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The purpose of this paper is to examine formal and informal types of power, and identify the characteristics of corporate communications managers who are in the dominant coalition.

The paper reports on results of a survey sent to a representative sample of S&P 500 corporate communications managers and CEOs in the USA Data about industry sector, company size, annual revenue and profitability were collected for the responding companies and a random sample of 100 non‐responding companies. The responding companies (n=161) did not significantly differ from the non‐responding companies

The paper finds that four attributes of informal power differentiate communications managers who are in the dominant coalition from those who are not: reciprocal trust, strategic business decision‐making, social inclusion and communication expertise.

Future research should explore whether any of the 37 percent of communications managers in the dominant coalition at these top companies come from backgrounds significantly different from those of the executive elite.

The paper supports the organizational theory of the importance of informal power as a prerequisite to be in the dominant coalition – particularly friendship and “being included.” Communications managers who are in the dominant coalition are in a better position to institute ethical and excellent (symmetrical) communication practices. The findings of this study have implications for the likely success (or lack thereof) of managers with diverse backgrounds of being included in the dominant coalition.

The paper provides quantitative, generalizable results based on a representative sample where many previous studies have relied on qualitative data alone.

The purpose of this paper is to identify and classify the various initiatives developed and implemented across the globe for the abatement of maritime air emissions.

In this paper, an extensive survey of various sources was conducted, including the official reports of international and regional institutions, government policy documents, port authority websites, classification society pages, private firms’ sites and the academic literature. The initiatives were then categorized in accordance with the classification of the Swedish Environmental Protection Agency and analyzed using the SPSS Statistics software to give some insight into their frequencies and the interrelationships between them.

This exploratory review resulted in the establishment of a comprehensive global database of initiatives encouraged by the whole range of shipping stakeholders and decision-makers for the reduction of shipping air emissions. According to the findings, economic incentives that provide motivation for the adoption of less environmentally damaging practices are the most commonly used initiative, followed by infrastructure investments and informative policies.

The results provide implications for further research that include an in-depth analysis of ports’ policies, as well as an evaluation of initiatives applied on a large scale to map their emissions reduction potential for shipping.

The main contribution of this paper is the identification and analysis of all the diverse initiatives implemented globally in a comprehensive way and its dealing with air pollution from shipping as a whole.

This research finds out to what extent companies’ names are influenced by the place’s attributes versus the official branding policies of a place and, consequently, whether and how local companies “buy into” the place’s strategies put forth by official bodies.

This paper is both conceptual and empirical, as a mixed quantitative and interpretive approach is used. The companies’ names of a tourist industry (the tour and guiding companies) in three destinations are compared and pitched against the branding of these cities. The companies' names are classified into categories to ascertain whether they reflect (or diverge from) the official strategies. Finally, a conceptual model is developed to explain the findings: the strategic naming model (SNM).

Our main finding is that the overall business features of a place being stronger determinants to the naming strategies than tourist destination branding initiatives. The intrinsic features of a place seem thus to be “above” destination branding policies. The researched features account for different naming strategies, such as highly original names, flat names or non-strategic names.

As the work is based on a convenience sample, it cannot claim strong representativity. The fact that each of the three data sets was processed by a different researcher might bring up personal biases.

This work is a call for a more intensive use of naming strategies to the companies’ advantages, as naming is found out to be strategy used to a very low degree. Thanks to this research, companies will understand the different naming possibilities and be able to apply them to their strategies by choosing names which express “uniqueness” or “belonging”. Practitioners will also be aware of whether they are communicating towards the industry or towards the market.

No works were found that empirically pursue our research goals. Therefore, this research might be considered as a novelty. The proposed SNM model explains and relates the most usual company naming techniques, which were unrelated up to date.

This paper aims to examine the tourist business and marketing strategies of a US agribusiness giant, the United Fruit Company (UFCO), between its incorporation in 1899 and 1940. It considers how tourist marketing served the company’s public-relations interest and tourism’s broader connection to narratives of US ascendancy in the Caribbean Basin.

This study is based on original research in a series of published company materials, including annual reports and a wide variety of marketing materials, as well as a variety of rare primary sources documenting the experiences of US tourists on UFCO cruises.

From its incorporation in 1899, the UFCO developed a Caribbean cruise business as a vital part of its strategies of vertical integration and expansion around the region. Marketing tropical travel at a time when tropical disease dominated US perceptions of such places required a thorough conceptual makeover, and UFCO publicity played an important part in this process. The company advertised Caribbean destinations first for their therapeutic possibilities, but by the 1920s, a framework of anachronistic space and picturesque primitivism predominated in marketing campaigns. The structure of this narrative naturalized the company’s, and more broadly, US, hegemony in the region. While on cruises, tourists became witnesses to and participants in a series of spectacles and activities highlighting the company’s technological prowess and benevolence.

This analysis centers on a largely overlooked dimension of the famed banana company’s enterprise. It is grounded in a wide collection of primary sources largely untapped by researchers, a source base that brings tourist perception and experience into the story of this company’s marketing efforts. This research brings tourism and leisure into the historical discussion of US power in early-twentieth-century Latin America.

Based on ethnographic fieldwork carried out among market sellers in Equatorial Guinea’s capital Malabo at the height of its oil-boom in 2010–2012, this paper explores how prices were negotiated and set. It describes how the marketplace constitutes an important institution in Guinean society, not only as a site for provisioning, but also as a space for fostering relationships, engaging in politics and seeking social justice. The case of Equatorial Guinea helps us to re-think the notion of the just price as it is established through contingent and negotiated relations between traders, their customers and powerful political actors, rather than being the outcome of supply and demand or the result of struggles over the production and reproduction of labour. The emphasis on the political dimension of the just price speaks to key debates in the moral economy literature.

Identification in a regression discontinuity (RD) design hinges on the discontinuity in the probability of treatment when a covariate (assignment variable) exceeds a known threshold. If the assignment variable is measured with error, however, the discontinuity in the relationship between the probability of treatment and the observed mismeasured assignment variable may disappear. Therefore, the presence of measurement error in the assignment variable poses a challenge to treatment effect identification. This chapter provides sufficient conditions to identify the RD treatment effect using the mismeasured assignment variable, the treatment status and the outcome variable. We prove identification separately for discrete and continuous assignment variables and study the properties of various estimation procedures. We illustrate the proposed methods in an empirical application, where we estimate Medicaid takeup and its crowdout effect on private health insurance coverage.

To understand whether the three dimensions of work–family culture, namely managerial support, negative consequences and organizational time demands relate in different ways with different types of commitment; affective, continuance and normative. The relationships were examined in a three-country cross-national context.

Questionnaire survey was conducted in India, Peru and Spain among executives and managers drawn from both the manufacturing and the services sectors.

The three countries were both similar and different with Peru and Spain more similar to each other than with India. Managerial support dimension of work–family culture predicted affective commitment across all the three countries. Differences were found with respect to predictors of normative commitment. Managerial support predicted normative commitment for Spain. Lower negative career consequences resulted in decreased normative commitment among the managers in Peru and Spain.

The study has limitations of generalizability and common method variance.

Human resource managers will find the study useful to determine which dimensions of work–family culture would predict the outcomes desired. The study has implications for the design of human resource practices in the industry.

The study is the first that addresses the three dimensions of work–family culture and organizational commitment in a cross-national context. The study suggests that the way in which work–family culture is conceptualized and experienced by employees may vary even among countries classified as “collectivist.”

The purpose of this paper is to assess differences between employees of family and non-family firms regarding their perceptions of employer branding and psychological contract levels. Moreover, focusing on family firms, the authors assess the relation between the employees’ perceptions of employer branding and the psychological contract levels.

The empirical evidence is provided by a sample of 165 Portuguese employees, 76 employees of family firms and 89 non-family firms’ employees, who responded to a questionnaire that included employer branding and psychological contract measures. All respondents study in small and medium-sized private companies.

The results confirmed the research hypotheses, suggesting that employees of family companies show higher perceptions of employer branding and psychological contract levels than employees of non-family companies. Results also reveal that the perceptions of employer branding are positively related to the psychological contract levels of the family firm’s employees.

This paper aims to contribute to the literature by addressing two contemporary organizational aspects yet under-addressed in the comparison between family and non-family firms while pursuing to offer insights on the relationship between the perceptions of employer branding and levels of the psychological contract of employees working in family firms.

O objetivo deste artigo é avaliar diferenças entre colaboradores de empresas familiares e não familiares no que respeita às suas perceções das práticas de employer branding e níveis de contrato psicológico. Além disso, com foco nas empresas familiares, foi avaliada a relação entre as perceções de employer branding dos colaboradores e os níveis de contrato psicológico.

A evidência empírica é baseada numa amostra de 165 trabalhadores portugueses, 76 colaboradores de empresas familiares e 89 de empresas não familiares. Os participantes responderam a um questionário que avaliou as perceções sobre as práticas de employer branding e os níveis de contrato psicológico. Todos os respondentes trabalham em empresas privadas de pequena e média dimensão.

Os resultados confirmaram as hipóteses de investigação, sugerindo que os colaboradores de empresas familiares apresentam perceções de employer branding e níveis de contrato psicológico mais elevados do que os colaboradores de empresas não familiares. Os resultados revelaram ainda que as perceções de employer branding estão positivamente relacionadas com os níveis de contrato psicológico dos colaboradores de empresas familiares.

Este artigo tem como objetivo contribuir para a literatura ao abordar dois aspetos organizacionais contemporâneos ainda pouco estudados na comparação entre empresas familiares e não familiares. Procurando, ainda, que oferecer insights sobre a relação entre as perceções de employer branding e os níveis de contrato psicológico dos colaboradores de empresas familiares.

El propósito de este artículo científico es evaluar las diferencias entre los empleados de empresas familiares y no familiares, con respecto a sus percepciones de las prácticas de employer branding y los niveles de contrato psicológico. Además, centrándonos en las empresas familiares, evaluamos la relación entre las percepciones de los empleados sobre las prácticas de employer branding y los niveles de contrato psicológico.

La muestra de esta pesquisa incluye 165 empleados portugueses, de los cuales 76 son empleados de empresas familiares y 89 son empleados de empresas no familiares. Los participantes respondieron a un cuestionario que evaluaba sus percepciones de las prácticas de employer branding y los niveles de contrato psicológico. Todos los encuestados trabajan en pequeñas y medianas empresas privadas.

Los resultados confirmaron las hipótesis de la investigación. Los empleados de empresas familiares muestran una mayor percepción de las prácticas de employer branding y los niveles de contrato psicológico que los empleados de empresas no familiares. Los resultados también revelan que las percepciones de las prácticas de employer branding están relacionadas positivamente con los niveles de contrato psicológico de los empleados de las empresas familiares.

Este artículo tiene como objetivo contribuir a la literatura abordando dos aspectos organizativos contemporáneos, aún poco abordados en la comparación entre empresas familiares y no familiares. Al mismo tiempo, este artículo busca ofrecer ideas sobre la relación entre las prácticas de employer branding y los niveles de contrato psicológico de los empleados que trabajan en empresas familiares.

Collaboration is essential to realizing the potential of the new digital environment for learning, teaching, and research. Yet successful collaboration often entails organizational changes, political realignments, and rethinking our most basic assumptions and habits. This chapter focuses on CLIR’s current work in fostering collaboration across institutions, disciplines, and professions. It considers these activities in the context of a broader group of emergent collaborative activities that, in aggregate, could support a new and vital digital environment for research, teaching, and the public good. It then discusses a new CLIR activity designed to address the prerequisites for collaboration, and for coherence at scale.