Job rotation and employee performance – evidence from a longitudinal study in the financial services industry

Job rotation, i.e. a lateral transfer of an employee between jobs within a company, is frequently used as a means to develop employees, learn about their abilities as well as to motivate them. We investigate the determinants and performance effects of job rotation empirically by analyzing a large panel data-set covering the German banking and financial services sector. In particular, we study (i) how prior individual performance affects the propensity to rotate and (ii) how performance changes after the rotation. We find that while both, low- and high-performers rotate, lateral moves are more frequent among low performers. However, those having been rotated between jobs achieve a higher performance in subsequent years as compared to other non-rotating employees in a comparable position. Interestingly, this effect is driven by high performers, whereas for low performers, we find no significant relationship between job rotation and future performance. The results thus suggest that firms should focus their job rotation programs on high performers and should not expect that low performers achieve performance gains when being rotated to a different function.     

Supply chain risk management in India – practical insights

This paper reviews the supply chain risk management (SCRM) literature to identify as well as to discuss and elaborate on the impact and origin of major supply chain risk factors in an Indian context. Through a combination of existing literature and a survey instrument, we identify major SCRM issues including underlying supply chain risks and thereafter identify gaps, issues and opportunities for further research. SCRM has become a popular research topic, in part owing to increased globalisation of business. Moreover competitive factors such as shorter product life cycles, technological innovations and changing government policies have brought this topic more sharply into focus. We carried out a survey among Indian supply chain professionals, based on supply chain risk constructs developed from a literature review. Statistical analysis utilised exploratory and confirmatory factor analyses to determine the major risk factors in the Indian supply chain sector. We found a range of supply chain risks prevalent in Indian supply chains, classified here as cultural, operational, infrastructure, economic, forecasting and supplier-related risks. However, for a variety of reasons and as discussed in the paper, the implications can vary considerably. Based on the findings we provide a future SCRM research agenda from an Indian perspective. As international supply chains increasingly have Indian partners and domestic firms within India seek to be globally competitive, the risks need to be better understood. This is the first detailed study on SCRM practices in an Indian context.     

Is there a J-curve effect in Turkish services?

This paper explores the existence of the J-curve effect in Turkish services. The model of Bahmani-Oskooee (Rev Econ Stat 67:500–504, 1985), one of the most commonly employed model in the j-curve literature, is adopted. Using quarterly data from 1986: I to 1998: III, we find that, as a result of real depreciation of Turkish currency, YTL, services trade balance initially improves, then worsens and improves again in the short run. This is a pattern indicating that J-curve effect does not exist in Turkish services sector. We also find that depreciation of Turkish Lira improves the trade balance of the sector in the long run, a result consistent with earlier findings for the whole Turkish economy.     

Introducing the paradox theory in logistics and SCM research – examples from a global sourcing context

The purpose of this paper is to introduce and explore the use of paradox theory in a logistics and SCM research context. Although logistics and SCM scholars as well as practitioners have been aware about the existence of paradoxes, they have so far lacked a more formal theoretical framework for further identification and classification of these. Framed in the four general paradox classes of learning, belonging, organising and performing, the paper outlines paradoxes inherent in the global sourcing practices of two case companies. The findings demonstrate the paradox theory to be a useful tool for a systematic illumination and classification of paradoxes valuable for practitioners, researchers as well as teachers in the domain of logistics and SCM. The paradox theory may also help to identify and emphasise inconsistencies among different research fields. This is particularly valuable for research areas built upon multiple research disciplines such as global sourcing. In conclusion, the paper suggests that the paradox theory offers a new lens through which an organisation could be better explored, described and understood.     

Hybrid Collaborative Arrangements: The welfare administration in Norway – between hierarchy and network

Abstract

This paper uses a survey to analyse how administrative executives perceive coordination following the reform of the Norwegian Labour and Welfare Administration. Applying a structural and cultural perspective, it examines the relationship between coordination mechanisms, cultural features and perceived coordination quality. The executives identify strongly with finding joint solutions and getting public organizations to work together. Coordination by hierarchy and networks co-exist, but the hierarchical dimension dominates. Vertical coordination is regarded as quite good, while horizontal coordination is seen as rather poor. The relationship between coordination mechanisms, cultural features and coordination quality are rather ambiguous and loose, however.     

Does unionization lead to corporate changes in productivity practices?–insights from Singapore

This paper explores the role of trade unions in influencing corporate change towards productivity improvement for a newly industrialized country– Singapore.Empirical analysis of a sample of firms found unionization to be positively associated with certain productivity practices.The more significant and stronger correlations being the sharing of productivity gains, role Specialization (productivity manager) and productivity as part of corporate policy. Implications of these findings are discussed.

A Sunday Times commentary 2 suggested that, drawing from the Singapore industrial relations experience, trade unions could play a positive role in generating economic growth. If that is seen to be occurring from the macrolevel, it will naturally be interesting to inquire further what effects unionization can have on internal organizational practices, such as in productivity improvement. There may also be practical benefits from having insights into the dynamic forces that are at work when trade unionism is present.

A perspective on the direction (whether positive or negative) and scale of change in the emphasis on productivity improvement practices could help multinational enterprises formulate more effective employee relations policies when operating in Singapore –where tripartite co–operation is the key industrial relations philosophy. Corporations that are in the process of

being unionized may be able to appreciate that resulting change to their operating environments as a consequence of unionization need nor always be unfavourable.Management operating in unionized contexts could rethink their industrial relations strategies in light of the findings here –that it is quite possible to work with trade unions to enhance corporate productivity.

Most significantly, such findings could foster a greater determination by both the management and unions in engendering a co-operative industrial relations climate.This is particularly relevant for corporations operating in countries such as Britain, where industrial relations are traditionally less harmonious.To survive in the increasingly global competition of the 1990s and beyond, Western businesses will need co-operative industrial relations that help to foster productivity improvement efforts. This theme isfurther explored in the last section of the paper.     

Opportunity motivation and SME internationalisation in emerging countries: Evidence from entrepreneurs’ perception of institutions

Institutional studies based on cross-country comparisons and founded on a determinist perspective analyse the behaviour in emerging economies. The current research, in contrast, looks to neo-institutionalism and the literature on entrepreneurship to pose two research questions based on individuals’ discretion: (1) How does the entrepreneur’s perception of the institutional dimensions influence their decision to involve their SME in international operations? (2) What role does opportunity motivation play in the impact of those perceptions on the internationalisation decision? We analyse a sample of 296 entrepreneurs who had founded their businesses in Brazil (Federal State of Sergipe), and our results confirm that the individual’s perception of the normative and regulative aspects of institutions, the interaction between the two, and the interaction between the normative and cognitive aspects of institutions, explain the decision to embark on international operations. Opportunity motivation mediates the impact of the normative aspects of institutions on that decision.     

Green logistics in food distribution – a case study

Environmental impacts, such as Green House gas emissions, have been introduced to supply chain management as an additional parameter to traditional key performance indicators such as cost, lead-time and on-time delivery. This paper analyses a case example from the food industry on how CO₂ emissions are structured in a value chain. The focus of the analysis covers food factory order-picking operations, transportation, warehousing and distribution aspects. The paper aims to demonstrate greening and CO₂ saving potential areas of development for thermo-controlled food logistics. The results show the energy-saving potential of several supply chain processes giving examples of distribution logistic online-temperature controlling possibilities. Greening decisions in supply chain design in the food industry are considered.     

Experiencing Change in German Controlling – Management Accounting in a Globalized World

Abstract

In this study, I consider the effects of tax risk from tax volatility on the pricing of syndicated debt. Tax volatility is an interesting feature in that managers have some discretion over the risks they take with their tax strategies, which, however, are often harder to monitor for outsiders than risks related to other business activities. Framing my predictions based on the theoretical model developed by Merton [1974], I hypothesize and find that tax volatility is incrementally informative to other priced risks suggesting that tax risks per se are relevant to lenders. Moreover, I find that the results are stronger when the loan contract does not include performance pricing provisions or other restrictions, such as capital expenditure covenants, that protect lenders. This evidence adds to knowledge about the real effects of tax risk.     

Why does eco‐innovation differ in service firms? Some insights from Spain

Although environmental innovation studies have traditionally focused on manufacturing firms, the distinctive features of eco‐innovation activities carried out by service firms require special attention. Using the Spanish Commumity Innovation Survey (CIS), this paper determines which are the main drivers of undertaking eco‐innovation and investigates the similarities and differences between service and manufacturing firms within the five sub‐groups of services (supplier dominated, scale intensive physical networks, scale intensive information networks, science‐based, and others). The results confirm that the main eco‐innovation triggers are similar—technological push factor orientation (internal R&D and persistence) and firm size—while the impact of market pull factors and public environmental legislation differ within the services sub‐groups. In addition, we find a high degree of heterogeneity within service firms. In contrast to traditional service firms, those in the groups involving R&D activities, information networks, and scale‐intensive physical networks exhibit intensive eco‐innovation performance and show a high level of green indicators.     

The HR function in purchaser–provider relationships: insights from the UK voluntary sector

This article explores how inter-organisational relations with the state impact on the status of human resource (HR) professionals in voluntary organisations. It reveals a constrained and under-resourced HR function in voluntary organisations, implementing few strategic interventions. Explanations centre on the dynamics of power relations, institutional forces, the exercise of strategic choice and management of risk between purchasers and providers and their interaction with competencies among individual actors, attitudes of senior managers and the focus by voluntary sector managers on organisational mission. It warns that these external and internal factors will produce similar outcomes in sectors and economies characterised by arm's-length contractual relations.     

Getting the best solution from a supplier – A social capital perspective

Due to the current shift towards solution provision in many industrial markets, buyers are under increasing pressure to develop sourcing strategies to procure custom solutions for their firm in order to achieve competitive advantage. The question arises as to how buyers can ensure they get the best solutions from their suppliers and whether social capital can be applied to improve solution provision processes and value creation. Existing empirical research, however, has paid only little attention to the antecedents of suppliers’ solution provision performance, i.e., their capability to diagnose buyer needs and to design and implement solutions to meet them. We tested how social capital dimensions (relational, cognitive, and structural) relate to solution provision. The study uses empirical data obtained from a survey of 475 suppliers representing both manufacturing and service industries. Partial least squares (PLS) structural equation modeling (SEM) and polynomial regression were used to analyze the data. The results demonstrate that the availability of social capital in a buyer-supplier relationship is a relevant antecedent to successful solution provision activities. However, the different dimensions of social capital are found to compensate for each other to some extent. Our study further demonstrates that solution provision is not a monolithic activity but can better be understood as a multi-phase process (diagnosis, solution design, and implementation). Different aspects of social capital may have a different impact depending on the phase of solution provision. The successful diagnosis of buyer needs mediates the effect of social capital on solution design and implementation. It is also found that production characteristics of a buyer and the type of a supplier solution affect the role of social capital in solution provision process.     

The impact of Greek labour market regulation on temporary employment – evidence from a survey in Thessaly,Greece

This paper uses an original data-set for 186 workplaces in Thessaly (central Greece), to study consequences of Greece's strict employment protection law (EPL) and national minimum wage for temporary employment. We find higher temporary work contract rates among workplaces that pay low wages close to the minimum. We also find that EPL ‘matters’, in particular, managers who prefer temporary contracts because temporary workers are less protected definitely employ more. Our findings thus support the view that a firm's HRM decisions regarding internal versus external allocation of tasks are influenced by labour regulation.     

Knowledge-based network ties in early rapidly internationalising small firms: a missing link?

This paper sets out to establish the sources of the relationships underpinning Early Rapidly Internationalising Small Firm (ERISF) cross border activities, the main characteristics and specific functions of these relationships, and their process of development. Using interview data from ten South African firms, the findings show that the founder’s pre-firm knowledge pools are important in establishing the source of the initial hierarchical knowledge-based interpersonal ties. ERISF internationalisation is enabled by an initial prior interpersonal network tie set, which is composed of predominantly strong knowledge-based contacts. The ERISF acts as the source that provides the technical information and knowledge, which is then adopted by their network partners. This means that the ERISF’s product and technological capabilities drive the international knowledge creation process. The findings provide a holistic characterisation of the concept of knowledge in ERISF internationalisation. Within their interorganisational relationships, ERISFs are involved in knowledge creation, knowledge transfer and knowledge adoption activities. Network ties developed in existing knowledge pools are extended to new knowledge pools enabling the leveraging of limited resources.     

The persistence of gender discrimination in China – evidence from recruitment advertisements

In this paper we present an analysis of recruitment advertisements that suggests that Chinese employers frequently discriminate on gender grounds, both directly and indirectly. We illustrate how employers continue to use entrenched stereotypes and perpetuate highly segregated expectations of men and women's roles at work, predominantly to the detriment of women and hindering their progress in the labour market. The paper concludes that while employers’ recruitment practices are not the only cause of women's continued labour-market disadvantage – and are in themselves a function of the wider of economic, socio-cultural and ideological factors that underlie it (Kitching 2001; Patrickson 2001; Leung 2003; Cooke 2005) – a change to employer behaviour in this area is a necessary and potentially achievable step forward towards greater equality.     

‘The times they are a changin’? transformative organizational innovations in financial services in the UK

Much of the management guru-based literature emphasizes the transformational capacity of organizational innovations (OIs). The excellence, quality and reengineering literature purports to abandon hierarchy, bureaucracy and management control; to eradicate conflict and instil an new team and quality-based ethos. Yet much remains unknown about how these OIs are operationalized. Here we question both theoretically and empirically the validity of such transformational claims by reference to our research within financial services. We argue that despite considerable changes, OIs remain both a condition of, and location for, the exercise of organizational power relations. Bureaucratic and hierarchical structures continue to pervade organizations. Work-related pressures and tensions abound concerning issues such as control over the quality versus the quantity of work output, work intensification and job insecurity. All of which impinge upon the performance of OIs, and belie notions of a ‘transformation’ of organizational cultures, structures or strategies.     

Self-employment of immigrants and natives in Sweden – a multilevel analysis

Recent research suggests that self-employment among immigrants is due to a combination of multiple situational, cultural and institutional factors, all acting together. Using multilevel regression and unique data on the entire population of Sweden for the year 2007, this study attempts to quantify the relative importance for the self-employed of embeddedness in ethnic contexts (country of birth) and regional business and public regulatory frameworks (labour market areas). This information indicates whether the layers under consideration are valid constructs of the surroundings that influence individual self-employment. The results show that 10% (women) and 8% (men) of the total variation in individual differences in self-employment can be attributed to the country of birth. When labour market areas are included in the analyses, the share of the total variation increases to 14% for women and 12% for men. The results show that the ethnic context and the economic environment play a minor role in understanding individual differences in self-employment levels. The results can have important implications when planning interventions or other actions focusing on self-employment as public measures to promote self-employment often are based on geographic areas and ethnic contexts.     

Stemming the gender gap in STEM entrepreneurship – insights into women’s entrepreneurship in science,technology, engineering and mathematics

Science, technology, engineering, and mathematics (STEM) fields are notably important for innovation and technological development, which in turn are seen as drivers of social and economic growth. Hence, researchers and policy-makers have paid substantial attention to analyzing and promoting high-growth ventures in STEM fields. However, STEM fields are highly gender-skewed, regardless of whether the population considered is students, faculty members, graduates, top managers, or entrepreneurs. This is noticeable in the small number of women entrepreneurs with STEM backgrounds. This underrepresentation of women in innovation-driven business startups highlights existing gender biases and systemic disadvantages in social structures, making visible the double masculinity that exists at the intersection of STEM and entrepreneurship. This article addresses this issue by combining insights from research about women’s entrepreneurship and research about the gender aspects of STEM fields. We emphasize institutional, organizational, and individual factors influencing women’s entrepreneurship in STEM fields, laying the foundation for the articles included in this special issue. Finally, we discuss the way forward for research on the gender aspects of STEM entrepreneurship to help us create the knowledge needed to close this gender gap.

     

How do suppliers strategise in relation to a customer’s supply network initiative?

The purpose of this article is twofold: firstly, to conceptualise and discuss how suppliers strategise in relation to supply network initiatives taken by their customers in the construction industry, and secondly, to discuss the buying firm’s view on the strategies pursued by their suppliers. Based on the analysis and discussion, we suggest that suppliers can strategise in relation to a focal supply network initiative by using six different connecting modes: (A) start-up relationships and processes, which can support the focal initiative; (B) intensify relationships and processes, which already give some support to the focal initiative; (C) continue with relationships and processes, which support the focal initiative; (D) weaken relationships and processes, which do not support the focal initiative; (E) end relationships and processes, which do not support the focal initiative and (F) continue with relationships and processes, which preserve non-supporting elements of the focal initiative. Furthermore, the suppliers can choose different strategising profiles. Based on the six modes, we can draw profiles, which show how much each supplier would emphasise each respective mode. In addition, we suggest that the buying firm identify the different strategising profiles of its suppliers, and handle the individual profiles of the suppliers, as well as the mix of profiles in the supply network.