A Micro‐Decomposition Analysis of Aggregate Human Development Outcomes*

We show how differences in aggregate human development outcomes over time and space can be additively decomposed into a pure mean income (growth) component, a component attributed to differences in the distribution of income, and components attributed to ‘non‐income’ factors and differences in the model linking outcomes to income and non‐income characteristics. The income effect at the micro level is modelled non‐parametrically, so as to flexibly reflect potentially complex distributional changes. Our proposed method is illustrated using data for Morocco and Vietnam, and the results offer some surprising insights into the observed aggregate gains in schooling attainments.     

Diversity,Choice and the Quasi‐market: An Empirical Analysis of Secondary Education Policy in England*

This article investigates the extent to which exam performance at the end of compulsory education has been affected by three major education reforms: the introduction of a quasi‐market following the Education Reform Act (1988); the specialist schools initiative introduced in 1994; and the Excellence in Cities programme introduced in 1999. Using a panel of schools for all state‐funded secondary schools in England (1992–2006), we find that only about one‐third of the improvement in school exam scores is directly attributable to the combined effect of these three major education reforms. The distributional consequences of the policy, however, are estimated to have been favourable, with the greatest gains being achieved by schools with the highest proportion of pupils from poor families.     

Co‐Authorship in Management and Organizational Studies: An Empirical and Network Analysis*

In recent decades there has been growing interest in the nature and scale of scientific collaboration. Studies into co‐authorship have taken two different approaches. The first one attempts to analyse the reasons why authors collaborate and the consequences of such decision ( Laband and Tollison, 2000 ). The second approach is based on the idea that co‐authorship creates a social network of researchers ( Barabási et al., 2002 ; Moody, 2004 ; Newman, 2001 ). In this study we have carried out an exploratory analysis of co‐authorships in the field of management from the two aforementioned approaches. The results obtained show a growing tendency of the co‐authored papers in the field of management, similar to what can be observed in other disciplines. Our study analyses some of the underpinning factors, which have been highlighted in the literature, explaining this tendency. Thus, the progressive quantitative character of research and the influence of the collaboration on the articles' impact are enhanced. The network analysis permits the exploration of the peculiarities of the management in comparison with other fields of knowledge, as well as the existing linkages between the most central and prominent authors within this discipline.     

Antecedents and Outcomes of Diversity and Equality Management Systems: An Integrated Institutional Agency and Strategic Human Resource Management Approach

This study examines the development and impact of diversity and equality management systems (DEMS). A national sample of human resource managers from 155 Canadian firms responded to surveys about their firm's diversity and equality management (DEM) practices. Cluster analysis and latent class modeling identified three distinct approaches to DEM: classical disparity DEMS showing limited development of DEM‐related practices, institutional DEMS involving complex selection mechanisms and monitoring of employment statistics, and configurational DEMS linking diversity to business strategy. Hypothesis‐testing analyses indicated that both institutional and configurational DEMS were predicted by coverage by the Canadian employment equity program, federal contractor status, and the presence of a diversity expert on staff. Only configurational DEMS was predicted by inclusion of HRM in developing business strategy. Configurational DEMS positively predicted the employment of workers with disabilities and members of visible minority groups as well as ROA. These findings support the proposition based on strategic human resource management (SHRM) theory that DEM practices should be considered as bundles and that vertical linkage to strategy is important for DEM effectiveness. As such, SHRM theory explains how managers can structure strategic responses to institutional pressures that go beyond requirements to achieve strategic goals. © 2015 Wiley Periodicals, Inc.     

Experimenting with Supply Chain Learning (SCL): Supplier Diversity and Ethnic Minority Businesses

This paper reports on an innovative UK-based ‘Supply Chain Learning’ (SCL) initiative to encourage the corporate sector to consider supplier diversity in respect of ethnic minority businesses. This follows academic and policy interest in programmes to empower ethnic minority enterprises to achieve breakout to mainstream markets and business growth. The first phase of the initiative, entitled Supplier Development East Midlands (SDEM) is examined. By adopting an inter-organisational action learning approach, some of the key attributes of the programme are delineated, focusing on the recurrent action-reflection cycle taking place in a learning group comprising SDEM, LPOs (Large Purchasing Organisations) and small EMSs (Ethnic Minority Suppliers).     

Why a Multinational Firm Chooses Expatriates: Integrating Resource‐Based,Agency and Transaction Costs Perspectives*

abstract This paper develops an integrative organizational economics framework explaining and predicting multinational firms' managerial resource deployments based on resource‐based, agency, and transaction costs theories. Our empirical findings suggest that the governance decision for managerial services of multinational firms is influenced not only by the comparative capabilities of managers, but also by the economic costs to the firm of influencing the behaviours of managers through managerial contracting.     

Micro‐Practices of Strategic Sensemaking and Sensegiving: How Middle Managers Interpret and Sell Change Every Day*

abstract This paper looks at the workings of ongoing primary sensemaking and sensegiving micro‐practices by which middle managers interpret and sell strategic change at the organizational interface. Through middle managers’ routines and conversations related to the implementation of a strategic change in a top‐of‐the‐line clothing company, the article shows how they contribute to renewing links with stakeholders, in particular clientele, by drawing on their tacit knowledge. Interpretative analysis of these routines and conversations highlights four micro‐practices of strategic sensemaking and sensegiving: translating the orientation, overcoding the strategy, disciplining the client, and justifying the change. The paper outlines a practice perspective of sensemaking and sensegiving. It ends by suggesting the necessity of looking at middle managers’ role as interpreters and sellers of strategic change at the micro level for a better understanding of their contribution in sustaining competitive advantage through their everyday activities.     

Management,Theology and Moral Points of View: Towards an Alternative to the Conventional Materialist‐Individualist Ideal‐Type of Management*

abstract Weber's (1958 ) argument suggests that there are four ideal‐types of management, and that conventional management is underpinned by a moral‐point‐of‐view associated with a secularized Protestant Ethic, which can be characterized by its relatively high emphasis on materialism (e.g. productivity, efficiency and profitability) and individualism (e.g. competitiveness). Weber calls on management scholars and practitioners to become aware of their own moral‐points‐of‐view, and to develop management theory and practice that de‐emphasizes materialism and individualism. Our paper responds to this challenge, as we draw from an Anabaptist‐Mennonite moral‐point‐of‐view to develop a radical ideal‐type of management that is characterized by its emphasis on servant leadership, stakeholding, job crafting and sustaincentrism. Implications for management theory and practice are discussed.     

Earnings Management to Exceed the Threshold: A Comparative Analysis of Consolidated and Parent‐only Earnings*

This paper examines whether consolidated earnings are managed to a greater extent than parent‐only earnings or vice versa in an attempt to exceed the threshold in Japanese firms. The analysis reveals that earnings management to avoid earnings decreases is more pronounced in parent‐only earnings for the period 1980–1999. Further, it reveals that the management of parent‐only earnings has been less pervasive following the introduction of the new consolidated reporting system in March 2000. In addition, this paper provides evidence suggesting that earnings management in consolidated earnings increased after March 2000. These results indicate that the new consolidated reporting system and principles might affect the earnings management behaviors of Japanese firm managers.     

Market Orientation and Performance: A Meta‐Analysis and Cross‐National Comparisons*

abstract Quantitative evidence drawn from a meta‐analysis of 56 studies (58 samples) conducted in 28 countries reveals that market orientation is a generic determinant of firm performance. However, stronger effects were found for studies set in large, mature markets and when market orientation was measured using Kohli, Jaworski and Kumar's (1993 ) MARKOR scale. The meta‐analysis also revealed that the value of a market orientation weakens in proportion to the cultural distance separating the home market from the USA. This study thus extends previous research by: (1) providing evidence of measurement moderators that inhibit the generalization of results obtained from studies using different scales and performance variables; (2) establishing benchmark effect sizes for specific regions around the world; and (3) revealing that the managerial value of a market orientation is significantly affected by the cultural and economic characteristics of the host country.     

Perceptions of High‐Involvement Work Practices,Person‐Organization Fit,and Burnout: A Time‐Lagged Study of Health Care Employees

Previous research demonstrates that high‐involvement work practices (HIWPs) may be associated with burnout (emotional exhaustion and depersonalization); however, to date, the process through which HIWPs influence burnout is not clear. This article examined the impact of HIWPs on long‐term burnout (emotional exhaustion and depersonalization) by considering the mediating role of person‐organization fit (P‐O fit) in this relationship. The study used a time‐lagged design and was conducted in a Canadian general hospital among health care personnel. Findings from structural equation modeling (N = 185) revealed that perceived HIWPs were positively associated with P‐O fit. There was no direct effect of HIWPs on burnout; rather, P‐O fit fully mediated the relationship between employee perceptions of HIWPs and burnout. This study fills a void in the HR and burnout literature by demonstrating the role that P‐O fit has in explaining how HIWPs alleviate emotional exhaustion and depersonalization. © 2016 Wiley Periodicals, Inc.     

Loving Diversity/Controlling Diversity: Exploring the Ambivalent Mobilization of Upper‐Middle‐Class Gentrifiers,South End,Boston

This article centers on a group of upper‐middle‐class gentrifiers living in a neighborhood in the South End of Boston, and their complex attitude towards diversity. I use data from my fieldwork in the South End, based on ethnographic observation and 77 interviews with residents active in local organizations, such as neighborhood associations. These residents explicitly stress their endorsement of diversity, in terms of class, race, but also sexual orientation, and their commitment to maintaining it. I examine the meaning they give to this principle, the actions they take in its name and the kind of relations they establish with those ‘others’ who embody such diversity. I argue that the gentrifiers' love of diversity, which cannot be reduced to sheer hypocrisy, is intrinsically linked to their capacity to control it, thus shedding light on the changing definition of social distinction in upper‐middle‐class culture.     

Internal Markets,Management by Targets,and Quasi‐Markets: An Analysis of Health Care Reforms in the English NHS

There have been two major attempts to introduce market mechanisms into England's National Health Service: the ‘internal market’ reform project of the 1990s, and the ‘quasi‐market’ of the 2000s. Despite their similarities, the former attempt was on balance unsuccessful while the latter succeeded. This article examines and compares the outcomes of the two periods, analysing the reasons for their relative successes and failures. It goes on to highlight options for future reforms that would build on those achievements.     

Robustness of Logit Analysis: Unobserved Heterogeneity and Mis‐specified Disturbances*

In probit and logit models, the β coefficients vary inversely with the variance of the disturbances. The omission of a relevant orthogonal regressor leads to increased unobserved heterogeneity, and this depresses the β coefficients of the remaining regressors towards zero. For the probit model, Wooldridge (Econometric Analysis of Cross Section and Panel Data, MIT Press, Cambridge, MA, 2002) has shown that this bias does not carry over to the effect of these regressors on the outcome. We find by simulations that this also holds for the logit model, even when omitting a variable leads to severe mis‐specification of the disturbance. More simulations show that logit analysis is quite insensitive to pure mis‐specification of the disturbance as such.     

Adoption and Coverage of Performance‐Related Pay during Institutional Change: An Integration of Institutional and Agency Theories

Whether or not to adopt and how extensively to use a newly legitimized practice are discrete decisions made by firms undergoing institutional change. The aim of this paper is to identify the distinct effects of economic, social, and political factors on the adoption of performance‐related pay practices and their coverage (i.e. the proportion of employees covered by the practices) by integrating institutional and agency theories. An empirical analysis is performed with a unique sample of Korean firms that experienced the East Asian financial crisis of 1997. The results show that while performance‐related pay adoption was influenced by economic and social factors, performance‐related pay coverage was related to political factors as well as economic and social factors. This finding suggests that while firms adopt performance‐related pay practices in search of legitimacy, they do not blindly imitate such practices but rather proactively adapt them based on economic efficiency considerations. This study makes valuable contributions to research on institutionalism and remuneration by empirically identifying the conditions under which a pay practice adopted for social legitimacy fits or fails to fit the economic needs of the adopters.     

Coping with International Accounting Diversity: Fund Managers' Views on Disclosure,Reconciliation, and Harmonization*

In this paper we examine the practices of representative samples of U.S.- and U.K.-based international investment managers in order to determine whether and how they are affected by accounting diversity and, therefore, by the presence or absence of quantitative reconciliation, and what their views are towards greater disclosure, reconciliation, or harmonization. We find that all three forms of reduced diversity-more uniform disclosure, quantitative reconciliation to U.S. GAAP, and international harmonization are viewed as good things by managers. None, however, appears to be critical in the investment process. Reconciliation is a costly requirement and we conclude that the SEC's insistence on reconciliation is not well-founded and that other means, especially greater emphasis on mutual recognition subject to certain minimum standards of disclosure and presentation, would be more effective.     

The Recontextualization of Management: A Discourse‐based Approach to Analysing the Development of Management Thinking*

ABSTRACT Many analysts have sought to explain the development and growth of management ideas and discourse in recent years, using notions such as the diffusion and consumption of ideas, and analogies with the fashion industry. These frameworks have a number of weaknesses that inhibit their value. Conceptualizing management knowledge or ideas or thinking as a form of discourse leads us to alternative frameworks for examining developments in this field. Critical Discourse Analysis (CDA) can be used to explore the social processes and structures from which discourse emanates and which discourse in turn underpins. Bernstein's concept of recontextualization can be employed to analyse the discursive relations between different social spheres or conjunctures within which human action takes place and how discourse is changed as it moves between conjunctures to meet the needs of different social agents. In this respect it can be used to analyse how management discourse unfolds as it is produced, distributed and acquired by agents within the academic, consultant and practitioner conjunctures. By doing so we can explore: the intertextual relations between the discourses; how the management discourse becomes technologized; and how hybrid forms of discourse, which mix genres and styles, emerge.     

Supply,Factor Shares and Inflation Persistence: Re‐examining Euro‐area New‐Keynesian Phillips Curves*

Using euro‐area data, we re‐examine the empirical success of New‐Keynesian Phillips curves (NKPCs). We re‐estimate with a suitably specified optimizing supply side (which attempts to treat non‐stationarity in factor income shares and mark‐ups) that allows us to derive estimates of technology parameters, marginal costs and ‘price gaps’. Our resulting estimates of the euro‐area NKPCs are robust, provide reasonable estimates for fixed‐price durations and discount rates and embody plausible dynamic properties. Our method for identifying the underlying determinants of NKPCs has general applicability to a wide set of countries as well as of use for sectoral studies.     

Uncovering Micro‐Practices and Pathways of Engagement That Scale Up Social‐Driven Collaborations: A Practice View of Power

This paper explores how large‐scale social‐driven collaborations might grow in scale and help promote political change. We present the results of a qualitative investigation of a complex platform where multiple and hybrid collaborations co‐exist and where civil society plays a central role. Based on a longitudinal comparative case study, we draw a processual model describing micro‐practices and pathways of engagement. We show that the emergence of these collaborations requires a new type of convener, one that is able to manage the interplay between the sharing/co‐creation of abundant resources and the coordinated decentralization of informal authority. Our study extends existing debates on the role of resources and authority, showing the complementarity between possession and practice perspectives of power. Finally, we identified synergies between collaboration and social movement literatures, particularly showing that large‐scale collaborations could be mobilized to refine social movement agendas and achieve more purposive collective action.