High‐performance work systems and workplace performance in small,medium‐sized and large firms

This article draws on the Organisational Growth and Development (OGD) life cycle model to explore the relationship between high‐performance work systems (HPWS) and performance in firms of different size, thereby extending understanding of congruence or ‘best fit’ theory within strategic HRM debates. With reference to management control theory, economies of scale and the availability of specialist managerial skills, the article hypothesises that while an HPWS–performance relationship might exist in small, medium‐sized and large firms, the relationship will be stronger in large firms than in both small and medium‐sized firms, and stronger in medium‐sized firms than in small firms. Analysis of data from the British Workplace Employment Relations Survey demonstrates, however, that there is no association between HPWS and workplace performance in medium‐sized firms, in contrast to the positive relationship between HPWS and performance found in large firms and between HPWS and labour productivity in small firms.     

嵌入性创新网络与科技型小微企业创新绩效:网络能力中介效应研究

科技型小微企业嵌入于创新网络中,通过自主性发挥网络构建与管理能力,进一步分享创新网络资源,提高创新实力。基于中国软件谷(南京)及相关创业孵化园246家软件企业问卷调查结果,运用SPSS、LISREL软件进行统计分析,实证研究网络能力对嵌入性创新网络与科技型小微企业创新绩效的中介效应。结果表明:(1)嵌入性创新网络稳定性有利于科技型小微企业创新绩效的提升;(2)嵌入性创新网络强度越大,科技型小微企业网络能力越强;(3)科技型小微企业网络能力越强,创新绩效提升越明显;(4)科技型小微企网络能力有助于促进嵌入性创新网络对创新绩效的提升作用。     

Local ecological knowledge reveals effects of policy-driven land use and cover change on beekeepers in Costa Rica

Land use and cover (LUC) change is a major driver of ecosystem service loss worldwide. In response, policymakers have designed conservation strategies that incentivize the establishment and maintenance of LUC types associated with higher ecosystem service provision. Many of these policies also aim to promote social and economic goals such as reducing poverty. Attempts to measure the impact of policy-driven LUC change on stakeholders typically focus only on economic outcomes for landowning participants or aggregate the socio-economic outcomes of diverse groups. In this study, we applied local ecological knowledge (LEK) held by beekeepers in Costa Rica to understand the impact of policy-driven LUC change on this specific group of often non-landowning stakeholders. Beekeeping is a globally important rural livelihood and provides pollination services to crops and wild plants. We synthesized beekeeper LEK using a mixed-methods approach including apiary mapping exercises (n = 215 apiaries), questionnaires (n = 50 participants), and follow-up interviews (n = 21 participants). Our study revealed that some policy-driven LUC changes have limited beekeepers’ access to preferred land uses, such as secondary and mature forests with native trees. Participants reported concern for their livelihoods due to policy-driven spatial and temporal change of floral resources via the establishment of tree plantations, changes in pasture management, and laws that prohibit beekeeping in national parks and reserves. Our study provides evidence of unintended outcomes from land use policies, including Payment for Ecosystem Services, with disproportionate negative impacts on non-landowning residents who depend on natural resources in the landscape for their livelihoods. Our study illustrates potential inequality rising from current incentive mechanisms associated with Payments for Ecosystem Services and other conservation policies and calls for policymakers to consider LUC change impacts on non-landowning stakeholders.     

Auction winning,social dynamics and non-compliance in a payment for ecosystem services scheme in Indonesia

Conservation auctions for payment for ecosystem services (PES) are useful to identify the levels of incentives that will cover the opportunity costs of farmers supplying ecosystem services. Although auctions are increasingly used for allocation in PES schemes, the factors that lead to their successful implementation and eventual environmental outcomes are poorly understood in developing countries. We investigated the socio-economic and institutional contexts that led to smallholders' auction winning and eventual compliance using linear mixed-effects models, and post-auction and post-contract surveys. We employed a case study of a conservation contract preceded by a sealed-bid, multiple round, uniform price auction for watershed services from coffee farmers in Lampung, Indonesia. The auction participants presented low education levels, low asset endowments and small plot sizes. The study obtained evidence that farmers with larger plot areas were more likely to win the contracts, suggesting economies of scale. Most farmers considered the auction a fair self-selection mechanism to allocate contracts where allocation was not influenced by power or social rank. Non-compliance was associated with labor availability constraints, short duration of land ownership and existence of previous conservation applications, suggesting lax of capability to invest in applying conservation agriculture. Final bids were however not good predictors of compliance, among other factors, calling into question the potential of auctions to elicit the actual incentive from the farmers. Ensuring that farmers understand the purposes of auctions for effective contract allocation beyond a mere game and identifying farmers that might encounter difficulties fulfilling the contract could increase the likelihood that such a PES scheme would be successful.     

西部大开发对西部地区碳排放演变的影响

西部大开发后西部地区经济增长加快、人民生活水平提高，但产业结构、技术水平以及生态环境质量却并未表现出同等程度的改善或提升。采用30个样本省份1995—2011年的面板数据，运用双重差分法进行分析，结果发现：西部大开发在促进西部地区经济增长以及地区经济趋同的同时，也使得西部地区的碳排放（尤其是人均碳排放）与其他地区相比增长更快，与此同时，西部地区与碳排放相关的因素和条件（如产业结构、技术水平、市场化程度等）未得到显著改善。在既有的资源禀赋、发展阶段、产业结构以及经济发展方式下，西部大开发初期着力于固定资产投资和资源、能源开发，忽视教育事业、市场化改革、技术创新等软环境建设，导致西部地区在经济增长的同时碳排放相对增加。因此，在今后的西部大开发规划中，应当着力于转变经济发展方式，加强软环境建设，重视人力资本积累和技术创新，提升市场化水平，才能在发展地区经济的同时实现节能减排。     

The influence of restaurant co-workers’ perceived warmth and competence on employees’ turnover intentions: The mediating role of job attitudes

The current study examines the influence of co-workers’ perceived warmth and competence on employees’ job satisfaction, organizational commitment, and turnover intentions in a casual dining restaurant setting. The warmth and competence dimensions represent two fundamental social dimensions that people often use to evaluate other individuals or groups. The current findings determined that co-workers’ perceived warmth and competence had significant effects on employees’ job satisfaction, which in turn improved their organizational commitment.Furthermore, job satisfaction and organizational commitment mediated the relationships between co-workers’ perceived warmth and competence and employees’ turnover intentions. Theoretical and managerial implications are discussed.     

How locus of control shapes intention to reuse mobile apps for making hotel reservations: Evidence from chinese consumers

This study unveils the cognitive mechanism that locus of control (LOC) dimensions (internal control, chance control, and control by powerful others) predict intention to reuse mobile apps for making hotel reservations. The predictions are assumed through the unified theory of acceptance and use of technology (UTAUT) anchors and perceived risk. Drawn from an online survey with 457 Chinese participants, results show direct positive predictions of intention to reuse from UTAUT anchors including performance expectancy, effort expectancy, social influence, and facilitating conditions. Perceived risk also negatively predicts intention. Effort expectancy mediates the links between internal/chance control and intention, whereas perceived risk mediates only the latter link. Facilitating conditions mediate the relationship between control by powerful others and intention. This study contributes to existing research by distinguishing the mechanisms that underpin LOC dimensions and technology re-adoption. Practitioners are recommended to improve booking apps by addressing the concerns of users with different LOC.     

Venturing into the unknown: Blogs as a means of advancing leadership skills

The author describes a theoretically eclectic exploratory assignment that helped students in a managerial communication class practice and advance a comprehensive range of leadership skills. Specifically, the author combined E. M. Eisenberg, L. H. Goodall, and A. Tretheway's (2014) model of leadership with pertinent concepts from the theory of learning and used blogs as the communication medium. The outcome was very positive. Students practiced and advanced a range of cognitive, ethical, and communication skills.     

Hospitality and tourism student and alumni perspectives: promotion expectations,academic and experience adjustments,and career growth

Preparing qualified graduates for the tourism and hospitality industry who will stay and achieve promotional success is paramount. The objectives of this research project were to determine promotional advancement expectations and strategies to improve promotional opportunities. Two separate questionnaires, with both open and close-ended questions, were sent to upper classmen/women in hospitality and tourism programs and alumni of the same programs. In total, 717 (409 students and 308 alumni) completed the questionnaires. Chi-square tests were run to determine differences between student and alumni responses. To assist in analysis of open-ended responses, Atlas.ti was used. There was a statistically significant difference between students and alumni responses in regards to promotional expectations; students expected it to take a significantly longer time to receive a promotion to supervisor or manager than alumni. Overall, students and alumni indicated strategies such as more real-world-focused courses with hands-on experiences.     

Ripple Effects of CEO Awards: Investigating the Acquisition Activities of Superstar CEOs' Competitors

Research summary : This study proposes that CEOs may undertake intensive acquisition activities to increase their social recognition and status after witnessing their competitors' winning CEO awards. Using a sample of U.S. S&P 1,500 firm CEOs, we find that CEOs engage in more intensive acquisition activities in the period after their competitors won CEO awards (i.e., postaward period), compared to the preaward period. Moreover, this effect is stronger when focal CEOs themselves had a high likelihood of winning CEO awards. Our findings also show that acquisitions by focal CEO firms in the postaward period realize lower announcement returns compared to acquisitions by the same CEOs in the preaward period. Managerial summary : Each year a few CEOs receive CEO awards from business media and CEOs who receive such awards become instant celebrities, that is, superstar CEOs. This study explores how superstar CEOs' competitors react to not winning CEO awards. We find that superstar CEOs' competitors undertake more intensive acquisition activities in the postaward period compared to the preaward period. This is particularly true for competitors who were close, yet did not win CEO awards. In addition, acquisitions by superstar CEOs' competitors are associated with lower announcement returns in the postaward compared to the preaward period. These findings collectively indicate that acquisitions may be used as a channel for superstar CEOs' competitors to elevate their own social status, but at a cost to shareholders. Copyright © 2017 John Wiley & Sons, Ltd.