The relationship between gender and performance issues of concern to directors: correlates or institution?

This paper focuses on the influence of gender on performance issues which concern directors of publicly traded corporations in Israel. Two theoretical perspectives for the explanation of gender differences in occupations were examined. The first views gender as an individual‐level property that is correlated with occupational and job variables and the behavioral differences between men and women as the result of these correlates. According to this perspective, when the correlates of gender are controlled, these differences disappear. The second perspective treats gender not only as a property that individuals bring with them to the workplace, but also as an institutionalized characteristic of the workplace, of occupations, and of occupational environments, as embedded in formally defined rules, roles and responsibilities. Consequently, gender influences are not easily eliminated. The dependent variable was the extent to which men and women differ in their concerns regarding their roles as directors. The independent variables included human, social capital and organizational context variables, and gender. Data were collected by means of questionnaires from a representative sample of directors (98 women and 127 men). The findings lend partial support for a view of gender as a social institution and directors as a gendered occupation. Copyright © 1999 John Wiley & Sons, Ltd.     

Beyond contractual interpretation: bias in arbitrators' case perceptions and award recommendations

This study applies literature on extra‐legal variables and impression management towards an understanding of judgment biases in arbitration. The extra‐legal variables of previous record and consequence of infraction as well as impression management strategy were manipulated in a written case sent to practising arbitrators. Results suggest that impression management and previous record independently affected the severity of the arbitrator's ruling. In addition, significant interactions occurred. The data are discussed in terms of implications for arbitration and future studies in the area. Copyright © 2000 John Wiley & Sons, Ltd.     

Assessing the costs for adaptation of marine constructions to sea-level rise

Marine constructions are highly vulnerable to climate change and sea-level rise (SLR), leading to increased risk rates of destruction and the potential closure of ports, harbors, and marinas along the coast. We present a cost-adjustment analysis for such constructions along the south-eastern Mediterranean coast, which takes into account the physical characteristics of the constructions, and environmental uncertainty factors. At 0.5 m SLR, the estimated adjustment cost is USD 280 million, and at 1 m SLR, the estimated cost is USD 505 million. These costs are equivalent to 0.091% and 0.165% of the Israeli gross domestic production, respectively. Although high, these adjustment costs are lower than the costs of future damage that will accrue if we fail to act. This implies that the adaptation-policy approach to controlling for the risk of SLR will provide benefits to the economic marine sectors and the public at large.     

A four-year validation study of an assessment center in a financial corporation

Ratings on 18 assessment dimensions formulated independently by assessors (psychologists and high-level managers), consensus ratings on the same dimensions, and overall assessment ratings were collected for 329 assessees. Two hundred and seventy-four of the assessees were promoted based on their scores obtained in the assessment process. For 240 of these we succeeded in obtaining ratings on two criterion measures over a period of four years. These criterion data were provided by their superiors who were unaware of the scores obtained in the assessment process. Multiple regression analyses were run on the data from all the assessment ratings and criterion measures. The results demonstrated a long-term validity for the assessment center. However, we were not able to discern a consistent pattern of statistically significant differences between the predictive validities of high-level managers and psychologists as assessors. Possibly, the type of criterion measure moderates the predictive validity of managers' and psychologists' ratings. Further, theoretical and practical implications of the findings are discussed.