Agency theory holds that managerial discretion over stakeholder decisions creates agency costs through altruistic redistribution. We test this claim in a principalagent experiment where agents choose effort and transfers affecting a third party under unenforceable flat-wage contracts. We find that principals set ethically constrained targets and wages that track fairness benchmarks. Agents, however, do not divert resources to stakeholders: transfers are negative on average, and prosocial traits do not increase giving. Instead, contract terms, though unenforceable, systematically shape effort, transfers, and returns. Notably, prosocial agents generate higher total returns. Prosociality appears to mitigate rather than create efficiency losses, suggesting that discretion channels norm-sensitive loyalty rather than stakeholder redistribution.

Eine der größten Sorgen sowohl der aktuellen als auch der vorhergehenden Regierung ist es, in Deutschland wichtige Industrieproduktion zu erhalten beziehungsweise neu anzusiedeln. Dabei geht es um eine breite Palette von Sektoren: Halbleiter, Batterien, Chemie, Stahl, Pharmazeutika oder Elektroautos. Basierend auf diesem Ziel werden signifikante Subventionen gerechtfertigt, etwa Einzelsubventionen in Milliardenhöhe für individuelle Unternehmen (Intel, TSMC) oder generelle Vergünstigungen wie der Industriestrompreis. Deutschland ist mit dieser Sorge nicht allein; auch die USA, die EU, Indien, Indonesien und viele weitere Länder versuchen, Anreize für inländische Produktion zu schaffen.

Using brand-level sales data from Chinese e-commerce platforms, this study examines how geopolitical tensions affect multinational brands operating in China. Merging these sales data with a U.S.–China tension index, we use panel regressions and local projections to show that rising tensions significantly reduce the market share of U.S. brands in China relative to brands from other countries, with the effects persisting for up to 12 months. An event study employing a difference-in-differences framework, centered on brand-specific incidents of political tension with China, reveals similar market share declines among affected brands, highlighting consumer sentiment as a key transmission channel.

We examine the effects of the big five personalities of CEOs (openness, conscientiousness, extroversion, agreeableness, and neuroticism) on their annual compensation. We hand-collect the tweets of S&P 1500 CEOs and use IBM's Watson Personality Insights to measure their personalities. CEOs with high ratings of agreeableness and conscientiousness get more compensation. We further find that the firms with these CEOs outperform their peers due to better investment efficiency. Firms are willing to pay higher compensation for talent, especially for firms with better operations, located in states with higher labor unionization, or facing higher competition in the product market. Overall, CEO personality is a valid predictor of CEOs' compensation.