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Proposes the concept of women‐friendliness, as a measure of organizations′ receptivity to women, and explores the roles of the human resources function in achieving it. Different human resources management strategies are linked to the role, prestige and attitudes of the HR function, to the attitude of the organization′s CEO towards women′s issues, and to the institutionalization of the HRM strategy. Proposes an agenda for research.

Data from a 1989 survey of over 600 middle‐level managers in a large Canadian corporation were analysed to examine the characteristics of jobs held by career‐family and career‐primary men and women. Hypotheses were developed based on human capital theory, statistical discrimination theory, and gender role congruence theory. Examining career outcomes suggested that participation in household labour had a significantly more negative association with men's hierarchical level than with women's. Implications for theory and suggestions for research are discussed.

Aligning interests of principals and agents is the most efficient way to reduce the agency conflict. Yet, the literature on executive compensation reveals inefficiencies in providing executives with legal ownership. Thus, the authors go beyond legal ownership and posit that executives' psychological ownership further aligns the interests of executives as agents and shareholders as principals.

The authors employ sophisticated methodology, including dynamic panel data regressions, static panel data regressions and propensity score matching. External validity is achieved through the large-scale sample of 22,179 firm-quarters spanning 24 quarters from 2013 to 2018 of the S&P 1500.

Psychological ownership aligns the interests of executives and shareholders since this mindset makes executives perceive the company as “theirs”. Executives' psychological ownership decreases firms' fraud and financial performance. The decrease in financial performance is related to an observed increase in executives' risk-aversion. Investors recognize this ownership mindset in executives and reward it with a positive market reaction.

The study is the first to consider psychological ownership of executives in relation to firm outcomes such as financial performance or fraud. The findings are of interest to scholars and practitioners, as this study establishes both theoretically and empirically a way to align the interests of principals and agents beyond executive compensation.

The purpose of this paper is to identify demographic and work‐related antecedents of the motives that influence the decision of older workers to remain in the workforce.

A cross‐sectional study was conducted with three groups of respondents aged 50‐70 years: those in their career job (n=395); those employed in a bridge job (n=195); and those who were self‐employed (n=174).

In general, the demographic variables (age, gender, marital status) predicted the financial motive for continuing to work whereas the work‐related variables (work centrality, career satisfaction, and perceived contribution/perceived reward of owning one's own business) predicted the work fulfillment and generativity motives. However, the pattern of relationships differed across the three groups of older workers.

The three groups could not be directly compared because of differences in some of the measures. Only one variable, work centrality, was a significant predictor across all three groups, suggesting that instead of seeking to identify universal antecedents, the focus of future research should be on identifying antecedents specific to different groups of older workers.

To promote the retention of older workers, policies, practices and programs should be customized to the different needs of career, bridge and self‐employed individuals.

Little research exists on the antecedents of older workers' motives for continuing to work. Prior research has either not differentiated among older workers or focused solely on one specific group of older workers.

The purpose of this paper is to examine the association between organizational downsizing and the extent to which organizations are engaging in human resource practices tailored to the needs of older workers (Study 1) and are providing a supportive training and development climate for older workers (Study 2).

Study 1 data were obtained from 449 employed individuals aged 50 to 68 years. Study 2 data were obtained from 395 employed individuals aged 50 to 70 years. Respondents were from a broad cross‐section of occupations and organizations across Canada.

Respondents in downsized organizations indicated that their organizations were significantly less likely to be engaging in human resource practices tailored to older workers and that their organizations had a less supportive training and development climate than their counterparts whose organizations had not downsized.

The findings are based on older workers' perceptions of organizational practices, which may or may not be an accurate reflection of what organizations actually have in place.

Organizations, especially those that have downsized, will be at a disadvantage if they continue to ignore the needs of older workers. Employers will have to change how they view older workers and put in place organizational practices geared to older workers such as those examined in the paper. Ensuring that older workers have the requisite skills and competencies to extend their working lives may require government involvement.

The paper illustrates that downsizing is detrimental to organizational practices that the aging workforce literature identifies as especially important to older workers.

The purpose of this paper is to provide an overview of the current state of knowledge on the economic performance of genetically modified (GM) cotton worldwide based on a wide range of data and source from available literature, and second to assess yield gain and economic performance.

A systematic review was captured to provide the evidence of potential benefits of GM cotton. A country-specific analysis was conducted in order to compare economic indicators and employed meta-analysis to find out the significance of the different of GM cotton over its counterpart.

This paper depicts positive impact of commercialized GM cotton in terms of net revenue, and the benefits, especially in terms of increased yields, are greatest for the mostly farmers in developing countries who have benefitted from the spill over of technology targeted at farmers in industrialized countries.

Due to the variability of the data which came from different methodologies, it is difficult to determine the differences of the performances each individual study.

This, it is believed that results from this study can be useful for operations of all sizes as the authors think about what needs to be focussed on for long-term producers survival.

The paper clearly indicates that China is the highest cotton yield of GM cotton, the lowest cost of GM seed and the lowest cost of chemical spray compare to any other countries. Therefore, this is the fact that the adoption of GM cotton has been widely spread among the farmers across the regions in China.