How credit constraints affect small and medium enterprises' strategic employment decisions and employees' labour outcomes: Evidence from Vietnam1

This study makes use of rich firm-level and linked firm-employee datasets that span the 2009–2015 period in Vietnam to examine how SMEs' credit constraints affect their strategic employment decisions and employees' labour outcomes. Our results show that constrained SMEs enlarge total employment by employing relatively more temporary workers and paying their employees relatively lower wages than unconstrained borrowing firms. Meanwhile, discouraged firms, mostly informal businesses, do not behave differently from unconstrained counterparts. In order to maintain a stable employment portfolio, discouraged firms are relatively more willing to reward their employees with an overtime payment.     

支持性组织氛围对科技人员主动创新行为影响研究:自我决定感与分配公平的作用

支持性组织氛围感知有助于激发员工创新思维,增强创新主动性。本文旨在研究支持性组织氛围感知对员工主动创新行为的影响,并以自我决定理论和公平理论为基础,研究自我决定感和分配公平在以上关系中起的中介作用和调节作用。研究以科技型企业378名科技人员为研究对象,对问卷调查获得的数据进行统计分析,结果显示:①支持性组织氛围感知对员工主动创新行为具有显著影响;②支持性组织氛围感知对自我决定感具有显著正向影响;③自我决定感在支持性组织氛围感知与主动创新行为的关系中起完全中介作用;④分配公平在自我决定感与主动创新行为关系中起调节作用。     

自恋型领导的双面特质对员工组织公民行为的作用机制——一个被调节的中介效应模型

基于51位主管和438名员工的配对问卷调查数据,采用层次回归分析法,探讨了员工的心理授权在自恋型领导与员工组织公民行为间的传导机制,并分析了员工主动性人格的调节作用。结果表明:自恋型领导的双面特质对员工的组织公民行为具有显著影响;员工的心理授权在自恋型领导影响员工组织公民行为的过程中起中介作用;员工的主动性人格调节了自恋型领导通过员工心理授权影响员工组织公民行为的中介作用。     

员工-顾客认同、互动式替代学习与服务创新的机制研究

知识与技术的快速迭代,使得服务业企业进行服务创新的挑战更加艰巨,员工对知识与技术类操作性资源的应用能力起到关键作用。基于社会网络理论与知识基础观理论构建研究知识密集型服务业企业服务创新的微观路径,对322个服务业企业问卷调查进行实证分析。研究结果表明员工-顾客认同对员工服务创新有正向影响,并可以通过员工的互动式替代学习影响服务创新;知识治理对员工-顾客认同与互动式替代学习的关系具有显著的调节效应。     

ICT and global sourcing – evidence for German manufacturing and service firms

This paper analyses the relevance of information and communication technologies (ICT) for firms’ probability of global sourcing of inputs. Using firm-level data from Germany in 2009, which include mainly small and medium-sized firms, the empirical analysis differentiates between manufacturing and service firms. The results show some differences between the manufacturing and service sector. Controlling for various sources of firm heterogeneity, the global sourcing probability is increasing in the firms’ share of employees with Internet access in the manufacturing sector. E-commerce-intensive firms are more likely to source inputs from abroad but generally, this relationship between e-commerce and global sourcing is only robust in services and much stronger there than in manufacturing. In both sectors, it is strongest in industries with higher upstream industry diversity. Moreover, labour productivity is positively linked to global sourcing. The findings support arguments for the importance of the Internet for global trade.     

Wage,foreign-owned firms,and productivity spillovers via labour turnover: a non-linear analysis based on Chinese firm-level data

Using firm-level panel data from Chinese manufacturing firms over the period 2004–2007, this article investigates the impact of the wage gap between local and foreign-owned firms on foreign direct investment (FDI) spillovers in terms of total factor productivity (TFP). We find a non-linear threshold effect that: a low-level wage gap threshold exists, below which FDI spillovers are significantly negative. This is because FDI spillovers via labour turnover are blocked due to the low wages of local firms, which jeopardizes the flow of skilled workers from foreign firms to local firms. In contrast, when the wage gap reaches a high-level threshold, local firms can get benefits from FDI spillovers. The reason is that high wages of local firms attract skilled employees to leave foreign firms, which yields a large magnitude of worker mobility from foreign firms to local firms. Our article provides evidence that labour turnover as the channel of FDI spillovers only works when the wage gap is beyond some threshold. Also, these thresholds vary across regions and firm ownerships.     

Is there a relationship between workplace atmosphere and innovation activities? An empirical analysis among French firms

We examine empirically the relationship between workplace atmosphere and innovation activities. A generalized method of moments estimator of Poisson regression is applied to a set of 5574 observations in French firms. Our estimation results show that firms in which employees report good workplace atmosphere are more likely to engage in innovation activities. Nevertheless, while a positive relationship is found between workplace atmosphere and product/service innovation, other types of innovation activities, namely process, organizational and marketing, are not related to better workplace atmosphere.     

Who Exports Better Quality Products to Smaller or More Distant Markets?

The role of across‐firm differences in product quality and firms' competitiveness in determining the spatial patterns of within‐product export unit values across destinations is examined in this paper. Using product level export data, it is shown that the average export unit value of a product shipped from the USA or Korea increases with distance and decreases with destination market's size. However, within‐product average unit values for products exported from China and India decrease with distance and increase with market size. To interpret these different spatial patterns of unit values across exporting countries, model of quality heterogeneity is developed in which firms differ in their workers' skill level and higher‐skilled workers show greater productivity in performing tasks that improve product quality. The model predicts that in relatively skill‐abundant countries, exporting firms specialize in high‐quality products using relatively cheap skilled labor, whereas, in relatively skill‐scarce countries, firms that produce lower‐quality products are more competitive.     

Insider power and wage setting in transition: Evidence from a panel of large Polish firms, 1988–1994

We analyse wage setting behaviour in the period of transition using the `right to manage model'. The results show a significant change in wage bargaining in 1990. However, the insider power, measured by the employees' capacity to capture productivity gains, persists. The sensitivity of wages to productivity changes is much stronger on the upside than on the downside. In SOEs insiders capture important part of labour productivity gains. In firms transformed into Treasury owned joint stock companies insider effect is weaker. In privatised firms, the bargaining power of the employees is too weak to let them push up wages in response to labour productivity growth. These results are robust to the potential selection bias.     

家族控制、制度环境与社会责任选择性参与研究

基于中国2010-2019年上市家族企业的数据,本文对于家族企业会如何选择性对待员工和社区利益相关者进行研究,并关注在不同制度压力情境下家族企业社会责任的选择性参与会发生怎样的变化。研究结果表明随着家族控制权的提升,家族企业会选择承担更多外部社区责任,减少内部员工责任投入。此外,不同的制度压力对于家族企业社会责任行为的约束效果存在差异,具体表现为市场化程度的提高既可弱化家族控制对员工责任的负向影响亦可强化其对社区责任的正向影响,媒体监督和儒家文化作为非正式制度压力,前者主要通过约束监督弱化家族控制与员工责任之间的负相关关系,后者则是通过激励熏陶强化家族控制与社区责任的正相关关系。     

The determinants of pollution levels: Firm-level evidence from Chinese manufacturing

Using a large, unique, firm-level dataset from the Chinese manufacturing sector, we study important factors that are related to emission intensity for three pollutants in China – sulfur dioxide, wastewater, and soot. Our main findings are as follows: (1) compared to state-owned enterprises (SOEs), both foreign-owned firms and domestic public-listed firms exhibit less intensive pollutant emissions; (2) firms in regions with less local protection have lower pollution intensity; (3) better property rights protection is negatively correlated with pollutant discharge over and beyond the national standards; and (4) larger firms, firms in industries that export more, and firms with more educated employees pollute less. These results suggest that China should not target foreign firms more harshly in its effort to reduce industrial pollution. Better institutions in the form of more effective law enforcement and lower entry barriers across regional markets are also means of curbing China’s pressing environmental problems during its current stage of economic development.     

THE DETERMINANTS OF LATENESS: EVIDENCE FROM BRITISH WORKERS

Using a sample of male and female workers from the 1992 Employment in Britain survey, we estimate a generalised grouped zero‐inflated Poisson regression model of employees' self‐reported lateness. Lateness is higher for males, private sector workers and in service industries. Reflecting theoretical predictions from both psychology and economics, we model lateness as a function of incentives, the monitoring of, and sanctions for, lateness within the workplace, job satisfaction and attitudes to work. Various aspects of workplace incentive and disciplinary policies turn out to affect lateness; however, controlling for these, an important role for job satisfaction remains.     

Impediments to innovation faced by Canadian manufacturing firms

Using the findings of the 1999 Survey of Innovation in the Canadian manufacturing sector, we analyse the impediments, i.e. the problems and obstacles, that firms in the sector face when they innovate. In particular, we assess the factors which inhibit innovation, especially with regard to by small and medium enterprises (SMEs). First we try to establish the relationship between the impediments to innovation and various firm characteristics. Then we assess whether these impediments actually prevent firms from innovating or whether firms are able to overcome them.

We find that the perception of impediments to innovation vary according to firm characteristics. For example, large firms are more likely to report the high cost of developing innovation and organizational rigidities as impediments than small firms. However, they seem to have less difficulty with regard to financing innovation projects compared to SMEs. Our results also show that firms seem to be able to overcome most of the obstacles to innovation. Therefore, the impediments featured in innovation survey(s) should not be interpreted as impenetrable barriers that prevent innovation. The sole exception is organizational rigidities. Firms facing organizational rigidities are less likely to become innovative, whether they are small, medium, or large. From our results, we conclude that small firms do not face particular impediments which prevent them from becoming innovative.     

Is firm-sponsored training a palliative? A common agency approach

We analyse the issue of firm-sponsored training under product market imperfections. In this setting, qualification becomes a public good for firms when their profits are increasing in the stock of skilled workers but remains a private good to students/workers. Students have to pay a tuition fee but at the same time firms sponsor education: universities sell training to both. We prove that the proportion of skilled workers is larger in more competitive economies/industries while the share of firms in the financing of training is a monotonically decreasing function of the degree of competition. An increase of the latter indeed increases the equilibrium skilled wage while reducing its sensitivity to an increase of the supply of skilled workers. The firms’ aggregate expenditures on training per worker are nevertheless a nonmonotonic function of the competitiveness of the economy.     

组织物理环境对员工创造力影响的研究现状及展望：基于一个多维度理论框架

组织物理环境是影响员工创造力的重要因素,是组织创新环境的重要构成.通过对相关研究成果进行梳理归纳,将组织物理环境分为办公场所的外部环境、内部生态环境、内部布局设计和信息技术设施4个维度,阐述组织物理环境不同维度的内涵、操作策略及对员工创造力的影响,同时基于刺激?机体?反应理论,形成一个整合性理论框架,并在此基础上提出了未来研究机会.     

STRATEGIC BUDGET CONSTRAINTS IN A UNIONIZED MIXED OLIGOPOLY

This paper considers the budget‐constraint problem where the government decides whether or not to impose a budget constraint on the public firm, assuming the public firm is less efficient than private firms. We find that imposing budget constraints on the public firm is the preferred choice because of the welfare‐improving effect. Our model suggests that the wage levels of the public firm can be lower or higher than those of private firms depending upon the degree of inefficiency. These results differ from Ishida and Matsushima's findings that in a unionized mixed duopoly, tight budget constraints can enhance social welfare when the public firm is as efficient as private firms.     

An Empirical Analysis of Post‐Merger Organizational Integration

We study post‐merger organizational integration using linked employer–employee data. Integration is implemented by reassigning a small number of high‐skilled workers, especially in R&D and management. Workforce mixing is concentrated to establishments set up after merger, rather than to previously existing establishments. Worker turnover is high after merger, but new hiring yields stable total employment. Target employees have higher turnover and reassignment, particularly if the target firm is small relative to the acquiring firm. These findings might suggest that integration is costly, but can be achieved by focusing on key employees. Alternatively, the reassignment of a few key employees is sufficient for achieving integration.     

知识密集服务嵌入、跨界搜索与制造企业服务创新关系研究

现有研究表明,嵌入知识密集型服务企业关系网络在制造企业服务化与服务创新过程中具有关键作用, 但究竟何种网络嵌入特征能够促进制造企业跨界获取服务创新相关知识进而促进服务创新尚不明晰。基于社会网络理论和组织搜索理论,构建了知识密集服务嵌入、跨界搜索与制造企业服务创新间的理论模型,并利用236家制造企业的调研数据对模型和假设进行实证分析。结果表明,知识密集服务嵌入的4个特征——关系强度、关系质量、关系数量与关系多样性与制造企业服务创新间呈显著的正相关关系,并且跨界搜索在知识密集服务关系嵌入特征的关系强度、关系质量与服务创新的关系间存在部分中介效应,在知识密集服务结构嵌入特征的关系数量、关系多样性与服务创新的关系间存在完全中介效应。     

员工道德观对工作场所中员工角色外行为的作用机制

利用323对员工与上司的配对数据,从权变视角探讨了员工道德观对员工在工作场所中角色外行为(组织公民行为和组织越轨行为)的作用机制,并考察了直属上司的辱虐管理在这一机制中的调节作用。研究结果显示:员工行为受其道德观的指引,道德观水平较高的员工更倾向于执行组织公民行为且更不倾向于执行组织越轨行为;反之亦然;辱虐管理在这一机制中起负向调节作用。最后指出本研究的实践意义以及未来的研究趋势。     

Impact of Chinese growth and trade on labor in developed countries

This paper examines the impacts of growth in China's economy and trade on the skill premium of labor in developed countries. We utilize a unique global dataset that disaggregates workers by occupations to identify impacts across labor categories with different skill sets, complementing the widely used GTAP Data Base in the CGE framework offered by the GTAP model. To study the impacts of China's fast-paced growth, we model the counterfactual, i.e., what if China grew and opened at a more modest rate; we then compare this baseline with China's actual growth. Results indicate that a strong rise in manufacturing exports from China to the US impacts output and employment in the US. The US shifts its production away from light manufacturing sectors to more service-oriented sectors that also tend to engage higher skilled labor. There is a small decrease in the real wages of unskilled labor and a rise in the real wages of skilled labor. Interestingly, not all categories of unskilled labor lose, rather those that are more directly linked with manufacturing sectors are impacted; unskilled ‘service and shop workers’ and the unskilled ‘agricultural workers, machine operators, assemblers, craft workers, and others’ observe a small decline in real wages, while the impact on unskilled ‘clerks’ is insignificant. For all categories of skilled workers, there is an increase in real wages primarily driven by the shift in production to services and high-skilled labor intensive categories, resulting in the rising skill premium. Hence disaggregating the labor data provides greater depth on the understanding of the differential impacts on domestic workers resulting from trade, and thereby guides policy on how these differential impacts can be smoothed through redistribution of benefits. Consistent with other study findings, there is a positive impact on overall growth and welfare in the US, EU and Australasia.