Benefits of Inner Strength for Franchise System Expansion

For every franchise system, making the leap from the unknown to the common place requires a strategic plan for growth. The exogenous market perspective holds that evaluating market conditions is central to defining promising outlet locations as there are direct economic effects on performance. The endogenous firm perspective and the social network approach together provide an inner strength perspective on interconnected firms; this perspective holds that access to resources offered at a certain spot determines site attractiveness, rather than location-specific market factors. Using a sample of 201 German franchisees, this study tests hypotheses that explore which perspective dominates location decisions in practice and clarify the relevance of the decisive criteria for outlet performance. Results show that location decisions rely on both perspectives, yet franchisee performance depends more on inner strength factors. We also find that expansion is better served by following a geographically dispersed cluster approach than by growing steadily from a baseline site.     

A Link Between Workers' Remittances and Business Cycles in Germany and Turkey

This paper examines the cyclical interactions between the remittances of Turkish workers in Germany and output in both Turkey and Germany. Our analysis introduces a new data set covering 1962 to 2004, never used before in the research literature and considered to be a more reliable source than the data sets used in other studies. By dividing the original sample into recruitment, family reunification, and naturalization periods, we show that the duration of migrants' stay in the host country affects the direction and strength of the relation between remittances and the host and home countries' business cycles.     

大学生心理健康教育的实践与探家

自马加爵事件后，全国高校开展了大量的心理健康研究，这些研究的主要关注点在于：当大学生心理出了问题后如何加强外在的干预、救治，而忽视增强其内在的心理抗压能力以确保稳定的心理健康。文章旨在通过团体辅导实验，探索出一种让大学生自觉调适心理来应对、抵抗外在刺激、压力，保持其心理健康和积极向上的精神境界的创新辅导模式。     

Improving the Sustainable Development of Firms: The Role of Employees

Stakeholders have been found to be an important driver of organizations' sustainable development. In particular, customers, governments and non‐governmental organizations push firms towards sustainability. But to what extent is sustainability really and deeply embedded within an organization's structures and processes? And what is the role of an important, but frequently neglected, stakeholder group for successful sustainability implementation: employees? The objective of this research is to better understand the impact that organizational change for sustainability has on firm performance. Also, this study seeks to understand how the consideration of employees into the process of organizational change for sustainability moderates the organizational change and performance relationship. Using data from 92 German companies from the manufacturing and services sector, the study finds that the structural implementation of sustainability is positively related to firm performance and that employee integration moderates this relationship to some extent. Copyright © 2012 John Wiley & Sons, Ltd and ERP Environment.     

A cost-minimization approach to the international transfer of HRM/IR practices: Anglo-Saxon multinationals in the Federal Republic of Germany

The existence of host-country and country-of-origin effects is analysed by using the concept of fiscal federalism as a theoretical analogy. It is argued that multinationals try to minimize the costs of centralization and decentralization associated with cross-national personnel policy. The higher the costs of decentralization, the more likely is the existence of country-of-origin effects. The opposite holds true for increasing costs of centralization. This is tested empirically by comparing the human resource management and industrial relations (HRM/IR) practices of US and British subsidiaries operating in Germany with those of native German firms. Based on 297 valid cases, it is shown that the existence of decentralization costs is associated with country-of-origin effects in various areas of personnel management, such as the use of variable compensation, employee ownership and initial vocational training. In contrast, in the field of industrial relations (co-determination, compliance with collective bargaining), there are strong pressures to adapt to local norms, leading to host-country effects. These results indicate that a rationalistic cost-minimization approach is well suited to explaining the patterns of host- and home-country effects in regard to the HRM/IR practices of multinational enterprises.     

The Post-entry Performance of Cohorts of Export Starters in German Manufacturing Industries☆

This paper investigates four cohorts of firms from German manufacturing industries that started to export between 1998 and 2002, and follows them for five years after the start. Export starters are a rare species and small in Germany. Around 30–40% of those starters studied became continuous exporters. The share of total exports contributed by export starters of a cohort is tiny in the start year, and it remains so over the years that follow. Contrary to the market selection hypothesis, there is no evidence that productivity in the start year is systematically related to survival in the export market. There is no evidence of a negative impact of a smaller firm size in the start year on the chance of surviving in the export market. Starting with a higher share of exports in total sales, however, tends to increase the probability of continuing to export.     

Human resources in the German maritime industries: ‘back-sourcing’ and ship management

In today's global shipping industry have management functions often been outsourced to separate companies and to overseas locations. With the appearance of socalled ‘flags of convenience’ the world shipping industry has increasingly registered commercial vessels overseas. Following this trend, human resource management functions have also been relocated, with the opening of recruitment offices and the use of HR agencies outside OECD countries. Recently, new German regulation has sought to attract previously outsourced HRM functions back to Germany. A case study of such a newly established firm, called ‘Reimarus’, will exemplify the impact of the new regulation on HR firms in shipping. The following paper analyses this process based on an empirical study of Germany's commercial shipping industry.     

Germany: ‘élite precaution’ alongside continued public opposition

Germany is the EU member state with the most difficult situation (besides Austria) for marketing genetically modified (GM) crops and food. At the same time, it shows the least administrative effort to respond to the reasons for this situation – public suspicion and protest. Regulators advocate specific precaution-related measures, including marketstage monitoring; these measures, however, do not relate to the primary demands of critics and opponents. The administration’s claim to prioritize scientific evidence over politics constructs the administration and the public as two separate worlds without real mediation. This conflicts with the ever-growing demands for public participation. Participation in a broader sense, however, is not dependent on formal opportunities. In this conflict, NGOs bring up issues of democracy, transparency and precaution through public mobilization. This strategy results in an anticipated consumer boycott and thereby a commercial blockage of GM products. These dynamics can be analysed as ‘reflexive modernization’, which implies greater public aversion to externally imposed risks. The politico-administrative system responds with a legalistic–scientistic approach in order to increase safety but without participatory measures to overcome predictive uncertainty and value conflicts. Environmental and consumer protest has led the technology providers to revise their political strategies in the biotechnology conflict. Thus, in Germany reflexive modernization takes place without reflexive politics.     

The value of project management to organizations in Canada and Germany,or do values add value? Five case studies

Five case studies have been conducted: four in Canada and one in Germany. The authors of this article were particularly interested in understanding the value of values and meaning in the context of project management implementation and project environments. The article first summarizes the authors' particular approach. It then discusses the five case studies and their findings. These findings will be grouped around the concepts of value of project management and meaningful work. In conclusion, the findings of this study will be summarized across all five case studies and based on a comparative content analysis.