Applying continuous improvement to teaching in another culture

As international business programs proliferate, the mixing of many cultures in the classroom creates new teaching challenges. This paper reports on how an American accounting professor coped with cultural differences at INSEAD in France. Student evaluations for the first course taught at INSEAD revealed a variety of problems that the professor tried to resolve by applying the principles of continuous improvement in the next course he taught. Confronting the students directly with the problem, enlisting their aid in improving the course, and eliciting specific feedback all combined to substantially raise the level of student satisfaction. The principles applied in this intervention are broadly applicable to college professors, not only those working with “international” students.     

Do the poor benefit from globalization regardless of institutional quality?

Despite significant progress towards the Millennium goals, more than one billion people live on less than 1.25 US dollars per day. Previous research suggests that globalization stimulates poverty reduction, but does not investigate what role institutions play in this relationship. Theoretically, globalization could act as either a complement or a substitute to institutional quality in reducing poverty. We find that the poverty-reducing effect of globalization is stronger when institutions are weak. In particular, increasing social globalization reduces poverty more when corruption is high and democratic accountability is low. Thus, globalization has the power to reduce poverty even in countries with low institutional quality.     

The employment interview: A review of current studies and directions for future research

The employment interview continues to be a prevalent device used by organizations and a popular topic of study among researchers. In fact, over 100 new articles have been published since Posthuma, Morgeson and Campion's [Posthuma, R. A., Morgeson, F. P., & Campion, M. A. (2002). Beyond employment interview validity: A comprehensive narrative review of recent research and trends over time. Personnel Psychology, 55, 1–81] review that are selectively examined and critiqued. During this timeframe, three main areas that have received considerable research attention are discussed: (1) understanding why “structured” interviews predict, (2) examining the constructs interviews may measure, and (3) investigating the applicant and interview factors that may affect the interview process. Despite advances made in our knowledge of employment interviews, numerous ideas for future research are advanced. Three key areas that deserve immediate research attention are: (1) establishing a common model and measurement of interview structure, (2) focusing on what constructs could be or are best measured, and (3) formulating consistent definitions, labeling and measurement of applicant factors. In this way, employment interview research can be advanced.     

College Choice and Subsequent Earnings: Results Using Swedish Sibling Data*

Using data on 19,000 whole siblings, it is shown that earnings vary significantly among students who have graduated from different colleges. The cross‐section estimates are up to twice the within‐family estimates, indicating that a regression estimator of college effects that does not adjust properly for family characteristics will overestimate the earnings premium of college. This study also shows that the effects of college choice vary between sisters and brothers and that there is a relationship between teacher quality and the college effects. These findings suggest that there is no straightforward interpretation of college in individual earnings equations.     

Accounting Quality in Eastern Europe after Communism

Research Question/Issue: This study, in the taxonomy of Schiehll and Martins (2016 Schiehll, E. and H. C. Martins. 2016. Cross-national governance research: A systematic review and assessment. Corporate Governance: An International Review 24 (3):181–99. doi:10.1111/corg.12158.[Crossref], [Web of Science ®] , [Google Scholar]), examines cross-national corporate governance, within their “legal” category. It rests on the understanding that to fully grasp corporate governance it is essential to understand the embedded institutions. The research question is: Does an increase in legal quality cause an associated increase in the quality of corporate governance in the form of financial reports to investors? If so, this supports the fundamental importance of legal systems to earnings quality. Reliable evidence on whether there is an association between legal quality and financial reporting quality would be an empirical association showing that where legal quality is higher, earnings quality is also higher, and conversely.

Research Findings/Insights: The results show clearly that in 2005 and 2010, when adequate data are available for testing, earnings quality is poor: far more companies show small gains than small losses. A great deal of managerial discretion is exercised in arriving at accounting figures, since many amounts depend on forecasts of future events. A significant number of firms use that latitude to show positive earnings. As to patterns of earnings management among three clusters of countries, the small number of firms generally precludes strong statistically supported evidence of management within the clusters. Nevertheless, the whole is the sum of the parts, and the parts (clusters) indicate the clusters most responsible for the overall result. There is little evidence of small gains exceeding small losses in the Baltics, greater differences in the Visegrád countries, and big differences in southern Europe.

Theoretical/Academic Implications: Based on both (a) the historical background of legal systems and (b) attitudes concerning legal quality measured at the same time as the earnings measures, the accounting results are consistent with the prediction of a strong legal culture driving effective corporate governance.

Practitioner/Policy Implications: The results show that eastern firms, on aggregate, have yet to reach the level of their western counterparts. However, the differences do not seem highly significant, and indicate that convergence is close in this area. This, in turn, should guide and encourage legislators in their work.     

Risk as feelings or risk and feelings? A cross‐lagged panel analysis

This article focuses on affective and cognitive processes underlying the perception of risk. A limitation with most process models of affect/cognition is that they include only concurrent emotions. By following a group (n?=?129) of military sailors prospectively during an international operation, we explored longitudinal relations between perceived risk and related feelings.

Longitudinal cross‐lagged path models were estimated to explore the relationships between perceived risk, worry, and emotional distress. Results gave support to earlier studies by showing that cross‐sectional measures of risk and worry were weakly related. Across time, worry and emotional distress were reciprocally related. Perceived risk had impact on worry but not on emotional distress. Neither worry nor emotional distress influenced perceived risk.

The risk‐as‐feelings hypothesis postulates a direct effect of feelings onto behavioural choice, and a reciprocal relation between cognitive evaluations and feelings.

Our findings do not support a reciprocal relation between judgements of risk and feelings, but an impact from risk on to worry. Between various measures of feelings reciprocity seems to exist. Further replications, including also behavioural measures, are needed.     

Strength in diversity? Fiscal federalism among the fifty US states

Fiscal federalism in the USA has a distinctive structure that contrasts sharply with that in most other industrialized nations. Our purpose in this paper is to describe and explore the US “brand” of fiscal federalism. We demonstrate that there is a striking amount of variety in the 50 state fiscal systems and that these differences have prevailed in the face of potentially disruptive forces. The variety we find stems in large part from states having meaningful fiscal autonomy, in particular, the authority to levy taxes. The result is likely higher societal welfare than would ensue without this autonomy.     

When Bad Things Happen to the Endorsers of Good Products

We investigate how a firm's financial performance (as measured by stock returns) is influenced when celebrity endorsers become involved in undesirable events, i.e., events that have a deleterious effect on the spokespersons. We find that the stock market reaction to these events is negatively related to spokesperson blameworthiness. The lower (higher) the culpability, the higher (lower) the stock return. Interestingly, it is only those firms associated with spokespersons having high culpability that tend to experience losses in stock market value. In contrast, we find that events rated at or below the mean level of blameworthiness are associated with positive stock market returns.     

Multiple foci of commitment in a professional service firm: balancing complex employment relations

Employees of professional service firms (PSFs) have attachments to multiple groups, which may be either compatible or conflicting: their employer, their clients and their profession. We analyse the antecedents of commitment to these three foci based on a survey of 510 employees in a large PSF in Norway. The main findings are as follows: (1) low quality of internal work relations is negatively associated with employer commitment and draws employees towards external foci of commitment – the clients and the profession; (2) role conflict is associated with stronger commitment to the client organisation and the profession; and (3) autonomy and transferability of skills are associated with stronger commitment to the profession, but does not undermine commitment to the employer. The article contributes to our understanding of the conditions under which employees identify with external groups and when commitment to the employer may be compromised. The findings have implications for how managers can help to increase the commitment of employees involved in complex employment relations.