Strategic human resource management: The evolution of the field

This review takes an evolutionary and chronological perspective on the development of strategic human resource management (SHRM) literature. We divide this body of work into seven themes that reflect the directions and trends researchers have taken over approximately thirty years of research. During this time the field took shape, developed rich conceptual foundations, and matured into a domain that has substantial influence on research activities in HR and related management disciplines. We trace how the field has evolved to its current state, articulate many of the major findings and contributions, and discuss how we believe it will evolve in the future. This approach contributes to the field of SHRM by synthesizing work in this domain and by highlighting areas of research focus that have received perhaps enough attention, as well as areas of research focus that, while promising, have remained largely unexamined.     

Tell me a story: Using creative writing in introductory accounting courses to enhance and assess student learning

Low student motivation, apprehension and anxiety towards accounting, and diversity in learning styles are a few incentives for employing non-traditional tools for teaching introductory accounting courses. Three modes of storytelling – fairy tales, fables, and poetry – are used in financial and managerial accounting courses to enhance and assess student learning. We find the storytelling exercises give us good insight as to whether students genuinely understand course content. Students indicate that storytelling helps them to understand accounting concepts and make the course more fun. Assignment outcomes have been used at conferences and campus events and have generated conversations about accounting beyond business faculty.     

Calculating the Candy Price Index: A Classroom Inflation Experiment

In this classroom experiment, students develop a price index based on candy-purchasing decisions made by members of their class. They use their index to practice calculating inflation rates and to consider the strengths and weaknesses of the consumer price index (CPI). Instructors can use the experiment as an introduction to the topic of inflation and how it is measured. The exercise also provides a concrete example of the sources of bias in the CPI, promoting discussion of the measures the Bureau of Labor Statistics has taken to reduce bias. The experiment, including follow-up discussion, fits into a 50-minute class period. The authors and other professors have used the exercise in introductory and intermediate macroeconomics courses, in classes of 10 to 135 students.     

Foreign direct investment and small firm employment in northern Mexico: 1987-1996

This study analyses the impact of foreign direct investment on small business employment along the border in Mexico between 1987 and 1996. During this period, unprecedented levels of foreign direct investment flowed to Mexico, most notably to the northern border region. At the same time, it appears that internal migration of workers from the interior to the border occurred in response to employment generated by this investment. Utilizing 1987 and 1996 data from the Encuesta Nacional de Empleo Urbano, bivariate probit models of employment and small/ large firm employment for the border and interior regions are estimated. The results suggest that the increased employment share captured by large firms in the border may have hindered growth in the small business sector. A better understanding of the impact of FDI flows on small businesses may help policymakers in developing countries as they strive to create broad-based economic growth.     

Longitudinal effects of job insecurity on employee outcomes: The moderating role of emotional intelligence and the leader-member exchange

The longitudinal study reported herein examines the buffering effects of individual and social resources (emotional intelligence and the leader-member exchange relationship) on the relationships between job insecurity and employee reactions (somatic complaints and organizational commitment) and the relationships between employee reactions over time. The results of this study, which was based on data drawn from 157 nurses employed by three hospitals in China, indicate that emotional intelligence moderates the relationship between job insecurity and somatic complaints at both Time 1 (T1) and Time 2 (T2) and that the leader-member exchange relationship (LMX) buffers the effects of somatic complaints at T1 on organizational commitment at T2. Overall, the findings reveal that the ability of employees to deal with their emotions and their relationships with their supervisors is an important resource that serves to protect employee outcomes when job security is uncertain.     

Nudging the financial market? A review of the nudge theory

A systematic review of the nudge literature and an examination of its applications across different domains reveals that: (i) a nudge, in the sense of using choice architecture to push people to choose desired results, works well; and (ii) a nudge, in the sense of pushing people to choose desired results so that people will be better off, remains questionable. In financial markets, regulators and financial intermediaries currently use nudge theory to: (i) adjust how investment choices are presented to investors; and (ii) provide information in a selective way. Besides nudging investors, it is also possible for regulators to nudge financial intermediaries towards making more ethical decisions.     

The Constraints Experienced and Negotiation Strategies Attempted by Nonparticipants of a Festival Event

The leisure constraints and negotiation model was used to examine nonparticipation in a large festival event. A purposive sampling survey was conducted with 502 event nonparticipants. The results indicated that the hierarchical leisure constraints model is a useful framework for understanding the constraints to attendance at special events. Consistent with previous research on constraints to participation, structural constraints were the greatest category of constraint, followed by interpersonal and intrapersonal constraints. Further, nonparticipants who experienced intrapersonal constraints were least likely to attempt negotiations relative to time, partners, or finances. Additionally, this study compared the constraints of nonparticipants who were interested and disinterested in attending the event and found disinterested nonparticipants perceived greater intrapersonal, interpersonal, and structural constraints than those interested in attending, suggesting that constraints create amotivation. Disinterested event nonparticipants were also less likely to negotiate constraints to participation, especially barriers related to lack of time and partners with whom to participate. Finally, interested nonparticipants who experienced intrapersonal constraints were less likely to attempt to negotiate constraints. This study broadens the scope of the constraints and negotiation discussion to include the context of a community festival event, as well as differences in constraints and negotiation between interested and disinterested event nonparticipants.     

Managing the Risks of Corporate Political Donations: A Utilitarian Perspective

This paper applies a utilitarian analysis to corporate political donations. Unlike the more common rights-based analyses, it is argued that the optimal policy is the one that best satisfies society’s rational preferences concerning donor influence, adequate financing, donor pressure and the cost of maintaining and enforcing the democratic system. This analysis suggests that a ban is best if it would be generally observed and sufficient financing from other sources is available, otherwise a donation cap is a better option. Further, lobbyists should be banned from donating small gifts and drafting bills for candidates. The impact of disclosure and other risk management mechanisms are also considered.