Explore the vast range of titles available.

The purpose of this book is to provide a coherent overview of the insolvency systems found around the world. Its intended audience includes academics, judges, lawyers, and policymakers. Its focus is on businesses rather than natural persons. The authors hope to give the reader a sense of some of the principal approaches to managing the general default of a business debtor. The authors will discuss the nature of the costs and benefits arising from the various policy choices legislators have made. In the process, they will emphasize the close interrelationship among various elements of an insolvency regime so that these elements can be viewed as part of an overall system and not just as a series of policy decisions about particular rules, such as the method of initiation of an insolvency case or the balance struck in setting the boundaries of an avoidance power. The organization of the book reflects our view of insolvency laws as complete systems, including not only the 'insolvency' or 'bankruptcy' code of a jurisdiction but also closely related laws and the institutional framework in which those laws are applied. The book takes a systematic approach to a variety of topics related to credit and insolvency regulation. The functional analysis starts with the study of debt enforcement, continues with an examination of general corporate insolvency legislation, corporate rehabilitation proceedings, informal workouts, employee rights, judicial and administrative institutions, and the considerations key to cross-border insolvency proceedings.

لحوالة العقد أهمية عظيمة، حيث يترتب عليها حوالة المركز العقدي بما فيه من التزامات وحقوق منظورا إليها باعتبارها وحدة واحدة لا تقبل التجزئة. ويعتبر اصطلاح حوالة العقد حديث النشأة، لم يدخل الإطار القانوني إلا مؤخرا. ولم يتطرق مشرعنا المصري لهذا المصطلح، وإن كان هناك الكثير من التطبيقات القضائية على حوالة العقد. وباتت حوالة العقد تفرض نفسها اليوم بوصفها مفهوما قانونيا يبتعد عن نظامي حوالة الحق وحوالة الدين. تختلف حوالة العقد عن تجديد العقد والإنابة والاشتراط لمصلحة الغير، بالإضافة إلى أنه تحترم حوالة العقد بالمبادئ قانون العقد. وتتكون حوالة العقد من أركان عامة تتفق وباقي العقود يضاف إليها شرط خاص وهو عدم وجود مانع من حوالة العقد المحال به. في النهاية تعتبر حوالة العقد من العمليات ذات الأشخاص الثلاثة فدورها يتمثل في نقل المركز العقدي الذي كان يتبؤه المحيل وتحويله إلى المحال له فهي تجعل الالتزام منتجا لأثاره في مواجهة ثلاثة أشخاص.

Contract cheating is currently a concern for universities and the higher education (HE) sector. It has been brought into the spotlight in recent years through the growth of online essay mills, where students can easily commission and purchase written assessment responses. This study contributes to the wider literature on academic integrity in HE by examining the phenomenon of contract cheating from a supply-side perspective, thereby considering the essay mill offering and student interaction with it. The authors covertly engage with five essay mills, before successfully completing an assignment purchase with two of these providers. The pre-purchase stage of an assignment transaction is first examined, unpacking ten reassurance cues used by essay mill providers in the text of their websites. These reassurance cues help to ensure the attractiveness of the essay mill product to potential student consumers. The analysis then moves to explore the ethical discourses around academic integrity that essay mills provide, revealing inconsistencies in their stance towards the potential for academic misconduct from the use of essay mill services. Finally, the article explores the quality of the essay mill product, through grading and Turnitin® reports for the two purchased essay mill assignments. Following recent calls for the outlawing of essay mills, this article provides a timely addition to current understanding of this phenomenon, and the associated challenges of contract cheating in HE.

Global employee mobility is a very important concern for multinational enterprises (MNEs), as such individuals are critical strategic human capital resources for MNEs. Ensuring that expatriates (one type of globally mobile employees) maintain high organizational commitment and assignment completion intentions (“attachment” to international posting) is a critical consideration for MNEs’ human resources management. However, we have a very limited understanding of how the configurations of structures (decentralization, formalization, and global knowledge integration) – practices set in place to control and coordinate foreign subsidiaries by MNEs – influence expatriates’ attachments during international assignments. We address this research question by adopting the structural contingency theory and extending it to examine the impact of structural configurations on expatriate managers’ outcomes. We develop and test a set of hypotheses using survey data obtained from 192 expatriate general managers employed by nine American global hotel chains. We find that these three structural characteristics create various configurations differing in their effectiveness in retaining expatriates’ attachment outcomes. Our findings highlight the importance of examining configurations of structural characteristics, which underscores the difficulties of managing expatriate managers for MNEs as well as providing further insights into the complexities associated with structural configurations necessary to manage them well.

The airline crew scheduling problem, because of its size and complexity, is usually solved in two phases: the crew pairing problem and the crew assignment problem. A pairing is a sequence of flights, connections, and rests starting and ending at the same crew base. The crew pairing problem consists of determining a minimum-cost set of feasible pairings such that each flight is covered exactly once. In the crew assignment problem, the goal is to construct monthly schedules from these pairings for a given set of pilots and copilots independently, while respecting all the safety and collective agreement rules. However, this sequential approach may lead to significantly suboptimal solutions because it does not take into account the crew assignment constraints and objective during the building of the pairings. In this paper, first, we propose an extension of the crew pairing problem that incorporates pilot and copilot vacation requests at the crew pairing stage. Second, we introduce a model that completely integrates the crew pairing and crew assignment problems simultaneously for pilots and copilots. To solve this integrated problem, we develop a method that combines Benders’ decomposition and column generation. We conduct computational experiments with real-world data from a major U.S. carrier.

A body of literature suggests that ethnic heterogeneity limits economic growth. This article provides microeconometric evidence on the direct effect of ethnic divisions on productivity. In team production at a plant in Kenya, an upstream worker supplies and distributes flowers to two downstream workers, who assemble them into bunches. The plant uses an essentially random rotation process to assign workers to positions, leading to three types of teams: (i) ethnically homogeneous teams, and teams in which (ii) one or (iii) both downstream workers belong to a tribe in rivalry with the upstream worker’s tribe. I find strong evidence that upstream workers undersupply non-coethnic downstream workers (vertical discrimination) and shift flowers from non-coethnic to coethnic downstream workers (horizontal discrimination), at the cost of lower own pay and total output. A period of ethnic conflict following Kenya’s 2007 election led to a sharp increase in discrimination. In response, the plant began paying the two downstream workers for their combined output (team pay). This led to a modest output reduction in (i) and (iii) teams—as predicted by standard incentive models—but an increase in output in (ii) teams, and overall. Workers’ behavior before conflict, during conflict, and under team pay is predicted by a model of taste-based discrimination. My findings suggest that interethnic rivalries lower allocative efficiency in the private sector, that the economic costs of ethnic diversity vary with the political environment, and that in high-cost environments firms are forced to adopt ‘‘second best’’ policies to limit discrimination distortions.

The need to reduce pollution and traffic in city centers requires the use of small vans, electric vehicles, and drones to distribute goods. Because of autonomy and capacity issues, these vehicles need to perform multiple trips from/to the depot during the day. The category of decision-making problems modeling such distribution problems are known as multitrip vehicle-routing problems (MTVRPs), which generalize the well-known vehicle-routing problem by allowing vehicles to perform multiple trips per day. Several MTVRPs are solved in the literature with different mathematical models and algorithms. In “An Exact Solution Framework for Multitrip Vehicle-Routing Problems with Time Windows,” R. Paradiso, R. Roberti, D. Laganà, and W. Dullaert propose a single algorithm that can solve, to optimality, the MTVRP with capacity and time windows constraints and four variants of this problem featuring additional operational constraints. The proposed framework significantly outperforms the state-of-the-art algorithms from the literature. Multitrip vehicle - routing problems (MTVRPs) generalize the well-known VRP by allowing vehicles to perform multiple trips per day. MTVRPs have received a lot of attention lately because of their relevance in real-life applications—for example, in city logistics and last-mile delivery. Several variants of the MTVRP have been investigated in the literature, and a number of exact methods have been proposed. Nevertheless, the computational results currently available suggest that MTVRPs with different side constraints require ad hoc formulations and solution methods to be solved. Moreover, solving instances with just 25 customers can be out of reach for such solution methods. In this paper, we proposed an exact solution framework to address four different MTVRPs proposed in the literature. The exact solution framework is based on a novel formulation that has an exponential number of variables and constraints. It relies on column generation, column enumeration, and cutting plane. We show that this solution framework can solve instances with up to 50 customers of four MTVRP variants and outperforms the state-of-the-art methods from the literature.

The triangle model of responsibility (Schlenker, Britt, Pennington, Murphy, and Doherty 1994) predicts that the extent that investors hold management responsible for an adverse event is jointly determined by the links among three elements—management, the adverse event, and the relevant accounting regulations/standards or public norms. Applying this theory, we conduct experiments to examine how the locus of breach (external versus internal) moderates the efficacy of management's responsibility acceptance (higher versus lower). Our results show that management's higher (versus lower) responsibility acceptance is a more effective strategy in the presence of an external breach, but not in the presence of an internal breach (Experiment 1). Follow-up experiments suggest that this result is driven by the relative strength of the triangle links underlying the external versus internal breaches, rather than the locus per se.

This paper focuses on cooperative multi-task assignment and re-assignment problems when multiple unmanned aerial vehicles (UAVs) attack multiple known targets. A unified multi-objective optimization framework for UAV cooperative task assignment and re-assignment is studied in this paper. In order to simultaneously optimize the losses and benefits of the UAVs, we establish a multi-objective optimization model. The amount of tasks that each UAV can perform and the number of attacks on each target are limited according to the ammunition capacity of each UAV and the value of each target. To solve this multi-objective optimization problem, a multi-objective genetic algorithm suitable for UAV cooperative task assignment is constructed based on the NSGA-II algorithm. At the same time, a selection strategy is used to assist decision-makers in choosing one or more solutions from the Pareto-optimal front. Moreover, to deal with emergencies such as UAV damage and to detect of new targets, a task re-assignment algorithm based on the contract network protocol (CNP) is developed. It can be implemented in real-time while only slightly sacrificing the ability to seek the optimal solution. Simulation results demonstrate that the methods developed in this paper are effective.

We highlight a novel trade-off with the use of breakup fees in employment contracts. Under asymmetric learning about workers’ productivity, the market takes job assignments (or “promotions”) as a signal of quality and bids up the wages of a promoted worker, leading to inefficiently few promotions (Waldman, M. 1984. “Job Assignments, Signalling, and Efficiency” 15 RAND Journal of Economics 255–67). Breakup fees can mitigate such inefficiencies by shielding the firm from labor-market competition, but they reduce turnover efficiency when there are firm-specific matching gains. We show that it is optimal to use breakup fees if and only if the difference between the worker’s expected productivity in the pre-and post-promotion jobs is small. Also, the relationship between the optimality of breakup fees and the importance of firm-specific human capital is more nuanced than what the extant literature may suggest.