The development of political skill and political capital by global leaders through global assignments

The purpose of this paper is to explain how developing global leaders through global assignments (i.e. in the form of expatriation and inpatriation) may lead to their acquisition of valuable political skill and political capital. First, using the theoretical frame of political influence theory, the benefit of political skill is explained relative to the development and augmentation of global leaders' capital portfolio during global assignments. Second, a distinction between social capital and political capital, as the integral components of global leader's capital portfolio, is made. In conclusion, the value of acquiring political skill and building human, cultural, social and political capital by global leaders is discussed separately for expatriate and inpatriate assignments.     

Psychometric Properties of the Reidenbach–Robin Multidimensional Ethics Scale

The factor structure of the Multidimensional Ethics Scale (MES; Reidenbach and Robin: 1988, Journal of Business Ethics 7, 871–879; 1990, Journal of Business Ethics 9, 639–653) was examined for the 8-item short form (N = 328) and the original 30-item pool (N = 260). The objectives of the study were: to verify the dimensionality of the MES; to increase the amount of true cross-scenario variance through the use of 18 scenarios varying in moral intensity (Jones: 1991, Academy of Management Review 16, 366–395); and, to examine the items for measurement precision using item-response theory (IRT) methods. Results of confirmatory and exploratory factor analysis failed to conclusively support the hypothesized 3- (short form) or 5-factor (long form) structure; both instruments were instead dominated by a general factor. Item response theory analyses using Samejima’s (1969, Psychometrika Monograph Supplement 34, (4, Pt. 2)) graded response model revealed that many items in the 30-item pool performed very well, and suggested that a different collection of items be used to form a short-form version of the MES. Our proposed 10-item instrument includes more discriminating items than the 8-item version, and has the added advantage of including two items from each of the five ethical philosophies represented in the original 30-item pool. Joan M. McMahon is an Assistant Professor of Management in the School of Business at Christopher Newport University, teaching courses in Organizational Behavior, Leadership, and Human Resources. She has a B.A. in Speech from the State University of New York, College at Oneonta; an M.Ed. In Early Childhood Education from James Madison University; and an M.S. and Ph.D. in Industrial/Organizational Psychology from Virginia Polytechnic Institute and State University. Robert J. Harvey is an Associate Professor of Psychology at Virginia Polytechnic Institute and State University. He has a B.A. in Psychology and an M.A. in Experimental Psychology from the University of Missouri at Kansas City, and a Ph.D. in Industrial/Organizational Psychology from Ohio State University. Dr. Harvey has authored a number of articles in the Journal of Applied Psychology, the Journal of Personality Assessment, Personnel Psychology, and others. He is the author of the chapter on job analysis in the Handbook of Industrial and Organizational Psychology.     

Property Right and Organizational Characteristics of Producer‐owned Firms and Organizational Trust

Abstract ** :  We examine how organizational characteristics of producer‐owned firms are correlated with the level of perceived trust among cooperative members, using survey data from a sample of U.S. agricultural cooperatives. Our results indicate trust is correlated with property right and organizational structures previously identified in the literature as significant for cooperative performance. We find that the norm of equality and the homogeneity of member interests are key correlates of organizational trust in producer‐owned firms. We also find that some property right structures that improve organizational trust are counterproductive for member investment incentives .     

Book reviews

The Co-operation Phenomena: Prc)spects for Small Firms and the Small EconomiesDermont O'Doherty (Ed.)London, Irish Science and Technology Ajrency, Graham & Trotman, 1990, 270pp.

Flexible Manufacturing Technologies & International Competitiveness J. Tidd London, Pinter, 1991, ll3pp., £35.00.

Technology Strategy and the Firm: Management and Public Policy Mark Dodgson (Ed.)London, Longman, 1990, 252pp., £25.00 pb.

Computerization in Developing Countries: Model and Reality Per Lind London, Routledge, 1990, 175pp., £35.00 hb.

The Fifth Branch—Science Advisers as Policy Makers Sheila Jasonoff Cambridge, MA, Haroard University Press, 1990, 302pp., £22.50.     

EUROPEAN UNION CEREALS POLICY: AN EVOLUTIONARY INTERPRETATION

Following an introduction explaining the genesis of the paper, section 2 briefly reviews some relevant literature and concepts. On the basis of this review, section 3 develops an outline evolutionary model of policy development. Section 4 interprets the history and present status of the EU policy within this framework (here illustrated by the cereals policy which is taken as archetypal for the CAP as a whole). It characterises the policy history In broad evolutionary terms, emphasising the 'fitness for purpose' of various manifestations of the policy organism. The key conclusion from this section is that the present policy situation cannot be described as 'fit' — there is too much conflict between the present (rather new) policy environment and the character of the existing policy. This conclusion is in distinct contrast to more conventional views about the status of the present policy and to the current view from within the policy-making bureaucracy. Section 5 develops some major implications of this analysis for future development of the CAP. Section 6 offers some broad conclusions.     

British employers and the Social Chapter: some survey evidence

This note reports the results of a survey of firms operating in Britain concerning the impact on their costs and operations of the Social Action Programme. We find that the realised and anticipated adverse impacts of the legislation are rather limited, although both do appear to be greater for firms which are relatively large, skill intensive, and which have a substantial amount of trade with other EU countries. In particular, the survey results provide little evidence to suggest that the imposition of a minimum wage of £3.50 per hour would have a substantial adverse impact on employment. Evidence does, however, suggest that firms which pay relatively low wages are likely to be affected more than others by the legislation.     

并购交易中的金降落伞计划

对于即将奔赴海外进行并购的中国企业而言,必须仔细审视这些“金降落伞”计划是否会加大收购成本或增加目标公司现金支出从而阻碍购并公司收购往往导致目标公司的管理人员被解职。为了解除高管人员的后顾之忧,美国有许多公司采用金降落伞(Golden Parachute)的做法。“金降落伞”计划对美国高管而言是极好的保障,但对于即将奔赴海外进行并购的中国企业而言,就必须仔细审视这些“金降落伞”