This article utilizes a ‘rituals-ritualism’ framework to assess the perils and potentials of relying upon mandatory human rights due diligence (mHRDD) laws to regulate the behaviour of transnational corporations (TNCs). This framework offers a socio-legal perspective that seeks to show how law is both influenced by and influences the social context within which it operates, i.e., the socially embedded operation of law.1 It has been advanced as a useful rubric for assessing whether and how states comply with human rights treaties,2 but can be extended to an assessment of mHRDD laws. Ultimately, this article hypothesizes that the potential regulatory effectiveness of mHRDD laws hinges on the extent to which HRDD obligations are transformed into rituals akin to cultural norms. In the absence of such a transformation, ritualism in HRDD will only further entrench a problematic status quo that has allowed TNCs to externalize the human rights and environmental impacts of their activities.

We examine how changes in foreign labor regulations affect U.S. multinationals’ operating strategies. We show that firms with integrated operations in countries where labor regulations become tighter tend to establish arm’s-length relations with local business partners in that nation. The substitution between integrated and arm’s-length operations is stronger toward joint ventures than suppliers and weaker in the presence of financial constraints. Our findings are consistent with the idea that when firms find it harder to terminate their workers in integrated operations, they change to an operating model where it is easier to replace or discontinue business partners instead of employees.

In the early post-Second World War period, Migros of Switzerland was the first European retail business to adopt the American supermarket model. Its success, however, has not only been a matter of technological and logistical innovation. Migros’ founder, Gottlieb Duttweiler, was convinced that consumer education was part and parcel of a new style of selling consumption. This conviction was at the basis of a strategy entering foreign markets and of exporting the Migros model abroad. Similar to post-World War II economic rehabilitation programs, Duttweiler pursued an indigenous modernization agenda, based on a new principle of “rational consumption”—he did not hesitate to label this as a genuine version of entrepreneurial development aid. Against the backdrop of the establishment of Migros’ activities in Turkey, this article discusses the participation of entrepreneurs in the international development policies after the Second World War. The history of Migros Türk sheds light not only on the entrepreneurial approach to modernization policy, which was often different to that adopted in government programs, but also on how this influenced critical consumerism inside and outside Switzerland over the long term.

Antitakeover measures are controversial because the evidence of their net effect on shareholders is mixed. We propose that, for many firms, the potential bonding benefits outweigh the agency costs of the quiet life, explaining the mixed results. We study business combination and poison pill laws as exogenous shocks to takeover vulnerability and use shareholder valuation of internal slack as an indicator of the net effect of takeover protection. Firms susceptible to quiet life agency problems exhibit a decrease in the market-assessed value of internal slack. Conversely, cash appreciates at companies where takeover protection bonds commitments with major counterparties.

This essay inquires whether digitally transformed work can be virtuous and under what conditions. It eschews technological determinism in both utopian and dystopian versions, opting for the premise of free human agency. This work is distinctive in adopting an actor-centric and explicitly ethical analysis based on neo-Aristotelian, Catholic social teaching (CST), and MacIntyrean teachings on the virtues. Beginning with an analysis of digital disruption, it identifies the most salient human advantages vis-à-vis technology in digitally transformed work and provides philosophical anthropological explanations for each. It also looks into external, organizational characteristics on both the macro and the micro levels of digitally transformed work, underscoring their ambivalence (efficiency and profits vs. exclusion and exploitation, flexibility and freedom vs. standardization and dependency) and the need to mitigate their polarizing effects for the sake of shared flourishing. The article presents standards for virtuous work according to neo-Aristotelian, CST, and MacIntyrean frames and applies them to digitally transformed work, giving rise to five fundamental principles. These basic guidelines indicate, on one hand, actions to be avoided and, on the other, actions to be pursued, together with their rationales.

Returns to currency carry and momentum compensate for the risk of global interest rate volatility (IRV), with risk exposures explaining 92% of the cross-sectional return variations. This unified explanation stems from its impact on foreign exchange intermediaries. An intermediary-based exchange rate model shows that a higher global IRV increases the uncertainty of future risk-taking and tightens current financial constraints. Position unwinding triggers loss of carry and momentum. Additional empirical results confirm this economic channel. Global IRV risk is also negatively priced in other currency strategies and momentum. The explanatory power is not driven by existing measures of uncertainty or intermediary constraints.

While individuals’ proactive career behaviors (PCBs) are critical to sustainable career outcomes, knowledge of how and when PCBs translate into these outcomes is limited. Drawing upon the conservation of resources theory and the socially embedded model of thriving, this study examines the psychological process through which PCBs translate into two sustainable career outcomes (i.e., subjective career success and perceived employability). Based on data collected from 228 participants in a Chinese company, our findings reveal that PCBs positively predict subjective career success and perceived employability by fostering thriving at work. Furthermore, the indirect association between PCBs and perceived employability via thriving at work is strengthened when participants’ perception of humble leadership is high. This study extends our knowledge by identifying a psychological mechanism that explains how employees’ PCBs translate into sustainable career outcomes and enriches our understanding of the boundary conditions of PCBs by identifying humble leadership as an important factor.

Prior studies have treated employees’ remedial voice as a single-stage phenomenon. However, it is problematic because, in reality, employees often respond to mistreatment in a sequence. This paper aims to add new insights by empirically testing a three-stage process model to explain employees’ remedial voice. Also, this study intends to test important factors in the employees’ remedial voice decision-making process. Based on data obtained by surveying 382 Chinese employees, we found that mistreatment severity, mistreatment source, and employees’ external job opportunities are related to employees’ remedial voice. Our data provides support for a three-stage-process model for remedial voice. We contribute to the gaps in the existing research which largely views employees’ remedial voice as a single ‘snapshot.’ The study also deepens understanding of what factors affect employees’ remedial voice.