论范式的转换,并面对全球化的新发展视野。重新审视20世纪50年代以来发展传播学视野中大众媒介的角色与功能,在构建和谐社会、全面建设小康社会的国内环境以及全球化的语境中具有重要意义。     

基于大规模定制理论的新营销模式构建及系统运作研究

从营销模式发展创新的过程来看,随着大规模定制的发展,企业的营销模式不断创新。虽然理论界对大规模定制营销已做过一定的研究,但尚未提出一个系统的大规模定制下营销模式的系统构架。文章试图结合大规模定制理论和营销管理的理论思维来系统构建完整营销模式体系,把它分为营销准备、实现和控制三个阶段,并对其作了具体的阐析。     

城市污水处理行业的激励性价格管制

本文在借鉴雪理佛和巴杰夫特提出的区域间比较竞争模型基础上,引入利润率和质量系数,构建了两阶段污水处理区域间比较竞争定价模型,主要运用数据包络分析方法确定标杆企业,以促进污水处理企业之间的比较竞争。并以浙江省污水处理行业为例,运用聚类分析方法对污水处理企业的异质性进行区分与分类,对典型的污水处理企业进行价格测算,为污水处理行业实行激励性价格管制提供理论依据。     

Intergenerational spaces: citizens,political marketing and conceptualising trust in a transitional democracy

Abstract

As the third largest democracy in the world, Indonesia’s relatively peaceful transition from authoritarian rule to democracy deserves academic attention. This study explored the notion of trust and how it could influence electoral behaviour. An intergenerational perspective was used to compare the differences between parents who were familiar with the previous political system and their children who have only been exposed to a new democratic system. Through the extension of the Dermody and Hanmer-Lloyd model of electoral behaviour, this study identifies the antecedents of trust/distrust in a transitional democracy and shows how these are different when citizens’ consider the political system and the political candidate. The work can benefit policy makers and political candidates who can develop political marketing strategies to engage citizens in the electoral process.     

Generative Mechanisms of the Adoption of Logistics Innovation: The Case of On‐site Shops in Construction Supply Chains

Empirical studies of logistics innovations have focused on the innovation process, bypassing much the innovative artifact or solution design itself. Focusing on the artifact and solution design in a case study, we contribute to the emerging theory of logistics innovations through articulating the generative mechanisms of the adoption of logistics innovation, that is, the mechanisms through which the design of the solution enables its adoption. We study On‐site Shop, a rare example from the construction industry of a logistics innovation that has successfully migrated from a limited number of pilots to common practice. The case study is based on insights from participation in the design of the solution, and on 55 interviews conducted in a relationship triad consisting of three groups: (1) construction site users, (2) the solution designers, and (3) the suppliers. We propose that standard and efficient solution set‐up is the key enabler of logistics innovation's adoption at temporary construction sites. Communication and operating rules facilitate adoption in the triad, whereas internal and external integration further advance adoption by creating links between the innovative logistics solution and other activities. Finally, trilateral collaboration and congruent technological frames in the relationship triad sustain adoption over time.