Anchored in conservation of resources theory, this study considers how employees' experience of job stress might reduce their organizational citizenship behaviors (OCB), as well as how this negative relationship might be buffered by employees' access to two personal resources (passion for work and adaptive humor) and two contextual resources (peer communication and forgiving climate). Data from a Mexican-based organization reveal that felt job stress diminishes OCB, but the effect is subdued at higher levels of the four studied resources. This study accordingly adds to extant research by elucidating when the actual experience of job stress is more or less likely to steer employees away from OCB – that is, when they have access to specific resources that hitherto have been considered direct enablers of such efforts instead of buffers of employees' negative behavioral responses to job stress.

Drawing on the job-demand resource theory, the article examines the relative importance and the complementarity of three widely practiced leadership styles – transformational, paternalistic, and authoritarian. It investigates how the three styles relate to followers’ work engagement amongst employees in Russian domestic organizations. It also theorizes and tests the mediating effects of three psychological mechanisms, namely self-efficacy, self-esteem, and job control, on the examined relationships. The findings show that all three leadership styles relate to followers’ work engagement positively. The relationship of transformational leadership is dominant and mediated by all three psychological mechanisms. The remaining two styles also make their unique contributions to followers’ work engagement. Whereas authoritarian leadership influences followers by enhancing their self-efficacy and self-esteem, paternalistic leadership operates more extrinsically by increasing followers’ job control. Surprisingly, our analyses found that the role of control variables such as gender, age, and hierarchical position were insignificant in predicting how the three leadership styles influence employee work engagement. The study is among the first to shed light on the relative importance of the three focal leadership styles, their differential influences and interrelations, and the different mechanisms through which they relate to followers’ work engagement.

I examine whether firms’ use of alternative work arrangements, particularly temporary agency workers, affects their cost of equity. Exploiting a major labor-market deregulation in Japan that induced manufacturing firms to increase their employment of temporary agency workers, I show that the cost of equity decreased in manufacturing firms, relative to nonmanufacturing firms, after the deregulation. Further analysis using variations within manufacturing firms provides corroborating evidence. The rigidity in labor expenses and the cost of debt also decreased in manufacturing firms. Overall, alternative work arrangements increase the flexibility in labor costs, leading to lower operating leverage and cost of capital.

We examine the net benefits of social distancing to slow the spread of COVID-19 in USA. Social distancing saves lives but imposes large costs on society due to reduced economic activity. We use epidemiological and economic forecasting to perform a rapid benefit–cost analysis of controlling the COVID-19 outbreak. Assuming that social distancing measures can substantially reduce contacts among individuals, we find net benefits of about $5.2 trillion in our benchmark case. We examine the magnitude of the critical parameters that might imply negative net benefits, including the value of statistical life and the discount rate. A key unknown factor is the speed of economic recovery with and without social distancing measures in place. A series of robustness checks also highlight the key role of the value of mortality risk reductions and discounting in the analysis and point to a need for effective economic stimulus when the outbreak has passed.

Researchers disagree about the impact of board independence on firm value. The disagreement generally stems from the endogenous nature of board appointments. I add new evidence to this discussion by using a sample of closed-end funds to document the value-enhancing effects of independent boards. Using cross-sectional, difference-in-differences, and instrumental variables techniques, I address these endogeneity concerns and find consistent evidence that board independence is associated with higher firm value.

Salinas Grandes is a vast salt flat in the high-altitude Puna region of Salta and Jujuy, two north-western provinces of Argentina. It is situated in one of the world’s driest regions, with an extremely fragile ecosystem. Salinas Grandes is so iconic and beautiful that Argentinians voted it amongst the country’s top seven natural wonders in May 2019.1 In addition to its beauty, this stunning desert of salt also holds one of the largest reserves of lithium in the world. Lithium is a light and versatile metal used to produce, among other things, the lithium-ion batteries that power electric vehicles (EV). As global efforts to phase out fossil fuels from our transport systems and adopt clean energy alternatives increase, lithium is becoming increasingly critical. It is no wonder, therefore, that industry has coined it the ‘white gold’.2 Salinas Grandes is only one of many salt lakes in North West Argentina which, together with Bolivia and Chile, form what is known as the ‘lithium triangle’. It is estimated that these three countries alone account for more than half of the world’s lithium.3 Global demand for lithium to produce EV is expected to grow rapidly over the coming decade. To meet this demand, the lithium industry will require significant investment to ramp up additional supply.4 As a result, all eyes have turned to the ‘lithium triangle’ and investment in the region has soared in recent years.5 For the three developing countries, this represents a unique opportunity to attract much-needed foreign investment and boost economic growth.6

This article delves into the deep seabed mining regime under the United Nations Convention on the Law of the Sea (UNCLOS) with a view to inform the negotiating process of the proposed business and human rights (BHR) treaty. It highlights points of convergence and divergence between the two regulatory regimes and explores how the BHR treaty negotiations could draw from the deep seabed mining regime with regard to the responsibility and liability of states and corporations. In particular, it suggests that a BHR treaty could incorporate some of the arrangements of UNCLOS to address state obligations and direct corporate human rights obligations, both of a general and specific nature, including the obligation to carry out human rights due diligence. The article also proposes a mechanism of responsibility and liability of states and corporations under the future BHR treaty going beyond UNCLOS and embracing residual liability for home and/or host states.