Language‐Based Exclusion and Prosocial Behaviors in Organizations

Organizations can be seen as amalgams of languages that can serve as a source of divisive tensions among employees. In our conceptual model, we draw upon social identity and social exclusion research to propose that linguistic diversity increases the potential for language‐based exclusion in multilingual work settings. Language may cue listeners to ethnic or cultural stereotypes as well as negatively affect perceptions of speakers’ competence, leading listeners to exclude speakers of certain languages. We contend that when excluded, perception of oneself can be cast in an antagonistic relation to perceptions of others, with detrimental effects on prosocial behaviors. Perceptions of procedural unfairness, a weakened identity, and impaired mood serve to amplify the association between language‐based exclusion and prosocial behaviors. However, organizational factors such as positive diversity climate may mitigate experiences with language‐based exclusion. We outline an agenda for future research and discuss implications for human resource practice. © 2014 Wiley Periodicals, Inc.     

Knowing What You Don’t Know? Discourses and Contradictions in Knowledge Management Research

ABSTRACT Even though knowledge management scholars generally advocate explicit management of knowledge, there is research that cautions against the unintended consequences of such efforts. Some researchers go as far as arguing that knowledge and management are contradictory concepts ( Alvesson and Kärreman, 2001 ). This paper explores the apparent double‐edged nature of knowledge management by developing a theory‐based framework that highlights different fundamental assumptions about knowledge and its management. This framework, which is an adaptation of Burrell and Morgan's four paradigms of social and organizational inquiry, distinguishes among a neo‐functionalist, a constructivist, a critical and a dialogic discourse. We use the contradiction of managing tacit knowledge, which has been highlighted in the knowledge management literature, as an analytical device to explore the four discourses in more detail. We show how notions of knowledge, and what it means to manage knowledge, vary across the four discourses. We conclude that all four discourses need to be appreciated, understood and represented in knowledge management research for this area of inquiry to deal with the rich and problematic nature of managing knowledge in practice.     

National vs. corporate culture: Implications for human resource management

Corporate culture has been described as the “glue” that holds organizations together by providing cohesiveness and coherence among the parts. Multinational companies are increasingly interested in promoting corporate culture to improve control, coordination, and integration of their subsidiaries. Yet these subsidiaries are embedded in local national cultures wherein the underlying basic assumptions about people and the world may differ from that of the national and corporate culture of the multinational. These differences may hinder the acceptance and implementation of human resource practices, such as career planning, appraisal and compensation systems, and selection and socialization. This article discusses the assumptions about people and about the world underlying these HRM practices as they may differ from those of the national culture of the subsidiary. Finally, issues concerning the use of corporate culture as a mechanism for globalization will be raised.     

Linking HRM and knowledge transfer via individual‐level mechanisms

In response to recent calls for more research on micro‐foundations, we seek to link human resource management (HRM) and knowledge transfer through individual‐level mechanisms, arguing that individual‐level conditions of action influence the extent to which employees engage in knowledge exchange. We examine four such conditions empirically using data from 811 employees in three Danish multinational corporations (MNCs). Our findings suggest that individual‐level perceptions of organizational commitment to knowledge sharing, and extrinsic motivation, directly influence the extent to which employees engage in firm‐internal knowledge exchange. We also find that intrinsic motivation and engagement in social interaction significantly mediate the relationship between perceived organizational commitment and knowledge exchange. Given that HRM can influence such conditions through an overall signaling effect and various practices, an understanding of these micro‐foundations will shed light on how organizations can effectively enhance knowledge transfer through HRM. © 2012 Wiley Periodicals, Inc.     

Multi‐foci CSR perceptions,procedural justice and in‐role employee performance: the mediating role of commitment and pride

This study explores differential employee responses to perceived corporate social responsibility (CSR) treatment of social and non‐social stakeholder foci of the community, customers, shareholders and environment along with first‐party employee justice perceptions. At a finance‐sector multinational, we test the mediating role of commitment and pride in accounting for the relationship between perceptions of stakeholder treatment and in‐role performance. We propose and pilot a new multi‐foci CSR measure and include this in a mediated model within a separate study. Socially responsible treatment of customers and the environment play a role in predicting performance; these foci are related to either pride or commitment. Community CSR, first‐party justice perceptions and commitment predict performance either directly or indirectly. Our research shows an absence of any positive employee response associated with CSR towards shareholders. The study uncovers new insights into our understanding of complexities in employee responses to CSR activities.     

Evaluating Economic Justifications for Alcohol Restrictions

Abstract . Does economics justify restricting alcohol consumption? A new line of research concludes that alcohol involves significant social costs and that various restrictions would lead to net social gains. This article focuses on Levy and Miller (1995 ), who conduct a cost‐benefit analysis of serving‐intoxicated‐patron laws. We administer a survey of taverns in Washtenaw County, Michigan, to investigate the plausibility of some of Levy and Miller’s claims. We find a number of problems with their economic discussion: in addition to a number of problematic assumptions, they count private costs as social costs and completely ignore consumer and producer surplus associated with alcohol. We find their assumptions bias the results in favor of the restrictions. Despite their popularity in public policy debates, these economic justifications for restricting alcohol are dubious.     

The transfer of human resource management technology in Sino-U.S. cooperative ventures: Problems and solutions

Differences between Chinese and U.S. human resource management systems are described with respect to fundamental organization and work-related assumptions about people and performance, rewards, training and development, and educational background of HR practitioners. We identify key differences that present impediments to the modernization of HRM practices in Sino-U.S. cooperative ventures, and then, present a normative framework for the introduction of modem HRM practices into these ventures. We conclude with implications for both research and practice that focus primarily on integrating individuals and the enterprise, as well as integrating the enterprise with social and economic goals.     

Project‐as‐practice: In search of project management research that matters

Research on projects is not only an immature field of research, but it is also insubstantial when it comes to understanding what occurs in projects. This article contributes to making project management research matter to the academic as well as to the practitioner by developing a project‐as‐practice approach, in alignment with the ongoing debate in social science research. The article outlines a framework and argues that there are two major challenges to the researcher and also suggests how these challenges can be met. Underlying notions of the practice approach are outlined to ensure a development of the project‐as‐practice approach that makes project management research matter!     

Human resource management research and practice in Asia: Past,present and future

The continuing emergence of Asia as a critically important continent for the foreseeable future has renewed interest in understanding theory and practice in this region. This special issue was designed to shed light on human resource management (HRM) issues in this region, and to help guide future research in and on this region. In this introductory article, we first analyze the growth of HRM scholarship in Asia, by examining the research published over the last twenty-five years. We then describe the genesis of this special issue, and summarize the key themes emerging from the review articles in the issue. These include: psychological contract; work-life interface; corporate social responsibility; multinational corporations and their subsidiaries; the challenges of global talent management; convergence-divergence; state socialism to post-state socialism; and incorporating the context. We further offer suggestions for future research by proposing critical topics and emerging themes, including: employee voice; diversity and inclusion; employee well-being and resilience; preparing and responding to crises; and green human resource management. We conclude by offering theoretical perspectives and highlighting key recent developments which are likely to impact future practice, and should be addressed by scholars.     

Reframing employment relations: the case for neo‐pluralism

Industrial Relations can no longer stumble along, gathering empirical data, without reframing its underlying theoretical assumptions. The ‘new problem of order’ focuses on links between employment and society. Recent social science and public policy concepts develop the Durkheimian assumptions of IR Pluralism. Neo‐pluralism offers a more credible IR paradigm than Kelly’s Marxism.     

Forms of cross‐border mobility and social capital in multinational enterprises

This paper discusses how different forms of cross‐border employee mobility all contribute to establishing social ties across different units of multinational enterprises (MNEs). Despite the growing recognition of the significance of employees' cross‐unit social ties in MNEs for both individuals and the organisation, the mechanisms for creating such ties remain underspecified. We contribute to closing this gap by identifying the role that an array of forms of international mobility can play in promoting employees' (cross‐unit) social ties inside MNEs. We draw upon empirical accounts of the job‐related international mobility experiences of 72 high‐skilled employees in three leading MNEs in the mobile telecommunications sector. Guided by a framework that utilizes some of the key concepts of the debate on social ties and social capital, we discuss traditional expatriation, short‐term assignments, localised transfers and business travel in terms of the structure and strength of the cross‐unit ties they engender, as well as their accessibility. We find (1) that it is not only traditional long‐term assignments in the form of expatriation that enable individuals to create cross‐unit social ties; and, (2) that different forms of international mobility promote cross‐unit social ties in variable ways and to different extents.     

Increasing the Impact of Heterodox Work: Insights from RoSE

To help understand what enhances the prospects for heterodox work to have strong research impact, this article analyzes the pool of articles published in the Review of Social Economy in the past 15 years, aiming to identify what differentiates well‐cited articles from others. Well‐cited papers tend to be in areas of core concern in social economics (labor, health, social theory) and attract attention in related social sciences and policy fields. Yet about half the articles published in RoSE are not cited in another scholarly journal within three years of publication, suggesting that, as well done and interesting as these papers may be, problems like narrow focus seem to limit their influence on other people's work. The article's results suggest that increasing the impact of heterodox work requires articles to be interesting and accessible to intentionally broad audiences, and to prompt people to change their thinking. Better still if they open up channels of communication between diverse communities of scholars that are likely to be sustained.     

Ecosocialization or Countermodernization? Reviewing the Shifting ‘Storylines’ of Transport Planning

In recent decades, in most western countries, conventional transport planning has encountered growing social opposition from environmentalists and increasing scientific criticism on the grounds of its unsustainability. In some places, including the United Kingdom, the assumptions, beliefs and values (‘storylines’) about transport have shifted to some degree away from the car in favour of public and slow forms of transport. The article elaborates a concept of ‘ecosocialization’ to describe and explain the various reform pressures that have sought to reorient transport planning away from car‐dominated approaches. We use this concept in preference to the more familiar one of ‘ecological modernization’ in order to foreground the influence of embedded value systems and habits, as well as institutions and rules, on key pathways of social development. Whilst these reformist pressures and their consequences have been evident for decades, it is also apparent that in other contexts, after moments of subordination to alternative policy settings, conventional car‐dominated transport planning has reasserted its pre‐eminence. Our article explores the shifting discourses and practices of transport planning in three national policy settings, charting the contest between critiques of car‐dominated approaches and those ‘countermodernizing’ forces, especially road building institutions, that have resisted this ‘ecosocialization’.     

Reliable Inference in Categorical Regression Analysis for Non‐randomly Coarsened Observations

In most surveys, one is confronted with missing or, more generally, coarse data. Traditional methods dealing with these data require strong, untestable and often doubtful assumptions, for example, coarsening at random. But due to the resulting, potentially severe bias, there is a growing interest in approaches that only include tenable knowledge about the coarsening process, leading to imprecise but reliable results. In this spirit, we study regression analysis with a coarse categorical‐dependent variable and precisely observed categorical covariates. Our (profile) likelihood‐based approach can incorporate weak knowledge about the coarsening process and thus offers a synthesis of traditional methods and cautious strategies refraining from any coarsening assumptions. This also allows a discussion of the uncertainty about the coarsening process, besides sampling uncertainty and model uncertainty. Our procedure is illustrated with data of the panel study ‘Labour market and social security' conducted by the Institute for Employment Research, whose questionnaire design produces coarse data.     

A phenomenological study of corporate social responsibility in the Niger delta,Nigeria

Over the past half‐century, organization‐centric approaches to corporate social responsibility (CSR) dominated management practice. Though scholars and practitioners have embraced integrative CSR models, there are insufficient data about rural community constructs of corporate social behavior. Drawing largely from primary research conducted in the Niger Delta region, this article explores the meanings communities ascribe to corporate social responsibility. Through open‐ended interviews, this article examines the subtle underlying meanings of the narratives provided by the indigenes to identify clues potentially useful for developing effective CSR programs in the Niger Delta. The findings show that the Niger Delta people frame their views about CSR through the experience of poverty, loss of the traditional economy, erosion of traditional values, and degradation of the environment. Thus, CSR is associated with the restoration of control over land, alleviation of poverty, and community development.     

CREDIBLY IDENTIFYING SOCIAL EFFECTS: ACCOUNTING FOR NETWORK FORMATION AND MEASUREMENT ERROR

Understanding whether and how connections between agents (networks) such as declared friendships in classrooms, transactions between firms, and extended family connections, influence their socio‐economic outcomes has been a growing area of research within economics. Early methods developed to identify these social effects assumed that networks had formed exogenously, and were perfectly observed, both of which are unlikely to hold in practice. A more recent literature, both within economics and in other disciplines, develops methods that relax these assumptions. This paper reviews that literature. It starts by providing a general econometric framework for linear models of social effects, and illustrates how network endogeneity and missing data on the network complicate identification of social effects. Thereafter, it discusses methods for overcoming the problems caused by endogenous formation of networks. Finally, it outlines the stark consequences of missing data on measures of the network, and regression parameters, before describing potential solutions.     

Ownership,governance, and the diffusion of HRM practices in multinational worker cooperatives: Case‐study evidence from the Mondragon group

Drawing on a qualitative study of one Mondragon multinational worker cooperative (WC) based on longitudinal data and in‐depth interviews, our research evidences the contradictions that internationalisation poses in WCs, both through privileging managerial control at the expense of worker–member participation and through the setting‐up of capitalist subsidiaries in which employees are excluded from ownership and decision‐making. It further shows how institutions, power relations, and interests shape transfer in WCs, supporting the diffusion of certain human resource management (HRM) practices on grounds of efficiency but hampering the implementation of core cooperative practices. We make a threefold contribution: first, to a strand of inquiry focused on the influence of corporate governance on HRM; second, to the field of international HRM by analysing the cross‐national diffusion of HRM practices in WCs; and third, to ongoing debates on the challenges that WCs face when striving to balance the economic and social dimensions in globalisation.     

Use of hypotheses for analysis of variance models: challenging the current practice

In social science research, hypotheses about group means are commonly tested using analysis of variance. While deemed to be formulated as specifically as possible to test social science theory, they are often defined in general terms. In this article we use two studies to explore the current practice concerning group mean hypotheses. The first study consists of a content analysis of published articles where the reconstructed reality of hypotheses use is explored. The second study is a qualitative interview study with researchers, adding information about daily practice. We argue that, at present, hypotheses are not used to their utmost potential and that progress can be made by using informative hypotheses instead of the current non-informative hypotheses. Informative hypotheses capitalize on knowledge that researchers already possess and enable them to focus in their proceeding projects. The substantive focus of our work is the case of applied psychology.     

Contextualized Project Management Practice: A Cluster Analysis of Practices and Best Practices

The specificity of project management in different contexts and industries is recognized, but little empirical research encompasses a sufficiently broad range of contexts and project types to precisely identify these specificities. This article adopts such a wide perspective based on a large sample of data from an ongoing empirical investigation of project management practice. Contextual archetypes are identified (i.e., clusters of experienced practitioners that share similar organizational and project contexts). Archetypes of contextualized practice are then investigated through the study of the extent of use of empirically identified toolsets in each cluster. The results empirically confirm some well‐known assumptions about practice but also sharpen the knowledge and understanding of practice in real complex multidimensional contexts. A new concept of “performing‐maturity” emerged from the data. This concept sheds light on the entangled imbrications of maturity, competence, and success. Practices are regressed against performing‐maturity to reveal best contextualized practices.