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Worker cooperative practitioners and developers often claim that democratic worker ownership advances egalitarianism within and beyond the workplace, but most of the empirical evidence in the USA is based on ethnographic case studies or small-scale surveys. This study aims to leverage the first national survey about individuals' experiences in these unique firms to test for the presence of inequalities by gender, race and immigration status in the broader sector.

The study uses a 2017 survey comprising a sample of 1,147 workers from 82 firms. This study focuses on measures of workplace benefits that capture material and psychological ownership, wealth accumulation, wages, workplace autonomy and participation in governance. This study uses ordinary least squares regression models with fixed effects alongside pooled models to determine the effects of gender, race, immigration status and the intersection of gender and race on these outcomes, both within and between firms.

This study finds no evidence of wage gaps by gender, race or immigration status within worker cooperatives, with job type, tenure and worker ownership status instead explaining within-firm variation in pay. Still, this study documents sector-wide disparities in material and non-material outcomes by gender, race and immigration status, reflecting differences in individual-level human capital and job characteristics as well as widespread occupational segregation and homophily.

The paper offers a novel contribution to the literature on workplace empowerment and inequality in participatory firms by analyzing race, gender and immigration status in the most robust dataset that has been collected on worker cooperatives in the USA.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

Given that coupons are one of the most popular promotional tools, this paper aims to investigate how intention to redeem the coupon is affected by the face value of the coupon for most common grocery items.

Data were collected using a self‐administered questionnaire from a convenience sample of students and non‐students (total sample size 425) at a south‐western metropolitan university campus town.

The results suggest that, for low face values of coupon, intention to redeem is positively associated with face value, whereas, for the higher face values of the coupon, the intention remains more or less unchanged. The correlation between intention to redeem the coupon and the perceived sticker price of the product is positive at the lower levels of coupon face value, but becomes negative for higher face values.

One major limitation is the narrow choice of grocery products. Moreover, this study explored intention to redeem a coupon but does not consider the actual purchase behavior. Future studies might test whether the results extrapolate to other products.

The findings are critical for the manager who may be cautioned against indiscriminate issuance of coupons. Specifically, keeping in mind the possible negative effects of a coupon, the manager might contemplate introducing customer segment‐specific coupons. The findings also suggest that coupons may be used for repositioning.

This research partially fills a void about lack of research on coupons from a price perspective. Negative effects of a coupon explained in terms of both marketing and economic theory may be appealing across different disciplines.

Upward appraisal involves staff having a formal input into their manager’s or supervisor’s performance appraisal. Reviews the rationale for the adoption of upward appraisal systems for manager’s, and identifies a number of key factors likely to contribute towards the more widespread use of upward appraisal. Describes upward appraisal systems in practice, reviewing what they are used for, who is appraised, what is appraised, and how the appraisals are conducted. Then discusses the effectiveness of upward appraisal, paying particular attention to its acceptability to managers, subordinates and trade unions. Finally, considers whether the transplant of what is largely an American practice can be more widely achieved in the UK and proposes some areas for future research.