Labor Markets,Class Interests,and the Technology of Production

In the wake of the 2008 financial crisis and multiple natural disasters, the sustainable development agenda has regained popularity, although the meaning of the term “sustainable development” remains contested. I follow the conceptualization emerging from the Rio+20 United Nations Conference on Sustainable Development in 2012 of three interlocking dimensions: economic, environmental, and social. Focusing on the social-environmental nexus of sustainable development, I consider the relationship between gender equity and the environment before turning to one of the most popular interventions for gender equity in the developing world, microfinance. Although microfinance typically is examined along the social-economic nexus (improving gender empowerment via earned income opportunities), I explore its relationship to environmental sustainability and make suggestions for improving the capacity of microfinance in this area.     

The role of entrepreneurial capital in building service reputation

This paper uses theories of capital to discuss the impact of non-financial capital on small service firm reputation and performance. As the success of service firms is predicated on the ability to develop relationships and build reputation with key stakeholders, theories of capital provide a relevant conceptual framework for exploring the use of non-financial capital in building such relationships. Drawing on findings from a qualitative study, this paper discusses the economic, human, social, and symbolic capital of a matched-pairs sample of male and female entrepreneurs in the business services sector. The results highlight a relationship between symbolic capital and service reputation. Specifically, the interplay between economic, human, and social capital generates the symbolic capital relevant for service reputation and firm performance.     

Lawyers,gender and grievance arbitration outcomes

Why should the grievant’s gender or the presence of legal representation affect arbitration outcomes? The “chivalry hypothesis” holds that male arbitrators will tend to favor female grievants; its theoretical mirror image, the “evil woman” hypothesis, suggests that female grievants suffer a comparative disadvantage vis-à-vis similarly situated males. However, neither hypothesis (both drawn from criminologists’ studies of judicial sentencing patterns) applies all that well to the grievance arbitration process where, unlike in the court system, the parties themselves select their decision-maker. This is not to say that the grievance arbitration process is free of gender discrimination, only that arbitrators are probably not the source of any pro- or anti-female bias which may be uncovered.     

Tourism and the changing photographic image of the great lakes Indians

Photography has been an indispensable component of tourism in Western cultures. Whether taken by tourists or by commercial photographers, pictures constitute an important window through which tourist ideology can be analyzed. Drawing on a sample of over 600 post cards issued between 1900 and 1970, this study traces the emergence and widespread adoption of Plains Indian imagery in pictures of Great Lakes Indians. The analysis focuses on some of the ways in which photography and tourism have articulated in reinforcing as well as advancing a stereotyped image of the Indian in the western Great Lakes.     

The Influence of Nationality and Gender on Ethical Sensitivity: An Application of the Issue-Contingent Model

When a member of an organization has to make a decision or act in a way that may benefit some stakeholders at the expense of others, ethical dilemmas may arise. This paper examines ethical sensitivity regarding the duties to clients and owners (principals), employees (agents), and responsibilities to society (third parties). Within this framework, ethical perceptions of male and female managers are compared between the U.S. and Turkey – two countries that differ on power distance as well as the individualism/collectivism dimensions. Our results show that ethical sensitivity varies depending upon whether the interests of principals, agents, or third parties are affected by a given ethical dilemma. We also find that, contingent upon the principal-agent–society relationships, the nationality and gender of the decision-maker influences ethical sensitivity. Can Simga-Mugan is a Professor of Accountancy at Department of Business Administration of Middle East Technical University, Ankara, Turkey. She received her Ph.D. in accountancy from University of Illinois-Urbana-Champaign. Her current research interests are ethics, international financial reporting issues, manipulation in the stock market and effect of news on the stock market. Bonita A. Daly, Ph.D., is an Assistant Professor of Accounting in the School of Business, University of Southern Maine in Portland, Maine. She teaches auditing and financial accounting to both undergraduate and graduate students. Dr. Daly also teaches business ethics in continuing education programs for practicing accountants. Her research on the accounting profession has appeared in Critical Prespectives on Accounting, Accounting, Organizations, and Society, and the St. Johns Law Review, among others. Dilek Onkal is a Professor of Decision Sciences and is currently the Acting Dean of the Faculty of Business Administration at Bilkent University, Turkey. She received a Ph.D. in Decision Sciences from the University of Minnesota, and is doing research on ethics judgements, risk perception, risk communication, and judgmental forecasting. Lerzan Kavut is an Associate Professor at Faculty of Business Administration of Istanbul University. She has received her B.A. and Ph.D. from Istanbul University. Her current research interest is in the area of behavioral auditing.     

Managerial Ethics: An Empirical Study of Business Students in the American University of Beirut

This is a study that investigated the extent of use of the three principles of ethics – utility, morality, and justice – in managerial ethical decision making, in addition to the personal attitude towards them. It involved undergraduate and graduate business students (total N=163) from the Olayan School of Business in the American University of Beirut, Lebanon. Two kinds of measurements were done: self assessment, and testing with the Saschkin’ s Managerial Value Profile (1997). It showed that morality was the overriding ethical principle used, especially in the graduate group (professionals). Business students still believed in the justice system despite the weakness of the country’s law. Utility was the least used, although males were found to be more utilitarian than females. Finally there was no relation between personal attitudes toward the three ethical principles, and the intentional behavior when faced with ethical dilemmas. The findings were discussed and recommendations were given.     

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 Male-Female Pay Gap Driven by Coupling between Labor Markets and Mating Markets

Synopsis Males often get paid more than females for the same work. This male-female pay gap has been observed throughout the world over many years. The most commonly cited explanations focus on gender oppression and workplace discrimination. We agree that discrimination contributes significantly to the pay gap; however, other factors may play important roles in how the sexes compete in the labor market. We use observations from psychology and concepts from biology to show how aspects of mate choice may influence labor markets. With a mathematical model, we analyze how mating preferences for partner wages affect the differences in wages between males and females, and in turn how wage differences affect mating preferences. If some extrinsic force, such as discrimination, creates an initial bias in wages, then coupled feedback between mating preferences and wages creates and maintains excess mating preference and wage biases. This model demonstrates how coupling between labor markets and mating markets can lead to outcomes that do not occur when analyzing either market in isolation from the other.     

关于霍兰德职业兴趣与血型和性别特征的差异性实证分析

本文作者就霍兰德职业兴趣在不同血型和性别特征方面的差异性进行了调查和实证分析。研究表明:现实型和企业型两种职业类型与因血型和性别的不同而不同,这种差异性在统计分析中特征显著。研究结果对于企业选拔配置不同岗位的人才有重要的借鉴意义。