This article documents adverse selection in Ginnie Mae issuers’ early buyout decisions. Conditional on default, we find a 1 percentage point increase in interest rate spread increases the probability of an early buyout by 7–9 percentage points. Issuers buy out higher interest rate spread loans because they generate greater economic gains when they reperform. We illustrate how issuers acquire private soft information that provides direct insight into the likelihood of reperformance. Although the soft information is ostensibly collected on behalf of investors during the delinquent loan servicing process, issuers can exploit the information in their early buyout decisions.

This article examines how subnational fiscal competition over foreign direct investment affects both the siting of new projects and the ability of local governments to raise tax revenue for social spending. We leverage a quasi-natural experiment, an unexpected declaration by the Brazilian Supreme Court in 2017 that reduced states’ ability to offer investors differentiated tax subsidies. Our results show that disadvantaged regions did not see a major shift in investment patterns after the change in investment law. We do not find a consistent relationship between the incentive law change and state revenue generation, but we do find that incentives are associated with less revenue. The results are consistent with arguments that investment incentives exacerbate inequality by reducing states’ capacity to collect revenue while doing little to affect investment location. Our results illustrate that economic agglomeration is difficult to reverse through tax policy and that fiscal federalism often cannot provide strong enough inducements to drive investment into less advantaged regions.

This study examines the interplay between psychological contract fulfillment, distributive justice, and leader–member exchange (LMX) in shaping affective organizational commitment among university academics. Drawing on social exchange theory, and using simple random sampling, we propose a moderated mediation model to explore how these variables interact. To test the hypotheses, we used the linear moderated mediation test, applying PROCESS for SPSS. Specifically, on a sample of 465 academics, the study tests the hypothesis that distributive justice mediates the relationship between psychological contract fulfillment and affective commitment, with LMX acting as a moderator. Findings reveal that distributive justice is not always necessary for fostering affective commitment when psychological contracts are fulfilled, unless the quality of LMX is low. In low-quality leader–member relationships, perceptions of distributive justice become crucial when it comes to translating contract fulfillment into affective commitment. These results highlight the importance of relational dynamics in academic settings, especially when resources are limited. The study concludes with a discussion of its theoretical and practical implications, as well as limitations and avenues for future research.

This study aims to analyze the effect of internal pay attributions on employees’ perceived organizational support (POS). Furthermore, it examines the pathway through which these pay attributions influence POS by analyzing the mediating effect of pay level satisfaction. Based on survey data from 695 employees, the results show that commitment-focused pay attributions are positively and directly related to POS, and also indirectly related to it through the mediated effect of pay level satisfaction. Regarding control-focused pay attributions, while getting the most out of employees’ pay attribution is only directly and negatively related to POS, the cost-reduction HR strategy pay attribution is only indirectly and negatively related to POS through pay level satisfaction. This study is relevant because it provides a more in-depth understanding of how employees’ perceptions of the intentions behind pay decisions can influence how they assess both the organization and the outcomes they receive.

With a growing body of research exploring how employees perceive and respond to human resource management (HRM) practices, the strategic HRM field faces the challenge of assessing how insights have evolved and which theoretical perspectives have shaped them. This study presents a bibliometric review of 292 empirical research on employee perceptions of HRM practices, focusing on (1) the major research interests explored, (2) the theoretical perspectives applied, and (3) their evolution over the last 25 years. The analysis reveals a reoccurring emphasis on performance-oriented variables, such as engagement, suggesting a tendency to rely on quantifiable outcomes while sidelining alternative constructs like employee well-being. It also highlights the dominance of a limited set of theoretical perspectives commonly applied, with alternative perspectives remaining underutilised. By mapping how topical areas and theories intersect, this study refines the classification of theoretical perspectives and contributes to a more critical understanding of the strategic HRM field. Potential implications are discussed to outline actionable recommendations for future research.