The modern corporation as a safe haven for taste-based discrimination: An agency model of hiring decisions

This paper proposes a principal-agent model of labour market discrimination. In this model, the firm manager is a taste-based discriminator and has to make unobservable hiring decisions that determine the shareholder's profits, because workers differ in skill. The model shows that performance-based contracts may moderate the manager's propensity to discriminate, but that they are unlikely to fully eliminate discrimination. Moreover, the model predicts that sectors with high skill leverages discriminate less. Finally, the impacts of a wage gap between groups and of a diversity premium are investigated.     

Work-force cutback decisions of Israeli managers: a test of a strategic model

This study investigates the decision-making pattern of managers in the Israeli electronics industry. The purpose of the study is to examine whether decisions regarding work-force cutbacks in this industry follow Greenhalgh, Lawrence and Sutton’s (1988) model of work-force reduction. Their model proposes that such decisions are made incrementally and hierarchically, ranging from lay-offs with no severance pay (the most severe strategy for employees’ well-being), to hiring freeze (the least severe strategy for employees’ well-being). The study hypothesis was that cutback decisions of Israeli managers followed this hierarchy, and that the likelihood of the hierarchical decision- making pattern was increased in groups characterized by non-Israeli national affiliation, public sector affiliation, corporate guaranteed employment policy and employment of temporary labour. It was also hypothesized that these characteristics determined the point at which cutback decisions enter the cutback strategies hierarchy. The results of the present study showed that Israeli managers, unlike their American counterparts, generally have not followed this strategic model. However, in a sub-group analysis it was found that the incremental model was used in those organizations characterized by affiliation with the public sector, by use of temporary labour and by guaranteed employment policy. The only characteristic found significantly to determine the entering point in the cutback hierarchy was sectoralaffiliation. These findings are explained using four different theoretical approaches: (a) downsizing decision making (there is little evidence in literature of rational decision making under conditions of organizational stress); (b) cultural differences (Israeli managers, unlike their American counterparts are characterized by last-minute solutions and improvisations); (c) organizational context (the nature of the high-tech industry studied and its lack of downsizing experience); and (d) organizational politics (strong involvement of government and labour unions in the cutbacks process).     

Leadership training for managers: An Adlerian approach

Adlerian theory—a social model of human behavior—provides an effective framework to improve managerial practices and enhance organizational leadership. Developed by Alfred Adler (1870–1937), founder of the influential school of individual psychology, Adlerian theory promotes principles of social interest, democracy, and encouragement. These principles may guide leaders in building collaborative, productive workforces through participative management, coaching, and employee engagement. Experiential training exercises that integrate Adlerian principles can help managers expand their interpersonal competencies and increase leadership effectiveness.     

The impact of IQ and EQ on pre-eminent achievement in organizations: implications for the hiring decisions of HRM specialists

In this study, IQ and EQ determinants of pre-eminent achievement in organizations were explored to help HRM specialists in selecting more appropriate job applicants, having potential for outstanding performance in their career paths. Several EQ elements were proved the most important in the achievement. However, IQ elements still play a very important role in superior performance. Results also exhibit that correlation of IQ and EQ levels of superior performers is significant and strong. In conclusion, HRM specialists have to test both IQ and EQ in the hiring process, to create a high-performing workforce in their organizations.     

Staffing and equipment decisions for services: An experimental analysis

Many service-oriented firms face demand/work load variations that occur both within and between days, and seasonally during the year. These service firms tend to develop staffing plans based on peak periods, resulting in substantial idle time during low demand periods. To counter this, some firms hire part-time employees to work peak periods to improve productivity. In this way, the cost per customer/transaction (unit) can be reduced.However, the staffing decision is more complex than just determining the number and timing of the work force. The development of good staffing plans must consider the impact of available work stations like telephone consoles and data entry terminals. To use effectively more personnel during peak periods, the firm must have sufficient work stations to assign this work force. Effective staff scheduling must consider simultaneously the work load variations, employ capabilities, and equipment requirements. This article presents a model that incorporates these factors into the decision-making process and examines their interaction.The model analysis illustrates how uncertainty in work load forecasts and staffing flexibility influence expected cost performance and equipment requirements. A set of computer simulation experiments are conducted using operating data from the proof and encoding departments for Ohio National Bank and Chemical Bank. The results suggest that increased staffing flexibility reduces the needed equipment investment, since part time staff can be scheduled more conveniently to meet varying work loads. Also, basing capital equipment decisions on peak work load levels can substantially increase total operating costs. With these costs explicitly estimated, managers can weigh them against desired service level goals to determine the appropriate balance.     

An experimental investigation of insurance decisions in low probability and high loss risk situations

This experimental study investigates insurance decisions in low-probability, high-loss risk situations. Results indicate that subjects consider the probability of loss (loss size) when they make buying decisions (paying decisions). Most individuals are risk averse with no specific threshold probability.     

An empirical investigation of going private decisions of U.S. firms

According to many managers, the Sarbanes-Oxley Act of 2002 caused the costs of being public to increase. Subsequently, following the Act, many firms went private rather than incur the costs. We investigate the differences in the financial characteristics of firms that went private between 1998 and 2003 and a control sample of firms which went public and did not go private Our results indicate that there are differences in the two groups, as well as differences in firms that went private prior to and following Sarbanes-Oxley. Taken together, our results are indicative of going private to avoid the higher costs of being public post Sarbanes-Oxley.     

A daily diary study of work-life balance in managers: utilizing a daily process model

Abstract

We extend the literature in relation to daily diary and managers’ wellbeing by unravelling how daily work and family factors influence managers’ wellbeing the following day. Four days’ diary data were collected from 131 managers. Family–work conflict from one day positively influenced job burnout in the following day, while autonomy satisfaction from one-day reduced burnout the following day. Family–work enrichment from one day positively influenced work engagement in the following day, as did needs satisfaction (autonomy, competence, and relatedness) and perceived autonomous support. Furthermore, daily burnout reduced work–life balance and this was fully mediated by daily work–family conflict. In addition, daily engagement increased work–life balance and this was partially mediated by daily work–family enrichment.     

EVa:一种新型的经营者长期激励机制

EVA即经济增加值,是英文Eco-nomic Value Added的缩写,其理论来源是获诺贝尔奖的经济学家默顿·米勒和弗兰科·莫迪利尼亚关于公司价值的经济模型。从最基本的意义上理解,经济增加值是一种公司财务衡量指标,与其他的公司财务度量指标的不同之处就在于,EVA考虑了包括权益资本在内的所有的资本成本,是扣除了所有资本机会成本之后的经济利润。将EVA的改善与经营管理者的薪酬挂钩,便形成了一种新型的经营者激励机制。     

The influence of relation-based and rule-based regulations on hiring decisions in the Australian and Hong Kong Chinese cultural contexts

Investigation of the cultural factors that may influence the employment decisions of managers is of increasing importance in the global business environment. The purpose of this research is to examine whether particularistic ties based on friendship influence hiring practices in relation-based (Hong Kong Chinese) and rule-based (Australian) cultural contexts. Three studies were conducted to examine this research question. Results indicate that friendship-based particularistic ties, specifically guanxi and mateship, can influence hiring decisions in both relation- and rule-based cultural contexts. The results of the studies have implications for human resource managers with regards to staffing organizations operating in different cultural contexts.     

Emiratisation: determining the factors that influence the recruitment decisions of employers in the UAE

The Arab Gulf's labour market is being overhauled. The private sector is increasingly being ‘obliged’ to more actively support nationalisation programmes. This study seeks to quantitatively determine the recruitment decisions of the employers. We collated the views of just under 250 UAE-based HRM personnel, in order to identify which factors (social, cultural, economic, regulatory, educational and motivational) are most significant as cited in the relevant literature. Not having the necessary educational qualifications and high reservation wage demands were found to have less of a bearing than does the perceived lack of vocationally orientated motivation and the ambiguities over the differing rights afforded to employees.     

Innovation and corporate sustainability: An investigation into the process of change in the pharmaceuticals industry

Although there has been considerable research effort directed at refining the content of corporate environmental performance, e.g. corporate environmental reporting and accounting, there has been relatively little empirical investigation to date on the process of corporate eco‐change. This research reports on the quantitative and qualitative results of a survey of German and UK pharmaceuticals firms, which evaluated the significance of the various incentives, both intra‐firm and external to the organization, that have stimulated eco‐change. We find that, although the industry is one that has been characterized by voluntary agreements and proactive behaviour in the past, regulation still remains the main driver for sustainability improvements. New technology is the second most important driver. Stakeholder dialogue and inter‐firm cooperation were both revealed to be relatively weak forces for eco‐change. The study also tested the validity of the conventional neo‐classical economic world‐view of innovation in firms versus a more radical co‐evolutionary one. The former assumes that firms respond only to profit signals and do so efficiently, whereas the latter assumes that change is path dependent; i.e., the firms’ norms and routines and past experiences are influential. We find that, although the neo‐classical perspective stands up to our empirical investigation of eco‐innovation to some degree, the co‐evolutionary approach better captures the complexity of the corporate eco‐change process. Copyright © 2001 John Wiley & Sons, Ltd. and ERP Environment     

Bracing for demand shocks: An experimental investigation

We investigate inventory ordering decisions when decision makers anticipated a demand shock. Decision makers anticipating an event have been shown to brace for an uncertain negative outcome by overestimating the likelihood of that event. Decision makers faced with a spike in demand may incur increased holding costs because they may brace, exhibiting a judgment bias, and consequently a decision bias by over-ordering inventory. Three studies span conditions of uncertainty regarding the timing and magnitude of a demand shock: Employing three between-subjects experiments, Study 1 investigates behavior when decision makers were faced with uncertainty in timing and in magnitude of demand at the most elemental level, manipulating holding and stock out costs. The three experimental tasks feature uncertainty about the magnitude of demand (Experiment 1.1), uncertainty about the timing of demand (Experiment 1.2), and uncertainty about both the magnitude and timing of demand (Experiment 1.3). Study 2 uses a dynamic, multi-period replenishment task and a between-subjects manipulation regarding the uncertainty of timing and magnitude of a demand shock. Study 3 also employs a multi-period decision environment, but compares behavior under a demand shock condition with that in a condition featuring only random variability. The collective results from the three studies identify a bias toward over-ordering in response to a demand shock, relative to the optimal orders. The between-subjects manipulations in Study 2 points toward a possible remedy as we found that providing information concerning the timing and magnitude of a shock ameliorated the bias. The primary revelation was that decision makers had more difficulty dealing with uncertain timing than with uncertain magnitude of demand. One implication is that it is particularly critical for retailers to carefully plan and manage how they share information with upstream supply chain partners regarding when they plan to introduce store-level promotions.     

Unravelling the design process of business models from linear to circular: An empirical investigation

In the last years, circular economy has represented one of the most-debated topics in management research. Although the understanding of this industrial paradigm has significantly improved over the last decade, a number of important research questions still remain unanswered. Among them, the design process of business model through which established firms evolve from being linear to circular deserves further investigation. Existing research still falls short to investigate how companies design the dimensions of value creation, value transfer, and value capture of their business models to launch circular products into the market. By leveraging a multiple case study analysis of four companies in the paper and beverage industries that have launched six circular products, the paper examines the process that these companies have followed to face the transition toward a circular business model. The paper contributes to the research field in the intersection between new product development and circular business models, by showing that the process toward a circular business model occurs along three major phases, that is, idea generation, product development, and commercialization. In each phase, companies implement peculiar managerial practices for launching circular products into the market, which typically address all the dimensions of the business model and follows a recurrent path over time.     

Q-TAM: a quality technology acceptance model for technology operations managers

This paper contributes to research on the quality factors that affect customer acceptance and intention to continue purchasing disposable technology. We have developed a model (Q-TAM) that integrates the Technology Acceptance Model and a quality framework. We conducted a survey of 322 smartphones users and analyzed the results using Partial Least Squares – Structural Equation Modeling (PLS-SEM) to determine how our integrated Q-TAM model affected consumers’ intention-to-continue-purchasing disposable technology. The PLS-SEM analysis of the Q-TAM model established that consumers assessed the product quality based on two distinct dimensions: attribute quality and reliability quality. Further, we found support for the positive and significant effects of product quality and perceived ease of use as predictors of a customer’s intention to purchase a technological device. Of interest is our finding that perceived usefulness, in the presence of product quality, is not significant. The finding also suggests that customers perceive the usefulness of a product as a component/part of a product’s quality dimension, confirming Joseph Juran’s quality philosophy of “fitness of use.” This suggests that in order to satisfy consumer demands, technology operations managers must ensure their products are of good attribute and reliability quality. The findings of this study make a case for a quality technology acceptance model (Q-TAM) that encourages technology operations managers to focus their efforts on quality to ensure that their products satisfy customer needs and are perceived as useful.     

Individual job‐choice decisions and the impact of job attributes and recruitment practices: A longitudinal field study

The present research is intended to contribute to the understanding of how job‐choice decisions are made and the role of effective and ineffective recruiting practices in that process. The issues are examined by tracking job seekers through the job search and choice process. At multiple points in the process, structured interviews are used to elicit information from the job seekers pertaining to how they are making their decision and what factors play a role. Results provide theoretical and practical insights into the organizational and job attributes important to job choice, as well as how specific recruiting practices may exert a significant influence, positive or negative, on job‐choice decisions. For example, our findings reinforced the importance of providing job seekers the opportunity to meet with multiple (and high‐level) organizational constituents, impressive site‐visit arrangements, and frequent and prompt follow‐up. Also, imposing a deadline (i.e., “exploding offer”) showed little effect on job‐choice decisions. Recommendations for recruitment practice and continued research are provided. © 2003 Wiley Periodicals, Inc.     

Transaction organizations and transaction cost analysis: A theoretical investigation of the domain-expansion decisions of firms employing a mediating technology

We use the theory of network externalities in applying transaction cost economics (TCE) to inter-mediator transactions. We propose network specificity as an additional form of asset specificity associated with such transactions. Specifically, we identify and analyze two integration decisions that are distinctive to mediators and that both depend on network specificity: the network integration of nodes and the vertical integration of complement exchange activities. We derive some implications of this for managerial practice, public policy and further research.     

A firm's external environment and the hiring of a non‐standard workforce: implications for organisations

This article empirically investigates organisations' strategic decision to hire non‐standard employees. Using US firm‐level data and a matched pair design, the study shows that firms operating in a more competitive environment and a less uncertain environment have a higher proportion of non‐standard workers. Further, firms with a greater proportion of non‐standard workers show higher financial growth. And finally, in a highly competitive environment, those firms that hire more non‐standard workers achieve significantly higher financial growth. Similar growth is experienced by those firms in the low uncertainty environment hiring more non‐standard workers. These results are all consistent with the research hypotheses.     

The recruitment interview process: Persuasion and organization reputation promotion in competitive labor markets

With very low unemployment levels, competition for the best employees is extremely keen. Firms that strive to maximize job candidates' job offer acceptance should realize increased competitive advantage through more effective recruitment programs. It is clear that applicants are interested in job attributes and pay schemes, but in the current “seller's market,” pay and job enrichment levels may be considerably depreciated. This paper proposes a model of the recruitment interview process, which emphasizes organizations' strategic efforts to maximize the acquisition of top talent in competitive markets through interviewer persuasion and active promotion of organization reputation. Implications of this conceptualization for research and practice are discussed.