Leadership quality and follower affect: A study of U.S. presidential candidates

Using the tripartite model of attitude structure as a conceptual basis, this article investigates voter attitudes toward presidential candidates, including cognitive and affective assessments of these leaders as well as behavioral intentions and voting behavior. Data collected from the seven most recent U.S. presidential elections were used to compare Democratic and Republican Party candidates who were successful in securing votes to those who were unsuccessful. Here, follower perceptions of leader intelligence, feelings of pride and hope, as well as feelings of fear and anger were found to be statistically different between the two groups. Additionally, regression analysis using follower assessments of candidates' leadership quality, as dependent upon certain perceptual traits of that leader, are presented. Candidates perceived to be higher in intelligence, considered to possess stronger degrees of inspirational quality, and judged more “likeable,” in terms of generating stronger degrees of positive follower affect and lower degrees of negative follower affect, are considered better quality leaders. Followers' perceptions of these traits are found to be key predictors of whether that follower will consider a leader to be of high quality.     

A financial planning model for presidential candidates

The necessity of entering a sequence of interrelated state primaries has forced presidential candidates to be much more deliberate in planning campaign finances. This paper presents a linear programming model for optimal allocation of time and money to each primary in order to maximize the number of delegates won. The model attempts to quantify and exploit the relationships between performance in early primaries and performance in later primaries, which has heretofore been labeled the “snowball effect.” Finally, the model, whose major use would be in overall strategic planning, is illustrated with an example.     

Dealing with differences: the impact of perceived diversity outcomes on selection and assessment of minority candidates

Although many strategies have been employed to specifically recruit and select minority employees, the selection rates for designated minority groups are often lower than those for the majority group. Minority candidates with high cultural maintenance (CM) are particularly vulnerable to cultural bias in selection procedures, a process which has proved difficult to change. This paper aims to examine whether these effects may be moderated by recruiters’ perceived diversity outcomes; whether they view diversity as beneficial or threatening to the organization's performance. In an experimental study, participants belonging to a cultural majority group played the role of recruiters (n = 99). Their diversity perceptions were manipulated by asking them to think about, and discuss, either positive or negative outcomes of cultural diversity in the workplace. They were then asked to rate fictional profiles of minority candidates for a job opening. The results confirm that CM of minority candidates has a negative main effect on the ratings they receive in assessment procedures. However, as predicted, this effect is moderated by diversity perceptions. Recruiters who perceive individual differences in the workplace as positive and beneficial, give higher ratings to candidates who maintain their own culture. This provides a promising insight in possible ways to reduce cultural bias in selection procedures.     

Evaluating a Model by Forecast Performance*

Although out‐of‐sample forecast performance is often deemed to be the ‘gold standard’ of evaluation, it is not in fact a good yardstick for evaluating models in general. The arguments are illustrated with reference to a recent paper by Carruth, Hooker and Oswald [Review of Economics and Statistics (1998) , Vol. 80, pp. 621–628], who suggest that the good dynamic forecasts of their model support the efficiency‐wage theory on which it is based.     

Organization Promises in the Triangular Psychological Contract as Perceived by Temporary Agency Workers,Agencies, and Client Organizations

Temporary agency blue-collar workers (N = 100), the agencies through which they were hired (N = 12), and the client organizations to which they were assigned to work (N = 11) reported their perceptions on the content and the fulfillment or breach of organization promises within the psychological contract. All data were collected in Belgium through a survey from fall 2002 through spring 2003.Nonparametric tests and t-tests indicated similarity rather than discrepancy in the parties’ perceptions. Fulfillment of the psychological contract was the case rather than breach. When focusing on differences, agencies and client organizations perceived more promises made than their temporaries did. Agencies and client organizations had more favorable perceptions of their promises kept than their temporaries did. The temporaries perceived more promises made by their agencies than by their client organizations.     

New evidence on the dynamic wage curve for Western Germany: 1980–2004

Blanchflower and Oswald [Blanchflower, David G. and Oswald, Andrew J., 1994a, The Wage Curve, (Cambridge, MA, MIT Press), Blanchflower, David G. and Oswald, Andrew J., 1994b, Estimating a Wage Curve for Britain 1973–90, The Economic Journal 104, 1025–1043. Eine praktische Einführung, Nürnberg] reported that they have found an ‘empirical law of economics’ — the Wage Curve. Our paper reconsiders the western German Wage Curve using disaggregated regional data and is based on almost one million employees drawn from the Federal Employment Services of Germany over the period 1980–2004. We find that the wage equation is highly autoregressive but far from unit root. The unemployment elasticity is significant but relatively small: only between ? 0.02 and ? 0.04. We also check the sensitivity of this elasticity for different population groups (young versus old, men versus women, less educated versus highly educated, German native versus foreigner), confirming that it is stronger the weaker the bargaining power of the particular group.     

Reducing perceptions of overqualification and its impact on job satisfaction: the dual roles of interpersonal relationships at work

A sizeable portion of the working population perceives that they are overqualified for their jobs. This is problematic, given that research consistently shows that such beliefs translate into lower levels of job satisfaction. Hence, it behoves human resource management (HRM) scholars to identify factors that influence perceptions of overqualification and also moderators that may reduce the negative effect of perceived overqualification on job satisfaction. In this study, we present a moderated path model that posits that the quality of the relationships that employees hold with their leader and with their team is not only antecedents of perceived overqualification but it is also hypothesised to weaken the negative relationship between perceived overqualification and job satisfaction. Survey data that were gathered from two organisations in the Netherlands (n = 183) supported the model. Implications for theory and practice in HRM are discussed. © 2015 John Wiley & Sons Ltd     

Wage curve, unemployment duration and compensating differentials

In this study unemployment effects on individual pay are investigated following the study on ‘wage curves’ by Blanchflower and Oswald (1990). In bargaining models, higher unemployment should lower wage pressure; due to compensating wage differential arguments, on the other hand, workers who take jobs with higher layoff risks should be rewarded. In a cross-sectional study on Austrian data, a negative wage curve is confirmed. Contrary to the results by Blanchflower and Oswald no U-shape is found, also long-term unemployment seems to be important. No conclusive evidence of compensating differentials has been determined.     

Corruption and economic resilience: recovery from the financial crisis in western economies

We consider the resilience of a group of 20 Western economies after the financial crisis of the late 2000s. We measure resilience by the growth of real GDP between 2007, the previous peak level, and 2015. The countries exhibit a broad range of experience, from a rise in GDP of 18 per cent in Australia to a fall of 26 per cent in Greece. A substantial proportion of the differences in growth rates can be accounted for by just two variables: the perceived level of corruption and membership of the Eurozone. The euro did have a negative impact on the recovery paths of the Mediterranean economies (Greece, Italy, Portugal and Spain), but their perceived corruption scores in 2007 had a bigger impact, especially on the first three of these economies.     

Employee development and voluntary turnover: testing the employability paradox

The employability paradox is a concern among employers. It states that development activities enhancing employees' employability also increase the risk for employee turnover. This study examined this paradox and probed the relationship between six development activities and voluntary turnover mediated by perceived employability. We tested both a turnover‐stimulating path via perceived external employability (i.e. perceived job alternatives with other employers) and a retention path via perceived internal employability (i.e. perceived job alternatives with the current employer) by using two‐wave longitudinal data from 588 employees. The results put the turnover risk into perspective: only upward job transition positively influenced turnover via perceived external employability. Also, the retention path via perceived internal employability was not supported: several development activities were positively related with perceived internal employability, but perceived internal employability did not influence turnover. We did, however, find a direct retention effect of skill utilisation. Overall, the results downplay the employability paradox.     

Neighborhood Quality and Climate as Factors in U.S. Net Migration Patterns, 1974–76

Abstract . Two determinants of net migration into Standard Metropolitan Statistical Areas in 1974–76 are established. First, using objective indices of the quality of neighborhoods (NQL), such as crime rates, earlier research failed to find a significant relation between NQL and migration. Using OLS regressions, we find that variations in perceived NQL have a significant effect on net migration. Our measure of perceived NQL is based on newly available Census survey data. An appendix contains our NQL indices for 57 SMSAs. Second, we find summer humidity, in addition to winter temperature, has a highly significant effect on migration patterns.     

Perceptions of On- The-Job Discrimination and Employees With Disabilities

This study examines factors that predict perceptions of workplace discrimination by employees with disabilities. Individual level variables are combined with organizational level variables in a single model of perceived inequality. Data came from surveys administered to employees with disabilities and their respective employers. Individual and organizational variables together provide a better understanding of perceived discrimination than either set alone. Despite the predominance of studies that demonstrate inequality in compensation, this study shows that employees experience discrimination over most terms/conditions of employment.     

Psychological barriers to adjustment and how they affect coping strategies: Western business expatriates in China

Business expatriates currently assigned to the Chinese mainland, mainly from the USA, France, Germany, Australia and Great Britain participated in a survey examining two sets of psychological barriers to adjustment and their association with problem-focused and symptom-focused coping strategies. As presumed, there is a negative relationship between expatriates' perceived inability to adjust and problem-focused coping, while this psychological barrier had no significant association with symptom-focused coping. Unwillingness to adjust has a negative relationship with only one of the problem-focused coping variables, social involvement with host country nationals, whereas the same psychological barrier correlated only negatively with parent-country escapism of the symptom-focused strategies. Implications for Western business expatriates on the Chinese mainland and for their assigning companies are discussed as well as possible avenues for further research.     

Customer Environmental Values and Their Contribution to Loyalty in Industrial Markets

Concern over the effect of industries on the natural environment is growing on a multitude of levels. This study examines the effects of how perceptions of (a) environmental values, (b) green image and (c) perceived value of industrial customers influence their loyalty towards suppliers in existing relationships, and how the length of B2B relationships may moderate these linkages. A conceptual framework is developed and data are collected from a global sample (N =121) of B2B customers. We find that both green image and perceived value have a direct positive link with customer loyalty and that environmental values are positively linked to the green image of the supplier. Moreover, the effect of green image on loyalty is mediated by perceived value, with environmental values only indirectly linked with perceived value of the supplier. As the length of relationship increases, on one hand the positive relationship between green image and customer loyalty is strengthened, while on the other the positive relationship between environmental value and green image is weakened. Regardless of how environmentally aware the customer is, green image is a strong predictor of both perceived value and loyalty. Copyright © 2015 John Wiley & Sons, Ltd and ERP Environment     

National natural rates of interest and the single monetary policy in the euro area

We estimate time‐varying national natural real rates of interest (r^?) for the four largest economies of the euro area over 1999–2016. We further derive the associated national real interest rate gaps, which gauge the perceived monetary policy stance in each country. We find that the average r^? have been lower after 2008. Furthermore, national r^? were significantly negative in southern countries during the sovereign crisis. As their effective real rates soared, national rate gaps across the euro area diverged. However, a common policy stance has been restored since 2014 as the European Central Bank's unconventional programs gathered pace.     

Innovativeness and involvement as determinants of website loyalty: II. Determinants of consumer loyalty in B2C e-commerce

This paper is the second of the series of studies entitled “Innovativeness and Involvement as Determinants of Website Loyalty”, which was designed to test Foxall's [(1995). Cognitive styles of consumer initiators. Technovation 15(5), 269–288] style/involvement model in the context of Internet buyer behaviours. In this paper, a consumer Website loyalty model was proposed to describe how consumer transfer their existing brand loyalty in the traditional retail market to the same brand's Website in the B2C e-commerce market and how their perceived risk at the brand's Website mediates this loyalty transformation. Data were collected via an email invitation and Web-based questionnaire. One thousand and fourty four Taiwan Internet buyers randomly selected from the database of a well-known brand's Website have completed the survey. The multiple regression technique indicated the robustness of this loyalty transformation model (adjusted R²=0.50). Findings further indicated the impact that consumers’ cognitive style/involvement have on their loyalty transformation model. After segmenting consumers via their DSI and PDI scores, the distinct loyalty transformation models are revealed: the adjusted R² of more-involved innovators’ loyalty transformation model was the highest (0.60), followed by more involved adaptors’ model (0.45), less involved innovators’ model (0.45), and finally, less involved adaptors’ model (0.42). Discussions of how consumers’ cognitive style and involvement level interact with each other and impact on the predictors of the Website loyalty are discussed. Proposals are made of how Website managers can use this knowledge to build marketing strategies.     

Cultural Diversity and Export Growth in the U. K.

Abstract

This study provides comparative empirical evidence concerning the motives for exporting of Asian and indigenous¹(white)-owned small and medium-sized enterprises (SMEs) in the U.K. Findings are primarily based on a large scale sample of U.K. firms and Factor Analysis together with MANOVA are employed to establish whether statistical differences exist between the groups of firms in relation to their motives for undertaking export activities. Also reported, are selected findings from a series of in-depth interviews. This investigation provides a contribution to the literature since it questions whether current export assistance and targeting procedures are suitable for addressing the export stimuli perceived as important by managers from different sub-cultures.     

High Job Performance Through Co‐Developing Performance Measures With Employees

According to various studies, employee participation in the development of performance measures can increase job performance. This study focuses on how this job performance elevation occurs. We hypothesize that when employees have participated in the development of performance measures, they perceive these measures to be of higher quality, which in turn elevates their attitudes toward, perceived social norms for, and perceived control over performing well in their jobs. Based on the theory of planned behavior, the latter three factors are hypothesized to increase job performance. Survey data from 95 employees as well as 88 of their managers were analyzed using structural equation modeling. Employee participation in developing performance measures is found to be related to job performance, via perceived measurement quality and employees’ perceived control over performing well. We discuss the practical and theoretical implications of these findings, including the limitations of this study's design, and sketch a number of future research paths in this area. © 2015 Wiley Periodicals, Inc.     

New evidence on absenteeism and presenteeism

This paper draws from two separate but complementary theories, namely social exchange theory and social identity theory, as a means of understanding the organizational antecedents of organizational commitment. Its purpose is to study the connections between the characteristics of work in the organization (a source of perceived organizational support), the characteristics of the organization (reflected in perceived external prestige), organizational commitment and turnover intentions. We test our assumption using a sample of 249 managers and a longitudinal design. The results show that perceived organizational support and perceived prestige are differently influenced by the characteristics of and in the organization. This suggests that the characteristics of the firm, reflected in the notion of perceived external prestige, play a complementary role to the characteristics of work in the organization, reflected in perceived organizational support, in shaping organizational commitment and turnover intentions.     

How institutions affect export quality

We examine the relationship between a country's institutional environment and the quality of its exports. Institutional factors such as widespread corruption, inefficient bureaucracy, and high risk of expropriation of private property by government can create uncertainty among producers and discourage them from investing and innovating over the long term. This can limit the ability of producers to improve the quality of their exports in the future. We find some evidence that a better institutional environment (i.e. lower corruption, more efficient bureaucracy and more secure property rights) is associated with better export quality. After accounting for potential endogeneity between institutional and economic variables, we conclude that better institutions lead to improvements in export quality. Among the institutional factors considered in this article, corruption appears to be most robustly associated with export quality. These results have important implications for policymakers.