In 2008 European Commission launches the open access infrastructure for research in Europe project (OpenAIRE), supporting open access (OA) in scientific information and research output. In this paper, we assess the economic sustainability of the OpenAIRE project. The empirical strategy is developed through a Cost–Benefit Analysis framework to evaluate and compare the costs and benefits of OpenAIRE services to provide recommendations on the project’s economic efficiency and sustainability, a non-market valuation method based on the results of a “Choice Experiment” to calculate the Total Economic Value generated by OpenAIRE and a full preference ranking approach. Findings indicate that stakeholders prefer interoperability between research platforms and output, better access to scientific results and compliance to OA mandates. Furthermore, net social benefits for the basic services for 15 years are at least five times higher than costs’ present value while the potential R&D effect from research suggests even larger benefits in the long run. Subscriptions based on the estimated willingness to pay and cost, institutional subsidies and public awareness are the main recommendations for the sustainable operation of OpenAIRE. This study contributes to the literature on monetary valuation of the benefits and costs of OA to scientific knowledge.

I examine whether local bank finance facilitated the transition to a service-based economy in the U.S. I identify a causal role for local finance in service job creation. I use county-level changes to alcohol laws as demand shocks to service employers across a subsample of U.S. counties. Counties with more local finance experience more service job creation. This leads to labor market transitions that reflect shifts in the broader economy. Information asymmetry and collateral constraints connect local finance to service sector employment. The findings identify a unique role for local finance in the evolution to a postindustrial service-based economy.

In this article, I propose a typology of thinking pattern that helps us understand the variants of the so-called ‘both/and thinking’ shared by many organizational paradox scholars in the West and China. The variants are distinguished by the ‘primary thinking-secondary thinking’ structure between the combined elementary thinking. One of the variants, i.e., Neither-And thinking, is associated with James March's discussion of logic of consequences and logic of appropriateness. An examination of March's writings reveals an additional ‘principle-practice’ structure underlining March's unique solution to paradox. Incorporating the ‘principle-practice’ structure into the proposed typology in turn helps us better understand the other variants of ‘both/and thinking’ such as ambidexterity, contingency, and Zhong-Yong. The typology shows March's Neither-And solution is unique because it embraces a primary neither/nor thinking while all the other variants do not. To demonstrate the value of March's unique solution, I apply Neither-And thinking characterized by the ‘principle-practice’ relationship to paradoxes outside organization studies, e.g., in Deconstruction, Buddhism, and quantum physics. The wide application of Neither-And thinking implies that James March's unique solution to organizational paradox may have provided a key to understanding paradox in general.

As jobs become increasingly complex, organizations are challenged with finding effective ways to select and hire successful employees. The high level of uncertainty generally associated with hiring decisions is greater for complex jobs where it is difficult to identify the predictors of good job performance. Intuition research has found expert intuition to be effective in highly uncertain decision environments. However, most employment selection research dismisses the use of intuition and argues that even expert interviewers should not rely on their intuition. To bridge the two research streams, this paper addresses the research question: for complex jobs, can the intuition of expert decision-makers enhance the effectiveness of hiring decisions? The hypotheses were tested via an experimental study design using expert and nonexpert interviewer samples. The results demonstrate that, when recruiting for complex jobs, interviewer expertise does increase the quality of intuitive hiring decisions.

This article outlines one form Work Integration Social Enterprises (WISEs) can take under international human rights law. It builds on the conviction that social enterprises, and WISEs more specifically, are compatible with the foundations and principles human rights are built on. However, there is a lack of engagement with social enterprises generally, in international human rights law. Building on the characteristics of WISEs and substantive equality theories, it is suggested that they can be conceptualized under the heading of affirmative measures. It is expected that this conceptualization can provide a starting point for increasing the visibility of the sector, while simultaneously ensuring its compliance with human rights standards, most notably under the human right to work. The article further points out WISEs and social enterprises’ potential more generally, illustrating how businesses can position themselves as active agents contributing to the realization of human rights.

Based on the Job Demands Resources Model (JD-R), this study investigates the mediating role of meaningful work and work engagement in the association between job resources and employees' intention to stay. A cross-sectional study was conducted through an online survey of 217 employees from different organizations in Puerto Rico. We examined a serial mediation analysis through structural equation modeling. The results indicate that job resources are positively related to meaningful work, while meaningful work is positively associated with work engagement. Further, job resources are indirectly associated with the intention to stay through meaningful work and work engagement. This study contributes to understanding the role of meaningful work and engagement in the JD-R model's motivational-driven process and how these mechanisms promote positive work outcomes in terms of the retention of human capital. Designing jobs and strategies at the workplace to develop meaning and engagement seems crucial to retain employees.

Conventional collateral requirements for derivatives are conservative, but not explicitly designed to buffer systemic risk. I explore collateral adequacy against systemic risk in the Canadian futures market during the 2008 crisis. I find that conventional collateral levels adequately absorb systemic risk, even allowing for an implausibly high level of stress, and that systemic risk spillovers do not exceed the effect of an approximately 1% downward stock price move. I also document that the largest systemic risk contributors are buffered relatively less than the rest, and that there is a large cross-country difference in the behavior of U.S. and Canadian institutions.

How does social capital affect trust? Evidence from a Chinese peer-to-peer lending platform shows that regional social capital affects the trustee’s trustworthiness and the trustor’s trust propensity. Ceteris paribus, borrowers from regions with higher social capital receive larger bids from individual lenders and have higher funding success, larger loan sizes, and lower default rates, especially for low-quality borrowers. Lenders from regions with higher social capital take higher risks and have higher default rates, especially for inexperienced lenders. Cross-regional transactions are most (least) likely to be realized between parties from regions with high (low) social capital.