Academics' organizational characteristics and the generation of successful business ideas

This paper deals with the generation of Business Ideas (BI) by academics. It investigates organizational factors affecting the process through which new ventures are established by academics and are likely to affect their performance. The BI Market Attractiveness and the BI Articulation are addressed as two characteristics of academic spin-off companies which are likely to lead to their success. Two research hypotheses are formulated: (a) that the BI Market Attractiveness at the time of establishment of the new venture is positively influenced by the market orientation of the academic founders, and by their frequency of interaction with external agents; (b) that the BI Articulation at the time of establishment of the new venture is positively affected by the articulation of roles, and by the degree of prior joint experience of the academic founders. We test our hypotheses on a sample of 42 Italian academic start-ups. Implications for both universities and academic entrepreneurs are discussed.     

团队内冲突对团队决策质量和满意度影响的实证研究

Conflict is a pivotal variable influencing team decision performance. This article reviewed literature on intragroup conflict and studied how different types of conflicts affect perceived team decision quality and satisfaction. We conducted a survey on 156 managers and found that the task-relationship conflict dimensions are also valid in the Chinese context. We also found that both task conflict and relationship conflict are negatively related to team members’ decision satisfaction. Relationship conflict acts as a mediator between task conflict and decision satisfaction. __________ Translated from Guanli pinglun 管理评论 (Management Review), 2007, 19(7): 10–15     

Channel member conflict and performance: a proposed model and research agenda

Empirical research to date has failed to uncover the most appropriate model specification of the functional relationship between conflict and performance in marketing channels. This paper reviews the literature on conflict, performance, and their relationships (theoretical and empirical). A modified model of the conflict-performance assumption is proposed which offers insights and premises for future testing. The conclusions include recommendations for future research in this area.     

The Ukraine/Russia conflict: Geopolitical and international business strategies

The Ukraine and Russian conflict is one of the most pressing current global business issues. It has become a political and social issue that is influencing business practices around the world. While the topic is popular in the mainstream business press, there has been relatively little academic work on the topic. To address this gap, this article discusses the impact of the conflict on international business in terms of the perception by society about Ukrainian or Russian business activities. This means highlighting how a conflict can involve direct military intervention but also social interaction. This article reveals that there are many effects on global business stemming from the Ukraine–Russian conflict many of which are currently known, but others will be known in the future. Managerial implications are stated in the article that highlights the cultural and social impact of the crisis as well as future research suggestions for international business researchers that stress the importance of the conflict.     

企业国际化经营中的跨文化冲突与管理

随着改革开放的不断深入,我国企业也在迅速成长,越来越多的企业参与跨国经营和投资.企业由国内企业变成国际企业,国内经营变成跨国经营,角色和环境的变化给这些企业带来了新的难题--跨文化冲突和管理.本文从文化层面谈谈企业国际化经营中商务礼仪的重要作用与实施,以支持我国企业塑造良好国际交往形象和增强竞争实力.     

Better marketing to developing countries: Why and how

Managers have long understood the rationale for investing in new products. Now, however, they face an even more compelling need: to invest in targeting new markets, specifically those in less developed countries (LDCs). The argument presented in this article, for initiating or increasing marketing efforts in these nations, makes two related points. First, a healthy world economy requires consumers in developing nations—particularly China—to spend more, because trade imbalances between the United States and LDCs cannot be sustained. Second, in order to foster consumption in LDCs and to profit from it, marketing expertise in the developed world must refocus. Success will require devising, promoting, and distributing products that will overcome economic constraints in some markets, and in others will overcome an understandable reluctance to spend rather than save. We suggest that lessons may be gleaned from examples regarding recent efforts targeting LDCs by a pharmaceutical company (Pfizer) and a food supplement marketer (Procter & Gamble), as well as efforts pioneered in less developed countries themselves (including low-cost private schools and $2,500 automobiles).     

The non-oil developing countries and OPEC: Coalition or conflict?

For a time in the mid-1970s, “Third World solidarity” was at its zenith and the prospect of a new international economic order appeared to be within reach. But by the Cancun Summit in 1981 the schism between the oil exporting developing countries and the non-oil exporting developing countries had become apparent. What are the determinants of relationships between these two groups of countries? What are the prospects for the second half of the 1980s?     

伪忠诚:营销陷阱辨析

<正>在当今市场上,消费者变得越来越难以琢磨了。由于市场上的产品非常丰富,同类产品之间趋于同质,消费者选购商品时越来越挑剔,稍有不满意就会转向购买企业竞争对手的产品。为了留住顾客,一些企业开始实施顾客忠诚计划。但是,许多企业误把"伪忠诚"当成     

The teaching of business ethics: A survey of AACSB member schools

This report presents the findings of a survey of business ethics education undertaken in the Fall of 1988. The respondents were the deans of colleges and universities associated with the AACSB.Ethics, as a curriculum topic, received significant coverage at over 90 percent of the institutions, with 53 percent indicating interest in increasing coverage of the subject. The tabulations of this survey may prove useful to schools seeking to compare or develop their emphases in business ethics. Lyle F. Schoenfeldt is currently the Ernest and Dorothy Niederer Professor of Business Administration. His principal research is in the area of management talent, and as a result is Director of the CBA Fellows Program, a management identification and development effort. He has published numberous research articles and is a coauthor of Human Resource Management (Houghton Mifflin, 1990). He currently serves on the editorial boards of several journals.Don M. McDonald is currently a Ph.D. student concentrating on human resources and labor relations. Stuart A. Youngblood's current research interests focus on unjust dismissal disputes, turnover and absenteeism, and the determinants of ethical decision-making. He has published numerous research articles and is a coauthor of Effective Personnel Management (West Publishing Co., 1989) with R. Schuler and N. Beutell. He currently serves on the Editorial Boards of Academy of Management Journal and Journal of Management.     

Legitimacy of team rewards: Analyzing legitimacy as a condition for the effectiveness of team incentive designs

This article illustrates how the legitimacy of pay and evaluation processes in teams affect the effectiveness of team-based incentive designs in organizational work teams. We present a theoretical model of the development of legitimacy in team-based incentive designs and propose that the development of legitimacy for both pay dispersion in teams (i.e., difference in allocations of incentives among team members) and for the use of interdependent evaluations of performance promote team effectiveness. Our model introduces a new perspective to theorize about the conditions under which team rewards are an effective incentive design.     

Getting along long distance: understanding conflict in a multinational team through network analysis

Multinational companies (MNCs) create international teams to pool global talent and meet organizational goals. But the many differences among team members are fertile ground for conflict. While traditional conflict management techniques gather all team members together to resolve or minimize conflicts, geographic dispersion greatly increases the time, money, and disruption to daily workflow activities necessary to bring multinational teams together. We use a social network perspective to identify and prioritize conflicts to increase team effectiveness, allowing management to focus on the most critical conflicts first. Further, we show that the most critical conflict might not be between headquarters and country subsidiaries, but between two country subsidiaries.     

Co-producing with consumers: how varying levels of control and co-production impact affect

As companies continue to utilize co-production (customer participation in product or service creation) strategies with consumers, academic researchers have expanded their study on issues related to co-production. However, research has been scant on the issue of control in such situations. The underlying belief in increasing customer participation and involvement is it increases customers’ perceived control, thereby enhancing their experience and outcomes; this belief creates the necessity for further examination of control in co-production environments. This study examines consumers’ affective responses to differing levels of three types of control (cognitive, behavioral, and decisional) in low and high co-production conditions. Using two experimental contexts and one survey study, the results show increasing cognitive control will increase affect when co-production is low. Behavioral control can negatively or positively influence affect depending on specific situational contexts and perceptions of customization in low co-production conditions. Lastly, decisional control is found to be an important positive contributor to affect regardless of co-production level. Theoretical and practical implications are discussed.     

Team deep-level diversity,relationship conflict,and team members' affective reactions: A cross-level investigation

Drawing from recent advances in the study of deep-level diversity in work teams and the similarity–attraction paradigm, this study examines the ways in which diversity in personality characteristics and preference for teamwork among team members influences the relationship between relationship conflict and subsequent team member affective reactions. Using a longitudinal, multilevel sample of 53 teams (260 respondents), results reveal that similarity or homogeneity in agreeableness, conscientiousness, and emotional stability weakens the negative influence of relationship conflict on team member affective reactions, while heterogeneity in extraversion and preference for teamwork also weakens these relationships. A discussion of theoretical and practical implications follows.     

Exploring how and when ethical conflict impairs employee organizational commitment: A stress perspective investigation

Previous studies demonstrate the detrimental effect of ethical conflict (i.e., incompatibility between ethical values of employees and organizations) on employee organizational commitment. However, few studies have assessed the underlying mechanisms and boundary conditions that may contribute to a deeper understanding of how and when the detrimental effect manifests. Drawing on the transactional model of stress and literature on the moral self, our study examines the psychological strain as a key intermediate mechanism that channels the negative relationship between the ethical conflict and organizational commitment. Furthermore, we posit that employees with different levels of moral identity and moral efficacy may suffer differently from ethical conflict. We tested our research model with two-wave lagged data obtained from 265 healthcare employees and found that the indirect, negative effect of ethical conflict on organizational commitment via psychological strain is strongest among employees with high moral identity and low moral efficacy. Interestingly, results show that employees with low moral identity and high moral efficacy do not suffer from ethical conflict. These findings suggest that ethical conflict is differentially harmful to employees and that a more nuanced understanding of its contingent effects is needed.     

Trade intensity and business cycle synchronization: Are developing countries any different?

Trade intensity increases the business cycle co-movement among industrial countries. Using annual information for 147 countries for the period 1960-99 we find that the impact of trade intensity on business cycle correlation among developing countries is positive and significant, but substantially smaller than that among industrial countries. Our findings suggest that differences in the responsiveness of cycle synchronization to trade integration between industrial and developing countries are explained by differences in the patterns of specialization and bilateral trade.