Although consumers increasingly use online communities for various activities, little is known about how participation in them affects people's decision-making strategies. Through a series of field and laboratory studies, the authors demonstrate that participation in an online community increases people's risk-seeking tendencies in their financial decisions and behaviors. The results reveal that participation in an online community leads consumers to believe that they will receive help or support from other members should difficulties arise. Such a perception leads online community participants to make riskier financial decisions than nonparticipants. The authors also discover a boundary condition to the effect: Online community members are more risk seeking only when they have relatively strong ties with other members; when ties are weak, they exhibit similar risk preferences as nonmembers.
This paper analyzes the effects of a percentage-of-revenue salary cap in a team sports league with win-maximizing clubs and flexible talent supply. It shows that a percentage-of-revenue cap produces a more balanced league and decreases aggregate salary payments. Taking into account the idiosyncrasies of European football, our paper further highlights the potential conflicts between the league and society. From the perspective of a league governing body, a percentage-of-revenue cap always enhances financial stability of win-maximizing clubs. A social planner, however, will not permit the introduction of such a cap if fans and players unduly suffer. This paper shows under which conditions the social planner accepts (rejects) a salary cap proposed by the league regulator.
Wer die Stadien finanziert; Während sich die Bundesliga-Profis im Urlaub befinden, ist an ihren Arbeitsstätten einiges los. Manche Stadien werden umgebaut, andere abgerissen und neu errichtet. Ziel ist, Austragungsort bei der WM 2006 in Deutschland zu werden. In loser Folge beschreibt diese Serie in den nächsten Wochen die spektakulärsten Veränderungen.. Von Helmut Dietl und Markus Pauli Financial Times Deutschland 13. Juni 2001
Regelmässig in r&c: wichtige und aktuelle Informationen zur internationalen Rechnungslegung. Dazu gehören unter anderem die Arbeit und das Arbeitsprogramm des International Accounting Standards Board (IASB) sowie des IFRS Interpretations Committee, die Überarbeitung bestehender und die Entwicklung neuer Standards sowie sonstige Verlautbarungen und aktuelle Informationen in diesem Bereich.
In order to avoid too many tied games after playing the five-minute overtime period, the National Hockey League (NHL) introduced two rule changes in the 1999-2000 season. First, a team that loses in overtime receives one point instead of zero points. Second, the number of skaters in overtime is reduced from five to four. The theoretical literature analyzing these rule changes predicted that they would also produce the unintended side-effect that more games would reach overtime and recommended that a team that wins in regulation should receive three points (instead of two) in order to counterbalance the converse effect. We are the first to empirically support this theoretical prediction using NHL data and data from Swiss ice hockey, in which the rule changes of the NHL were copied in the 2006-2007 season and in which the three-point rule was also introduced.
Angesichts der sich kontinuierlich verschärfenden Wettbewerbsbedingungen auf dem Schweizer Arbeitgebermarkt sowie der ständig wachsenden Bedrohung, im Rennen um die "right potentials" gegenüber Großunternehmen in den Rückstand zu geraten, steigt der Bedarf an strategischen Handlungsalternativen im Personalmanagement von KMU in besonderer Weise. In diesem Zusammenhang zeigt der vorliegende Beitrag zunächst auf, wie sich im Rahmen einer sog. "Employer Branding"-Strategie Erfolgspotenziale im Arbeitsmarkt durch den Aufbau und die Steuerung einer Arbeitgebermarke realisieren lassen. Darüber hinaus wird in einer empirischen Untersuchung bei Personalverantwortlichen und Führungskräften Schweizer KMU die wahrgenommene Relevanz sowie das vorherrschende Grundverständnis von Employer Branding ermittelt.
