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In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

Hiring managers commonly rely on system-justifying motives and attitudes during résumé screening. Given the prevalent use of modern résumé formats (e.g. LinkedIn) that include not only an applicant's credentials but also headshot photographs, visible sources of information such as an applicant's race are also revealed while a hiring manager simultaneously evaluates a candidate's suitability. As a result, such screening is likely to activate evaluation bias. The purpose of this paper is to examine the role of a hiring manager's perceptions of race-system justification, that is, support for the status quo in relations between Black and White job candidates in reinforcing or mitigating hiring bias related to in-group and out-group membership during résumé screening.

Drawing from system justification theory (SJT) in a pre-selection context, in an experimental study involving 174 human resource managers, the authors tested two boundary conditions of the expected relationship between hiring manager and job candidate race on candidate ratings: (1) a hiring manager's affirmative action (AA) attitudes and system-justifying attitudes and (2) a job candidate's manipulated suitability for a position. This approach enabled us to juxtapose the racial composition of hiring manager–job candidate dyads under conditions in which the job candidate's race and competency for a posted position were manipulated to examine the conditions under which White and Black hiring managers are likely to make biased evaluations. The authors largely replicated these findings in two follow-up studies with 261 students and 361 online raters.

The authors found that information on a candidate's objective suitability for a job resulted in opposite-race positive bias among Black evaluators and same-race positive bias among White evaluators in study 1 alone. Conversely, positive attitudes toward AA policies resulted in in-group favoritism and strengthened a positive same-race bias for Black evaluators (study 1 and 2). We replicated this finding with a third sample to directly test system-justifying attitudes (study 3). The way in which White raters rated White candidates reflected the same attitudes against systems (AA attitudes) that Black raters rating Black candidates exhibited in the authors’ first two studies. Positive system-justifying attitudes or positive attitudes toward AA did not, however, translate into the elevation of same-race candidate ratings of suitability above those of opposite-race candidates.

Although the size of the sample is on par with the percentage of Blacks nationwide in private-sector managerial-level positions ideally, the authors would have preferred to oversample Black HR managers. Given the scarcity of focus on Black HR managers, future researchers, using diverse samples of evaluators should also consider not only managers' and candidates' race but also their social dominance orientation. Moreover, it is important that future researchers use more racially diverse samples from other industries to more fully identify the ways in which the dynamics of system-justifying processes can emerge to influence evaluation bias during résumé screening.

Advances in technology pose new challenges to HR hiring practices. This study attempts to fill a void regarding the unintended effects of bias during digital résumé screening. These trends have important HR implications. Initial screening of a job applicant's credentials while concurrently viewing the individual's photograph is likely to activate subconscious evaluation bias, produces inaccurate applicant ratings. This study's findings should caution hiring managers about the potential for bias to arise when viewing job candidates' digital résumés and encourage them to carefully examine various boundary conditions on racial similarity bias effects on applicant pre-screening and subsequent hiring decisions.

The study’s results suggest that bias might be attenuated as organizational leaders engage in efforts to understand their system-justifying motives and examine perceptions of the workplace social hierarchy (i.e. responses to status hierarchies) linked to perceptions of the status quo. For example, understanding how system justifying motives influence evaluation bias will inform how best to design training and other interventions that link discussions of workforce diversity to the relationships among groups within the organization's social hierarchy. This line of research should be further explored to better understand the complex forces at work when hiring managers adopt system-justifying motives during hiring evaluations.

The authors address the limitations of prior research by examining interactions between boundary conditions in a real-world context using real human resources hiring managers and more contemporary personnel-screening practices to test changes in the direction and strength of the relationship between hiring manager–job candidate race and hiring manager evaluations. Thus, the authors’ findings have implications for hiring bias and understanding of system-justification processes, particularly regarding how, when and why hiring managers support the status quo (i.e. perpetuate inequity) even if they are disadvantaged as a result.

This chapter seeks to open a conversation around the increasingly pressing question of what is the role of the white researcher in qualitative Critical whiteness Studies (CwS) research in higher education. While the past 30 years have seen an increase in scholarship that critiques the ways that whiteness operates in higher education at both individual and institutional levels, to date no work exists that explores how this research should be conducted. In introducing a Critical whiteness Methodology (CwM) for higher education, this chapter is intended to provide an initial framework to inform the ways that white CwS scholars conceptualize, and conduct themselves throughout the research process. Grounded in core theoretical frameworks in CwS and influenced by critical race theory (CRT) and critical race methodologies (CRM), we propose five tenets that serve as a starting point in the conceptualization of a CwM. Utilizing these tenets, we then provide suggestions that white researchers can utilize to intentionally structure their research designs, protocols, and practices to actively challenge whiteness through CwS scholarship in higher education.

In the finance literature, fitting a cross-sectional regression with (estimated) abnormal returns as the dependent variable and firm-specific variables (e.g. financial ratios) as independent variables has become de rigueur for a publishable event study. In the absence of skewness and/or kurtosis the explanatory variable, the regression design does not exhibit leverage – an issue that has been addressed in the econometrics literature on the finite sample properties of heteroskedastic-consistent (HC) standard errors, but not in the finance literature on event studies. The paper aims to discuss this issue.

In this paper, simulations are designed to evaluate the potential bias in the standard error of the regression coefficient when the regression design includes “points of high leverage” (Chesher and Jewitt, 1987) and heteroskedasticity. The empirical distributions of test statistics are tabulated from ordinary least squares, weighted least squares, and HC standard errors.

None of the test statistics examined in these simulations are uniformly robust with regard to conditional heteroskedasticity when the regression includes “points of high leverage.” In some cases the bias can be quite large: an empirical rejection rate as high as 25 percent for a 5 percent nominal significance level. Further, the bias in OLS HC standard errors may be attenuated but not fully corrected with a “wild bootstrap.”

If the researcher suspects an event-induced increase in return variances, tests for conditional heteroskedasticity should be conducted and the regressor matrix should be evaluated for observations that exhibit a high degree of leverage.

This paper is a modest step toward filling a gap on the finite sample properties of HC standard errors in the event methodology literature.

Australians were recently awarded the dubious honour of building the largest homes in the world. Our new homes are now seven percent larger than those in the United States and nearly three times larger than those in the United Kingdom. At the same time, the price of an average residential property is now five times what it was 20 years ago. Although incomes have risen over the same period, they have not kept pace with rising house prices. In terms of disposable income, the cost of housing has almost doubled. While traditional housing affordability is measured in terms of house prices and incomes, a broader and more encompassing perspective also indicates that we can no longer ‘afford’ to build houses as we have done in the past. The environmental impact of modern Australian housing is significant. Australians have resisted the need for increased urban density as their capital city populations grow and new houses have been built on the outskirts of the existing cities, encroaching on the greenwedge and agricultural lands, destroying and degrading existing fauna and flora. The houses built have increased carbon emissions because of their size, embodied energy and reliance on the motor car. This paper discusses the environmental ‘affordability’ of current Australian housing and argues that this must be considered alongside traditional affordability criteria so that a more holistic approach to the issues is adopted.

Over nearly two decades the Supporting Effective Teaching project examined the characteristics of teachers that result in successful inclusion of students with disabilities in Canadian regular education classrooms. These studies revealed that teachers who rate high in adapting and calibrating instruction for students who have special needs are the most successful overall with all their students. In this chapter, we present an adaptation of the observation scale that we used to rate effective inclusive instructional practices. The adapted scale can be used both as a self-rating and as a third-party measurement scale of effective teaching practices. We link each element of the scale to the Universal Design for Learning framework. We discuss how challenges to effective practices are affected by teacher beliefs about ability and disability, collegial differences in beliefs and practices, and the focus set by the leadership in the school.