How do lean management organizations behave regarding training and development?

This paper analyses the role of training and development in lean management organizations. The hypothesis is that organizations characterized by lean management have a distinctive profile in terms of training and development. Specifically, it is hypothesized that lean organizations have the following features to a higher extent than non-lean organizations:

? employee involvement in training and development

? use of work groups for quality, product development and task flexibility

? attribution of importance to training in quality, customer orientation and people management

? line management responsibility for training and development of the employees

? use of job enlargement

? information of employees about management decisions

? use of team briefings and quality circles.

The analysis shows that it is possible to identify a relationship between lean management and training and development, although the statistical results could have been more significant. It is also discussed in the paper to what extent country-specific variables dominate (or are dominated by) company-specific characteristics. The general finding is that company-specific impact seems to be stronger than country-specific variables.

In general, it can be said that the lean management pattern as a company-specific variable is characteristic for most countries analysed (although to a varying degree). It is, however, sometimes confounded by country-specific variables. For instance, Turkey does not follow the general pattern, and the hypothesis can be supported only in selected minor areas. Hence, in this case country-specific variables outweigh company-specific variables. In most other countries, this is not the case.     

Why Do Managers Leave Their Organization? Investigating the Role of Ethical Organizational Culture in Managerial Turnover

This study contributes to the corporate social responsibility, stakeholder theory, and executive succession literature by examining the effect of corporate social irresponsibility (CSiR) on strategic leadership turnover. We theorize that firms’ CSiR increases the likelihood of executive turnover. We also investigate the nature of succession (non-voluntary or voluntary succession) and successor origin (internal candidate or external candidate) following CSiR. We further examine how the CSiR–CEO succession relationship is moderated by firm visibility to stakeholders and industry dynamism. Our results, based on a dataset of 248 U.S. public firms between 2001 and 2008, provide evidence that firms’ CSiR affects what is conventionally seen as primarily a market-driven decision on executive turnover, especially when firms operate in a more dynamic industry. Research contributions and implications are discussed.     

Sharing the Burden? Empirical Evidence on Corporate Tax Incidence

This study investigates the direct incidence of the corporate income tax (CIT) through wage bargaining, using an industry‐region level panel dataset on all corporations in Germany over the period 1998–2006. For the first time we account for employment effects which result from tax‐induced wage changes. Workers share in reductions of the CIT burden; yet, the net effect of wage bargaining on the corporate wage bill, after an exogenous €1 decrease in the CIT burden, is as little as 19–28 cents. This is about half of the effect obtained in prior literature focussing on wages alone.     

What's in it for me? Creating and appropriating value in innovation-related coopetition

There has been a substantial increase in collaboration with external stakeholders in R&D and innovation activities in modern economies. In particular, collaborating with competitors (coopetition) has been found to be an effective way of creating both incremental and radical innovations, especially in high-tech industries. However, coopetition also includes some major risks and disadvantages, which makes it undesirable in certain cases. The focus in this study is on the factors that distinguish coopetition from collaboration. We propose that the ability of a firm to reap benefits in innovation-related coopetition is contingent on factors that enable collective value creation, and on those that facilitate the individual isolation of the innovations and any subsequent profits. Further, we suggest that the effectiveness of these factors depends on the novelty of the innovation with respect to current markets and technology. In explicitly analyzing such issues we aim to expand current understanding of how firms can create and appropriate value in collaborative R&D and innovation with competitors as specific partners.     

Maintaining (Locus of) Control? Data Combination for the Identification and Inference of Factor Structure Models

Factor structure models are widely used in economics to extract latent variables, such as personality traits, and to measure their impact on outcomes of interest. The identification and inference of these models, however, highly depend on the availability of rich longitudinal data. To overcome the common problem of data scarcity, this paper proposes to combine datasets that each identify some part of the likelihood, thereby recovering the identification of the complete model. The performance of the approach is demonstrated by a Monte Carlo experiment. We apply this technique empirically to study the impact of locus of control on education and wages. Our strategy allows us to elicit the distribution of pre‐market locus of control from a sample of young individuals, and to measure its impact on education and wages in a sample of adults. Our findings indicate that the effect of locus of control on wages mainly operates through education. Copyright © 2015 John Wiley & Sons, Ltd.     

Relative Price Changes, Wages and Unemployment in a Specific Factors Model with Search Frictions

This paper analyzes the effects of changes in the relative product price on wages and unemployment of a small open economy in a specific factors model characterized by search frictions. It shows that unemployment and wages move in opposite directions, i.e., high unemployment is associated with low wages and low unemployment with high wages. The reason for the employment effect is found to be individual wage bargaining.     

International competition, downsizing and wage inequality

A country with Cournot competition and free entry experiences an increase of its market size either due to economic growth or international integration of its goods markets. This implied increase in competition leads to shrinking mark-ups and forces firms to reduce overhead costs relative to output. This implies a reallocation at the aggregate level from administrative to productive activities. Relative factor rewards change and wage inequality increases. The factor which loses in relative terms can even lose in real terms. From a quantitative perspective, international competition is demonstrated to be the more plausible cause of rising wage inequality.     

A model for supply management of agile manufacturing supply chains

This paper addresses the configuration problem of Manufacturing Supply Chains (MSC) with reference to the supply planning issue. Assuming that the manufacturing system is composed of different stages, we present a technique for the strategic management of the chain addressing supply planning and allowing the improvement of the MSC agility in terms of ability in reconfiguration to meet performance. More in detail, we enhance a previous design method by some of the authors that employs digraph modeling and integer linear programming to optimally design the MSC. The original approach avoids supply chain disruption and stock out and, at the same time, can manage spare parts distribution. In order to take into account the level of demands and maximum production capacities with single/multiple sourcing, in this new formulation we introduce supplier capacity constraints. A case study is presented describing the optimal MSC configuration of an Italian manufacturing firm. The obtained results show that the design method provides managers with key answers to issues related to the supply chain strategic configuration and agility, e.g., choosing the right location for distributors and retailers for enhanced MSC flexibility and performance.     

Bridging between the regional degree and the community approaches to rurality—A suggestion for a definition of rurality for everyday use

The territorial approach to rural development highlights the role of local actors, networks, culture, nature and landscape amenities. The Organization for Economic Co-operation and Development (OECD) definition of rurality is, however, not capable of dealing with local and community definitions of rurality, which vary from study to study. In everyday life, physical planners, rural policymakers and local rural actors need a consistent definition of rurality. The reason is that structural reforms have led to larger administrative units that have less experience-based knowledge about the individual rural communities within a municipality than do local authorities. In this article, we propose a consistent definition of rurality that is easy for physical planners, rural policy makers and local rural actors to understand and apply in everyday use. In addition, our definition will be able to deal with both the regional and the community approach to rurality. This definition is based on an interdisciplinary literature review that starts with land cover and geographical mapping. The definition is then applied to the case of Denmark.     

Nations of entrepreneurs: A social capital perspective

This research examined the effects of social capital on entrepreneurial opportunity perception and weak tie investment using individual-level data from the Global Entrepreneurship Monitor linked with national-level data on social capital. Consistent with a social capital perspective, this study found that a resident of a country with higher generalized trust and breadth of formal organizational memberships was more likely to perceive entrepreneurial opportunities. A resident of a country with higher generalized trust was also more likely to invest in an entrepreneur with whom he or she had a weak personal tie than was a resident of a country with lesser generalized trust.