Spreading and Shifting Costs of Lateral Control Among Peers: A Structural Analysis at the Individual Level

This paper uses three-way and sociometric data to reconstitute individual conceptions of peer-driven intervention for the protection of common resources in a collegial organization, a Northeastern corporate law firm. Variations in partners' individual conceptions are explained in terms of management of costs of lateral control. Costs of control are mainly expressed as costs to members in terms of social capital. Management of such costs includes spreading or concentrating them among partners, shifting them to others or bearing them oneself, and using similarities among others to smooth the control process among peers. Leverage styles are identified. They tend to combine various ways of spreading and shifting such costs, and characterize three levels of seniority. Seniority appears to be a key variable for a theory of unobtrusive protection of common resources among peers.     

Measuring well-being by a multidimensional spatial model in OECD Better Life Index framework

One of the most influential measures of multidimensional well-being, the Better Life Index, launched by OECD in 2011, contains a detailed overview of the social, economic, and environmental performances of different countries. Since its launch, a relevant number of empirical studies have been proposed on these data, but the role played by the distance between societal priorities and country-level performance in Better Life Index as well as in multidimensional well-being remains underexplored. We propose to address this issue by means of a multidimensional spatial model. We position the countries in the Euclidean K-dimensional space in which each dimension is a specific aspect of well-being, and we consider each individual's opinion on the same dimensions to calculate the personal optimal point. The distance between the optimal point of well-being and the actual observed point at individual level is the individuals' loss in well-being. We show that the societal loss at country-level is negatively related to the overall well-being and the main indices of quality of democracy. Based on the above evidence, we would argue that a multidimensional spatial framework represents a promising tool for the analysis of the whole class of multidimensional measures of well-being in which a group of individuals expresses the weights individually assigned to a set of dimensions within a pre-established range.     

Linking job insecurity to well-being and organizational attitudes in Belgian workers: the role of security expectations and fairness

The aim of this study was to investigate how perceptions of job insecurity and fairness associate with individual well-being (job satisfaction and general health) and organizational attitudes (organizational commitment and turnover intention), under the condition that the psychological contract as perceived by the employee includes a promise on job security, or not. More specifically, we suggest that (H1) job insecurity is negatively related to individual well-being and organizational commitment and positively related to turnover intentions when job security is expected as part of the psychological contract, (H2) that job insecurity is negatively related to fairness perceptions when job security is expected as part of the psychological contract, (H3) that fairness associates positively with individual well-being and organizational commitment and negatively with turnover intentions and (H4) that the association between job insecurity, individual well-being and organizational outcomes is mediated by fairness under the condition that job security is expected as part of the psychological contract. Thus, we propose a model of mediated moderation. Results based on a sample of Belgian employees (N = 559) supported our hypotheses for organizational outcomes. For individual well-being, the mediation framework was not conditional upon a perceived promise of job security as part of the psychological contract. We conclude that employees' perceptions of job insecurity and fairness are important factors in employees' well-being and their attitudes towards the organization. More importantly, these perceptions can in part be shaped by organizational agents such as managers and supervisors. Additionally, the active utilization of the psychological contract in management strategies seems to have favourable results for the fostering of pro-organizational attitudes among employees.     

Impact of individual coping strategies and organisational work–life balance programmes on Australian employee well-being

This paper examines several individual coping strategies and employees' perception of organisational provision of work–life balance (WLB) programmes with a sample of 700 Australian employees. The combined effects of individual coping strategies and organisational provision of WLB programmes on employee affective well-being are examined, using structural equation modelling. Results indicate that individuals with positive attitudes and life coping strategies were more capable of achieving overall well-being. Both monetary- and non-monetary-based organisational WLB provision had no direct association with employee well-being, but had indirect effects via individual coping strategies to help employees achieve better well-being. Employee well-being was found to have a stronger association with individual effort than organisational deliberation in providing WLB programmes. Theoretical and practical implications of these study outcomes are discussed.     

Unhappy with well-being research in the temporary work context: mapping review and research agenda

Abstract

While temporary workers’ specific employment circumstances strongly suggest negative consequences for their well-being, research on temporary workers’ well-being shows serious inconsistencies. To identify possible reasons, we provide an overview of previous well-being research in the temporary work context. The mapping review shows that inconsistencies are caused both by the use of the umbrella term temporary work to describe a wider range of employment forms with divergent characteristics and the use of the buzzword well-being for various well-being indicators. In addition, the portfolio of employment-specific antecedents used is insufficient to gain a comprehensive view of temporary workers’ well-being situation. Based on these findings, we propose an agenda for future well-being research in the temporary work context. A first key implication is that analyses considering country-specific circumstances and employment-specific characteristics of particular atypical employment situations are needed. Secondly, a more comprehensive portfolio of employment-specific and individual antecedents would help with gaining deeper insights into temporary workers’ well-being situation. In addition, effects of well-being on attitudinal and behavioral outcomes should be analyzed to demonstrate the return on investment of organizations’ well-being enhancing activities. Finally, well-being oriented HR practices and their implementation in the temporary work context are part of the proposed research agenda.     

Economic Activity and Social Indicators: A Rural-Urban Discontinuum?

A bstract . Comparisons of urban and rural areas tend to assume that a rural-urban continuum exists as regards economic and social indicators of well-being and that rural places are fairly homogeneous. Analysis of Kentucky counties indicates that rural-urban differences exist as regards economic well-being and objective social indicators. However, rural-urban differences are not consistent with respect to subjective social indicators; and there are important differences among economic types of rural counties as regards both economic and social indicators. Thus, the rural-urban continuum is not general and it is important to distinguish types of rural counties.     

Pricing behavior of exchange traded funds

We attempt to determine whether characteristics found to be effective indicators of individual stock price performance are effective indicators of exchange traded fund (ETF) price performance. Specifically, we test the performance of investing strategies based on separately categorizing ETFs into deciles according to size, trading volume, and momentum. When analyzing the entire sample, we find that the indicators can effectively signal differences in future performance. However, the indicators appear to be indirect proxies for the types of ETFs (broad-based, sector, or international). When we isolate each type of ETF, the indicators are not as effective. The indicators are not as useful for signaling unusual stock price performance of ETFs as they have been for individual stocks. We attribute the distinctly different results found here for ETFs to the unusual characteristics of ETFs that distinguish them from individual stocks. Investing strategies that rely on these indicators for selecting individual stocks may be indirectly driven by stock-specific fundamentals. However, fundamentals are not as meaningful for stock indexes (represented by ETFs) as for individual stocks.

Development or maintenance? Dual-oriented human resource system,employee achievement motivation,and work well-being

Drawing on the person–organization fit theory, this study elaborates a dual-oriented human resource (HR) system and explores when and how two HR bundles (development vs. maintenance) influence work well-being. The results of the confirmatory factor analysis with a sample of 1,946 supervisors from a Chinese high-tech firm show that the dual-oriented HR model fits the data better than a holistic HR system. In another study with a multilevel sample of 64 corporate branches and 434 employees, the findings confirm the proposed joint effect of the dual-oriented HR system and achievement motivation on well-being. Specifically, development-oriented HR practices are more positively related to work well-being only when individual achievement motivation is high; by contrast, maintenance-oriented HR practices are more positively related to work well-being only when individual achievement motivation is low. Work meaning mediates these effects. These findings provide guidance on the effective design of HR practices.     

Representatives of future generations as promoters of sustainability in corporate decision processes

Current protests of the young generation emphasize that interests of future generations should be taken more into account by policy makers and in corporate decision processes. As organizations contribute to enduring environmental and social problems, they are required to promote sustainability in order to preserve options for the well-being of future generations. However, organizational decision makers often take a short-term perspective and neglect investments in intergenerational justice. Previous theoretical work has acknowledged the importance of representing future generations in today's decision-making processes to adopt a long-term perspective in order to promote intergenerational justice. In a laboratory experiment, we show that appointing representatives of future generations at the organizational level can foster investments in intergenerational justice. Although this outcome is more pronounced when aligned with the representatives' individual incentives, it even persists for a representative who is monetarily penalized for advocating the interests of future generations.     

Measuring Urban Well-Being

A BSTRACT . Studies attempting to measure social well-being that focus attention at national levels fail to provide insights into the actual conditions that are present at subnational levels. With increased attention being focused on the conditions of urban areas, the need for subnational evaluation is becoming more apparent. The growing diversity of the population and the increase in female-headed households leave researchers without resources for evaluating the conditions of these groups in smaller regional settings, in part due to the scarcity of well-being measurements at these levels. This study hopes to fill in the gap for measuring well-being at subnational levels by estimating indexes at the county level. Exactly how the level of urbanization and social well-being are related is the subject of our inquiry. Our estimations will focus on urban counties, with particular emphasis on the 50 largest counties. We aim to evaluate the well-being of the general population in metropolitan areas, comparing it to those for female heads of households and people of color.     

Keeping the “T” in the WTO: where to next on environment and labor standards?

Agreement on a new trade Round depends partly on reassuring voters that it will contribute to better environmental protection and more social justice. That argument should be won comfortably. Increased international trade is a powerful tool for tackling poverty—the single biggest cause of environmental degradation and social misery world-wide—and many individual trade restrictions have direct, negative, environmental and social effects. Proposals to punish irresponsible environmental and social behavior through the WTO are a much more doubtful prospect. Without the underpinning of universally accepted environmental and social standards, trade restrictions are the wrong policy tool to use.     

The effect of urbanization on subjective well-being: Explaining cross-regional differences

Today, more than ever, it is becoming evident that cities and regions are crucial for the achievement of human well-being. In this perspective, the analysis of the effect of urbanization on subjective well-being at sub-national level is an issue of great relevance. The aim of this study is to investigate the effect of urbanization on SWB at the regional level and, in particular, the moderator effect of the regional context in influencing this effect in Italy and Spain. From a methodological point of view, we apply a two-step approach as a graphical method, which allows us to consider individual and regional information in our analysis. Our findings indicate that urbanization significantly affects subjective well-being, especially in various regions of Italy. This cross-regional heterogeneity can be explained by different regional factors, which supports the idea that regional contexts can exert effects on achieving future people's well-being in cities.     

Deposit rate sensitivity of credit union shares

This study examines the factors that are related to the growth of credit union liabilities. We use individual credit union data on deposit categories and their associated interest rates to measure the effect of interest rate changes on the growth rates of total shares and five of its subcomponents. After controlling for credit union size, previous growth, and market interest rates, we find that while total share growth is related to individual credit union regular share and money market rates, it is most affected by share certificate rates. With the exception of share drafts, the growth in other deposit categories is significantly affected by the interest rate a credit union offers for those particular accounts. Finally, we provide evidence that, in general, the growth rate of a deposit category is negatively related to interest rates offered on other types of accounts.

Has transition improved well-being?

In this paper we examine trends in economic well-being in transition countries from 1988 to 2008 to determine whether the populations of transition countries are better off today than prior to the transition process. To do this, we examine economic performance, inequality-adjusted well-being measures, subjective well-being measures, and non-income dimensions of well-being. While for many of the transition countries some indicators of well-being show improvements compared to the pre-transition period, the sharp rise in inequality and low levels of social indicators and subjective well-being suggest that well-being in many countries is similar to, or even below, the levels experienced prior to transition. The only indicators which have shown consistent improvements are measures of political and civil liberties.     

Theorizing the relationship between discretionary employee benefits and individual performance

The literature on compensation has devoted little attention to the relationship between discretionary employee benefits and individual performance, perhaps because benefits are allocated equally to large groups of employees, are not tied to individual performance, and are viewed as entitlements. Discretionary benefits include all the benefits an employer provides to employees voluntarily (i.e., not legally required). Employees can use internet search tools to make comparisons between focal and referent firms of their expenditures on discretionary benefits, which can symbolize employer support for employee well-being or invoke perceptions of equity. In our paper, we provide a novel insight into the relationship between discretionary benefits and employee individual performance through a theoretical lens that combines insights from organizational support theory and equity theory shaped by perceptions of social and economic exchange relationships. In our conceptual model we develop theoretical logic that explains that perceived discretionary benefits, moderated by benefits satisfaction and mediated by perceived organizational support and perceived equity, are linked to individual performance. The paper concludes with a discussion of the theoretical implications and directions for future research.     

Efficiency vectors, efficiency and performance measures: new methods for ranking efficient organizational units

We present and discuss measures for analyzing productivity in deterministic frontier models. A new efficiency measure is introduced allowing for discrimination among efficient organizational units. In addition, a new performance measure for analyzing productivity of organizational units is presented. This measure fulfills various properties of efficiency measures but relaxes the indicator property. Both new approaches are based on the development of efficiency vectors which is a new vector measure for measuring efficiency. The vector components are efficiency measures related to subsets of a production possibility set. The new approaches are applied in the context of data envelopment analysis.

Social capital and well-being in the Italian provinces

Recent years witnessed a growing interest in the concept of well-being and quality of life, as alternative to the Gross Domestic Product (GDP). The determinants of well-being, especially at the regional and provincial levels, is understudied in a macro perspective, as opposed to a micro perspective (individuals, survey data) that has been the dominant approach until recently. In this paper, we estimate an empirical model for the Italian NUTS-3 provinces to evaluate the role of social capital on well-being by using aggregated (provincial) data. Our findings suggest that social capital, social security programs, income, and grant-making activities by Bank Foundations, even though not uniformly distributed across Italy, positively affect well-being, thus contributing to explain the persistent dualism that characterizes the Italian economy.     

Ambivalence and ambiguity in social enterprise; narratives about values in reconciling purpose and practices

Social enterprises are unusual change organizations; typically their purpose is to bring about change to improve social well-being. Yet they do so in unusual ways. Traditional entrepreneurs generate social value as a by-product of economic value; whereas for social entrepreneurs the reverse is true. This brings about an ambiguity in integrating business and social well being, most manifest in identity and in managing the enterprise. Moreover, the values which drive social enterprise are “different”. Consequently, we examine how values shape practices and how they give direction and purpose to what social enterprises do and how this shapes identity over time. Using the social organisation as the unit of analysis, we collected the narratives about tensions and how these were reconciled. We contribute by improving our understanding of social enterprise by showing how values are worked, used and deployed to give direction in reconciling ambiguity. Moreover, these ambiguities provide a unique identity and purpose for social enterprise.     

Job demands–resources: a gender perspective on employee well-being and resilience in retail stores in China

Abstract

Organisational resilience can be promoted through human resource management (HRM) practices that enhance individual employees’ well-being and ability to cope with adversity. However, the extant literature tends to neglect the influence of gender on employee well-being and resilience. Shop floor employees in retail stores often undertake demanding roles, characterised by considerable pressure and low pay, and attendant high levels of employee turnover. Drawing on the job demands–resources model, by analysing data collected from 697 employees at foreign-invested retail stores in China, this paper found that workload and employee participation in decision-making had a similar impact on the well-being of both male and female employees. However, the impact of job security and emotional demands on employees differed by gender. This paper extends the job demands–resources model by articulating the influence of gender on employee well-being. Additionally, its empirical insights, drawn from an emerging economy context, enable a contribution to the literature on employee well-being and resilience. Relevant implications for HRM and resilience are discussed.     

Absence management and presenteeism: the pressures on employees to attend work and the impact of attendance on performance

Absenteeism is an issue that has grown in importance over the past few years; however, little has been done to explore the impact of presenteeism on individual and organisational performance and well-being. This article is based on interviews collected in nine case study organisations in the UK. Two sector organisations (one private and one public) were studied to examine absence management and a conceptual model of presenteeism, with further illustration provided using data from the other seven case studies. This enabled a pattern of presenteeism to emerge, along with the contextual and individual factors which impact on it. In addition to previous research, we found that presenteeism is a complex ‘problem’ and that it is not a single one-dimensional construct, but is continually being shaped by individual and organisational factors. In addition, we found that performance and well-being are more closely related to the organisational reaction to presenteeism and absenteeism, rather than the act itself.