Can Diversity Training Discriminate? Backlash to Lesbian, Gay, and Bisexual Diversity Initiatives

A growing number of companies are including lesbian, gay, and bisexual (LGB) issues as part of their diversity initiatives and training. A potential problem with including LGB issues is the backlash from some employees who believe that such orientations are wrong. Further, given existing civil rights legislation it is not unreasonable for these employees to feel that their religious beliefs should be accommodated. This requires the organization to carefully balance the rights of religious objectors to such training while providing adequate support for LGB employees. This paper analyzes three cases where employees felt they were discriminated against because of their belief systems. In addition to identifying the key factors that led to the feelings of discrimination, the paper offers suggestions to prevent future occurrences.

A model of task demands,social structure,and leader–member exchange and their relationship to job satisfaction

In the present study, we examine task demands, leader–member exchange, and social structure in their relationship to job satisfaction. Based on the reflections of Seers and Graen in their dual attachment model, in the present study we combined task demands, leader–member exchange, and social structure in a model of antecedents of job satisfaction. The resulting model was tested using structural equation modelling. While task demands and leader–member exchange are related to their respective equivalents in job satisfaction, social structure is positively related to a latent factor job satisfaction, indicating that the social structure of a job has an impact on different facets of job satisfaction. The results are discussed with respect to sample characteristics.     

From original equipment manufacturing to branding: entrepreneurship,strategic leadership,and Taiwan’s firm transformation

This paper investigates firm transformation from original equipment manufacturing (OEM) to original brand manufacturing (OBM) based on variant experiences of Taiwan’s top global brands. Taking the competitive advantage of practicing OEM for multinational corporations (MNCs), latecomer firms can generate capital and accumulate capabilities by engaging with the global production network. Rarely does every firm transform into a global enterprise. We propose that only entrepreneurs with strategic leadership competence, which serves to manage a delicate balance between stability and change in a firm, are capable to facilitate firm transformation from OEM to a global enterprise practicing OBM. We provide an analytical framework that combines the research fields of entrepreneurship, strategic management, and leadership to analyze firm growth and firm transformation of Taiwanese firms. In light of possible branding dilemma when straddling dual-track businesses, successful transforming firms can alleviate this problem either by separating their OBM units from their OEM units or by creating a symbiotic relationship with their MNC customers. How Taiwanese firms first took advantage of initiating OEM to create capital and capabilities and later transformed into OBM provide useful experiences for other latecomer firms.     

Ethics,morality and the subject: the contribution of Zygmunt Bauman and Michel Foucault to `postmodern’ business ethics

This paper discusses a `postmodern’ alternative to business ethics in the light of two authors: Zygmunt Bauman and Michel Foucault. Despite their different usage of the concepts `ethics’ and `morality', both offer an approach to ethics that avoids the problems of a self-enclosed subject inherent in liberal as well as in communal theories. Bauman and Foucault demonstrate how the continuation of social dialogue suffers from the postulation of fixed individual and organizational identities. Managers and other participants cannot formulate ethical rules on their own, but neither can they come together as a community without tensions and difference. Instead, embodied engagement in the reciprocal play of interpretations and influences keeps us ethically attuned to the limits of reason.     

腾讯to B,继续创业

<正>从技术工程师、产品经理,如何成为更好的CEO和CFO带队CSIG5年,汤道生承受了巨大的压力。CSIG在2022年提出全面拥抱“被集成”,重视自研产品。战略转型所带来的影响,比如市场收入份额下滑,竞争对手又高调地宣扬“战绩”。作为领导者,他都必须承受下来。     

What are public services worth, and to whom? Non-parametric estimation of capitalization in Pune

The availability and quality of basic public services are important determinants of urban quality of life. In many cities, rapid population growth and fiscal constraints are limiting the extent to which urban governments can keep up with increasing demand for these services. It therefore becomes important to prioritize provision of those services to best reflect local demand. We present a strategy to estimate the demand for public services, which is sensitive to heterogeneity in preferences across types of households, and the non-parametric estimation addresses problems arising from functional form restrictions. Using data from Pune, India, we estimate the demand for public services, as represented by the marginal change in the self-assessed monthly rental price of dwellings from the services. We find that the value of publicly-provided services accruing to the poor is greater than that going to wealthier households, and even untargeted across-the-board investment in specific services can be progressive.     

Who is fit to serve? Person–job/organization fit,emotional labor,and customer service performance

This study investigates person–job (P–J) fit and person–organization (P–O) fit perceptions and relates these perceptions to employees' emotional labor and customer service performance. Data from a two‐point, time‐lagged study of 263 employees and 690 customers reveal that both P–J and P–O fit relate positively to deep acting and negatively to surface acting, in accordance with an emotional labor perspective. In addition, P–J and P–O fit are jointly associated with emotional labor, such that the positive link between P–J fit and deep acting is stronger, and the negative link between P–J fit and surface acting is weaker when P–O fit is high. Emotional labor partially mediates the interactive effects of P–J and P–O fit on service interaction quality and customer satisfaction; service interaction quality relates positively to customer satisfaction. These findings have multiple theoretical and practical implications.     

Associations between perceived employability,employee well-being,and its contribution to organizational success: a matter of psychological contracts?

We investigated interactions between perceived employability and employees' perceptions about psychological contract obligations made by the employer in relation to life and job satisfaction, self-rated performance, and turnover intention. We hypothesized that perceived employability relates positively to job satisfaction, life satisfaction, and self-rated performance and negatively to turnover intention under the condition of many promises. Conversely, perceived employability relates negatively to job satisfaction, life satisfaction, and self-rated performance and positively to turnover intention under the condition of few promises. Analyses using a sample of 463 workers from seven Belgian organizations showed that perceived employability was positively related to all outcomes except job satisfaction. The number of promises was positively related to job and life satisfaction, and to self-rated performance, and negatively to turnover intention. Contradictory to our expectations, with the exception of turnover intention, the relationships between perceived employability and the outcomes were relatively stronger and positive under the condition of few promises compared with many promises.     

Valuing Access to Water—A Spatial Hedonic Approach,with an Application to Bangalore,India

Abstract

An important infrastructure policy issue for rapidly growing cities in developing countries is how to raise fiscal revenues to finance basic services in a fair and efficient manner. This requires estimates of the potential benefits or positive welfare effects that may follow from improved infrastructure. In this paper, we take advantage of a unique geo-referenced household survey to carry out a hedonic analysis of housing values that explicitly accounts for spatial spillovers. We use this to derive an estimate of the value of improved access to water in the Indian city of Bangalore. The findings suggest that by limiting the focus to individual or private benefits only, we may underestimate the overall social welfare from investing in service supply. We further demonstrate how spatially explicit policy simulations based on these estimates provide insight into the total effects of targeted interventions.

Appréciation de l'accès à l'eau—Une méthode hédonique spatiale appliquée à la ville de Bangalore, en Inde

Rèsumè Un important problème de politique en matière d'infrastructure qui se pose pour les villes à expansion rapide de pays en voie de développement est comment lever des recettes fiscales, de façon à la fois équitable et efficace, pour financer des services essentiels. Ces villes doivent, pour ceci, procéder à des évaluations des bénéfices potentiels ou des effets sociaux positifs que pourrait engendrer une meilleure infrastructure. Dans la présente communication, nous faisons usage des résultats d'une étude géoréférencée unique sur les ménages pour effectuer une analyse hédonique des valeurs des habitations, qui tienne compte de façon explicite des débordements spatiaux. Nous utilisons ensuite ces résultats pour dériver une estimation de la valeur d'un meilleur accès à l'eau dans la ville de Bangalore, en Inde. Les conclusions indiquent qu'en limitant notre recherche aux bénéfices individuels ou privés seulement, nous risquons de sous-estimer les avantages sociaux généraux des investissements dans la fourniture de services. Nous démontrons également comment des simulations de la politique, aux implications spatiales implicites sur la base de ces évaluations, permettent d'obtenir des connaissances sur les effets totaux des interventions ciblées.

Valorando el acceso a agua—Un planteamiento hedónico espacial con una aplicación a Bangalore, India

Extracto Una cuestión importante en cuanto a política de infraestructura para las ciudades de rápido crecimiento en países en vías de desarrollo es cómo incrementar los ingresos fiscales para financiar servicios básicos de forma justa y eficiente. Esto requiere estimaciones de los beneficios potenciales o de los efectos positivos para el bienestar social que podrían derivar de una mejor infraestructura. En este trabajo aprovechamos un exclusivo estudio georreferenciado sobre la vivienda para aplicar un análisis hedónico que tiene en cuenta explícitamente excedentes espaciales. Lo utilizamos para derivar una estimación del valor de un mejor acceso a agua en la ciudad india de Bangalore. Los descubrimientos sugieren que limitando el enfoque a los beneficios individuales o privados podríamos subestimar el bienestar social general procedente de invertir en el suministro de servicios. También demostramos cómo las simulaciones de políticas espacialmente explícitas basadas en estas estimaciones proporcionan una visión interna de los efectos totales de intervenciones dirigidas.

     

Economics,economists, and public policy☆

This article examines the role of economics and economists in shaping public policy by, first, examining the employment of economists in government, academe, and the private sector. In the United States, only a minority of Ph.D. economists (about 12 percent) are employed in government, and several important departments of the federal government employ few economists. The article goes on to illustrate the pitfalls that economists face in assisting and advising with public policy by examining the adoption of statistical profiling in Unemployment Insurance. The article concludes that, if the economics profession and economic research are to be effective in shaping public policy, then academic economists must become more directly involved with policy makers in government and decision makers in business.     

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.     

Is there a bigger and better future for employer branding? Facing up to innovation,corporate reputations and wicked problems in SHRM

Employer branding is becoming an increasingly important topic for research and practice in multinational enterprises (MNEs) because it plays directly into their corporate reputation, talent management and employee engagement agendas. In this paper, we argue that the potential effects of employer branding have yet to be fully understood because current theory and practice have failed to connect this internal application of marketing and branding to the key reputational and innovation agendas of MNEs, both of which are at the heart of another strategic agenda – effective corporate governance. However, these agendas are characterised by ‘wicked problems’ in MNEs, which have their origins in competing logics in strategic human resource management (SHRM). These problems need to be articulated and understood before they can be addressed. This paper proceeds by (1) setting out a definition and model of employer branding and how it potentially articulates with corporate governance, innovation and organisational reputations, (2) discussing and analysing the ‘wicked problems’ resulting from the sometimes contradictory logics underpinning innovation and corporate reputations and SHRM in MNEs and (3) evaluating the potential of employer branding as a contribution to the third SHRM approach – HR strategy-in-action – as a way of resolving three particularly wicked problems in MNEs. We conclude with some ideas for research and practice on the future for employer branding.     

To the Rescue!? Brokering a Rapid,Scaled and Customized Compassionate Response to Suffering after Disaster

Suffering comes in many forms that significantly impact organizations’ operations and performance. As a result, recent research on compassion organizing seeks to explain how efforts to notice, feel, and respond to suffering create organizational (and societal) benefits. Widespread suffering can be generated by natural disasters, which in turn can trigger compassionate organizational responses. In this paper, we build on social capital theory to theorize about how compassionate ventures leverage network relationships to identify and mobilize resources. We also explore how differences in these approaches influence the magnitude, speed, and customization of the response, all of which are theorized indicators of the effectiveness of compassion organizing in alleviating suffering. We use structural equation modelling to test our model and find that compassionate ventures with stronger ties to the local community are more likely to bundle (i.e., stretch) resources, which facilitates a speedy, customized, and large magnitude response. In contrast, those with stronger ties outside the local community are more likely to pursue (i.e., chase) new resources, which results in a large magnitude response, but one that is not associated with speed or customization. We discuss the implications of our findings and make recommendations for future research.     

Accounting Education Changes in USA and Its Implications to PRC

The internationalization of accounting education in PRC as one of the most important parts of Chinese accounting internationalization has been Americanized to some extent since 1980s. As the representative of the world＇s most advanced education system, the USA accounting education is worth learning, but had been suffering from a crisis in the past 20 years. To better understand this crisis and draw some lessons from it, we have to review the 100-year history of the US＇ accounting education, identify key initiatives taken to struggle out, and conclude that this accounting education crisis in USA is due to its congenital professional examination orientation and about 40 years of deviation of accounting education from accounting practice. This paper is ended with some policy recommendations on the future development of accounting education in PRC including establishing university board of trustees and re-engineering accounting programs.     

Database segmentation: An alternative to recency,frequency, value?

This paper argues that recency, frequency, value (RFV), the engines of database segmentation in the voluntary sector, are by no means the only profitable approaches to database segmentation. The use of response models based on core statistical theorems offers an alternative to RFV that may be more discriminatory in targeting both those who are most likely to respond (the people we want to communicate with), and also those least likely to respond (the people we want to avoid).     

What happens to CEO compensation following turnover and succession?

When boards hire CEOs, the board and successor CEO have an opportunity to redesign the predecessor's compensation contract. The CEO's relative bargaining power will influence the outcome of compensation negotiations. Analyzing 508 successions, we find that total compensation of successor CEOs increases by 69% over their predecessor, but the structure of successor compensation is heavily influenced by the predecessors’ contracts. When the board's bargaining power is large, successors have a greater proportion of pay-at-risk and smaller proportion of salary. When the CEO's bargaining power is large, there is a smaller proportion of pay-at-risk and relatively greater proportion of salary.     

Correction to: From stand-up to start-up: exploring entrepreneurship competences and STEM women’s intention

International Entrepreneurship and Management Journal - The author included the name of her University in English “Technical University of Madrid” and it seems that to validate it for...     

Compelled to go abroad? Motives and outcomes of international assignments

This article examines the motives of expatriates and repatriates to accept international assignments and how these motives relate to individuals' perceptions of expatriation outcomes. Issues of adjustment, satisfaction, withdrawal intentions, willingness to relocate again in the future, and recommendation of an assignment to others were considered as outcomes. The data were collected through semi-structured interviews of 30 Portuguese expatriates and repatriates. The results indicate that a considerable number of participants relocated because they felt compelled to do so by their employing companies. Moreover, the extent to which organizations persuade these originally unwilling expatriates seems to have negative implications in terms of their perceptions of the adjustment process, general satisfaction with the assignment, and withdrawal intentions. Compelling behaviour also has career implications and impacts individual receptiveness to relocate in the future. Suggestions for further research and implications for organizations and prospective expatriates are also presented.