Ending an Era of Population Control in China: Was the One‐Child Policy Ever Needed?

The one‐child policy of China, which was initiated in 1980 and was reversed in 2015, has been conceived of as a decision made independently and arbitrarily or a product of impulsive decision making. Therefore, it has received a great deal of criticism from Western democracies. Of course, China faced internal problems related to population, such as the Great Famine of 1958–1961. This might be deemed the direct cause of the one‐child policy. However, the more powerful factors were indirect and of foreign origin. China's one‐child policy was deeply influenced by the West, especially by Western population science. Since the May 4^th Movement in 1919, China has had a tendency to worship science because of the Chinese obsession with Western‐style modernization. In other words, China's one‐child policy is a product of blind imitation of Western population science. The action has resulted in serious negative consequences such as an imbalance of the sex ratio, elder‐care problems, human rights violations, undermining of traditional values, and even endangering the regime. Those problems caused China to reverse its one‐child policy. The authors believe that China should develop a postmodern population policy with Chinese character, based on organic thinking, which takes human feelings seriously and empowers people and allows them to act as subjects or agents in decisions about their families, including the size of their family and the selection of gender.     

Who takes workplace case‐study methods seriously? The influence of gender,academic rank and PhD training

We examine whether differences in the reporting of workplace case‐study research methods are associated with gender, experience, academic rank and PhD training. Using a random sample of published articles, we find that women take more care reporting their research methods in the context of a general increase in methods reporting.     

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     

Who is an Employer in the Triangular Employment Relationship? Sorting Through the Definitional Confusion

Employers in the United States are increasingly utilizing staffing firms, employee leasing firms, temporary employment agencies and other third parties to help manage contingent labor in their organizations. The use of such triangular relationships creates complexities in the rights and responsibilities of each party, partially due to the variation in how U.S. employment law defines employers and employees across statutes. We analyze the various definitions of employee and employer across key U.S. employment statutes (e.g., Civil Rights Act of 1964, ADA, FMLA, FLSA), tests used by the courts in their decision making, and IRS regulations and evaluate the impact of these definitions on the use of contingent employees in triangular relationships. We review existing case law relevant to discrimination and non-discrimination statutes and identify key areas of risk and responsibility for both the individuals employed as contingent workers and firms that use contingent labor. Finally, we offer recommendations for strategically managing contingent labor in the current legal context.     

Absorptive capacity—one size fits all? A firm‐level analysis of absorptive capacity for different kinds of knowledge

This paper empirically analyzes the effect of R&D activities, human resource and knowledge management, and the organization of knowledge sharing within a firm on the absorptive capacity of innovative firms for three different types of knowledge, namely absorptive capacity to use knowledge from a firm's own industry, knowledge from other industries and knowledge from research institutions. Using data from the German innovation survey, we investigate how firms are able to exploit knowledge from external partners for successful innovation activities. The estimation results show that the determinants of absorptive capacity differ with respect to the type of knowledge absorbed for innovation activities. In particular, we find that the R&D intensity does not significantly influence absorptive capacity for intra‐ and inter‐industry knowledge. Additionally, our results suggest that absorptive capacity is path dependent and firms can influence their ability to exploit external knowledge by encouraging individuals' involvement in a firm's innovation projects. Copyright © 2009 John Wiley & Sons, Ltd.     

Who is ‘most valuable’? Measuring the player's production of wins in the National Basketball Association

How does one measure the productivity of an individual participating in a team sport? The purpose of this inquiry is to answer this question via an econometric model that links the player's statistics in the National Basketball Association (NBA) to team wins. This model will then be employed in the measurement of each player's marginal product. Such a measurement is useful in answering the question offered in the title, or a broader list of questions posed by both industry insiders and other interested observers. Copyright © 1999 John Wiley & Sons, Ltd.     

Spaces of the Expelled as Spaces of the Urban Commons? Analysing the Re‐emergence of Squatting Initiatives in Rome

Asserting the need to acknowledge the role of the current crisis and austerity politics in fostering the re‐emergence of squatting initiatives in Rome, this article brings together the literature on squatting as an urban social movement, notably Martínez López's holistic approach, with a political economy perspective analysing the current stage of ‘late neoliberalism’. In so doing, I use the conceptualization of ‘expulsions’ developed by Sassen to show how emerging squatting initiatives in Rome represent the ‘spaces of the expelled’. Focusing on the case of Communia in San Lorenzo neighbourhood, the article shows how Martínez López's approach is able to account for the rapid success and support enjoyed by Communia, going as it does beyond the ‘single‐issue’ perspective that has dominated much of the squatting literature. Indeed, the main claims addressed by Communia activists concern a plurality of issues grouped around the concept of urban commons, as both a practice and a goal. Methodologically, the article is the result of 18 months of fieldwork based on an activist/participatory action research (PAR) approach, comprising participant observation/observant participation, in‐depth interviews and questionnaires.     

Protective faith? The role of religiosity in the stressor-strain relationship in helping professions

Abstract

Working conditions in western economies keep fueling work stress and psychological ill-health among employees. Job resources as well as personal resources play important roles in alleviating the adverse outcomes. In this article, we analyze religiosity as a rather neglected personal resource and its role in the stressor–strain relationship. Five dimensions of religiosity (intellect, ideology, public practice, private practice, and experience) are tested for their buffering effect on the relationship between work stress, measured as effort-reward imbalance, and psychological strain as well as for their direct relationship with psychological strain. The sample consists of 792 helping professionals and a comparison group of 172 non-helping professionals. The results show that public practice is negatively related to psychological strain for helping professionals while none of the religiosity dimensions has an effect among non-helping professionals. A buffering effect of religiosity on the relationship between work stress and psychological strain is not observed. The results contribute to the literature on the model of effort-reward imbalance as well as religiosity in the workplace and the role of personal resources in the stress process.     

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.     

‘Who Knows What?’ in New Venture Teams: Transactive Memory Systems as a Micro‐Foundation of Entrepreneurial Orientation

The increasing importance of entrepreneurial behaviour has led scholars to embrace the idea that an entrepreneurial orientation (EO) is an important predictor of firm performance. While EO occupies a central position in strategic entrepreneurship research, scholars have yet to explore its origins in new ventures. Drawing on the knowledge‐based and cognitive views, we theorize that a new venture team's transactive memory system is a cognitive mechanism that spurs the development of an EO. In a field study of high‐tech new ventures in China, we examined the relationship between venture teams’ transactive memory systems (representing the distribution, integration, and utilization of the teams’ knowledge) and EO and the moderating influence of team‐, firm‐, and environment‐level factors. We found that the transactive memory system of a new venture team enhanced their EO and that this relationship was positively influenced by intra‐team trust, the structural organicity of a venture, and environmental dynamism. Our findings provide novel insights into the micro‐foundations of TMS in developing an EO in new ventures.     

Pulling in different directions? Exploring the relationship between vertical pay dispersion and high‐performance work systems

Vertical pay dispersion (VPD), a hierarchical pay structure used to motivate employees, has traditionally been studied separately from high‐performance work systems (HPWSs). As a component of HPWSs, incentive‐based compensation schemes focus on employee‐ or team‐level incentives. However, the influence of the simultaneous utilization of VPD and HPWS on performance remains understudied. This study addresses the question of whether these approaches to managing human capital serve as complements or substitutes to one another. VPD and HPWS are argued to substitute for one another with respect to motivation‐ and skill‐enhancing practices. The opposite notion is true in regard to opportunity‐enhancing HPWSs, which serve to amplify the effectiveness of VPD. In a multisource, longitudinal sample of South Korean firms, the hypothesized predictions are supported.     

Does training have to be fun? A review and conceptual model of the role of fun in workplace training

The role of fun features in training has yet to be systematically examined from an academic perspective. The purpose of this paper is to aid academic research and training practice by addressing four important issues. First, we discuss the meaning of fun in the context of workplace training. Second, we review and critique the existing research on fun features in training. Third, based on Kahn's (1990) theory of psychological engagement, we propose a conceptual model to guide research to help increase our understanding of the role of fun features in training. Fourth, we discuss opportunities for future research as well as practical implications and caveats. Our intent is to provide a stronger theoretical basis for understanding and researching fun features in training and to provide more nuanced guidance for training practice.     

Resisting the 'Long‐Arm' of the State? Spheres of Capture and Opportunities for Autonomy in Community Governance

Efforts to promote community empowerment within regeneration management have been persistently critiqued. Particular concern regards the potential capture of civic organizations into the sphere of influence of more powerful governance stakeholders, leaving communities marginalized and frustrated. Although such ‘capture’ is a discernible threat, this article presents a more nuanced perspective demonstrating the scope for community‐based organizations to dissent from seemingly inexorable regimes of power. The article details a series of tensions that emerged across the evolution of a community‐led regeneration partnership. It then outlines how civil society organizations challenge ‘partnership orthodoxies’, seeking autonomy albeit nested within—and relative to—formal bureaucratic and administrative regimes. Community partners can therefore assume a hybridity of capture and autonomy—or a mutuality—that is rarely acknowledged by accounts that critique regeneration governance.     

Broad‐based employee stock ownership: What makes it effective in the management of human resources?

Research linking broad‐based employee stock ownership (BESO) with firm performance continues to receive considerable attention both in and outside the field of management. Despite the evidence being generally positive regarding the BESO–firm performance relationship, there has been a relative dearth of research providing insights into the circumstances surrounding the effectiveness of BESO. With this research gap in mind, we formulated and launched this special issue. This guest editor introduction begins with a look at the research on this topic, followed by a brief discussion of each article accepted for publication. We conclude by highlighting the major themes from the collective contributions of the articles and share insights regarding future research in this growing research domain.     

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.     

Company‐based education programmes: what's the pay‐off for employers?

This article addresses the question of whether company‐based programmes of education repay employer investment in terms of learning transfer to the workplace. Building on earlier work by the authors, we use an in‐depth longitudinal case study of a long‐standing programme of continuous education sponsored by the US‐based NCR corporation in Scotland. As educators, we expected to find that the programme would have been associated with positive outcomes, based on the belief that 'embrained' or formal, abstract knowledge can be transferred to the workplace. We were aware, however, that research in this area has not been promising in demonstrating learning transfer, in part because such a process is mediated by the quality of the transfer climate. Drawing on survey data and in‐depth interviewing of a sample cohort, we found that the programme of company‐based education had significant implications for learning transfer. Surprisingly, however, transfer climate had little influence on the willingness of employees to use their knowledge to make improvements or generate innovations at work. Finally, we found that these data supported situated learning theory, stressing the importance of tacit knowledge, informal learning, the communal nature of workplace learning and the difficulties in evaluating learning transfer. We believe that these results have important implications for the literature on the evaluation of HRD interventions, for human resource development (HRD) specialists interested in developing programmes of so‐called lifelong learning and for practitioners working in the area of organisational learning and learning organisations.     

Joint governance in North American workplaces: a glimpse of the future or the end of an era?

North American innovations in joint governance (such as Saturn, NUMMI, Xerox, and Shell Sarnia), though limited in number, have drawn world-wide attention from line and staff practitioners, as well as policy makers. These voluntary initiatives in unionized North American settings stand as an important counterpoint to two alternative forms of innovation – legislated forms of joint governance such as European works councils and non-union high-commitment systems that are most common in North America. Current debates on workplace governance in North America are implicitly and sometimes explicitly choosing among these three innovative arrangements as alternative ‘ideal types’. This article begins with nine hypotheses on joint governance, which are derived from case-study analysis. The hypotheses focus on the antecedents, dynamics and consequences of joint governance. Together, they can help guide practitioners seeking diffusion of joint governance concepts. The hypotheses can also help guide the construction of public policy on workplace governance. Ultimately, the question remains – are these initiatives a glimpse of the future or do they mark the end of an era?     

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.     

Who promotes a value‐in‐diversity perspective? A fuzzy set analysis of executives’ individual and organizational characteristics

Diversity perspectives are philosophies of or approaches to diversity held by organizations, groups, or executives. They are important for organizations because they can determine the success or failure of diversity in the workforce. However, little is known about the predictors of diversity perspectives among executives. Using fuzzy set qualitative comparative analysis, we analyzed 50 interviews with top executives in Germany to identify individual and organizational characteristics that predict executives' adoption of a diversity perspective, in particular of a value‐in‐diversity perspective. Specifically, we analyzed gender, age, education level, vocational background, and tenure (individual characteristics), as well as size, sector of organization, and competitive environment (organizational characteristics), as potential predictors. We found single characteristics did not predict adoption, but configurations of characteristics did. Drawing on the person‐situation‐interactionist perspective, we developed specific profiles of executives likely to foster a value‐in‐diversity perspective and identified characteristics of their work environments that support such an approach. Theoretical and practical implications are discussed.     

Euro‐insurance‐bonds: a long‐term solution for the European sovereign debt problem?

This article proposes that all new Euro area sovereign borrowing be in the form of jointly underwritten ‘Euro‐insurance‐bonds’ trading at the same price for outside investors. To avoid classic moral hazard problems and to insure the guarantors against default, each country would pay a risk premium conditional on economic fundamentals to a joint debt management agency…