Old flames never die – the role of binding social ties for corporate entrepreneurship in family firms

This paper investigates the role of social ties and family embeddedness for corporate entrepreneurship in family firms. Family firms are mostly characterized by close and often inseparable ties between the dominant family coalition and the firm and offer specific resources within a context of both rational as well as non-rational factors that influence entrepreneurial strategies. We empirically test (n =?181) the relationship between binding social ties and innovation, strategic renewal, and corporate venturing. Our findings indicate a strong significance for networks and close and stable relationships both to inside the firm and the outside in decision making for corporate venturing and innovation. In contrast, the results for strategic renewal show no relevance of strong social ties. We link up with the debate on the role of owners as an important stakeholder group.

     

Addressing international mobility confusion – developing definitions and differentiations for self-initiated and assigned expatriates as well as migrants

The literature on international human resource management indicates a growing array of different forms of international work experiences such as assigned and self-initiated expatriation. However, the criteria for demarcation of these different forms and the term ‘migrant’ are often unclear which leads to an unfortunate lack of comparability of research and a potential confusion for readers. Based on the sociological, psychological and economics literature, this article reviews and synthesizes the existing definitions of the three terms in the current research. A qualitative content analysis and the Rubicon model [Heckhausen, H., and Gollwitzer, P.M. (1987), ‘Thought Contents and Cognitive Functioning in Motivational Versus Volitional States of Mind’, Motivation and Emotion, 1, 101–120.] are used as a theoretical base to structure the findings. The paper creates a criteria-based definition and differentiation of terms and then develops a typology of four different types of expatriates: assigned expatriates, inter-self-initiated expatriates, intra-self-initiated expatriates and drawn expatriates. Implications for management as well as for future research are outlined.     

Marketing Organic and Conventional Potatoes in Germany

We apply a bivariate probit model and cluster analysis to German household survey data to evaluate factors influencing consumption of conventional and organic potatoes. Results show there is a positive but insignificant correlation between the consumption of conventional and organic potatoes and consumers associate organic potatoes with healthy ingredients, trusted origin, and food safety. Furthermore, consumers' sociodemographics such as education and children in households affect their choice of potatoes. Cluster analysis results group potato consumers into the market segments “Industry trusting,” “Healthy diet oriented,” and “Price oriented.” These results suggest an adoption of different marketing strategies to promote fresh potatoes to the different market segments.     

Social comparisons of wage increases and job satisfaction

We combine status quo and social comparison considerations and investigate whether relative wage increases in the sense of differences between individual wage increases and wage increases of comparable employees are related to managers’ job satisfaction. Using a panel data set of managers in the German chemical industry, we indeed find first evidence. The relation between relative wage increases and job satisfaction is relevant for managers with lower absolute wage levels in particular.     

Still feeling employable with growing age? Exploring the moderating effects of developmental HR practices and country-level unemployment rates in the age – employability relationship

Abstract

A compelling issue for organizations and societies at large is to ensure external employability of the workforce across workers’ entire work-life span. Using the frameworks of age norms, stereotyping and age meta-stereotypes, we investigate whether (a) age is negatively related to perceived external employability; and (b) the age-employability link is moderated by HR developmental practices (HRDPs) and unemployment rate. We argue that being aware of stereotypes and age norms in organizations, and holding also meta-stereotypes about their group, older workers perceive themselves as less externally employable. However, the context –HRDPs that one has experienced, and the country unemployment rate – would act as buffers. Using data from a large-scale survey from over 9000 individuals in 30 institutionally diverse countries, we found that the negative relationship between age and perceived external employability was significant across all countries. In addition, at the individual level, we found that HRDPs acted as a buffer for this negative relationship, such that the effect was less pronounced for individuals who have experienced more HRDPs during their working life. At the country level, the hypothesized moderating effect of unemployment rate was not observed. Limitations, future research directions, as well as practical implications of the study are discussed.     

A transformative service research agenda: a study of workers’ well-being

Interest in workers’ well-being is mounting – a key driver being the growing recognition that well-being is linked to performance. Utilizing a transformative service research (TSR) agenda, this study examines how people management practices impact the well-being of hospitality and retail workers. Comparing the experiences of permanent and precarious workers, we find it is not employment practices per se that promulgate feelings of insecurity and inferiority; rather, it is the attributions ascribed to them. This has practical implications. Most notably, some of the deleterious effects of precarious employment might be mitigated where careful attention is paid to the motives underlying an organization’s people management practices. Theoretically, TSR offers a more expansive lens for understanding the social exchange occurring in both employment relationships and service encounters, thus contributing significantly to knowledge on mutual gains theories. These findings and their implications are discussed in detail in the paper.     

What does it mean to be a ‘self-initiated’ expatriate in different contexts? A conceptual analysis and suggestions for future research

Abstract

Personal initiative is an important behavior relevant to future workplaces that will require significant self-reliance. In research on self-initiated expatriates (SIE), it is assumed that those who move to another country and a new job show ‘initiative’ and yet it has received insufficient attention in empirical publications. We highlight the degree to which personal initiative shown by SIEs is context-dependent and conclude that it is untenable to attribute to all SIEs a homogeneous work behavior in terms of personal initiative. To improve the fast-growing SIE research, we incorporate a theory of personal initiative and advocate for, and give suggestions on how to measure initiative. We also, offer an initial model of how personal initiative will improve SIE outcomes. By offering specific guidance for future research, we seek to enhance the meaningfulness of future studies and thus increase their utility for organizations and policymakers alike. We conclude by expressing the importance of this conceptualization in practice.     

What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation

Only in recent years have self-initiated expatriates (SIEs) been distinguished from assigned expatriates (AEs). But there is still a lack of empirically based comparative results. Statistical analysis, performed on data from 193 expatriates (N_AE = 67; N_SIE = 126), indicates that self-initiated foreign work experience is significantly more likely to be chosen by women and those having lower job levels. Furthermore, boundaryless and protean career orientation only partially predicted which career path is chosen. SIEs have higher organizational mobility preferences, but do not differ from AEs in their boundaryless mindset and protean career attitude. Implications of these findings for research in expatriation are discussed.     

Patients’ preferences for the treatment of anxiety and depressive disorders: a systematic review of discrete choice experiments

Abstract

Introduction: Matching available mental health services to patients’ preferences, as well as is possible, may increase patient satisfaction and help increase adherence to certain treatments. This study systematically reviewed discrete-choice experiments (DCEs) on patients’ preferences for treatment of depressive and anxiety disorders and assessed the relative importance of outcome, process and cost attributes to improve the current and future treatment situations.

Methods: A systematic literature review using PubMed, EMBASE and PsychInfo was conducted to retrieve all relevant DCEs published up to 15 April 2019, eliciting patient preferences for treatment of depressive and anxiety disorders. Data were extracted using an extraction sheet, and attributes were classified into outcome, process and cost attributes. The relative importance of each attribute category was then assessed, and studies were evaluated according to their reporting quality, using validated checklists.

Results: A total of 11 studies were identified for qualitative analysis. All studies received an aggregate score of 4 on the five-point PREFS checklist (Purpose, Respondents, Explanation, Findings and Significance). Most attributes were outcome related (52%), followed by process (42%) and cost (6%) attributes. Comparing the attribute categories and summing up the relative importance weights for each category within the studies, process attributes were ranked as most important, followed by cost and outcome attributes.

Conclusions: In this systematic review, heterogeneous results were observed regarding the inclusion and framing of different attributes across studies. Overall, patients considered process and cost attributes to be more important than outcome attributes. Outcomes and process are important for patients, and thus clinicians should be particularly aware of this and take patients’ preferences into account, although the attribute importance may depend on chosen attributes and related levels.