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This study first replicates, then perturbs, the centipede game as implemented by McKelvey and Palfrey (1992). It is thus both a replication study and an original research study. We use controlled laboratory experiments, with computer interfaces for each treatment, anonymous round-robin matching among the subjects across rounds, multiple (10) rounds within each treatment, and incremental changes between adjacent treatments allowing for an assessment of effects at the margin of different game configurations. We find unraveling to the subgame perfect equilibrium somewhat faster than did McKelvey and Palfrey (1992), when using their exact design. Perturbations to that design show that setting non-taker payoffs to zero induces earlier unraveling, as does the use of higher stakes (as in Murphy, Rapoport, and Parco (2006), and Rapoport, Stein, Parco, and Nicholas (2003), respectively). Other, subsequent perturbations show: that there is at most a subtle effect associated with using a 10-second timer with a default move, relative to untimed active moves; and that clock format versus tree format has a minimal effect in common information, unchanging payoff-parameterization environments. We verify the robustness of some key past findings in real-time games. We also explore in a common information environment, the effect of design features previously used in independent private values settings; here we find new evidence that features which might modulate information acquisition and/or processing in an independent private values setting may not restrict behavior in a common information setting.

This research provides accounting-ethics authors and administrators with a benchmark for accounting-ethics research. While Bernardi and Bean (2010) considered publications in business-ethics and accounting’s top-40 journals this study considers research in eight accounting-ethics and public-interest journals, as well as, 34 business-ethics journals. We analyzed the contents of our 42 journals for the 25-year period between 1991 through 2015. This research documents the continued growth (Bernardi & Bean, 2007) of accounting-ethics research in both accounting-ethics and business-ethics journals. We provide data on the top-10 ethics authors in each doctoral year group, the top-50 ethics authors over the most recent 10, 20, and 25 years, and a distribution among ethics scholars for these periods. For the 25-year timeframe, our data indicate that only 665 (274) of the 5,125 accounting PhDs/DBAs (13.0% and 5.4% respectively) in Canada and the United States had authored or co-authored one (more than one) ethics article.

Purpose – Research finds that youths who are able to align their educational and occupational ambitions are better able to realize both. In this chapter, we describe when and how the educational, occupational, and family aspirations and expectations of a subgroup of youth often marginalized in traditional status attainment research are aligned.

Methodology/approach – We use qualitative data from the Gautreaux Two program in Chicago, which gave vouchers to families in existing public housing to move to low-poverty and racially diverse areas. Our sample includes in-depth qualitative interviews with 93 children in 57 of the families included in the study.

Findings – Our results show that there are two groups of youths – one group whose educational, family, and occupational ambitions are aligned and one whose ambitions are misaligned. Many of the narratives of the youths whose ambitions are at odds reflect the ways in which competing ideologies of success for inner-city children can lead to misaligned aspirations. Both groups of youths also discuss their awareness of the difficulties they face in realizing even their aligned ambitions.

Research limitations/implications – This research provides implications for policies and programs seeking to improve youths' experiences both in housing mobility programs and disadvantaged neighborhoods and schools.

Originality/value of paper – This chapter adds to previous research by considering how youths' family plans intersect with their educational and occupational ambitions. Also, we explore the alignment of ambitions among a group of youths who may be considered socially marginalized, those who have grown up in urban housing developments.

Today Lionel Penrose is recognised as the co-author of one of the two leading indices of power in voting legislatures – a field of study that game theory in general, and cooperative game theory in particular, has been reclaiming from sociology and political science since the 1950s. The main claim of this paper is that Penrose developed his index so as to tackle questions that go vastly beyond the narrow domain of voting; namely, acute social issues during the Cold War such as the outburst and propagation of panics, the ideological susceptibility of populations, the escalation of military conflict and the successful installation of authoritarian regimes. Furthermore, by revisiting the history of the Penrose power index, the paper re-evaluates some of its key underlying assumptions: assumptions that have been heavily – and unfairly, as the paper argues – criticised over the last decade.

Purpose – The aim of this paper is to analyze the changes that took place in occupational segregation by gender, nationality, and age in Switzerland during the period 1970–2000.

Methodology – The paper starts by using correspondence analysis to detect changes in occupational segregation by gender and nationality. It then generalizes a decomposition procedure originally proposed by Karmel and McLachlan by combining their approach with what is now known as the Shapley decomposition. Such a generalization offers a clear breakdown of the variation over time in occupational segregation into a component measuring changes in net segregation and another one corresponding to changes in the margins, the latter itself including variations in the occupational structure and in the shares of the subpopulations (e.g., the genders) in the labor force.

Findings – Between 1970 and 2000 there was a slight increase in gross segregation by gender but a decrease in net segregation. The change in gross segregation is because the change in the margins more than compensated that in the internal structure. But even the change in the margins is the consequence of opposite forces since variations in the occupational structure would have per se led to a decrease in gross segregation.

Originality – The results of the empirical illustration based on Swiss data for 1970 and 2000 prove the usefulness of the approach. They stress in particular that in several instances, variations in gross and net segregation worked in opposite directions.

Organizations are investing their resources to identify effective leaders; however, the most commonly utilized assessments of leadership potential do not cover the social cognitions of individuals. Trait assessments, which are explicit in nature, also have other problems, including faking and socially desirable responding. In this chapter, we highlight the importance of leaders' implicit reasoning processes, with a particular focus on cognitive biases, in an attempt to understand how destructive leaders frame the world, situations and people and how they justify their choice of behaviours and decisions. Empirical evidence in the literature supports the valid use of implicit reasoning measurements in organizational contexts. Thus, we first summarize and list the cognitive biases of destructive leaders as identified in the literature. We then turn our focus on Machiavellian leaders as they have been associated with destructive leadership. We present the most common six cognitive biases and justification mechanisms of Machiavellian leaders based on our qualitative analysis of interview responses from 72 employees. We aim to encourage researchers and practitioners to make use of the literature on implicit reasoning and to further contribute to developing measures assessing such implicit reasoning processes.

The purpose of this article is to understand how academics in management deal with the concept of generation in the workplace. We begin by conducting an interdisciplinary literature analysis, thereby elaborating a conceptual framework concerning generational diversity. This framework consists of four levels of analysis (society, career, organisation and occupation) and three dimensions (age, cohort and event/period). We then conduct a meta-analysis using this conceptual framework to analyse papers from the management field. The results from this analysis reveal the existence of a diversity of generational approaches, which focus on the dimensions of age and cohort on a societal level. Four factors seem to explain these results: the recent de-synchronisation of generational dimensions and levels, the novelty of theoretical models, the amplification of stereotypes by mass media and the methodologies employed by researchers. In sum, this article contributes to a more realistic view of generational diversity in the workplace for both academics and practitioners.

Much has been theorized about what change strategies to employ given particular types of organizational change. Organizational theorists have linked participative strategies with culture change, strategies based on logic and reason with new technology implementations, and power strategies with the introduction of new laws and legislation. However, to what degree are these suggested recommendations carried out in organizations? In this paper, we explored the extent to which change recipients perceive the use of theorist recommended strategies when undergoing specific types of organizational changes. Using survey research (N = 88), we investigated the perceived relationship between two components of change: change content and change strategy. The results partially follow the ideals proposed by previous theorists, but they also highlight a significant relationship between power-coercive strategies and episodic change events that is contrary to those ideals. For practitioners, our findings draw attention to the connection between change content and change strategy in the hope of offering some guidance to those change agents who must determine how to lead a particular change initiative. Additionally, since our investigation is original and exploratory, we incite future research aimed at understanding the congruency between change content and change strategy formulation.