Browsing by Author "Bell, Linda A., 1959-"

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    An Analysis of Final-Offer Arbitration Outcomes for Batters in Major League Baseball from 2002–2006
    (2007) Einbinder, Benjamin; Bell, Linda A., 1959-
    In 1974, Major League Baseball adopted final-offer arbitration to settle salary disputes between players and teams. Currently, a player is eligible for arbitration after 3 years of major league service. The paper analyzes arbitration salary outcomes for MLB batters from 2002–2006. The findings of this paper show that players who threaten arbitration earn 16% higher salaries than those players who settle before the exchange date specified in the Collective Bargaining Agreement. The data used in this paper also show that the criteria used in the salary determination process during arbitration are equivalent to those used in the free agent market. This paper concludes by suggesting possible alternatives to the current arbitration system and discusses the implications of the findings from both player and team perspectives.
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    Can Women Have it All? : Gender Differences in the Relationship Between Career and Family for Top Corporate Executives
    (2005) Coslett, Caitlin G.; Bell, Linda A., 1959-
    The role of women in American society has shifted greatly over the past fifty years. Women today are much more likely to be employed outside the home than in past generations. Fortunately for these female workers, women now achieve more favorable employment outcomes than their predecessors. Women have attained higher levels of education in recent generations and there has been a dramatic increase in the number of women doctors and lawyers since the 1970s. Women have made similar progress in corporate America. According to the U.S. Department of Labor, between 1972 and 1995 the percentage of managerial positions held by women increased from 17 to 42.7 percent. Women have also become increasingly likely to be top executives of major companies. Still, there is ample evidence of continued gender inequality in employment. In particular, women are far less likely than men to achieve career success at the highest levels of corporate America. In 2001, women held only 11 percent of the top executive positions of Fortune 100 companies. Additionally, women are especially under-represented at the most powerful executive ranks of CEO, Chair and President. Although the media and organizations such as Catalyst have reported at length about the careers of women, little is known about women executives at the highest levels who have achieved extremely successful careers in this overwhelmingly male environment. This paper presents the first systematic study of the family structures of women and men top executives of publicly owned companies. This study is important for several reasons. These executives are extremely influential and through their companies control enormous amounts of assets. Additionally, their attitudes regarding social and family issues may be expected to have important implications for the personnel policies that influence millions of workers and their families.
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    Hate the Game… Not the Player: A Statistical Analysis of the Characteristics of Pathological Gambling
    (2005) Stennis, Cartier; Bell, Linda A., 1959-
    The purpose of this thesis is to examine the determinants of pathological gambling, in particular, the relationship, if any, between gaming activities and gambling behavior. The significance of this topic derives from the rapid growth of the gaming industry and the assertion by Walker (1996) that poker, blackjack, and bridge players are the minorities within Gamblers Anonymous, because the games they play require a real element of skill. A better understanding, therefore, of the determinants of pathological gambling might help dictate how legislation can preserve gambling as a controlled form of entertainment and simultaneously limit or eliminate its negative social and economic effects.
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    Of Black Squirrels, Purple Cows, And Flying Dutchmen: A Political and Economic Analysis of Title IX of the Education Amendments of 1972
    (2004) Constantino, Jennifer; Waldman, Sidney R., 1940-2016; Bell, Linda A., 1959-
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    Parallel Networks and Opportunities for Women Directors
    (2006) Tomkoria, Amita; Bell, Linda A., 1959-
    In 1998, women comprised 46 percent of the labor force and 49 percent of managerial and professional positions. However, in 1998 women made up only 11.1 percent of directors of Fortune 500 companies. In 2005 this number increased to just 14.7 percent, which demonstrates the slow rate of progress. At this rate, it will take 70 years for women to reach parity with men. This study seeks to provide a thorough illustration of the nature of female representation on US corporate boards and, in doing so, make some progress toward identifying factors which inhibit or promote the instance of women directors. Using data from IRRC Directors, I look at the effects of gender on attaining positions of power such as board chair and committee chair while correcting for various director and company attributes. I also examine the potential existence of a new girls’ network as a parallel to the old boys’ network that traditionally dominates the director selection process. My results show that women are up to 25 percent less likely to hold positions of power than their male counterparts. Women in female-led companies have a higher likelihood of being represented in these positions, which confirms the existence of a parallel network and illustrates the ability of women to promote other women.