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We compare the governance characteristics of dual-class firms to a matched sample of single-class firms. Dual-class firms allow firms to separate voting and cash flow rights, frequently allowing management to control the voting rights while only having a small proportion of the cash flow rights. With the control of the voting rights, management has the ability to choose governance characteristics to further entrench itself or help protect the rights of the minority investors. We show that dual-class firms are less likely to have independent boards and have lower levels of institutional ownership. However, dual-class firms are more likely to have separate individuals as CEO and Chairman of the Board and less likely to have staggered boards, which are considered to be good governance characteristics.

Previous research has shown that eras of managerial rhetorics have alternated between normative and rational ideologies. The purpose of this study is to test the influence of generational membership on this phenomenon.

Examining data for the past 130 years, eras of managerial rhetorics are matched with recurring generational archetypes.

Empirical evidence is analyzed and found to be generally supportive of the hypotheses: generational membership is associated with the timing of the alternation in managerial rhetorics.

The findings of association suggest generational change could be a causal driver of long‐term change in managerial rhetorics.

The model tested implies a predictive ability to anticipate the movement from the current normative rhetoric to a new rational rhetoric in the near future.

This study is the first to find evidence that the alternation between rational and normative managerial rhetorics is related to generational effects.

Australia's agricultural industry has become highly dependent on young low-cost, overseas “working holiday” visa workers known as “backpackers”, who are notoriously subject to exploitative workplace practices. This study aimed to explore backpackers' experiences in terms of how job demands, job resources and personal resources influence their appraisals of working in agriculture.

In-depth semi-structured interviews were used to explore the work experiences of N = 21 backpackers employed under the Australian Working Holiday visa (subclass 417). Data were analyzed by thematic analysis and organized in terms of job demands and resources.

This study revealed job demands commonly experienced by agricultural backpacker workers (e.g. precarity, physically strenuous work, low pay), and job resources (e.g. adequate training, feedback) and personal resources (e.g. attitude, language) that buffer the demands. The findings indicate that backpackers' appraisals of their experiences and performance decline when demands outweigh resources.

This study offers an emic perspective on the work of an understudied segment of the agricultural workforce. The findings have implications for improving work practices and policies aimed at attracting and retaining this important labor source in the future.

Previous research on institutional change has largely ignored its cyclical nature. This paper aims to introduce a four‐phase cyclical model of long‐term institutional change.

The recurrent patterns of the model have been identified from previous technological revolutions and their accompanying surges of development. The model also incorporates generational theory as a driver of institutional change.

The model predicts that a multi‐year institutional crisis is currently underway that has important implications for practitioners. The paper also describes proposed solutions to the current crisis.

The model developed synthesizes disparate institutional theories to build a new explanation for long‐term economic development.

This paper examines the potential relationship between the history of American generations and the development of American management thought. The paper reviews the recently developed generational theory of American history, along with the generational concept itself. Then, the leading thinkers in the history of the management discipline are classified according to their generational membership. The potential theoretical and research implications of the interplay of managerial and historical generations are then discussed.

When detaining and enforcing treatment, psychiatric services often assumed that the person is separate from their dysfunctional biology and removed from their social context. Coproduction is hindered by polarised views where one party holds power and others are not able to promote their views. But if biomedical models are abandoned, ethical grounding for mental health law would be lost. The purpose of this paper is to explore the experience of detaining and being detained, clarifying understandings of trust, illness, personhood and control.

A hermeneutic phenomenological approach was employed.

A Social Worker and man who suffers from psychosis report that their choices are limited by mental health law. They both experience themselves as passive. The man rejects society and withdraws to avoid stress; while the Social Worker just follows legal guidelines. Interaction in mental healthcare is experienced as lacking trust, involving threat, but sometimes negotiation is possible. Control over illness is associated with having a choice of treatments. Psychosis is not experienced as a separate illness process and control is exercised over the person rather than that illness.

This was a small qualitative study designed to prompt discussion and inform further research and policy review.

To enable coproduction, detention or enforced treatment should be grounded more firmly in morality or criminal justice.

People who suffer psychosis could be understood and their views more often accepted.

An innovative research approach is used to bring new understanding.

Migrant workers are often concentrated in segments of the labour market characterised by low-paid and insecure work and which fall outside of the traditional ‘web of rules’ providing workers with protections. Institutional experimentation provides an opportunity to rectify this. This chapter examines the reasons why migrant workers are often subject to exploitation and marginalisation in the labour market. It then analyses the roles of the three main actors with the capacity to protect and improve migrant workers’ labour market position: governments, trade unions and community organisations. It proposes a ‘co-regulation’ approach based on collaborative institutional experimentation between these actors as the most effective way to address the exploitation and marginalisation of migrant workers.

First of all I must stress that my remarks do not necessarily, or even probably, reflect Intercom's attitude — and I trust that you will treat this as personal data, in the spirit of the Act.