A study of environmental policies and regulations,governance structures,and environmental performance: The role of female directors

This paper seeks to contribute to the existing business strategy and the environment literature by examining the effect of governance structures on environmental performance within a unique context of improving environmental governance, policies, regulations, and management. Specifically, we investigate the extent to which corporate board gender diversity, including the proportion, age, and level of education of female directors, affects environmental performance of Chinese publicly listed corporations. Using one of the largest Chinese data sets to date, consisting of a sample of 383 listed A‐shares from 2011 to 2015 (i.e., observations of 1,674), our findings are threefold. First, we find that the proportion and age of female directors have a positive effect on the overall corporate environmental performance. Second, our findings indicate that the proportion and age of female directors also have a positive effect on the three individual environmental performance components, namely, environmental (a) strategy, (b) implementation, and (c) disclosure. Finally, and by contrast, we do not find any evidence that suggests that the level of education of female directors has any impact on environmental performance, neither the overall environmental performance measure nor its individual components. Our findings have important implication for regulators and policymakers. Our evidence is robust to controlling for alternative measures, other governance and firm‐level control variables, and possible endogeneities. We interpret our findings within a multitheoretical framework that draws insights from agency, legitimacy, neo‐institutional, resource dependence, stakeholder, and tokenism theoretical perspectives.     

What,when, and who: Manager involvement in predicting employee resistance to acquisition integration

Applying sensemaking research to acquisition integration, we outline factors that influence employee resistance to acquisitions. While integration is widely viewed as important to acquisition outcomes, there is limited systematic study of how employees react to the integration process. Using survey data from Chinese acquirers and applying partial least squares structural equation modeling, we examine what changes with human and task integration with the speed of when changes are made to explore relationships with employee resistance. Consistent with a temporal perspective of acquisition processes and sensemaking we find slower task integration may mitigate employee resistance to acquisition integration. However, employee resistance to the speed that changes are made likely varies for who is involved, suggesting different roles for top and middle managers. Specifically, middle management involvement with slow human integration and top management involvement with fast task integration reduces employee resistance following an acquisition.     

Toward sustainable corporate behavior: The effect of the critical mass of female directors on environmental,social, and governance disclosure

Boards of directors have recently become more attentive to their stakeholders' concerns, providing more transparent information and adopting more sustainable business strategies. This study investigates the influence of a critical mass of women on boards on the environmental, social, and governance (ESG) disclosure score and its three components separately. Using a sample of the FTSE-MIB listed companies in the 2005–2017 period, we show that reaching a critical mass of female board members—going from one or two women to at least three—enhances the level of ESG disclosure. The results also show that the critical mass of female board members has a positive influence on every component of the ESG score, with the highest contribution of women reaching the governance score. These findings provide insights to shareholders and policymakers and suggest that a critical mass of female board members is particularly effective in improving transparency, and it can be seen as a mechanism to transit to stakeholder governance, fostering more sustainable behavior in firms.     

On portfolio optimization: How and when do we benefit from high‐frequency data?

We examine how the use of high‐frequency data impacts the portfolio optimization decision. Prior research has documented that an estimate of realized volatility is more precise when based upon intraday returns rather than daily returns. Using the framework of a professional investment manager who wishes to track the S&P 500 with the 30 Dow Jones Industrial Average stocks, we find that the benefits of using high‐frequency data depend upon the rebalancing frequency and estimation horizon. If the portfolio is rebalanced monthly and the manager has access to at least the previous 12 months of data, daily data have the potential to perform as well as high‐frequency data. However, substantial improvements in the portfolio optimization decision from high‐frequency data are realized if the manager rebalances daily or has less than a 6‐month estimation window. These findings are robust to transaction costs. Copyright © 2009 John Wiley & Sons, Ltd.     

How and when workplace ostracism influences task performance: Through the lens of conservation of resource theory

Drawing upon the conservation of resource (COR) theory, this study examines how workplace ostracism negatively affects task performance by reducing workers' physical strength and emotional energy; it also captures the moderating role of spousal support in the relationship between ostracism, physical strength, and emotional energy. Using matched data from 117 supervisors and 523 of their immediate employees, results indicated that workplace ostracism negatively related to physical strength and emotional energy, which, in turn, decreased task performance. Additionally, spousal support mitigated the harmful impact of workplace ostracism on individual emotional energy, whereas its buffering effect on physical strength was not significant. Theoretical and practical implications are discussed.     

How and when do purchasers successfully contribute to the implementation of circular purchasing: A comparative case-study

The transition towards a circular economy puts pressure on organizations to purchase in a circular manner. The aim of this research is to investigate the role, behaviors, and characteristics of purchasers in the circular purchasing process, and the contextual factors that influence circular purchasing. To address this aim, we interviewed purchasers, supervisors and policy makers of seven Dutch organizations. The results of the comparative case-study show that the main roles of the purchaser are those of coordinator, facilitator and advisor, and that the successful circular purchaser can best be described as intrapreneurial, sustainability-minded and knowledgeable about the circular economy. Purchasers are successful in implementing circular purchasing when they share responsibility with budget holders and when they are part of organizations that have processes in place to ensure the inclusion of circularity in their purchasing projects. The drivers that influence the success of circular purchasing can be described as creating a sense of direction and grasping the complexity of the circular economy. Furthermore, the market, organizational, legal, conceptual and cultural constraints that limit the success of circular purchasing were identified.     

独立挂点双联悬垂绝缘子串在连续上下山时的受力分析及串长调整

输电线路设计过程中,经常会采用独立挂点双联悬垂串的方式,而当独立挂点的双联串出现在连续上下山的杆塔时,往往会出现两悬垂串受力不均,甚至出现一串受力而一串松弛的情况。文章通过采用悬链线公式计算方法对两串受力进行分析,计算出串长的理论调整值,最后结合实际调整值来验算两串的实际受力情况,保证两串均满足规定要求。     

独立挂点双联悬垂绝缘子串在连续上下山时的受力分析及串长调整

输电线路设计过程中,经常会采用独立挂点双联悬垂串的方式,而当独立挂点的双联串出现在连续上下山的杆塔时,往往会出现两悬垂串受力不均,甚至出现一串受力而一串松弛的情况.文章通过采用悬链线公式计算方法对两串受力进行分析,计算出串长的理论调整值,最后结合实际调整值来验算两串的实际受力情况,保证两串均满足规定要求.     

How and when matter: Exploring the interaction effects of high‐performance work systems,employee participation,and human capital on organizational innovation

Existing research on the relationship between high‐performance work systems (HPWS) and organizational innovation has paid insufficient attention to the boundary effects of employee participation and human capital. Bridging the human resource management (HRM) and employment relations literature, this study contributes to the contingency view of HRM and China‐specific research by investigating how human capital and employee participation, direct voice mechanism, and corporate governance participation jointly moderate the relationship between HPWS and organizational innovation. We test our three‐way interaction model using a sample of 108 firms and 1,250 employees in China. The results suggest that HPWS are positively associated with organizational innovation when employees with relatively less human capital are coupled with more direct voice mechanism or less corporate governance participation. In contrast, HPWS are negatively related to organizational innovation when employees possessing greater human capital are coupled with more direct voice mechanism. The theoretical and managerial implications and future research directions are discussed.     

Embattled agencies—How mass mediated comparisons of Lynndie England and Jessica Lynch affect the identity positions available to female soldiers in the US army

This article explores the co-constitutive relationship between individual and collective actors and texts. Identity formation is often studied by means of discourse analysis, which explains how subjects are positioned in and through recurrent features of discourse. The present article suggests that attention to such discursive regularities be supplemented with the study of the rhetorical strategies of individual texts. It is suggested that such investigation may lead to the understanding that offered representations and actual enactments of individual and collective identities are interdependent at both the empirical and the theoretical level. The claim is grounded in a rhetorical analysis of how mass mediated comparisons of Lynndie England and Jessica Lynch affect the identity positions available to the two individuals and the group of female soldiers they are made to represent.