Workaholism versus work engagement and job crafting: What is the role of self‐management strategies?

Job crafting refers to the proactive actions employees take to redesign their jobs in order to get a better fit with their competencies, expectations, and wishes. So far, little is known about job crafting's underlying mechanisms. In this study, we examine how two different states of affective well‐being (workaholism and work engagement) relate to job crafting 3 months later and how these well‐being states steer different self‐management behaviours, which ultimately lead to job crafting. Structural equation modelling on a heterogeneous sample (N = 287) revealed that work engagement and workaholism both relate to expansive job crafting through different self‐management strategies. Work engagement relates to challenge and resource seeking via self‐goal setting and self‐observation strategies, whereas workaholism associates with challenge and resource seeking only through self‐goal setting. In addition, the results show a strong relationship between workaholism and self‐punishment. Altogether, the findings suggest that self‐management strategies can function as an explanatory mechanism for different job crafting behaviours.     

The decision to moonlight: does second job holding by the self‐employed and employed differ?

This article considers drivers of second job holding among the self‐employed in comparison with the employed. Econometric analysis of panel data explores whether the self‐employed are more or less likely to take on a second job when already running their own business than their employed counterparts. The findings contribute to the literature through identification of a need‐based variable—difficulty in meeting housing costs—as a key driver of movements from self‐employment to hybrid entrepreneurship. Findings, further, identify different patterns of second job holding by gender, particularly among self‐employed individuals.     

Can central banks run out of ammunition? The role of the money‐equities‐interaction channel in monetary policy

Many authorities claim that central banks ‘have run out of ammunition’, either because the central bank rate has dropped close to the zero lower bound or because of Keynes's liquidity trap. I argue first, that indefinitely large increases in the quantity of money remain possible even with the central bank rate close to zero, and, second, that increases in the quantity of money raise all asset prices, including the prices of quoted equities, not just bond prices. Bonds are an unimportant asset class in modern capitalist economies, relative to corporate equity and real estate. Meanwhile increases in equity prices always boost aggregate demand and output.     

What threatens retail employees' thriving at work under leader‐member exchange? The role of store spatial crowding and team negative affective tone

Thriving at work is a positive psychological state that captures employees' joint experience of learning and vitality. Building on the socially embedded model of thriving , we first propose the positive relationship between leader‐member exchange (LMX) and retail employees' thriving at work. We then explore store spatial crowding as a contextual constraint on this relationship. To better reveal this contextual impact, we further contend that team negative affective tone mediates the cross‐level moderating effect of store spatial crowding on the LMX–thriving linkage. Using two‐wave survey data collected from retail employees and their store managers across 89 stores of a grocery retail chain, we found empirical evidence on our multilevel‐mediated moderation model. This study highlights the importance of considering wider contextual features as boundary conditions to thriving. Our results suggest theoretical modifications to the existing thriving model and offer implications on the practical interventions that retailing organizations can take to develop a thriving workforce.     

Publish or peer-rich? The role of skills and networks in hiring economics professors

This paper analyzes the determinants of success at the concours d'agrégation en sciences économiques. This is a centralized hiring procedure through which professors of economics are selected in France. Using detailed data from all concours held between 1984 and 2003, we focus on the role of the candidates' publication records (number and quality of articles) and networks (defined as professional links between candidates and the jury members who take the recruitment decisions). Both sets of variables have statistically significant effects on the likelihood of getting hired. The effect of network connections is important in the sense that a substantial improvement of the publication record is needed to compensate for not being linked to the jury.     

Use or nonuse? The role of possessed power and realized power on innovation

Power is a central element and salient research topic within supply chain management, and it is also regarded as a key attribute influencing innovation in the supply chain. However, there are still disputes about the consequences of power and whether it should be used. Given this, we examine the relationship between power and innovation, and attempt to explore how to use power to improve innovation performance. In order to better understand power and its influence, we distinguish between possessed and realized power. Using the panel data collected in the Chinese high-technology companies (2014–2018) and controlling for contingencies, we found that there are positive relationships between possessed power and exploitation, exploration, especially the collaborative innovation of them, and these relationships are negatively moderated by financial slack. Surprisingly, we find inverted U-shaped relationships between realized power and exploitative, explorative and collaborative innovation. That is, the excessive use of power begins to show diminishing innovation returns. These findings offer new insights into power and its use in supply chain relationships by distinguishing possessed and realized power, and enrich the literature on supply chain management and innovation.     

The emergence of a new industrial relations actor—the role of the citizens’ Advice Bureaux?

How do employees seek representation and how is workplace conflict resolved in the absence of trade unions? This article contributes to this debate by suggesting that employees are seeking advice and representation outside the traditional labour movement and from voluntary organisations such as the Cititzens’ Advice Bureaux (CABx).     

The reform of Joint Labour Committees—the re‐commodification of labour?

The reform of Joint Labour Committees in Ireland is analysed as a victory for neoliberalism within the shell of pluralist traditions in industrial relations: a floor of rights is transformed into an ‘iron ceiling’; worker voice is drastically reduced; reform is consistent with the re‐commodification of labour within the EU.     

Standardization of Network Technologies: Market Processes or the Result of Inter‐Firm Co‐operation?

As recent studies on the evolution of a technology indicate, the role of a standard, or dominant design, is highly significant in a number of contemporary industries such as computer, telecommunications and consumer electronics. Following Katz' and Shapiro's pioneering works (1985), our paper rationally evaluates the concepts and results developed over the past ten years in this field. It is grounded on a typology of two types of models: the first is based on users' anticipatory behaviour, and the second, on the collaborative behaviour of existing firms. The article initially discusses the specificity of network technologies, then analyses market standardisation models, and finally, studies the different actors models. Our conclusion builds upon existing works in network technologies. We next propose a research agenda     

What if the supervisor has a different gender? The roles of value fit,identification, and beliefs in gender equality

In the past decades, the number of female employees and managers has strongly increased in most developed countries. This demographic development emphasizes the importance to investigate gender dissimilarity between employees and their supervisor and how it can be managed to elicit beneficial gender dissimilarity effects on employees’ attitudes and interpersonal interactions. Past gender dissimilarity research often assumes women and men to have different values. Due to these value differences, women and men should be less satisfied with a supervisor who has a different gender. However, past research reported inconsistent gender dissimilarity effects on employees’ satisfaction and other work-related satisfaction variables. To clarify gender dissimilarity effects on employees’ satisfaction with their supervisor, we analyze the moderating role of an employee’s beliefs in gender equality. We further draw on social identity theory and investigate value fit with the supervisor and identification with the supervisor as underlying mechanisms of gender dissimilarity effects. To test our research model, we conducted a three-wave survey study with 463 employees. Value fit and identification with the supervisor mediated the relationship between gender dissimilarity and employees’ satisfaction with supervisor. This indirect relationship was only significant for employees with low beliefs in gender equality. This means high beliefs in gender equality can offset dysfunctional gender dissimilarity effects.     

The more funding the better? The moderating role of knowledge stock on the effects of different government-funded research projects on firm innovation in Chinese cultural and creative industries

Based on prior research, this study attempts to examine how effectively government-funded research projects (GFPs) can facilitate firm innovation in the cultural and creative industry (CCI), as well as the internal organizational contingency associated with the effects of GFPs. Specifically, this paper differentiates two types of GFP -- central-government-funded projects (CGFPs) and local-government-funded research projects (LGFPs) -- and explore how effectively the two types of GFP affect two types of firm innovation, i.e., radical innovation and incremental innovation. Based on an empirical study of the panel data of Chinese innovative firms related to the CCI, this paper finds that CGFPs have an inverted U-shaped effect on both firms’ radical innovation and incremental innovation in the CCI, while LGFPs have an inverted U-shaped effect on firms’ incremental innovation, but they have no significant effects on firms’ radical innovation. The effects of both CGFPs and LGFPs are moderated by firms’ knowledge stock.     

Between consultation and collective bargaining? The changing role of non‐union employee representatives: a case study from the finance sector

This article reviews the roles and activities of non‐union employee representatives (NERs) acting as forum officers in a large Internet finance company. Currently there is little academic coverage concerning NERs in this sector, including their contributions to employment relations, their motivations and orientations towards representative role and activities, or relations with management and fellow employees. An important precondition to answering one of the main questions asked of NERs is whether such representation constitutes the foundation of some nascent trade unionism, or whether by acting as forum representatives, they are positioning themselves to support management agendas and outlook? The range of data from this article's longitudinal case study, indicating time usage including individual and collective representation, suggests that NERs allegiances and roles remain ambiguous, existing as they do in the intersection between consultation and collective bargaining. An important factor may be their capacity for independent action and independence from senior management.     

The role of lending-relationship banks in the underwriting of seasoned equity offerings: Conflict of interest or certification?

Sections 20 and 32 of the 1933 Glass–Steagall Act address a potential conflict of interest by banning commercial banks from the market for corporate securities underwriting. This restriction was officially rescinded in 1999 by the Gramm–Leach–Bliley Financial Modernization Act. In turn, this development has piqued the interest of scholars and renewed the debate on the role that commercial banks play, as well as the consequences of this role in equity offerings, which may either result in conflict of interest or certification. In this study, we comprehensively examine whether conflict of interest or certification more accurately characterizes the underwriting of seasoned equity offerings (SEOs) by lending-relationship banks. Overall, the results suggest that the presence of lending-relationship banks lowers the gross spreads and underpricing of SEOs. Furthermore, our evidence shows that SEOs led by lending-relationship banks exhibit better long-run performance than other SEOs, which supports the certification hypothesis.     

Does the configuration of macro‐ and micro‐institutional environments affect the effectiveness of green supply chain integration?

Despite the importance of the general environment in affecting the effectiveness of green supply chain integration (GSCI), our understanding of the roles of different configurations of macro‐ and micro‐institutional environments remains limited. Based on institutional theory and resource mobilization theory, this study examined the moderating effects of the configurations of macro‐ and micro‐institutional environments on the GSCI performance link employing both a configuration and a contingency perspective. Our findings from a longitudinal survey of 206 Chinese manufacturing firms provide empirical evidence for the coexistence and nature of macro‐ and micro‐institutional environments and their moderating effect on the GSCI performance link. Specifically, the results revealed that Chinese manufacturers can be clustered into three groups with different macro‐ and micro‐institutional environments (i.e., cognizant, sensible, and conscious manufacturers). Furthermore, the configuration of macro‐ and micro‐institutional environments moderates the effect of green supplier integration on social performance, as well as the effects of green customer integration on financial, environmental, and social performance. This study contributes to both the GSCI literature and practices.     

External transparency or internal capture? The role of third‐party statements in adding value to corporate environmental reports11

The paper seeks to evaluate the extent to which verification statements appearing in published corporate environmental reports promote organizational transparency and the empowerment of external parties. To this end, a detailed content analysis was performed on such statements appearing in reports short‐listed for the Association of Chartered Certified Accountants Environmental Reporting Awards for the first seven years of the scheme since its inception in 1991/92. Key issues focused upon included those of verifier independence, degree of rigour applied to verification work, whether the performance dimension is meaningfully addressed in verification statements and the extent to which such statements may be considered to ‘add value’ for external constituencies. Our analysis of the basic characteristics of these ‘leading edge’ statements raises fundamental questions concerning the independence of verification. There is much evidence of auditee control over the process, with an overriding emphasis on the environmental management systems at the expense of commentary on performance‐based ‘first order’ audit. The disturbing conclusion revealed is that current verification practice exhibits a ‘managerial turn’ rather than representing corporate commitment to external transparency and accountability. Copyright © 2000 John Wiley & Sons, Ltd and ERP Environment     

Myth or reality? Assessing the moderating role of CEO compensation on the momentum of innovation in R&D

This study researches the influences of CEO compensation on firm behavior to examine the interactive relationship between the behavioral momentum of innovation in R&D and CEO compensation. The models presented in this study are based on evolutionary, institutional, and agency theories to test hypotheses using data from 107 companies in the high-technology sectors in the United States. The results indicate that the pre-succession innovative behavior of these high-technology firms on R&D can positively affect these firms' post-succession innovative behavior towards R&D. That is, positive momentum in R&D innovation prevails in a firm across a change of the CEO. However, for the role of CEO compensation, short- and long-term compensation does not positively moderate this behavioral momentum in R&D. Hence, the moderating impact of short- and long-term CEO compensation to enhance the momentum of innovation in R&D can be romanticized. These findings provide boards of directors with evidence as to how a CEO succession matters to a firm's behavioral momentum in R&D, and whether CEO compensation can be strategized to change a firm's innovation and momentous behavior.     

The Economic Impact and Civic Pride Effects of Sports Teams and Mega‐Events: Do The Public and the Professionals Agree?

Often sports leagues, organising committees, and team owners justify the use of public funds to build sports stadiums by the perceived economic impacts and civic pride generated by the teams or mega‐events. Since the 1980s many economic studies have examined the economic impact and civic pride created by professional sports teams. Most of the economic literature finds sports teams or mega‐events have little or no economic impact, but there are mixed findings on the magnitude of civic pride. Overall, most of the economic literature suggests that the benefits created by sports teams or events do not outweigh the cost of public subsidies provided. We conduct a survey of public opinion on US residents’ perceptions of economic impacts and civic pride benefits from mega‐events such as the Super Bowl and the Winter Olympics. Our study asks the question: Do residents believe that mega‐events and sports teams generate positive economic impacts and civic pride or not? We find that, like economists, the public doubts that public funding of mega‐events is a good idea.     

Friend or foe? The impact of high‐performance work practices on workplace bullying

The aim of this paper is to examine the relationship between high‐performance work practices (HPWPs) and workplace bullying and identify possible mediators. The study presents hypotheses based on two competing perspectives: a mutual gains perspective, arguing that HPWPs lead to higher perceptions of justice and less role conflict, thereby reducing the risk of bullying; and, a critical perspective, arguing that HPWPs lead to work intensification and competition among colleagues, and thereby to more bullying. A two‐wave survey (n = 209) was conducted among business professionals in Finland. The results show that HPWPs are associated with less bullying, and justice and role conflict mediated the relationship. Thus, the results provide support for the mutual gains perspective on HPWPs, challenging prevailing assumptions in the bullying literature that suggest performance‐enhancing HR practices are a risk factor. Instead, the results point to the significance of HPWPs as an important tool to prevent bullying.     

Falsified or Substandard? Assessing Price and Non‐price Signals of Drug Quality

Pharmaceutical products can be of poor quality either because they contain zero correct active ingredient (referred to as “falsified”) or because they contain a nonzero but incorrect amount of the right active ingredient (referred to as “substandard”). Although both types of poor‐quality drugs can be dangerous, they differ in health consequence, price, and potential policy remedies. Assessing basic quality of 1437 samples of Ciprofloxacin from 18 low‐to‐middle‐ income countries, we aim to understand how price and nonprice signals can help distinguish between falsified, substandard, and passing drugs. Following the Global Pharma Health Fund e.V. Minilab® protocol, we find 9.88% of samples have less than 80% of the correct active ingredient and 41.5% of these failures are falsified. Falsified and substandard drugs tend to differ in two observable attributes: first, falsified drugs are more likely to mimic drugs registered with local drug safety regulators. Second, after controlling for other factors, substandard drugs are on average cheaper than passing generics in the same city but the price of falsified drugs is not significantly different from that of passing drugs on average. These data patterns suggest that careful consumers may have information to suspect a drug is substandard before purchase but substandard drugs can still exist to cater to poor and less‐educated population. In contrast, falsified drugs will be more difficult for consumers to identify ex ante because they appear similar to high‐quality, locally registered products in both price and packaging.     

Why does formal mentoring matter? The mediating role of psychological safety and the moderating role of power distance orientation in the Chinese context

Formal mentoring programs continue to gain popularity within various organizations due to their positive impact on protégés' career successes. However, to date, relevant research has focused on the benefits of informal mentoring relationships. To narrow the literature gap, this study was conducted to examine whether, how and when the amount of formal mentoring provided by mentors influenced protégés' work attitudes. Based on 208 formal mentor–protégé dyads from the People's Republic of China, we found that the amount of formal mentoring provided by mentors related positively to protégés' affective commitment and related negatively to turnover intention. Furthermore, perceived psychological safety of protégés partially mediated the relationship between the amount of formal mentoring and affective commitment, whereas it completely mediated the relationship between the amount of formal mentoring and turnover intention. Finally, protégés' power distance orientation moderated the relationship between the amount of formal mentoring and perceived psychological safety. Additionally, implications for research and practice from our findings are discussed.