I am therefore I own: Implications of organization-based identity for employee stock ownership

Most research on employee stock plan participation investigates the effects of such forms of ownership on employee attitudes, leaving our understanding of the individual differences that contribute to employee ownership largely unknown. Drawing from the consumer behavior literature, our study explores the effect of organization-based identity on the decision to participate in an employee stock purchase plan. The study was conducted in a newly public firm where we examine the effect of organization-based identity on the purchase decision in two time periods. The first point in time was the initial public offering (IPO), when the employee has little information on how the firm's stock will perform in the market. The second point in time was the first quarter following the IPO, when employees have market data to help them with decision-making. Results indicate that, as predicted, organization-based identity is associated with participation in an employee stock purchase plan, at both points in time, above and beyond the influence of several economic and psychological predictors reported in prior studies.     

Board Gender Diversity: Challenges and Implications for Corporations in the East African Community

ABSTRACT

East African Community’s (EAC) corporations are required to follow a regional treaty of mainstreaming gender equality. This article discusses challenges encountered by corporate boards of the EAC’s corporations when adding women. Agency and resource dependence theories led the study, while a review of the literature was the methodology. We discuss the benefits of diverse boards and challenges faced when developing this diversity. We show how power distance, masculinity, and certainty avoidance prevent women from corporate boards. Furthermore, we discuss how social orientation and business environment impact women’s participation. The article discusses various strategies to be considered for increasing diversity.     

A Gendered Model of the Peasant Household: Time poverty and Farm Production in Rural Mozambique

Using insights from a case study on the allocation of labor in subsistence households in Mozambique, this study develops a conceptual framework for examining linkages between time poverty and farm production. An unexpected event such as a health crisis increases the demand for labor provided by women, thus making them more time poor. The model and numerical simulations show that a deterioration in a woman's time constraint will have an adverse effect on agricultural output of the household. This occurs because most women respond to an increase in household work by reducing their work hours on the farm and by reducing their leisure time. The latter outcome is expected to have a negative effect on women's physical and mental health, which will then cause a decline in their productivity on the farm.     

Women in tourism: Shifting gender ideology in the DR

The purpose of this study is to explore the ways in which the employment of women in the tourism industry has challenged or reinforced the traditional machismo–marianismo gender ideology in the Dominican Republic. Semi-structured individual, coupled, and group interviews were conducted in 12 coastal communities to investigate residents’ perceptions about gender ideology as it intersects with the employment of women in tourism. The findings reveal tourism employment as a source of opportunity, with women gaining economic and social independence, but also conflict as women and men negotiate new gender roles and identities. Emphasizing issues such as the double workload, negotiating domestic tasks with partners, and tension resulting from employment, this study illuminates the pressing practical needs of Dominican women.     

Merit versus maleness: How strategic positioning can mitigate external gender bias

Despite the proactive efforts of many firms to combat gender bias within their organizations, societal prejudices still disadvantage women leaders and the firms who employ them. This external gender bias shapes outside stakeholder evaluations of women leaders’ efforts in various ways, and firms need strategies to cope with this external gender bias. We examine the conditions that might alleviate this burden of external bias and what women leaders and top executives can do to leverage these conditions—from a strategic positioning perspective—that will effectively allow female leaders to differentiate their work. To do this, we synthesize and build upon evidence that the external gender bias against women leaders diminishes when they lead in areas that are unconventional rather than mainstream. We then propose a two-step process based on (1) identifying the likely threat of external gender bias, which is stronger in some industry contexts than others, and (2) leveraging unconventionality to circumvent male prototypical comparisons, thereby reducing the hazards of external gender bias.     

HR managers in five countries: what do they do and why does it matter?

The 1980s saw the need for change in the organizational role of human resource (HR) professionals, from the traditional employee champion and administrative expert to strategic business partner and change agent. The argument posited was that a more challenging environment compels organizations to turn to managing their HRs as a source of competitive advantage and that means an increasing business partnership for HR professionals. However, very few studies examine the execution of these multiple, sometimes contradictory roles, despite the risk that neglecting traditional roles endanger organizational performance in the long term. This five-country comparative study finds that multiple roles are at least moderately executed, and that these HR roles have different impact depending on the aspect of organizational performance. As well, a more challenging environment, defined here as legal constraints and industry challenges, generally does not have a significant moderating effect on the impact of the different HR roles on organizational performance.     

试论我国对外开放新思维

我国的对外开放已经走过了二十多年的历程,取得了巨大成就。本文认为,随着我国经济实力迅速提升,国际地位日益提高,我们应总结、反思和提出新形势下我国的对外开放新战略。文章从政府作用新定位、国内外经济双平衡、引进外资平常心等三个方面探讨了我国对外开放的新思维:政府在制定经济政策时要具有国际经济大视野,要从维护国际规则向制定国际规则转变;要从追求国际收支顺差向追求国际收支平衡转变,实现国内外经济综合平衡;要从大规模招商引资向以平常心对待外商转变,对内外资企业一视同仁,鼓励技术创新。     

国际产业转移的理论依据及变化趋势--对国际产业转移过程中比较优势动态变化规律的探讨

国际产业转移直接影响着国际分工格局的形成及其变化，影响着世界产业结构的调整和优化升级?当今国际产业转移有它的基本规律，其变化趋势利用“头脑”与“躯干”的价值差异，实现“价值链拆分”和“产业空间分割”。实现“头脑产业”和“躯干产业”的国际分工；将品牌经营和加工制造相分离；利用生产线上的前后向联系和市场的关联效应．以支柱产业带动相关联产业向移入国集聚并形成产业集群优势。     

Systems science serves enterprise integration: a tutorial

Enterprise integration is a major global challenge of these times. It is now possible for a new generation of practitioners to engage this challenge selectively by applying a recently articulated version of systems science (WSS). This tutorial paper argues that a half-century of disarray of the systems field can be seen as ending; and that the distillation of WSS to support a wide variety of application areas (in this instance, enterprise integration) can occupy practitioners as they harness the work program of complexity (WPOC) selectively. Carrying out the WPOC yields predictable portfolio components, consisting of a well-defined mix of tangible and intangible products. The three causes of poor intellectual productivity identified by Kenneth Boulding are nullified when appropriate role matching is achieved between WSS and enterprise integration.     

现代化进程中女性的职业角色与家庭角色的调适

在现代化进程中，职业妇女扮演着社会与家庭诸多方面多重的角色，在时间、精力、能力和资源分配上具有丰富多彩的特点，同时又容易发生冲突。究其原因，主要有社会生产力、职业女性双重角色评价标准、男女价值观以及传统文化的影响等。基于这样的原因，从职业与家庭之间寻求新的角色平衡、家务劳动社会化、实现夫妻角色互补、形成社会支持系统、塑造职业妇女的良好形象等方面入手来达到女性的职业角色与家庭角色的调适显得尤为重要。