A Simple Model of Corporate Fiduciary Duties: With an Application to Corporate Compliance

This article models the duty of care as a response to moral hazard where the principal seeks to induce effort that is costly to the agent and unobservable by the principal. The duty of loyalty, by contrast, is modeled as a response to adverse selection where the principal seeks truthful disclosure of private information held by the agent. This model of corporate loyalty differs importantly with standard adverse selection models, however, in that the principal cannot use available contracting variables as a screening mechanism to ensure honest disclosure and must rely upon the use of an external third-party audit technology, such as the court system. This article extends the model to the issue of corporate compliance and argues that the optimal judicial approach would define the duty to monitor as a subset of due care – and not loyalty – but hold that the usual legal protections provided for due care violations no longer apply.

Work life quality of organisation's employees as a condition for establishing an internal image of the organisation

One of the most important tasks of corporate governance is to create a positive image of their organisation both in the external environment and in-house. In recent years, a large number of studies aimed at the study and assessment of external corporate images is complemented by studies of internal corporate image, as only their simultaneous improvement can achieve a high competitiveness level of an organisation in the external market and reach stability and high potential for the development of the organisation itself. One of the most important factors used in the formation of a corporate internal image is employee satisfaction with the quality of their work life, namely, working conditions, motivation system, the prevailing social and psychological climate, etc. All these internal image factors are the indicators of work life quality and are reflected in corporate loyalty of employees, which to a great extent is a key indicator of company's internal image. The presented paper is devoted to sociological analysis reviewing the impact caused by work life quality of employees on the formation and maintenance of the internal image their companies have, based on the author's specific sociological research conducted with the use of quantitative analysis methods.

Workers of the Victory Bridge

Chapter 6 focuses on the objects of technocrats’ reform: railway workers. In the postwar period, the IRO implemented various measures to cultivate a sense of corporate loyalty among Iranian railway workers, including redirecting workers’ everyday mobility around company housing and socialization spaces. Simultaneously, however, workers themselves began to assert their rights as national citizens. This chapter highlights ways in which railway workers valorized national-scale migration to lay claim to the status of the most self-sacrificial citizens of the nation—all the while discrediting other scales of migration by other workers. These movements led to the production of a workforce differentiated by rank, provincial background, and nationality.

SOCIO-PSYCHOLOGICAL MARKERS OF CORPORATE SECURITY

В статье представлены результаты эмпирического исследования социально-психологических средств идентификации безопасности организации . В качестве гипотезы исследования выступило предположение о существовании массива социально-психологических феноменов, способных выступить маркерами корпоративной безопасности. Предполагалось, что данный массив может быть структурирован на основе группировки этих феноменов, относящихся соответственно к характеристике персонала, организации и ее управления; вне зависимости от места, занимаемого субъектами труда в корпоративной структуре, ведущим маркером корпоративной безопасности для них может являться феномен преданности персонала; субъекты рынка труда, различающиеся местом в корпоративной структуре, склонны использовать определенные социально-психологические феномены в качестве маркеров корпоративной безопасности. Исследование проведено на выборке респондентов численностью 120 человек. В ходе исследования использовались метод экспертной оценки и методика, основанная на методе субъективного шкалирования. По итогам исследования подтверждено, что корпоративная безопасность может оцениваться на основе массива социально-психологических феноменов, выступающих ее маркерами. Оценка корпоративной безопасности может осуществляется на основе анализа феноменов, образующих группы «Феномены персонала», «Феномены корпорации» и «Феномены управления». Ведущим феноменом корпоративной безопасности выступает корпоративная преданность персонала. В качестве ее маркеров могут использоваться следующие феномены - идентификация персонала с организацией, конфликтность персонала, инновационная открытость организации, корпоративная приверженность персонала, традиции коммуникационной открытости организации, структурная устойчивость организации, традиции организации свободного времени персонала и моббинг в организации. Субъекты рынка труда, различающиеся местом в корпоративной структуре, в качестве маркеров корпоративной безопасности используют следующие специфические для них социально-психологические феномены: рядовой персонал - феномены группы персонала, управленческий персонал и сотрудники отделов по работе с персоналом - феномены группы персонала и управления организацией. The article presents the results of an empirical study of socio-psychological means of identifying the security of the organization. The hypothesis of the study was the assumption of the existence of an array of socio-psychological phenomena that can act as markers of corporate security. It was assumed that this array could be structured based on grouping these phenomena related to the characteristics of the staff, the organization, and its management; regardless of the place occupied by labor subjects in the corporate structure, the leading marker of corporate security for them may be the phenomenon of loyalty of staff; labor market subjects, differing place in the organizational structure, tend to use certain socio-psychological phenomena as markers of corporate security. The study was conducted on a sample of 120 subjects. The study used an expert evaluation method and a method based on the method of subjective scaling. The results of the survey confirmed that corporate security could be evaluated based on an array of socio-psychological phenomena that act as its markers. The assessment of corporate security can be carried out based on the analysis of the phenomena forming groups “personnel phenomena,” “corporate phenomena,” and “management phenomena.” The leading phenomenon of corporate security is the corporate loyalty of the staff. The following phenomena can be used as its markers - identification of personnel with the organization, conflict of personnel, innovative openness of the organization, corporate commitment of the personnel, traditions of communication openness of the organization, structural stability of the organization, traditions of organization of free time of the staff and mobbing in the organization. The subjects of the labor market, which differ in their place in the corporate structure, use the following socio-psychological phenomena as markers of corporate security: ordinary personnel - phenomena of a group of staff, managerial personnel and employees of human resources departments - phenomena of a group of personnel and management of the organization.

Corporate Loyalty or Creative Self-Realization: Management Strategies in the Field of Journalism

Introduction. The paper is devoted to the discussion of issues and unforeseen risks facing media leaders during their staffing decisions, above all the motivation of journalists' professional work and the encouraging style of journalists to perform editorial assignments. Methodology and sources. Based on the methodological resources of structural and functional analysis and structuralist constructivism, various – often opposite – editorial attitudes are identified, each of which contains resources and risks for both the professional implementation of journalists and the corporate climate of media publications. The sociological data for the problematization of the context of managerial communication was the content analysis of interviews with experts and media leaders published on Mediajobs.ru in the Media and Career portal. The measurement was carried out in the following categories: requirements for the work of a journalist by the editor-inchief or the head of a media holding; features of professional communication in the journalistic community; communication features when working with storage media; professional self-characterization of interviewed respondents. Results and discussion. The paper shows that the value preferences of media managers regarding acceptable methods of obtaining information, namely the requirements for verifying the reliability of the data collected or the use of emotional provocation, turned out to be approximately equal in the analyzed sample. Reflecting and at the same time defining the professional practice of the interaction of journalists with their sources, these professional attitudes contain the conditions for shifting the risk towards conflict interprofessional interaction.Conclusion. The sociological analysis of managerial strategies in the journalistic community makes it possible to predict with a high degree of probability the nature of professional failures and stresses that arise when journalists carry out their professional duties.

NECESSITY OF CUSTOMER LOYALTY FORMATION AND ITS PECULIARITIES IN THE TELECOMMUNICATION SERVICES

Everyday life is unimaginable without telecommunication services; they are the significant players in the national economy. All business activities, including the ones of telecommunication services, are directed towards the satisfaction of customers’ needs and wants, and hence towards the profit earning. This process, in its turn, entails the formation of different company/customer relations, where both parties want to gain something out of these relations. The company strives, first of all, to increase the turnover and profit, while the customer wants to receive the desired services, information and the proper attitude. These customer gains can be basis of the loyalty formation, that is very important for the company, because the process of attracting new consumers always involves spending money, time and energy. The goal of this work is to explore the loyalty formation process and its peculiarities in the telecommunication services. Based on the results of the study, it was found that the experts rated the offer of corporate loyalty programs at the lowest, then followed the service offer and the price, but slightly higher the service quality. The experts assigned the highest rating to the prestige of the service. Based on the low assessment of the experts in the telecommunication industry of the loyalty program offer, the authors propose the conceptual consumer loyalty model for the practical use.

Do Attributes of Celebrity influence Corporate Loyalty and Corporate Image? Mediating role of Corporate Credibility

The purpose of this research is to explore the impact of attributes of celebrity influence corporate loyalty and corporate image by concentrating on the mediating role of corporate credibility. Simple random sampling technique used to collect responses from respondents. Adapting the questionnaire survey method, data were collected from 450 respondents from public. All the statistical analysis was performed on SPSS and AMOS. Results showed that attributes of celebrity impact positively on corporate image and corporate loyalty. Corporate credibility partially mediates the relationship between attributes of celebrity and corporate image. The study also revealed the relationship of corporate loyalty on corporate credibility. This research will help the organizations to understand how to deal with customers in different ways in order to enhance profit, boost loyalty and image of corporation in the favor of organization and do no harm to their organization.