Slaves and Labor Pools

When slaves were seized, complications often arose between those claiming ownership over them. Dire as their situation was, things took a turn for the worse when coartados entered the depósitos, where their special status as slaves was suspended and, in consequence, they stopped receiving income. Síndicos were charged with helping the coartados in the depósito, and with serving as their legal protectors, but it was not uncommon for the síndicos or their colleagues to try to squeeze some economic benefit out of the relationship.

Who are you? Inconsistent identity reporting in online labor markets

Purpose Online labor pools continue to grow in popularity, serving as an inexpensive, readily available source of research data. Despite early skepticism, accounting research has generally found evidence that supports the use of these labor pools. However, one important distinction unique to online labor markets is the pre-screening process that qualifies participants for future studies. As the identity of online participants are generally unknown, researchers rely on participants’ self-reported identities to establish a pool of qualified respondents. This paper aims to provide evidence of the reliability of online participants’ answers to pre-screening questions. Design/methodology/approach Following the current literature’s recommendations on pre-screening candidates, I employ a multi-stage design using two similar surveys that are taken by each participant. I compare participants' answers on the first survey and the second survey to provide evidence on the consistency of their responses. Findings My results indicate that online participants are responding with substantial inconsistency to survey questions related to their social identity at a rate that may not be tolerable for many researchers. This has implications for researchers who use these online labor markets to represent a particular population of interest. Originality/value This study is the first to provide evidence on the consistency of online labor market participant responses. Additionally, it is the first to test the efficacy of current recommended guidelines for identifying populations of interest in the literature.

The Impact Of HIV/AIDS On International Human Resource Management

Economies of global scope afford businesses a competitive advantage. One way to utilize this advantage is to coordinate the leveraging of resources especially labor. Businesses have attempted to minimize labor costs and risks in an effort to maintain or increase competitive advantage. There is a risk to the global workforce: HIV/AIDS. This disease is striking at the heart of low cost labor pools. The impact on business is being felt now and will be felt for years to come. How large the impact is depends on the level of involvement of multinational businesses in the fight against HIV/AIDS. Multinational businesses must develop policies and procedures to combat this illness, as it is devastating labor pools in various parts of the world.

Employment Decentralization in US Metropolitan Areas: Is Los Angeles an Outlier or the Norm?

In this paper data from the economic censuses are utilized to show that most job growth in the manufacturing, wholesaling, retail, and service industries in the 1982–87 period has been in the urban peripheries of the twelve consolidated metropolitan statistical areas (CMSAs). Similar data for 1976, 1980, and 1986 from another source, the Wharton Urban Decentralization Project, confirm many of these trends, and for a larger set of metropolitan areas. The results show that Los Angeles is more in the middle of the twelve CMSAs than it is an outlier. It is suggested that these common results reflect a common process, that is, an initial movement of households towards the metropolitan edge in search of amenities (or flight from central city ills), followed by the decentralization of firms to increase their access to suburban labor pools.

Strategic Management of Human Resources For Global Competitive Advantage

This article extends the literature on the role of human resources in globalcompetitiveness by focusing on the ability of transnational firms to create asustainable competitive advantage through the strategic management of theirwork force. We focus on the ability of managers to strategically draw frommultiple human resource labor pools, creating a competitive advantage fortransnational firms vis-a-vis domestic and multinational firms. A model, whichextends the resource-based view of the firm, is developed.