Employee performance,well‐being,and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes?

The human resource management (HRM) literature supports the idea that coherent systems of HRM practices can induce attitudinal effects when perceived subjectively by employees. Recently, scholars have proposed that subdimensions of HRM systems exist and account for variance in outcomes. This study explores differential effects of three subdimensions of HRM systems (skill‐, motivation‐, and opportunity‐enhancing HRM practices) on employee innovative behaviours and well‐being. Our predictions are based on the mutual gains perspective, which specifies positive relationships between HRM practices and employee performance, and the conflicting outcomes perspective that links HRM practices to higher job demands and stress. Using data from the Finnish 2012 Practices of Working Life Survey, we find support for both the mutual gains and conflicting outcomes perspectives; however, we also show that the effects of the subsets of HRM practices are heterogeneous.     

The tortoise and the hare: the impact of employment instability on firm performance

The main objective of this study is to assess the influence of employment instability on firm performance in a sample of publicly traded firms. Competing theoretical arguments are considered with regard to likely outcomes associated with employment instability. A large sample of cross‐sectional time‐series data is then analysed using generalised estimating equations (GEE) regression techniques. Results indicate that employment instability is negatively associated with firm performance, although the relationship is also demonstrated to be quadratic (an inverse U‐shaped relationship). This suggests that the main relationship varies depending upon the level of employment instability. Industry characteristics are also examined as moderators of this main effect. The results suggest a disordinal interaction effect for industry differentiation, where employment instability is negatively associated with firm performance for firms in highly differentiated industries and positively associated in less differentiated industries.     

AN ASSESSMENT OF THE ASSET MANAGEMENT COMPANY MODEL IN THE REFORM OF INDONESIA'S BANKING SECTOR

Lack of satisfactory progress with reform of the banking sector may imply that the chosen remedies were unworkable in the Indonesian context. These remedies, suggested by the international community, appear not to have taken proper account of the commercial and political ramifications of the new institutions and mechanisms that were to be put in place. Of key importance is the practical difficulty of finding suitable buyers for banks and assets taken over by the new bank restructuring agency. Almost the entire corporate sector was in distress as a result of the crisis, while foreign buyers were reluctant to commit themselves given an inadequate legal system as well as significant nationalistic opposition to the sale of corporate assets to foreign entities. This article discusses reasons for the failure to achieve several principal objectives of the reforms, and canvasses alternative approaches that might be more successful.     

Correction to: Impact of anti-discrimination laws on credit scoring

Journal of Financial Services Marketing -     

Translating corporate social performance into financial performance: exploring the moderating role of high-performance work practices

The purpose of this study is to examine the role of high-performance work practices (HPWPs) in helping to translate corporate social performance (CSP) into corporate financial performance (CFP). We employ arguments from the behavioral view of human resource management to highlight the vertical connection between a firm's proclivity for CSP and the management practices it adopts. Furthermore, we examine the moderating influence of HPWPs on the CSP–CFP linkage. Results suggest that HPWPs moderate the relationship between CSP and financial outcomes, and suggest that human resource practices may play an important role in enhancing a positive CSP–CFP relationship by helping to vertically align the behaviors of employees with the values and orientation of the organization.     

Financial comparisons of under‐vine management systems in four South Australian vineyard districts*

Conventional viticultural practice in Australia and elsewhere involves removal of under‐vine vegetation using herbicides or cultivation. Concerns over the long‐term effects of herbicides on soil health, evolution of resistant weeds and possible impacts on human health motivate the search for alternative weed management options. Industry‐supported trials on commercial vineyards in four South Australian regions investigated standard practices of straw mulch and bare earth created with herbicides, compared to under‐vine cover crops, focusing on soil health attributes (soil carbon, soil microbiological processes, etc.) and grape yields in 2016 and 2017. Measured yields with the Control (herbicide) treatment were combined with published district grape prices and yields over the 12‐year (2006–2017) period, defining multivariate distributions of gross revenues ($/ha). Assuming all treatments produce grapes of equal quality and price as the Control, our results showed median per‐hectare gross margins greater than the Control in the Barossa district, lower than Control in Riverland, and mixed results in Langhorne Creek and Eden Valley. Multi‐year risk profiles, based on decadal whole‐farm (50 ha) cash flows for each treatment, were calculated using Monte Carlo analysis, based on historical yield and price distributions. These risk profiles showed the under‐vine treatments may result in major differences in long‐term vineyard financial viability.     

Do going concern opinions provide incremental information to predict corporate defaults?

Review of Accounting Studies - Investors, regulators, and academics question the usefulness of going concern opinions (GCOs). We assess whether GCOs provide incremental information, relative to...     

On the shoulders of giants: a meta-review of strategic human resource management

Abstract

Recent years have witnessed significant growth in the field of strategic HRM. This article summarizes the literature in this field by conducting a meta-review, a review of the reviews that have covered various topics of strategic HRM. In doing so, the authors highlight theoretical frameworks and empirical findings of studies in the field over the past three decades, identify methodological issues and challenges in the previous research, and discuss recent trends in the field of strategic HRM. The author concludes by suggesting some interesting and important directions for future work.