Team autonomy,organizational commitment and company performance – a study in the retail trade

The study focuses on the relationship between perceived team autonomy and company performance through highlighting organizational commitment as a mediating factor in this relationship. Data collected in 2007 came from 25 small-sized companies in the retail trade, covering both the employer and employee levels (n = 369). This study aims to shed light on the following questions: first, is team autonomy associated with organizational commitment and company performance? Second, does commitment mediate the relationship between team autonomy and company performance? Results indicated that team autonomy was both directly and indirectly positively associated with company performance. Furthermore, organizational commitment partially mediated the relationship between team autonomy and company performance. Theoretical and practical implications of these findings are discussed.     

Evaluating the multi-dimensional view of employee commitment: a comparative UK–Chinese study

This study evaluates the contribution of the multiple constituencies of commitment framework to the explanation of work attitudes and behaviours among samples of manufacturing workers in the United Kingdom (UK) and the People's Republic of China (PRC). Our findings suggest that the organization, the supervisor, co-workers and the union were seen by respondents as separate commitment foci. Consistent with the ‘compatibility hypothesis’, the relationship between commitment and outcome was stronger where the constituency focus was matched. However, the ‘cultural hypothesis’, on the greater salience of person- or group-based commitments in the PRC context, was generally not accepted. The findings are discussed in the light of the comparative cultural and industrial relations contexts of the two countries.     

Are we all on the same page? A qualitative study of the facilitation challenges associated with the implementation of deliberative priority-setting

Collaborative governance has given rise to decision-making methodologies promoting democracy, inclusivity and transparency. This is exemplified by deliberative priority-setting (DPS) that blends cost-effectiveness analysis with stakeholder deliberation. Little is known however, about the facilitation challenges when ‘technical’ and ‘social’ elements are combined in a methodology. This paper investigates the facilitation challenges of implementing a DPS project within the English National Health Service (NHS). Our study examines the relationship between facilitation and the effectiveness of DPS processes, highlighting the importance of knowledge management as facilitators seek to translate technical information, to enhance the deliberative experience and promote legitimate decisions.     

The impact of organizational and leader–member support on expatriate commitment

Using data from expatriates at MNC subsidiaries in China, this paper investigates the relationships between parent company and local subsidiary perceived organizational support (POS), leader–member exchange (LMX) and affective commitment of expatriates. The study examines the moderating effect of LMX in the relationships between both parent company and local subsidiary POS and affective commitment. Results support the relationships between both parent company and local subsidiary POS, LMX and the expatriate affective commitment, and the moderating effect of LMX in the relationships between parent company POS and affective commitment.     

Leader–member exchange as a moderator of the relationship between employee–organization exchange and affective commitment

While there is some evidence on the outcomes of employee–organization exchange relationships and leader–member exchange (LMX) relationships, less is known about their combined role as predictors of employee outcomes. Relying on a recent conceptualization of social leader–member exchange (SLMX) and economic leader–member exchange (ELMX) as two separate dimensions of LMX, the present study explored whether SLMX and ELMX moderate the associations between organizational social and economic exchange and affective commitment. The main finding was that the association between organizational economic exchange and affective commitment is attenuated by SLMX. In addition, a positive association between intrinsic motivation and affective commitment was also unveiled, suggesting that affective commitment is not only determined by the prosocial motivation emanating from social exchange relationships, but also from the intrinsic motivation inherent in the work itself.     

The relationship between employee performance management and civil servants’ turnover intentions: a test of the mediating roles of system satisfaction and affective commitment

In search of maximizing efficiency, public organizations found solace in the adoption of employee performance management (EPM) systems. While research supports that managing employees’ performance has favourable outcomes, it is still unclear why and under which conditions. Moreover, EPM systems might even create additional pressures and therefore increase turnover intentions and undermine public organization’s quest to maximize efficiency. We argue that when EPM systems are carried out consistently (i.e. internal consistency) and when they link civil servants’ individual goals to the organization’s strategic goals (i.e. vertical alignment), civil servants will be less likely to leave the organization. Hierarchical linear regression analysis shows that internal consistency relates to increased satisfaction with the EPM system and affective commitment to the organization. Vertical alignment relates to lower levels of turnover intentions. This relationship was mediated by EPM system satisfaction and affective commitment. These findings that contribute to our understanding of EPM systems can lead to favourable outcomes.     

Profit‐sharing plans and affective commitment: Does the context matter?

This article analyzes the relationship between profit‐sharing plans (PSP) and affective commitment and how it is affected by the context of the PSP application. Overall, there is a positive relationship between profit sharing and commitment that is strongest in very small firms. The efficacy of a PSP in improving employees' affective commitment appears to be greatest in firms with low job‐related employee participation. Its application in workplaces where employees enjoy high levels of participation appears to have little impact and may even result in slight declines in affective commitment. © 2009 Wiley Periodicals, Inc.     

Too big or too small? A synthetic view of the commitment problem of interregional transfers

There is a growing body of literature on the commitment problem of interregional transfers. The problem occurs because of an ex post bailout by a central government leading to ex ante adverse incentive consequences for a local government. However, different models have yielded different economic consequences. The local government may be too large, overspending and/or overborrowing, or it may be too small, raising less of its own revenue. In the presence of interregional spillovers, the equilibrium may yield a Pareto-efficient outcome. The present paper aims to synthesize these models, developing a simple decentralized leadership model. A critical question concerns what decision is made ex ante by the local government—namely public expenditure or tax collection—with the remaining policy instrument being residual adjusted by ex post transfers. We discuss how different scenarios affect the equilibrium outcome.     

Following the leaders? A study of co-movement and volatility spillover in BRICS currencies

The paper investigates return co-movement and volatility spillover among the currencies of Brazil, Russia, India, China, and South Africa (the BRICS member countries) and four major developed countries from April 2006 to October 2019. Using Bloomberg daily data on exchange rates, the study employs a flexible multivariate generalized autoregressive conditional heteroskedasticity (MGARCH)–dynamic conditional correlation (DCC) model and a vector autoregressive (VAR)–based spillover index, as the empirical strategy. Along with evidence of exchange rate volatility in BRICS currencies, among which the Russian ruble and the Chinese yuan are explosive, the econometric estimation results show the presence of significant return co-movement and volatility spillover among the foreign exchange markets across different countries. The currency markets in developed countries, as leaders, are found to transmit volatility mostly to BRICS currency markets, which are net receivers. The degree of spillover, however, varies across countries, with Brazil and Russia passing on volatility to the developed countries whereas India, China, and South Africa receive volatility from their developed counterparts.     

Bridging “quality” and “quantity” in the study of criminal action

This article summarises the main findings of a study on the narrative construction of deviant actions which focused both on the contents and the structures of the narrative accounts provided by criminals. The research was conducted by collecting narrative interviews. These involved 34 individuals detained in two penal institutions in Rome. These accounts are typically constructed in a non-investigative context. Their exploration is mainly qualitative, but our aim here concern the quantitative sight of qualitative data and viceversa. The project was focused to find if there are any differences in the narrative accounts provided by different offenders, classified according to the type of crime they committed and their experience in the area of deviance. All interviews were analysed using a qualitative data analysis software and taking the “Evaluation model” as a reference. Participants were divided into three groups according to their criminal experience and into four groups according to the crime they committed. The results show that there are important differences in the way a crime is reconstructed by offenders with different criminal history. The paper also proposes solutions and innovative strategies to deal with quantification and qualitative data.     

The moderating effects of traditionality–modernity on the effects of internal labor market beliefs on employee affective commitment and their turnover intention

This study addresses a possible moderating effect of cultural values on the relationship between employee beliefs in human resource management (HRM) practices and employee outcomes. Although employee belief regarding internal labor market (ILM) operation within their firms could be positively related to employee commitment and negatively related to their turnover intention, employee cultural values may act as a contextual variable that strengthens or weakens such relationships. We test the moderating effects of two cultural values, traditionality and modernity in the context of Kenya where the blend of these cultural values is an emerging reality, given the rapid pace of urbanization in recent years coupled with effects of globalization and the digital era. Our study indeed found support for the moderating effects of these cultural values. The association between ILM beliefs and employee affective commitment was found to be greater for employees with more traditional values. In contrast, the relationship was weaker for employees with more modern cultural values. These moderating patterns were also found in the relationship between ILM beliefs and turnover intention. Implications for management research, theory, and practice are discussed.     

I pledge thee my troth … contingently: commitment and the contingent work relationship

This paper examines work commitment outside of traditional and ongoing employer–employee relationships. In particular, attention is given to the commitment-related implications associated with the growth of various forms of “contingent” employment contracts. Of specific theoretical and practical concern is the applicability, overlap, and/or relative importance of various commitment foci (e.g., organization, job, occupation, and employment) for workers employed in both traditional arrangements and three illustrative forms of contingent employment. Implications for commitment theory, human resource management practices, and future research needs are discussed.     

On statistical approaches to the study of the “Law of Initial Values”

This paper is concerned with the well-known Law of Initial Values (Wilder, 1931, 1967). First, possible causes of this phenomenon of initial value dependence are discussed. The limitations of a structural relationships based method for testing its effect in empirical data sets in social and behavioral science research are next discussed. Within the popular structural equation modeling methodology, a multiple-indicator model is then focused on, which allows studying the Law of Initial Values. The described approach is illustrated using data from a cognitive intervention study (Baltes, Dittmann-Kohli & Kliegl, 1986).     

Cultural boundaries of self-justification and prospect theories in escalation of commitment: a US–Mexico comparison

The interplay among managers' cultural origin (i.e. Mexican vs. the USA), decision context and framing was investigated to test the cultural boundaries of self-justification and prospect theories in escalation of commitment. An experimental design indicated that, although a negative decision frame had a greater impact on escalation of commitment among Mexican managers, a positive frame had a greater impact on escalation of commitment among American managers. Moreover, a pattern indicating that framing had an opposite effect in each country emerged when the decision context was negative. Specifically, when the incoming information is positive, US decision-makers escalate their commitment to a failing course of action, whereas it is negative incoming information that leads to escalation for Mexican decision-makers.     

Can we improve the perceived quality of economic forecasts?

A number of topics are discussed concerning how economic forecasts can be improved in quality or at least in presentation. These include the following: using 50% uncertainty intervals rather than 95%; noting that even though forecasters use many different techniques, they are all occasionally incorrect in the same direction; that there is a tendency to underestimate changes; that some expectations and recently available data are used insufficiently; lagged forecasts errors can help compensate for structural breaks; series that are more forecastable could be emphasized and that present methods of evaluating forecasts do not capture the useful properties of some methods compared to alternatives.     

The role of affective commitment and political skill in the work interfering with family (WIF) conflict – voluntary turnover relationship

The present study explores how political skill affects an employee’s coping behavior in response to Work Interfering with Family (WIF) conflict. Applying Conservation of Resource theory, we argue that politically skilled individuals are more cognizant of the social embeddedness of WIF, and because of cross-domain resource (e.g. time, attention, energy) depletion, lack the resources to cope with its effects. As such, they leverage their political skill to more effectively turnover from the organization than less politically skilled individuals by detaching their identity and lowering their affective commitment to their organization. We tested the hypotheses using a sample of 181 individuals from a retail firm, and results support the hypothesized model. First, a test of indirect effects confirmed that affective commitment partially mediated the link between WIF and voluntary turnover (measured six months later). Second, a moderated-mediation test revealed, as hypothesized, that affective commitment only functioned as a mediator for individual with high levels of political skill. Implications for practice and directions for future research are discussed.     

In Search of the Impactful and the Interesting: Swings of the Pendulum?

In this article we reflect on our time as editors of JMS during the period 2003–09. First we describe the context as we saw it on assuming editorship of the Journal and the actions that we took to improve the quality of scholarship published in the journal in order to set JMS on the trajectory to become a world‐leading Journal. We articulate our view of what quality means in this context and observe that we eschewed the USA–Europe divide. Rather, to be publishable, all papers had to meet the highest standards relative to their epistemological assumptions. Finally, we address two important challenges facing the Journal, and indeed management research in general, and consider what they mean for the future of JMS, notably in relation to open access publishing and to provide greater practical relevance. We conclude that the latter represents a swing of the pendulum towards the kinds of papers published in the early years of JMS but that recent developments in JMS provide new conceptual frameworks and empirical methods that contribute to enhanced insights for practice.     

Measuring the Returns to Networking and the Accumulation of Social Capital: Any Evidence of Bonding,Bridging, or Linking?

This article presents analyses of individual investment in social capital using both the British Household Panel Survey (BHPS) and the UK Time Use Survey (2000) (UKTUS). We suggest a general theoretical framework that could possibly explain individual investment in various forms of social networking. Measures of social capital are then constructed in an attempt to capture the extent of individual investment in bonding, bridging, and linking networks. These measures, together with other socioeconomic indicators, are used as explanatory factors in wage equations, estimated using ordered probit, OLS, and instrumental variable approaches. We are unable to identify any consistent returns from investment in bonding and bridging networks. In contrast, the evidence suggests that any returns to investment in the development of linking social capital simply derive from the positive signals that group membership may transmit to potential employers. Our results underline the contrast between studies that consider social capital as an attribute of communities, as opposed to individuals, in that we find a negative return to social activity at the level of the individual.