Current issue

College of Business E-Journal 

Summer 2025 Volume XX, Issue II

ISSN  number 2158-303X

I. Central Banks, Gold, and Bitcoin: Redefining Money in the 21st Century

ABSTRACT

This paper examines how gold and Bitcoin have changed in terms of value and function in the context of the central banking system in the 21st century. Over the past decades, central banks have held gold as one of their primary reserve assets, given its stability, relative rarity, and traditional status as an inflation hedge and financial crisis buffer. However, with the advent of Bitcoin, central banks now have the opportunity to hold a new asset, one that has been compared to “digital gold”. On one hand, Bitcoin revolutionizes the monetary system because it is decentralized, has built in scarcity, and serves as a store of value. However, on the other hand, Bitcoin has traditionally been highly volatile, suffered from regulatory issues, and possesses a relatively short history; all of which hinder Bitcoin from becoming more accepted among central banks. Factors are discussed that affect central bank reserve management: the enduring role of gold, Bitcoin as an additional reserve, and the growing significance of central bank digital currencies. It is argued that while it remains unclear whether central banks will fully integrate Bitcoin into current reserves, its acceptance thus far may impact the decision of global monetary systems regarding incorporating digital technologies alongside more conventional assets, such as gold.

Keywords: Central Banks, Gold, Bitcoin, monetary policy

by

Carroll Howard Griffin, Ph.D.

Assistant Professor of Management and Global Business
School of Business, Georgia Gwinnett College
Lawrenceville, GA 30043

 II. Do we need better to understand the terms sex, sexual orientation, gender, and gender identity—from a human resources perspective?

ABSTRACT

A review of the scholarly literature demonstrates that definitions of the terms “sex,” “gender,” “gender identity,” and “sexual orientation” have shifted over time. The current study explored how human resources professionals respond to this emerging social dynamic. We surveyed 88 members of a prominent human resource association. A majority viewed sex as a binary, male and female, phenomenon but expressed more variability about the definitions of “gender” and the differences among “sex,” “gender,” “gender identity,” and “sexual orientation.” Respondents did not believe it was a good idea to ask new hires about their sexual orientation and expressed disagreement regarding asking new hires about their gender. Of those familiar with their employer’s hiring practices (n=70), 60% indicated that their employers only asked new hires about their sex (i.e., whether they identify as male or female). Based on these results, four of the six study hypotheses were confirmed, and two were inconclusive. More research will be needed to determine how human resource professionals’ views and practices change.

Key Words:  Gender, Gender Identity, Intersex, Sex, Sexual Orientation

by

James Ike Schaap, Ph.D.*

Adjunct Associate Professor

College of Business

California State University, Monterey Bay

jschaap@csumb.edu

* Corresponding author

 & 

Jonathan Breiter, MBA

University of Nevada, Reno @ Lake Tahoe

jonathanbreiter@unr.edu

& 

Chris Smith, MS

University of Nevada, Reno @ Lake Tahoe

chrissmith@unr.edu

 III. Businesses in Louisiana and Texas Could Benefit from a New Policy on Enforcement of International Business Bribery Rules

ABSTRACT

This is a policy paper analyzing the effect of a recent change in government policy related to international business bribery. It specifically addresses a new Executive Order on a modified enforcement approach for the Foreign Corrupt Practices Act. Of particular interest is the potential benefit to businesses located in Louisiana and Texas because of the relatively high percentage of these businesses which are involved in international transactions.

Key Phrases: International Business, Bribery, Louisiana-Texas economy

by 

Kurt Stanberry

Professor of Business Law and Ethics
Marilyn Davies College of Business
University of Houston Downtown

 IV. Empirical Investigation of Gender Pay Gap in Faculty Salaries

ABSTRACT

Research on gender wage disparities reveals persistent global inequality across sectors and time. A long time has passed since 1979 when the U.S. Bureau of Labor Statistics first reported a 38% gender earnings gap. In academia, early 20th-century data showed only 1% of academic roles held by women globally, rising to 11% by 1969. A recent 2023 study of 7,000 universities worldwide identified enduring disparities in hiring, publications, citations, and promotions, though gaps in citations and promotions have narrowed over time. The current case study of a historically Black university found no gender wage gap but highlighted salary compression for long-serving faculty, with mobility and discipline influencing salaries. Fields in Marketing, Management, and Computer Science commanded higher wages, driven by rank and specialization. Regional studies in Louisiana show faculty salary disparities are smaller than general workforce gaps, emphasizing the importance of occupation-specific analysis. Adjusting for rank, experience, and discipline often renders gender pay gaps statistically insignificant. However, unexplained gaps persist, demanding ongoing research and tailored interventions to address inequality comprehensively.

Key terms: Gender, academia, salary, wages, pay gap

by 

Veronika Humphries

Assistant Professor of Business
University of Louisiana at Monroe

&

Tammy Johnston

Professor of Economics
University of Louisiana at Monroe

&

Cameron Sumlin

Assistant Professor of Management
University of Louisiana at Monroe

&

Hannah Parker

Purdue University