To enable a better understanding of corrupt activities, I develop the paper around fundamental dimensions: Firstly, corruption is exerted by the supply side, this means I analyze the regulation effects on providers of corruption activities. Second, I enrich existing compliance concepts with the integrity approach and point out the effects on individual behavior.
The relationship between corporate social responsibility (CSR) and economic payoff has been an increasingly important issue for scholarly discussion. To enable a better understanding of the similarities, distinctions and complementarities between explaining theories, I set forth a theoretical basis for constituting CSR activities on an individual level. An alternative modeling of the utility function and economic concepts like happiness research, stewardship theory and intrinsic motivation can give some further explanations why managers act in a social responsible way beside normative considerations.
The UN Global Compact (UNGC) is the largest “corporate citizenship” (CC) initiative in the world. Almost 4000 companies have signed up for the initiative whereby they voluntarily commit themselves to adhere to ten principles in the areas of human rights, labor rights, the environment and corruption (www.unglobalcompact.org).
Eight years after the launch of the UNGC the question rises how far the participants have progressed in the implementation of the Compact’s principles.
This paper presents the results of an empirical assessment of the implementation process at five Swiss UNGC participants. The results illustrate that CC is a learning process and corporations are at different stages of development. To date, only few companies are implementing CC as intended by the founders of the UNGC yet some aspects show that companies assume a political role in their global business activities. Thus, the study confirms the theoretical argument of corporations contributing to emerging global governance structures (Palazzo/Scherer 2006).
Whereas the theoretical literature on organizational reward systems repeatedly points to the importance of tournament models from an efficiency perspective, very few is known about the application and effectiveness of tournament compensation in organizations, especially when contestant heterogeneity is taken into account. While the distorting effects of contestant heterogeneity on tournament incentives have been theoretically analyzed for the two-contestant-case, tournament incentives in a typical organizational context with more than two and with heterogeneous contestants and with more than one prize, have not been studied so far. In our paper, we analyze these effects theoretically as well as empirically by studying in-centive travel sales contests as a quantitatively important component of compensation, and we also present first empirical evidence on (successful and unsuccessful) organizational attempts to reduce contestant heterogeneity by active handicapping and league-building.
In this survey article, we review results from behavioural and experimental economics that have a potential application in the field of personnel economics. While personnel economics started out with a «clean» economic perspective on human resource management (HRM), it has recently broadened its perspective by increasingly taking into account the results from laboratory experiments. Besides having inspired theory-building, the integration of behavioural economics into personnel economics has gone hand in hand with a strengthening of empirical analyses (using field experiments and survey data) complementing the findings from the laboratory. Concentrating on employee compensation as one particular field of application, we show that for personnel economics there is indeed much to be learnt from the recent developments in behavioural economics. Moreover, integrating behavioural economics into personnel economics bears the chance of eventually reconciling personnel economics and «classic» HRM analysis that has a long tradition of relying on social psychology as a classical point of reference.
The new developments of the globalization process bring with them new responsibilities for the multinational corporation and its leaders. The aim of the paper was to identify those new responsibilities and to look at the changing role of leadership due to those responsibilities. This paper thereby acknowledges the need for a more descriptive and prescriptive social scientific approach by aiming for an understanding of what will be called globally responsible leadership. The article starts with pointing to the changing role of leadership due to new ecological, societal and business obligations leaders in organizations are facing. The following literature review of leadership theories shows that there is no theory that can fully address the new developments. Thus, it is developed a new framework of globally responsible leadership that encompasses those new obligations and that exemplifies the personal preconditions of globally responsible leaders. It is therefore drawn upon theories of responsibility form the philosophy of law and further disciplines. The elements of the framework of globally responsible leadership are explained and suggestions are made of how to empirically capture globally responsible leadership behaviour. At the end, the article points to future research directions.
This groundbreaking book discusses the significance of a microeconomic approach to the transformation process in Eastern Europe from a theoretical and empirical perspective. It reveals that microeconomic conditions constitute the framework for the successful restructuring and recovery of the post-socialist countries in Europe.
