Construire un régime d’investissement étranger dans les Amériques

Le but de cet article est de mettre en lumière les impacts de la superposition des accords sur l’investissement étranger à dimension multiple sur les théories de la gouvernance globale et les relations internationales. Il examine en particulier le concept des « régimes superposés » (intersecting regimes) et son applicabilité dans les cas de réglementation internationale en matière d’investissement étranger, et s’appuie sur l’argument que les règles en matière d’investissement constituent une sorte de régime superposé spécifique qui n’a pas encore été traitée dans la littérature afférente. L’étude de cas examinée dans cet article décrit d’une part le problème de superposition de règlements dans la gouvernance des investissements étrangers directs sur le continent américain et démontre que ces intersections sont le fait de projets de légalisation issus de visions de la politique différentes quant au règlement de ces investissements étrangers qui sont en compétition les unes avec les autres ; et d’autre part comment ces superpositions se concrétisent pour aboutir à des règles et normes qui interfèrent les unes avec les autres et se contredisent ; et enfin discute les effets de ces interférences institutionnelles.The purpose of this paper is to explore the implications of the multi-layered patchwork of investment agreements for theories of global governance and international relations. In particular, it examines more closely the concept of intersecting regime and its applicability to the case of international investment rules. It argues that rules on investment constitute a specific kind of intersecting regime that has not yet been considered in that literature. The case study describes the problem of overlapping rules in the governance of foreign direct investment in the hemisphere and demonstrates how these overlaps are due to competing legalization projects stemming from different political visions about the regulation of foreign investment ; how it is manifested in sets of overlapping and contradictory norms and rules ; and discusses the effects of this institutional overlap

Leader behavior as a determinant of health at work: Specification and evidence of five key pathways

The extent to which leadership influences employee health and the processes that underlie its effects are not well understood at present. With the aim of filling this gap, we review four distinct forms of leader behavior (task-oriented, relationship-oriented, change-oriented, and passive/destructive) and clarify the different ways in which these can be expected to have a bearing on employee health. Next, we present a model that integrates and extends these insights. This model describes five pathways through which leader behavior can influence the health of organizational members and summarizes what we know about the most important determinants, processes (mediators) and moderators of these relationships. These involve leaders engaging in personfocused action, system- or team-focused action, action to moderate the impact of contextual factors, climate control and identity management, and modelling. Finally, we identify important gaps and opportunities in the literature that need to be addressed in future research. A key conclusion is that while much has been done to explore some key pathways between leadership and health, others remain underexplored. We also outline how future research might address these in the context of a more expansive theoretical, empirical and practical approach to this emerging field of research

Creativity is collective

Psychologists and other commentators have always treated creativity as the ultimate expression of human individuality. However, to fully understand creativity we need to look beyond the individual: Groups and social context give creativity both form and force

Overcoming alcohol and other drug addiction as a process of social identity transition : the social identity model of recovery (SIMOR)

In recent years, there has been an increasing focus on a recovery model within alcohol and drug policy and practice. This has occurred concurrently with the emergence of community- and strengths-based approaches in positive psychology, mental health recovery and desistance and rehabilitation from offending. Recovery is predicated on the idea of substance user empowerment and self-determination, using the metaphor of a ‘‘journey’’. Previous research describing recovery journeys has pointed to the importance of identity change processes, through which the internalised stigma and status of an ‘‘addict identity’’ is supplanted with a new identity. This theoretical paper argues that recovery is best understood as a personal journey of socially negotiated identity transition that occurs through changes in social networks and related meaningful activities. Alcoholics Anonymous (AA) is used as a case study to illustrate this process of social identity transition. In line with recent social identity theorising, it is proposed that (a) identity change in recovery is socially negotiated, (b) recovery emerges through socially mediated processes of social learning and social control and (c) recovery can be transmitted in social networks through a process of social influence

Legal Work and the Glass Cliff: Evidence that Women are Preferentially Selected to Lead Problematic Cases

Recent archival and experimental research by Ryan and Haslam has revealed the phenomenon of the glass cliff whereby women are more likely than men to be appointed to risky or precarious leadership positions in problematic organizational circumstances. This paper extends research on the glass cliff by examining the precariousness of the cases women are assigned in a legal context. An experimental study conducted with law students (N = 114) investigated the appointment of a candidate to lead a legal case that was defined as either low-risk or high-risk. Commensurate with patterns observed in other domains, results indicated that a male candidate was as likely as a female to be selected as lead counsel for a low-risk case but that there was a strong preference for a female rather than a male appointment for a high-risk case. The study also examines the way in which participants\u27 evaluations of candidates and their perceptions of risk and opportunity related to candidate selection. Implications and directions for future research are discussed

Who Gets the Carrot and Who Gets the Stick? Evidence of Gender Disparities in Executive Remuneration

notes: Earlier versions of the paper appeared as http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1526948 - TILEC Discussion Paper No. 2009-046 and http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1526948 - CentER Discussion Paper Series No. 2010-02This paper offers a new explanation of the gender pay gap in leadership positions by examining the relationship between managerial bonuses and company performance. Drawing on findings of gender studies, agency theory, and the leadership literature, we argue that the gender pay gap is a context-specific phenomenon that results partly from the fact that company performance has a moderating impact on pay inequalities. Employing a matched sample of 192 female and male executive directors of U.K.-listed firms, we corroborate the existence of the gender pay disparities in corporate boardrooms. In line with our theoretical predictions, we find that bonuses awarded to men are not only larger than those allocated to women, but also that managerial compensation of male executive directors is much more performance-sensitive than that of female executives. The contribution of attributional and expectancy-related dynamics to these patterns is highlighted in line with previous work on gender stereotypes and implicit leadership theories such as the romance of leadership. Gender differences in risk taking and confidence are also considered as potential explanations for the observed pay disparities. The implications of organizations' indifference to women's performance are examined in relation to issues surrounding the recognition and retention of female talent. Copyright © 2010 John Wiley & Sons, Ltd

Unity through Diversity: Value-in-Diversity Beliefs, Work Group Diversity, and Group Identification

Research on work group diversity has more or less neglected the possibility that reactions to diversity may be informed by individuals' beliefs about the value of diversity (vs. homogeneity) for their work group. We studied the role of such diversity beliefs as a moderator of the relationship between work group diversity and individuals' identification with the work group across two studies. Study 1 was a cross-sectional survey that focused on gender diversity and gender diversity beliefs. Study 2 was a laboratory experiment in which work group diversity and diversity beliefs were manipulated. Results of both studies support the prediction that work group diversity and group identification are more positively related the more individuals believe in the value of diversit

DNA recovery from wild chimpanzee tools.

Most of our knowledge of wild chimpanzee behaviour stems from fewer than 10 long-term field sites. This bias limits studies to a potentially unrepresentative set of communities known to show great behavioural diversity on small geographic scales. Here, we introduce a new genetic approach to bridge the gap between behavioural material evidence in unhabituated chimpanzees and genetic advances in the field of primatology. The use of DNA analyses has revolutionised archaeological and primatological fields, whereby extraction of DNA from non-invasively collected samples allows researchers to reconstruct behaviour without ever directly observing individuals. We used commercially available forensic DNA kits to show that termite-fishing by wild chimpanzees (Pan troglodytes schweinfurthii) leaves behind detectable chimpanzee DNA evidence on tools. We then quantified the recovered DNA, compared the yield to that from faecal samples, and performed an initial assessment of mitochondrial and microsatellite markers to identify individuals. From 49 termite-fishing tools from the Issa Valley research site in western Tanzania, we recovered an average of 52 pg/μl chimpanzee DNA, compared to 376.2 pg/μl in faecal DNA extracts. Mitochondrial DNA haplotypes could be assigned to 41 of 49 tools (84%). Twenty-six tool DNA extracts yielded >25 pg/μl DNA and were selected for microsatellite analyses; genotypes were determined with confidence for 18 tools. These tools were used by a minimum of 11 individuals across the study period and termite mounds. These results demonstrate the utility of bio-molecular techniques and a primate archaeology approach in non-invasive monitoring and behavioural reconstruction of unhabituated primate populations

Non-linear vibration transmission through rolling-element bearings in rotating machines

Modern aircraft engines are pushing established design methodologies to the limits, in order to satisfy current environmental and economic constraints. This calls existing assumptions into question, such as modelling rolling-element bearings (REB) with linear springs, which cannot accurately predict the transmission of vibrations from one rotor to another, known as ``cross-shaft coupling''. This is further complicated by the inherent non-linearities present in REBs. An improved understanding of the mechanisms governing this phenomenon is required, in order to be able to better diagnose such vibration problems and develop mitigating strategies. An in-depth numerical study was first carried out, analysing the nonlinear dynamic response of a Jeffcott rotor supported by an REB. A physical bearing model was developed based on the existing literature, which could capture the effect of a wide range of parameters, and the response was computed using a novel application of the Harmonic Balance Method. A strongly nonlinear response was observed due to the bearing, with large shifts in the resonance frequency with excitation amplitude. An extensive parameter study was then carried out, with a particular emphasis on providing physical explantations for the observed behaviour. These results were then investigated using an existing rotordynamic rig. A well-correlated model of the rig was first developed and parameterised with extensive component-level testing. A separate bearing test rig was designed and built, which was used to validate the bearing model and to identify some key parameters. The focus then moved onto the unbalance response of the rotor rig. The bearing model was found to accurately predict both the vibration transmission to ground, as well as some of the non-linear behaviour, thereby validating the modelling approach in a rotordynamic setting. The main outcome of this thesis was a fully validated bearing model, which is capable of accurately predicting the vibration transmission, as well as the associated simulation methods. These tools can now be applied in industry, in order to better predict cross-shaft coupling in the future.Open Acces

Academic leadership: changing conceptions, identities and experiences in UK Higher Education

© Leadership Foundation for Higher EducationThis report presents the findings from a research project on academic leadership in UK higher education. The overall aim of this project was to explore and understand ‘academic leadership’ that relates directly to the core academic functions of teaching, research and service (including academic administration and outreach), as distinct from managerial aspects of leading higher education institutions (HEIs) such as financial and strategic planning, marketing and human resource management (HRM).Leadership Foundation for Higher Educatio