A resilient social economy? Insights from the community food sector in the UK

At a time of global economic and environmental crisis, academic and policy debates are re-emphasizing the potential of the social economy in providing an alternative development model that reconnects communities with their resource-base and enhances their ‘resilience’. The goal of this paper is to explore this potential through a focus on the practices and values of those who are concretely involved in the social economy. Based on data collected on five community food enterprises in Oxfordshire, UK, the analysis focuses on the perceptions of social entrepreneurs in relation to the ‘alternativeness’ of the social economy, its potential for expansion and its resilience. The research highlights the capacity of social entrepreneurs to empower local communities through a process of collective mobilization of local resources. Theoretically, this study generates new insights into the nature and meanings of resilience as a process of creation of more self-reliant communities of people, places, tools, skills and knowledge. From a policy and practice perspective, the paper raises the need for regional development strategies that capture the gains of these isolated initiatives, particularly in relation to their innovative capacity to create a shared vision that fosters synergies between local ecological, social and economic resources.     

Taking the leap from dyads to triads: Buyer–supplier relationships in supply networks

A network is made up of nodes and links. The smallest unit that consists of both these network elements is a dyad made up of two nodes (a buyer and a supplier) and the link that connects them (a buyer–supplier relationship).Naturally, the focus of the supply chain management literature has been on this dyad. For instance, a buyer affects a supplier through its supplier evaluation and certificate programs, as well as long-term agreement practices. The relationship between a buyer and its supplier has been characterized as cooperative or adversarial. We have learned a great deal about supply chains through such studies in dyadic context.However, we submit that in a network, a dyad is not the smallest unit of a network. In fact, the smallest unit is a triad, made up of three nodes and the links that connect them. If so, how would this recognition guide us as we move forward to investigate supply chains as a network? What would be its implications to the genre of the literature on buyer–supplier relationships?     

Flat whites: who gets progression in the UK café sector?

The article examines the opportunities for, and barriers to, career progression in the UK café sector. The research finds that some workers are able to move up within organisations to reach managerial levels, regardless of their qualifications. However, the limited positions available, the nature of the work and low rewards mean that most workers either do not want progression or feel that they are unlikely to succeed.     

The scope of “marketing” research in the nonprofit sector: Lessons from the last 20 years literature

Over the last several decades, the field of nonprofit marketing has produced a growing number of publications; however, little attention has been paid to examine what research topics have been studied by nonprofit scholars from the marketing perspectives. This knowledge production research contributes to the literature by reviewing trends in research themes and methodologies over the last 20 years among the articles for which authors use the terminology “marketing.” Employing a thematic review using text network analysis, and an in-depth methodology review, this study finds that nonprofit marketing studies have been shifting to become more subdivided and diversified in terms of research themes and methodologies. However, we also find that there is still room for further development, which we provided recommendations based on the findings. With its findings, this paper provides critical guidance for future studies.     

The relation between the equity risk premium and the bond maturity premium in the UK: 1900–2006

Using a rich data set for the UK for over a century, we find that the relation between the equity risk premium and the government bond maturity premium is nonlinear and subject to stochastic regime switching. We identify a regime in which both premia are jointly characterized by low volatility and another regime in which both premia are characterized by high volatility. The occurrence of the high volatility regime chronologically coincides with major changes in the pound exchange rate. The low volatility regime has a higher probability of turning up over two consecutive years than the high volatility regime, but it is not perceived by investors to be an absorbing regime. The lagged maturity premium is a strong predictor of the equity risk premium only in the regime of low volatility. In addition, the lagged equity premium is a predictor of the maturity premium also in the low volatility regime. This result on regime-dependent bidirectional predictability is robust to alternative definitions of the equity premium, and to the inclusion of real interest rate and real growth effects.

The roles of implementation and organizational culture in the HR–performance link

This article attempts to (1) explore the process by which a high-performance work system (HPWS) affects firm performance and (2) demonstrate the mediating role of implementation and organizational culture in the HPWS-performance link. The proposed model was tested using a sample of 243 Hong Kong and Taiwanese firms operating in Guangdong, China. The results from the present study supported the hypothesized mediation of implementation and organizational culture on the HR–performance relationship. This study offers important insights into the mediating mechanism of the HPWS-performance research. Implications for research and managerial practices are provided.     

The role of the public sector in the provision of housing supply in Turkey, 1950–2009

This study examines the changing role of the public sector in Turkey with regard to housing provision since 1950, and particularly since 2000, and seeks to clarify how public intervention has affected housing provision and urban development dynamics in major cities. Three periods may be identified, with central government acting as a regulator in a first period characterized by a ‘housing boom’. During the second period, from 1980 to 2000, a new mass housing law spurred construction activity, although the main beneficiaries of the housing fund tended to be the middle classes. After 2000, contrary to emerging trends in both Northern and Southern European countries, the public sector in Turkey became actively involved in housing provision. During this process, new housing estates were created on greenfield sites on the outskirts of cities, instead of efforts being made to rehabilitate, restore or renew existing housing stock in the cities. Meanwhile, the concept of ‘urban regeneration’ has been opportunistically incorporated into the planning agenda of the public sector, and — under the pretext of regenerating squatter housing areas — existing residents have been moved out, while channels for community participation have been bypassed.     

The impact of supervisor–subordinate relationships on morale: implications for public and private sector nurses' commitment

This paper used leader–member exchange theory as a lens for comparing the impact of the supervisor–subordinate relationship on public and private nurses' perceptions of morale and affective commitment. Many countries that are part of the Organisation for Economic Co-operation and Development are experiencing nurse shortages, and this theoretical framework proved insightful into factors contributing to turnover. The findings suggested that private sector nurses are significantly more satisfied with their supervision, enjoy greater morale and are more committed to their organisations. However, both groups were only slightly satisfied with their supervisor–subordinate relationships, implying that present management practices are not ideal for promoting effective workplace relationships. Implications for health-care management are discussed.     

The ‘post-bureaucratic’ public sector organization. New organizational forms and HRM in ten UK public sector organizations

This paper evaluates the extent to which ‘post-bureaucratic’ organizational forms have been introduced to the UK public sector and the implications for human resource management policies and practices in the sector. The study draws from interview data at ten public sector organizations including local authorities, the National Health Service, the Civil Service, police authorities, broadcasting and transport. It concludes that certain structural changes have been made, but that older functional lines of authority still exist and thus post-bureaucratic claims are misleading. However, a harsher working environment has arisen for managers in these public sector organizations, with longer hours and a more complex working environment. Older certainties such as job security, a safe career path and seniority-based pay have all been eroded.     

Revisiting the research–practice gap in HR: A longitudinal analysis

Over 6300 articles published in 4 HR-focused journals over a 30-year period of time (1976–2005) were content analyzed according to 14 topic areas. The purpose of the study was to examine changes that have taken place over a 30-year time frame. Specifically, what HR issues dominate the field during the past and the present? And to what extent has the HR research–practice gap narrowed or widened over time? The results indicate that HR Development and Staffing were dominant HR issues throughout the past 30 years. In addition, some HR topics demonstrated a stable research–practice gap (Motivation-related issues), and other topics were characterized by an increasing gap (Compensation & rewards), a decreasing gap (Employee/Labor relations), or no significant gap (HR Developments, Staffing). These findings are discussed in the context of key human capital trends.     

The ‘third hand’: Private sector consultants in public sector accounting change

Abstract

This paper explores the role of large private sector consulting firms in the promotion and implementation of public sector accrual accounting. By focusing on an early adopter of accrual accounting for its entire public sector, this research presents an analysis of the activities of large consulting firms in the process of a significant public sector accounting change. The role of consultants in the change is presented by analysing primary data extracted from archival sources and oral histories provided by a number of prominent actors classified as users of information (politicians), producers of information (bureaucrats) or accounting consultants. The role and impact of the consulting firms' actions can be better understood by applying concepts of non-coercive isomorphism and the interplay between self-interest and perceived public interest. The consulting firms are shown to have used phantom images to promote the case for accounting change. This was done with a zealous belief that bringing public sector accounting into line with private sector accounting was an inherently righteous objective.     

The cooperation strategies for the performance improvement in the cruise sea–land logistics: evidence from Italy

Quality & Quantity - This paper aims to measure the terminal’s performance in the cruise sea–land logistics using the methodology of stochastic frontier analysis. A 10-year study...     

‘Managing successful change in the public sector’: a view from the consultants’ world

Our paper presents the results of a survey on the perceptions of 680 Italian public-sector consultants on the drivers of successful organizational change according to Fernandez and Rainey’s model. The results show that the consultants mostly confirm the model, though recognizing that the various drivers have different degrees of relevance. A clear vision and plan for change and the top management’s commitment are seen as central in change processes, whereas interestingly, resource availability and a comprehensive approach to change appear to play a less relevant role.     

‘What problems you got?’: managerialisation and union organising in the voluntary sector

This article explores how government public service modernisation policies have impacted on management practices and employment conditions in voluntary sector welfare organisations and the problems unions have encountered in responding to such impacts in the context of public service modernisation. The study finds that employees encounter problems developing workplace union organisation and unions face problems developing a coherent strategy on support for the sector and for resisting public sector reform, which hinders trade union resistance. The implications of this may be important in strengthening managerial control over the public service labour process.     

Factors helping the HR function gain greater acceptance for its proposals and innovations: evidence from Spain†

On the basis of the sense-making and sense-giving literature, this study addresses factors helping the HR function gain greater acceptance by employees for its proposals and innovations. Using an original sample of 298 employees from nine firms in Spain, we find that HR department credibility is only one of the factors that influence employees' acceptance. Other essential elements are top management and supervisor support. We also investigate the consequences that differential levels of support from supervisors and top managers can have for the acceptance of HR innovations, and we find that supervisor support carries more weight than that of top managers. Finally, we explore variations in the importance of the HR function credibility as an acceptance enabler under different organizational innovation climates. The results suggest that HR credibility plays an essential role independently of climate.     

Firm foundations? Contingent labour and employers' provision of training in the UK construction sector

Based on an original survey of the UK construction industry this article examines the training disadvantages faced by contingent labour. This article addresses two key questions: first, is the provision of training different for directly employed labour and different forms of contingent labour? Second, what structural and organisational factors shape the provision of training to different contingent labour forms? The article finds that fewer firms provide training for agency, self‐employed and subcontract labour, compared to directly employed workers. Training for subcontract labour seems to reflect a longer‐term perspective towards the use of this labour form, while decisions to train agency and self‐employed labour appears to be driven by more short‐term considerations.     

Service sector SMEs and essential skill provision in the 16–25 year old labour market: Evidence from Northern Ireland

This paper uses an employer survey of Northern Ireland (NI) service sector small and medium-sized enterprise (SMEs) to assess the nature and extent of labour market shortages arising from a lack of basic skills among the 16–25 year old workforce. Relative to literacy and numeracy skills, employers were found to place a slightly heavier weight on the more generic skills of attitude, communication and motivation. The rate of skills related to unfilled vacancies among service sector SMEs was found to exceed that of high-tech/ high value-added sectors which have traditionally been the focus of policy makers; it was also found that in instances where such skill shortages were due to a lack of basic literacy/ numeracy skills they exerted a negative impact on productivity performance. While employers were found to be highly supportive of existing delivery frameworks they were also open to alternative methods of basic skill acquisition based around the interests of young people and delivered outside the traditional qualifications framework. Finally, the lack of awareness among employers of a number of basic skills accreditation schemes and awarding bodies raises serious questions with respect to the effectiveness of such programmes.     

Productivity change in the privatized water sector in China (1999–2006)

Journal of Productivity Analysis - We estimate the effects of the Chinese water sector’s privatization reforms based on firm-level panel data from 1999 to 2006. By applying a translog...     

The moderating influence of HR operational autonomy on the entrepreneurial orientation–performance link in franchise systems

This study investigates the concept of HR Operational Autonomy, i.e., the freedom a franchisor offers to franchisees throughout the system with regards to their creation of HR practices. It is shown to have a significant positive moderating effect on the EO-performance link among UK franchise systems, explaining over 20 % of the variance in performance outcomes. Implications and future research directions are discussed.     

The evolving pattern of the wage–labor productivity nexus in China: Evidence from manufacturing firm-level data

By employing a large dataset of nation-wide state-owned and non-state-owned manufacturing enterprises in the period 1998–2007, this paper analyzes the evolving pattern of the correlation and spread between wages and labor productivity in China's manufacturing sector and its influence factors. We find that although a significant positive correlation between wages and labor productivity in manufacturing firms exists, this positive nexus has become weak and loose. We also find that, since the 1990s, the labor productivity of Chinese manufacturing enterprises has gained a much greater growth rate than that of the wage level, and therefore the spread between wages and labor productivity has been widening over time. A variety of factors that have influenced the wage–labor productivity nexus of Chinese manufacturing enterprises are identified and discussed with regression models.