Emotion and fact in negotiating

In this article the authors report the results of an experiment to test the extent of the effectiveness of emotive and factual approaches in negotiating.     

Homeworking: negotiating the psychological contract

This article explores the psychological contract of female clerical homeworkers who work from home full‐time and are employed at a local authority. Qualitative interviews were carried out with homeworkers and their supervisors. Temporal flexibility was desired by all the homeworkers in order to achieve a better work–life balance, and was deemed important by women without children as well as those with childcare responsibilities. Our findings highlight that homeworkers were able to negotiate their own idiosyncratic deals with line managers in order to attain their desired levels of temporal flexibility. However, the issue of flexibility remains ambiguous with some supervisory staff being more comfortable with the concept than others, leading to some homeworkers enjoying different levels of temporal flexibility than their co‐workers. Our findings suggest that employees perceive flexibility idiosyncratic deals of co‐workers as fair as long as they achieve their own personal levels of temporal flexibility. The potential implications for organisations are discussed.     

条码定位技术在U型巷道堆垛机系统中的应用

条形码定位系统(BPS)是一种新型的测量与定位系统,可实现直线及曲线定位.BPS定位系统在自动化立体仓库中的应用表明,该系统使用简单,反应速度快,重复定位精度高,抗震性强,是一种较好的曲线定位解决方案.     

The career reality of global managers: an examination of career triggers

This study investigates whether the conceptualization of contemporary careers corresponds with the career realities of global managers, a new type of international work in organizations. Based on in-depth interviews with 45 global managers, or managers having worldwide coordination responsibility, we examine whether their different career moves are triggered by factors that reflect a short-term perspective, a non-hierarchical course, self-management, and internal values. The findings have implications for both the career and international human resource (HR) literature. They highlight that a balanced approach better captures the career realities of global managers and suggest an altered meaning of midcareer experience. They further point to the continuing importance of headquarters, question the necessity of an international career anchor, and indicate the opportunities of flexible global work to achieve a stable family life.     

A real options approach to valuing and negotiating licensing agreements

We apply real options modeling to a common pharmaceutical industry licensing arrangement to take into account various uncertainties and the flexibility value. The managerial flexibility is limited to the project abandonment option. We extend previous work by incorporating the phases required to bring the project from patent approval to market. We also incorporate a deterministic variable into the cash flow process that provides a realistic product lifecycle. We focus on the allocation of project value between licensor and licensee, i.e., the so-called “profit split” ratio (PSR) because it is commonly used in practice to negotiate terms. We find: (1) Ignoring the managerial flexibility in valuation may cause the licensee to either forego an acceptable deal or enter into an inferior deal. (2) The magnitude of project profitability as well as cost and sales uncertainty affects the licensor's bargaining power over compensation for granting abandonment flexibility to the licensee. (3) Managers must exercise care when estimating sales volatility because the flexibility value is more sensitive to sales volatility than it is to cost volatility. (4) Failure to incorporate the product lifecycle will produce suboptimal capital investment decisions.     

Mentoring in early career

Mentoring is seen as a potentially powerful technique for enhancing the development of individuals and organisations, but the right conditions need to be in place if this potential is to be realised. In this article, the career-related and psychosocial benefits of mentoring reported by 129 graduate protégés in early career in two organisations are examined. Results indicate moderate to low benefits of mentoring for the protégés. Benefits did not increase with duration of the relationship, nor were they substantially linked with gender. Having a mentor who was perceived to be influential and having high contact – relative to sample norms – with the mentor were, however, positively associated with benefits reported by protégés. So, to a lesser extent, was seniority of mentor. These results were partly due to the overall context in which mentoring took place. There was generally low contact between mentor and protégé; graduates' development was already relatively closely monitored and managed. Mentors reported a culture reasonably conducive to mentoring, but with little accountability or reward for carrying out their mentoring duties. In such circumstances the benefits of mentoring are likely to be limited, and some of the predictors of mentoring success obscured.     

Effects of perceived overqualification on career distress and career planning: Mediating role of career identity and moderating role of leader humility

In this study, we examined how perceived overqualification influences employees' career distress and career planning. Specifically, we drew on role identity theory to hypothesize that perceived overqualification is positively related to individuals' career identity. Based on internal self-processing dynamics of role identity, we further hypothesized that career identity predicts reduced career distress and increased career planning. We expected career identity to mediate the effects of overqualification on career distress and career planning. Based on the symbolic interactionism perspective of identity, we hypothesized that this mediation is moderated by leader humility so that overqualified employees exhibit stronger career identities in the presence of a humble leader. We found support for our hypotheses in a multi-wave time-lagged study of 220 supervisor–subordinate dyads from 50 groups. Overall, our studies highlight that perceived overqualification can have positive effects on employees and organizations under appropriate management conditions. We discuss theoretical and practical implications of these results.     

Social capital and career outcomes: a study of Chinese employees

This study examines the impacts of social capital on employees’ career outcomes in the Chinese context. Access to information and access to resources are hypothesized as the mediators in the relationships. A new measure of individual social capital is developed and used as the key predictor of the outcome variables. Data were collected from a survey administered to 184 employees in a state-owned enterprise. The results of regression analysis showed that individual social capital enhanced both career satisfaction and career achievement among Chinese employees. Further, access to information and access to resources were found to mediate the above relationships. The theoretical and practical implications are discussed.     

Executive career advancement in career moves across employers: the role of organization-level predictors

This paper examines the career moves of executives between different organizations and looks at the characteristics of executives employing organizations as a predictor of the outcome of the moves. The paper uses a retained executive search firm's proprietary data set that contains information on the career paths of executives in the financial services industry. The results show that the perceived operational excellence of executives employing organization has a significant signalling power for other employers and strongly impacts the success of executives' moves across different organizations. The data also reveal that executives may use their employment spell at large-sized organizations that are perceived as excellent as a conscious career-building mechanism and accept smaller promotions to join such organizations.     

Organizational career management practices and objective career success: A systematic review and framework

The theorization of the relationship between organizational investments in career development and individual success remains underdeveloped, and empirical tests of this relationship, which have been dispersed among several disciplinary areas, have produced inconsistent results. Addressing these issues, the purpose of this article is to propose a theoretical framework that illustrates why and how organizational career management practices translate into career success and under what circumstances the relationship is effective. Using a systematic review of empirical studies on career management practices and objective success, we identify three theoretical mechanisms - developmental, informational, and relational - and two groups of contingency factors that explain this relationship. Our framework advances the extant literature on organizational career management and provides suggestions to companies for designing effective career management systems.     

Turnover and the occupational career

Using data from a recent survey of job changes among computer specialists, Michael Arthur investigates the impact of occupational career circumstances upon employee turnover. The results confirm the importance of the occupational career in explaining employee mobility. In contrast, pay levels play a minimal role.