Board gender diversity and corporate environmental performance: The moderating role of family and dual‐class majority ownership structures

While prior work has investigated the impact of (a) ownership structure and (b) board gender diversity separately on corporate environmental performance, researchers have not studied the potentially important relationship between ownership control and female board diversity in influencing corporate environmental performance jointly. We do so in the context of majority ownership in family‐controlled and dual‐class firms whose motives and influence are theoretically different from that of the firm's minority shareholders. Drawing on resource dependency, socioemotional wealth theory, and secondary agency theory, we hypothesize that majority family owners and dual‐class owners likely choose women directors to help advance their personal preferences for environmental corporate social responsibility. Our empirical tests utilizing 2,755 U.S. firm years over the 2010–2015 show that, as hypothesized, these two majority ownership types interact with board gender diversity to positively influence corporate environmental performance.     

Motivational bases for managing diversity: A model of leadership commitment

Given the limited effectiveness of equal employment opportunity and affirmative action programs in promoting minorities in the U.S., the onus to advance women and minority groups may depend on the voluntary efforts from corporate America. In this paper, we apply a general theory of commitment to help explain why top executives may be committed to managing diversity in organizations. We propose that top executive commitment can stem from instrumental, normative, or affective bases. Specifically, top executives may be motivated because of utility maximization, a moral obligation, or a personal desire to be associated with a program of social importance and/or to leave a positive legacy. We further explore the implications of the three motivational bases of top executive commitment to managing diversity on firm diversity outcomes, and we offer some propositions which can serve as a basis for future research.     

Policies for Enhancing Corporate Environmental Management: a Framework and an Applied Example

This paper develops a four‐phase schematic representation dubbed the CEM lifecycle for conceptualizing how corporate environmental management (CEM) programs typically evolve in a given organization and then explicates the forces that influence corporate commitment as a CEM program progresses from inception to later phases of the CEM lifecycle. Examples are then presented on how the Singaporean government encourages enhancement of CEM programs by designing support programs that target the underlying corporate needs inherent to the first three CEM lifecycle phases. The examples provided in this paper of Singaporean CEM support programs illustrate how policy can be strategically designed to improve corporate uptake of CEM programs by enhancing CEM knowledge in the initial phase of the CEM lifecycle, providing technical support in the second lifecycle phase and providing opportunities for public recognition in the third lifecycle phase. The article concludes that replicating the strategic approach to policymaking exemplified in the Singaporean case study can significantly improve the competitiveness of domestic firms through encouraging more efficient use of resources; however, in order to design truly sustainable economies (provide for the needs of future generations), governments must be prepared to more coercively regulate the exploitation of natural endowments. Copyright © 2012 John Wiley & Sons, Ltd and ERP Environment.     

The impact of executive diversity on corporate innovation: Evidence from the natural experiment of high‐speed rail in China

We examine the impact of executive diversity on corporate innovation using an exogenous natural experiment: the implementation of high‐speed rail (HSR) in China. The findings suggest that after a city implements HSR, firms increase their executive diversity, resulting in better corporate innovation than firms in non‐HSR cities. Additional analysis suggests that when a firm belongs to a competitive industry, is located in a low marketization region, or operates in a poor transportation region, the impact of HSR on executive diversity and corporate innovation is magnified. Our findings carry implications for other emerging markets.     

Turning corporate environmental ethics into firm performance: The role of green marketing programs

In this study, we develop a better understanding of the mechanisms by which corporate environmental ethics influences performance through the adoption of substantive actions. The empirical results of a moderated mediating analysis show that firms with higher environmental ethics are more likely to implement green marketing programs, consisting of the green production, pricing, distribution, and promotion programs and then improve firm performance. It is also observed that closure mechanism negatively moderates the mediation effect of green marketing programs because it leads to low trust and unwillingness to internal cooperation. These findings indicate that the value of corporate environmental ethics could not be determined in a vacuum, both strategy and people do matter when pursuing environmentally driven performance.     

Skills-based volunteering: A systematic literature review of the intersection of skills and employee volunteering

Skills-based volunteering programs sit at the intersection of corporate philanthropy and human resources (HR). These programs enable employees to volunteer their specialized skills to support non-profit organizations, while developing new skills along the way. While these programs are the fastest growing way that firms deliver on their corporate social responsibility strategy, the academic literature has all but ignored them. However, there is ample opportunity to build an understanding of skills-based volunteering from existing research that crosses the realms of employee volunteering and skills. This systematic literature review of 36 peer-reviewed articles forms the basis of this paper, where we provide a definition of skills-based volunteering, and offer a theoretical model to guide future HR research and practice on skills-based volunteering.     

The role of human resources in ethics/compliance management: a fairness perspective

Many large corporations now have formal programs for managing ethical behavior and legal compliance. But the often minor role of human resources (HR) in companies' ethics management efforts is problematic. This is because ethics management efforts are likely to raise questions of fairness, and trigger a fairness heuristic among employees that can generate important outcomes for the ethics program specifically and the organization generally. Relying on research on fairness in organizations and corporate ethics practices, we explain why the extensive involvement of HR in corporate ethics programs is important to the perceived fairness, and thus the likely outcomes (e.g., employee commitment), of those programs.     

The Impact of Work–Family Programs on the Relationship between Gender Diversity and Performance

Work–family programs signal an employer's perspective on gender diversity to employees, and can influence whether the effects of diversity on performance are positive or negative. This article tests the interactive effects of nonmanagement gender diversity and work–family programs on productivity, and management gender diversity and work–family programs on financial performance. The predictions were tested in 198 Australian publicly listed organizations using primary (survey) and secondary (publicly available) data based on a two‐year time lag between diversity and performance. The findings indicate that nonmanagement gender diversity leads to higher productivity in organizations with many work–family programs, and management gender diversity leads to lower financial performance in organizations with few work–family programs. The results suggest different business cases at nonmanagement and management levels for the adoption of work–family programs in gender‐diverse organizations. © 2014 Wiley Periodicals, Inc.     

ON THE (POLITICAL) ORIGIN OF ‘CORPORATE GOVERNANCE’ SPECIES

Although economies, business practices and living standards have converged since WWII, corporate structures continue to differ among the advanced economies of the world. Looking at the diversity of corporate structures of large-sized firms around the world (and over time) would fascinate Charles Darwin. This work develops a critical review of the literature on political determinants of corporate governance through the Darwinian theory (including some Lamarckian aspects). As Darwin, in his work On the Origin of Species, explicates the diversity of species of tortoises, finches and iguanas of the Galapagos Islands, so Darwinism may contribute in understanding the origin and the persistence of corporate diversity. In particular, this paper takes into account politics-driven variations, their inheritances, and the subsequent selection of advantageous ‘corporate’ attributes.     

New attitudes and technologies make now the right time to create a "virtual" association

The World Wide Web has become a convenient tool for research, communication, and even commerce, but a recent survey of foundations and corporate giving programs reveals that grant makers are not making full use of computer and Internet capabilities that might benefit them.     

Going beyond supplier diversity to economic Inclusion:Where are we now and where do we go from here?

Supplier diversity is not a new concept but has increased in urgency due to racial unrest and social polarization across the globe. As culture shifts globally, demanding more diversity and inclusion in businesses, companies are having to rethink their overarching values and strategies. Supplier diversity programs foster more inclusive relationships with diverse and underrepresented populations of suppliers to produce both economic and social impact. Researchers have shown if managed effectively, a diverse and inclusive supply base can help organizations reduce risk, enhance brand image, and increase innovation and flexibility. The intent of this Notes and Debates article is to introduce and define supplier diversity, showing how an economically inclusive supplier diversity program enhances organizational benefits and provides greater economic and social benefits. A secondary intent is to begin the dialogue on the benefits of transitioning from traditional supplier diversity programs to fully embedded economic inclusion models. What is the purpose behind the transition? Is more supplier diversity necessarily better? What enablers or capabilities may be needed to evolve from a traditional supplier diversity program to a strategically positioned economic inclusion mindset? Suggestions are made about embedding key enablers within an organizational structure so that companies can mature in supplier diversity efforts and drive stronger social and economic value. This Notes and Debates piece uses support from ongoing research efforts that include interviews with companies engaged in supplier diversity programs and several supplier diversity councils. Some initial observations and remarks are incorporated in the text to help illustrate how to move from supplier diversity to economic inclusion. The enablers that help move from traditional diversity programs to economic inclusivity appear to mature and develop over time. Some organizations remain in the early, more traditional phases while others have dynamic ecosystems that have developed to support this transition.     

Follow the trails: A path to systematically designing corporate alumni programs

Organizations today are facing increasing amounts of turnover and evolving labor markets. When employees leave they become corporate alumni, which initial research suggests are an important and valuable part of an organization’s network. Corporate alumni can provide value as brand ambassadors, a source of employee referral, as a return employee (i.e. boomerang), or through knowledge sharing. One way to establish a strong network of alumni and achieve some of these benefits is to establish a corporate alumni program (CAP). Although CAPs are increasingly being recognized as beneficial for organizations, little is known about how to systematically design and implement these programs to enhance the likelihood of success. In this article, we utilize instructional systems design processes to offer guidance for how to strategically develop CAPs. We analyze existing programs to highlight common elements and use this research as a basis for creating the TRAILS typology, a way to designate practices for CAP implementation. We also suggest ways to evaluate and determine whether these programs are successful.     

A Multilevel Appraisal and Conceptualization of Company Downsizing

Downsizing is widely used to improve corporate efficiency and competitiveness. Although downsizing can be useful, the process has a number of associated disadvantages, and companies commonly overlook the negative impact on society, the business profession, the company, and employees' collective attitudes and perceptions. Consequently, the purpose of this study was to present a multilevel framework that examines the impact of societal, institutional, organizational, and individual factors on corporate downsizing. The potential negative effects of downsizing on each of these domains are also examined, and recommendations regarding the successful implementation of employee reduction programs are presented based on information highlighted in the framework.     

大师择日再死?

最初靠着"忽悠""玩概念",师承"传销"的企业家培训行业愣是在中国凭空制造出近千亿规模的市场,但这个行业还没有完成自身的救赎     

Promoting corporate social responsibility and sustainable development through management development: What can be learned from international service learning programs?

In this article, we discuss how the human resource development (HRD) function can support corporate sustainability strategy by designing and implementing leadership development programs incorporating international service learning assignments. We describe “Project Ulysses,” an integrated service learning program that involves sending participants in teams to developing countries to work in cross‐sector partnerships with nongovernmental organizations (NGOs) and social entrepreneurs, supporting them in their fight against pressing global problems. We present the findings of a narrative analysis of learning stories produced by Ulysses participants. Understanding how participants make sense of, and learn from, their experiences abroad provides us with insights into how service learning programs can help managers to develop the knowledge, skills, and mind‐set that will enable them to successfully support a company's global sustainability and corporate social responsibility (CSR) efforts. We conclude by discussing the implications for leadership development, specifically how organizations can incorporate a responsibility and sustainability focus in their management development programs.     

Modelling Corporate Stakeholder Orientation: Does the Relationship Between Stakeholder Background Characteristics and Corporate Social Performance Matter?

Though corporate stakeholder orientation is connected with corporate social performance practices, there is a dearth of knowledge on the theorized assertion that background characteristics influence stakeholders’ salience and attitude towards social performance practices of firms. The aim of this paper is to measure and examine this hypothesis. To test this claim, this research uses the Surat Resource Region in Queensland, Australia, as the case study. Based on the bivariate test, age, gender, occupation type and educational status have varying statistically significant effects on stakeholders’ attitude towards corporate social practices. The multinomial logistic findings showed that only education retained a net effect on a stakeholder's attitude to participation in corporate social practices, where those with a higher level of education are 1.388 times more likely to perceive stakeholder engagement practices as relevant, 2.864 times more likely for social impact assessment practices and 1.430 times more likely for practices aimed at rights of indigenous communities. Findings imply the need for awareness programs to be incorporated into corporate social practices, which can help promote the success of stakeholder‐oriented policies. The paper further makes suggestions that have both business strategy and policy planning implications. Copyright © 2016 John Wiley & Sons, Ltd and ERP Environment     

Women on the board and executive tenure

The participation of women in top‐level corporate boards is subject to intense public debate. Countries are considering binding quotas to increase the share of women on boards or have already implemented such rules. Although research on board diversity suggests positive effects on corporate governance and firm performance, the mechanisms through which these benefits materialize remain mostly speculative. This study focuses on boards of directors in a large sample of listed companies in 15 European countries and finds that female representation on nonexecutive boards is associated with reduced turnover, an increase in tenure, and also a higher performance‐turnover sensitivity of executives.     

基于长尾理论的烟草企业文化学习平台研究

根据克里斯.安德森提出的长尾理论,在分析岳阳烟草企业文化的特点及现状的基础上,针对其发展所遭遇的瓶颈,结合长尾理论重视个性化、多样性的特点,文章提出了烟草企业文化自主学习、探究学习、协作学习和主动学习等多种学习方式相结合的不同于传统被动培训等新方式的网络平台企业文化学习模式。通过对平台模块功能的简介,指出本学习模式在员工的工作生活中、企业文化建设、企业发展中占有的重要地位。     

Principles for the design of digital occupational health systems

There is a growing body of literature that addresses the importance of health and wellbeing in the workplace, and the effectiveness of corporate wellness programs. Following advancements in low-cost and unobtrusive computing technology, an emerging trend in corporate wellness programs is to offer wearable devices to employees. These devices monitor employees' physiological and environmental conditions in order to improve their awareness of their personal health. In addition, organizations can harness the aggregated anonymized data provided by such technology to investigate ways of improving the work environment. However, promoting digital health monitoring systems introduces new dynamic interactions between the social actors and technology. Three main categories of strain caused by the use of these systems in a work environment are value tensions (privacy vs. wellbeing); action tensions (work vs. leisure activities), and role tensions (leisure vs. work roles). Based on an analysis of these tensions, design principles for digital occupational health systems are derived that minimize strain and have much bigger chances to be accepted and thus to create value for all stakeholders. Consequently, this study follows the design science research paradigm to derive design principles.