Are you running out of time?

In a perfect world we would all have a written daily plan of action that would be inviolate. Every task, every action, every conversation would be precisely timed to move us toward our ultimate personal goals. No one would trespass on our sacred schedule. But this is most definitely not a perfect world.     

What do you value? Examining gendered responses to appeal letters

This study builds on previous inductive analysis of fundraising professionals' choices in writing acquisition letters. Fundraisers often write in a way that aligns with one of two personal values, either foregrounding aspects of self-transcendent Universalism values (an appreciation for community and the welfare of all people) or of conservation Security values (those of personal safety and stability for close others). Previous research also indicates that while women and men have different donation styles, targeted motivating language has yet to be explored. Using a national sample, this research tests public response to letters written for a fictional children's charity using content aligned with each option separately, and combined, compared to a control version. Using an experimental dictator game, Universalism values are found to be negatively related to giving across the board as compared to the valueless treatment. We find no statistically significant improvement in donor responses to acquisition appeals that choose to highlight either Universalism or Security values between men and women, although men were marginally less responsive to Universal, self-transcendent values language. The discussion attempts to make sense of these results and the possible complications of running a donor acquisition campaign in the time of COVID-19.     

What Is the Economic Meaning of FDH?

The central feature of the FDH model is the lack of convexity for its production possibility set, TF. Starting with n observed (distinct) decision making units DMU_k , each defined by an input-output vector p _k = [y _k -x _k], domination is defined by ordinary vector inequalities. DMU_k is said to dominate DMU_j if p _k ≥ p _j , p _k ≠ p _j . The FDH production possibility set TF consists of the observed DMU_j together with all input-output vectors p=[y_k,?x_k] with y ≥ 0, x ≥ 0, y ≠ 0, x ≠ 0 which are dominated by at least one of the observed DMU_j. DMU_k is defined as “FDH efficient” if no DMU_j dominates it. In the BCC (or variable return to scale) DEA model the production possibility set TB consists of the observed DMU_k together with all input-output vectors dominated by any convex combination of them and DMU_k is DEA efficient if it is not dominated by any p in TB. In the DEA model, economic meaning is established by the introduction of (non negative) multiplier (price) vectors w = [u,v]. If DMU_k is undominated (in TB) then there exists a positive multiplier vector w for which (a) w ^T p _k = u ^T y _k ? v ^T x _k ≥ w ^T p for every p ∈ TB. In everyday language, the net return (or profit) for DMU_k relative to the given multiplier vector w is at least as great as that for any production possibility p. On the other hand, if DMU_k is FDH but not DEA efficient then it is proved that there exists no positive multiplier vector >w for which (a) holds, i.e. for any positive w there exists at least one DMU_j for which w ^T p _j > w^T p _k . Since, therefore, FDH efficiency does not guarantee price efficiency what is its economic significance? Without economic significance, how can FDH be considered as being more than a mathematical system however logically soundly it may be conceived?

     

What Kind of Dialogue Should Paradigm-Dialogues Be?

Paradigm-dialogues are important for several reasons. One reason is to clarify what kind of paradigmatical aspects do have an effect on choosing a qualitative or quantitative research method. To be successful a paradigm-dialogue should have informational quality, self-reflective quality, argumentative quality and communicative quality. The argumentative quality, however, should not be of a persuasive or competitive nature because of the partial a-rationality of paradigms. Paradigm-dialogues should be aimed at self-clarification, mutual understanding and sharing learning processes. That is why communicative quality is important to protect and to promote argumentative quality of a non-persuasive kind. Communicative quality should be understood in terms of striving for a dialogical relationship which is characterized by interactivity, communicative symmetry, openness, multiple hermeneutics, mutual trust and respect. Communicative symmetry is feasible and desirable. An ironic attitude may be helpful.     

What you see is meaningful: Does green advertising change the intentions of consumers to purchase eco-labeled products?

Consumers are increasingly worried that their current consumption patterns have negative environmental impacts, which in turn shapes their green purchase intentions. Based on the signaling theory and stimulus–organism–response model, the purpose of this research is to construct a theoretical framework to understand consumer intentions to buy eco-labeled products. Empirical results from 671 questionnaires show that as expected, green advertising receptivity positively affects intention, and the relationship between green advertising receptivity and intention is also moderated by promotion focus and mediated by system trust and personal trust. However, the relationship between green advertising receptivity and purchase intention is not moderated by prevention focus. Hence, this research suggests that stakeholders should conduct truthful green advertising campaigns to dispel consumer suspicion and target different consumers with different green advertising and marketing campaigns to increase sales.     

What helps? Women engineers' accounts of staying on

We have considerable understanding of the obstacles that women engineers encounter and the reasons that they leave the field, but we know less about what enables them to remain. Adopting an interpretivist approach, this article examines how a group of British women engineers in two FTSE 100 companies account for “staying on” in their male‐dominated work settings. We delineate four specific forms of help that facilitate women's retention in the field. We argue that exposure to help leads to women developing a habitus that enables them to continue working in engineering. To conclude, we draw on our findings to outline HR practices that will facilitate supportive relationships in the workplace and pave the way towards developing more positive organisational climates.     

What Factors Affect the Persistence of an Innovation Advantage?

Factors that affect a firm's ability to achieve an advantage may differ from those that affect its ability to sustain that advantage. Moreover, if advantage is a relative concept then studies that relate resource stocks to ‘absolute’ outcomes say little about how resources contribute to enduring differences among firms. We explore these issues in the global semiconductor industry by analyzing how a firm's resource stocks contribute to the persistence of an innovation advantage (a relative outcome). The findings demonstrate that a firm's own production experience and the experience held by its partners contribute to temporary innovation advantages. The results also show that a firm's own production experience yields a more durable innovation advantage as compared to the experience held by a firm's partners and that the experience held by a firm's partners provides a more enduring advantage than a firm's patent stock.     

Whistle while you work? A review of the effects of music in the workplace

The effects of music on human performance have been studied across many disciplines. Music has been shown to impact task performance, organizational citizenship behaviors, and learning (i.e., training), but the implications of the study of music in the workplace have not yet been fully realized. Therefore, we conduct an interdisciplinary review of research on music relevant to the field of management. We also offer a solution to the lack of theoretical grounding in previous work by applying activation theory to understand the effects of music in the workplace. Taken together, the literature shows that music works through the mediator of mood and emotion. Findings also illustrate the consequences of extraversion, task complexity, and listening autonomy in relation to individual affective reactions to music. While the evidence suggests music may potentially have significant value in the workplace, more research is needed to understand how music might be effectively utilized by organizations.     

Does studying the past help us understand the future? an examination of the expectations of Gen X knowledge workers

Abstract

Three demographic realities (large baby boom cohort, increasing longevity, declining birthrates) are driving unprecedented global shifts in population age distribution and require organizations wishing to attract, retain and engage mid-career, potentially disenfranchised talent in the 35 to 45-year-old age bracket (i.e. ‘Gen X’) to rethink management practices. This situation motivated the present research – a multi-method case study of Gen X knowledge workers that theoretically develops and uses objectivist grounded theory data analysis methodology to empirically test a typology describing possible subgroups within this cohort of employees who differ in terms of their formative experiences in the labor market. Analysis of data identified four subgroups within our sample of Gen X knowledge workers which share various similarities but also differ dramatically concerning what they expect from and how they view their current employer. Findings support the idea that different formative labor market experiences can result in generational sub-cohorts who want different things from employers and perceive the world differently. These findings can be used by researchers to launch further study of other potential subgroups in Gen X and other generational cohorts, and to organizations and practitioners in developing more effective recruitment and retention strategies for Gen X knowledge workers.     

What are the antecedents of women’s entrepreneurial orientation?

This study seeks to identify the antecedents of women’s entrepreneurial orientation (EO) and exploring what possible relationships that may exist between them. The research focuses on women entrepreneurs and non-entrepreneurs in a quantitative perspective whose methodology consisted of the collection of primary data through a survey distributed to women in Portugal. After structural equation modelling was applied, the results suggested that recognition of opportunities influences EO. This influence is expressed both directly and indirectly through training in management and entrepreneurial skills. These findings led to the conclusion that policies promoting training for community members, in general, need to be rethought and policies need to emphasise training in management that enhances entrepreneurial skills, thereby increasing the proliferation of entrepreneurship. Entrepreneurship education and training should be promoted from basic education onwards in order to develop entrepreneurial skills from an early age. Prior to this study, the relationships between opportunity recognition, management training and entrepreneurial skills have never been studied in relation to women.     

What is the meaning of ‘talent’ in the world of work?

The ongoing confusion about the meaning of ‘talent’ within the world of work is hindering the establishment of widely accepted talent management theories and practices. The aim of this paper is to contribute to the literature on talent management by offering an in-depth review of the talent concept within the specific context of the world of work, and proposing a framework for its conceptualization. We group different theoretical approaches to talent into ‘object’ (i.e., talent as natural ability; talent as mastery; talent as commitment; talent as fit) versus ‘subject’ approaches (i.e., talent as all people; talent as some people) and identify dynamics existing within and between them, as well as implications for talent management theory and practice. Finally, we discuss different avenues for further research aimed at developing the talent—and consequently, the talent management—construct further.     

What are the predictors of nonprofit association members' supportive behaviors?

This study investigates the factors of members' supportive behavioral intentions to donate and recommend membership to others in the context of engineering professional membership associations. Using data collected from 3,464 members across three engineering professional membership associations, this study found that age, past donation experience, personal and professional benefits, gender, income, and longevity in the field were significant factors to determine giving intention, while personal benefits, professional benefits, past behaviors (donation and volunteering), and longevity in the field were predictors of membership recommendation intentions of engineering professionals.     

What Would Milton Friedman Have Thought of the Great Recession?

Milton Friedman died in 2006 , right before the onset of the Great Recession. Unfortunately, we will never know how Friedman would have interpreted this event. However, we can draw some inferences from his published views on the Great Depression, as well as his views on more recent monetary policy, especially in Japan. It seems likely that Friedman would have blamed the Fed for insufficiently expansionary monetary policy during 2008 and 2009, a view that is quite different from the conventional conservative interpretation of events.     

What motivates employees? A comparison of US and Chinese responses

Differences in culture, history, economy, and political and management systems may lead to differences in employee job attribute preferences across countries. To the extent that this is true, managers and designers of motivation systems must understand the preferences of local employees. This study provides information on the job attribute preferences of Chinese employees at a major international hotel in Shanghai. Employee preference data were compared to published results from other nations. The pattern of preferences in China was unique compared to Russia, Taiwan and the United States. Chinese employees felt that good wages were most important, followed by good working conditions and personal loyalty from the boss and organization. Interesting work was relatively unimportant, especially to older employees, and 'being in on things' was not at all important. Supervisors at the hotel also provided information on the preferences which they believed characterized their subordinates. Unlike US managers who often badly misperceive the preferences of their US subordinates, Chinese supervisors accurately reported their subordinates' preferences. Expatriates in the hotel were much less accurate in ranking local subordinate preferences. Implications for motivating and managing Chinese employees are discussed.