Ethics from the top: top management and ethical business

Codes of ethics and conduct typically demand the highest standard of ethical behaviour from every single employee. This implies a democratic or lobbyist understanding of ethics in business. The contrasting view would argue that business ethics is an elitist undertaking that can only be instigated from the top, by managing directors or owner managers. This article looks at three types of ethical businesses, three types of approaches to ethical problem-solving, and three possible incentives for ethical business to see which of the above is more convincing. It will be argued that the impulse for value-driven business has to come from the top. Only top management and owner managers have the opportunity to foster major change in business practice.     

International Capital Mobility in the Presence of Unemployment Insurance

The paper develops a general–equilibrium model with layoff unemployment to examine the effect of different unemployment insurance policies on international capital mobility. Conditions are derived under which capital will flow to the high–benefit country. Incentives for international capital movements are unaffected by how the burden of financing unemployment benefits is distributed between workers and firms. It is shown that capital outflows might have positive welfare effects for workers. This contrasts with results from standard models of international factor movements.     

Do Australian companies manage earnings to meet simple earnings benchmarks?

Measurement error in unexpected accruals is an important problem for empirical earnings management research. Several recent studies avoid this problem by examining the pooled, cross–sectional distribution of reported earnings. Discontinuities in the distribution of reported earnings around key earnings thresholds may indicate the exercise of management discretion (i.e. earnings management). We apply this approach to the detection of earnings management by Australian firms. Our results generally indicate significantly more small earnings increases and small profits than expected and conversely, considerably fewer small earnings decreases and small losses than expected. These results are much stronger for larger Australian firms. We undertake an exploratory analysis of alternative explanations for our results and find some evidence consistent with management signalling its inside knowledge about the firm's expected future profitability to smooth earnings, as opposed to 'management intent to deceive' as an explanation for our results.     

Graphic Geopolitics: An Interview with Comics Artist Joe Sacco

Joe Sacco is best known for works that blend journalism with the format and structure of comic books. Sacco’s prior work has considered themes of political conflict, legacies of violence, and marginalization across a range of geographic contexts, including Bosnia, the Middle East, and the United States. This interview, conducted by the authors with Joe Sacco on 16 November 2015, explores these and other themes in an attempt to situate the positionality and choices of the creator of geopolitical narratives in the broader literature on critical geopolitics. We consider the themes of subject, representation, audience response, and stylistic influences, among others, in our conversation.     

Surviving leisure time racism: the burden of racial harassment on Britain's black footballers

This paper explores the burden of racial harassment and abuse on Britain's black footballers and places this in the context of leisure time racism. It is based on research carried out between 1989 and 1994. It is suggested that the source of such racism has been a neglected issue and only gained significant recognition in 1993 when the Commission for Racial Equality launched its Let's Kick Racism Out of Football campaign. It is argued that the racial abuse and chanting aimed at black footballers are examples of racial harassment. The research gathered evidence from two locations - Leeds and Newcastle - to assess the extent to which players were being disproportionately affected by this harassment and introduces the concept of 'burden of abuse'. Some historical background is provided and football stadia are considered as key symbolic leisure sites where a basic white working class racism has found expression. The growth of black footballers since the 1970s is considered, as well as the way such players have survived the racial harassment, some of whom were interviewed as part of the research exercise.     

Digitalisierung im Gesundheitswesen — zwischen Datenschutz und moderner Medizinversorgung

The digital transformation of the healthcare branch is important and unstoppable. The enormous possibility of digitalisation to redesign and enhance processes has been shown in other branches. Digital technologies offer the similarly large potential to improve the quality and efficiency of healthcare services. However, in terms of digitalisation, the German health system lags behind other European countries. But given a lack of available evidence, the effects of the digitalisation of the healthcare system cannot be reliably evaluated. Digital access to patient data necessitates constructive error cultures in organisations in order to limit defensive medicine. And digital access to health information necessitates individual competence in searching and using this information for participatory decision-making. As with all technological progress, information security is very important in order to gain citizens’ confidence in a digital healthcare system. Thus, it is necessary to simultaneously pursue both enhanced privacy standards and state-of-the-art medical technology.     

Career mentoring in context: A multilevel study on differentiated career mentoring and career mentoring climate

This study explores how supervisor career mentoring contributes to contemporary organizational career development, which strives to foster employees' promotability while strengthening their intention to stay. Specifically, we focus on the implications of career mentoring in team contexts. Applying a multilevel framework, we distinguish between individual‐level differentiated mentoring (i.e., an employee's mentoring perceptions as compared to those of other team members) and group‐level career mentoring climate (i.e., the average perception across all group members). In a workplace setting, we collected data from vocational job starters (N ranged from 230 to 290) and their company supervisors (N ranged from 56 to 68). We find that career mentoring climate positively relates to promotability, more so than differentiated career mentoring. Both career mentoring climate and differentiated career mentoring are positively related to the intention to stay. At the individual level, this relationship is mediated by job satisfaction. We discuss theoretical and practical implications of differentiated and group‐level mentoring.