Microfoundations for stakeholder theory: Managing stakeholders with heterogeneous motives

Instrumental stakeholder theory proposes a positive relationship between fairness toward stakeholders and firm performance. Yet, some firms are successful with an arms‐length approach to stakeholder management, based on bargaining power rather than fairness. We address this puzzle by relaxing the assumption that all stakeholders care about fairness. Empirical evidence from behavioral economics and social psychology suggests that firms face a population of potential stakeholders that consists not only of so‐called ‘reciprocators,’ who do care about fairness, but also of self‐regarding stakeholders, who do not. We propose that a fairness approach is more effective in attracting, retaining, and motivating reciprocal stakeholders to create value, while an arms‐length approach is more effective in motivating self‐regarding stakeholders and in attracting and retaining self‐regarding stakeholders with high bargaining power. Copyright © 2013 John Wiley & Sons, Ltd.     

Regulating the European Labour Market: Prospects and Limitations of a Reflexive Governance Approach

This article reviews developments in European Union employment policy from the perspective of reflexive governance. Reflexive governance instruments have a procedural orientation and provide a structural framework or steering mechanism to facilitate a process of self‐regulation. Recent developments in relation to the Employment Framework Directive, the European Employment Strategy and the Working Time Directive highlight some of the prospects and limitations of this reflexive approach to regulating employment relations and the potential impact on the UK labour market. These developments indicate that the hopes invested in the reflexive approach remain to be fulfilled.     

Family Background and the Propensity for Self‐Employment

Empirical analysis shows that men with self‐employed fathers and higher parental incomes are more likely to be self‐employed, the impact of paternal self‐employment is leveraged by higher family income, and self‐employment is more likely when the father worked in an occupation with task requirements similar to those of an independent business. The idea that the paternal self‐employment effect is attributable to sons following their fathers into occupations inherently more or less conducive to self‐employment is not supported.     

Erratum: Multipoint competition,strategic similarity and entry into geographic markets L. Fuentelsaz,J. Gómez. Strategic Management Journal, 2006; 27; 477–499

The original article to which this Erratum refers was published in Strategic Management Journal Vol. 27, No. 5, pp 477–499, 2006. DOI: 10.1002/smj.529 A paragraph in Spanish on page 481 of the Strategic Management Journal Vol. 27, No. 5, pp 477‐499, 2006, DOI: 10.1002/smj529 was incorrectly included. The publisher apologises for this error.     

Conceptualizing executive hubris: the role of (hyper‐)core self‐evaluations in strategic decision‐making

Researchers have long been interested in how an executive's self‐concept affects his or her behaviors, but have lacked a theoretically grounded, validated construct for conducting systematic inquires. The concept of ‘core self‐evaluation’ (CSE), which has been recently validated in the psychology literature, concisely encompasses and consolidates the common, overlapping portions of four previously unconnected personality dimensions: self‐esteem, self‐efficacy, locus of control, and emotional stability. CSE has great potential to provide substantial leverage for research on executive self‐concept. We review and reconcile prior research on related constructs in executive settings (including narcissism, hubris, and overconfidence) and argue that CSE should be adopted as a robust, well‐validated umbrella construct for research on executive self‐concept. Indeed, a very high level of CSE, or hyper‐CSE, aligns closely with what is often colloquially called ‘hubris.’ We anticipate that hyper‐CSE executives—who possess supreme levels of self‐confidence, self‐potency, and conviction that they will prevail—will manifest this trait in their job behaviors. We develop a set of integrated propositions that describe the implications of CSE for strategic decision processes, strategic choices, and organizational performance. Finally, we propose additional avenues for research. Copyright © 2005 John Wiley & Sons, Ltd.     

纤用聚酯工业的发展趋势及需求预测

当今纤用聚酯工业的发展趋向规模化，亚洲在世界合成纤维生产能力中所占的份额越来越大。我国聚酯产品的生产和消费进一步向东部集中，工艺技术和生产规模将有所提高，民营生产企业不断扩大自身实力和市场份额。预计至2005年，我国人均纤维消耗量可达到74～8．0kg，接近世界平均水平。     

Visualizing the Self: Exploring the Potential Benefits and Drawbacks for New Product Evaluation

This study examines the role of visual processing in new product evaluation. The primary goal of this research was to provide insights into the role of visualization content (self‐related versus others‐related images) in product evaluation as it differentially relates to two separate types of products—incremental products and really new products. This study's results show that for incremental products, visualizing with self‐related images (versus others‐related images) led to higher evaluations. In this context, it seems that familiarity with the product category from which an incremental product extension is generated enables individuals to produce images easily where they can see themselves using the new product. In some sense, self‐related visualization might be thought of as a form of surrogate experience with the new product. The ability to self‐reference during evaluation provides positive benefits to the evaluation outcome. Contrasting this result, this study's findings showed that for really new product introductions the previously identified benefits of self‐visualization were not realized. Confirming this study's prediction, the advantage of self‐visualization over others‐related visualization was lost. This is attributed to consumer difficulty in visualizing the full application of a really new product to their current consumption behavior. Of further interest, this study's results also showed that in the case of really new products others‐related visualization facilitated higher evaluations than self‐visualization. The mediating role of visualization‐based evaluation difficulty provides further explanation for these findings. Self‐related images are shown to be difficult to imagine in a really new product context, whereas imagining others utilizing the really new product is shown to be significantly easier. Perhaps individuals can see the benefits and better understand the novel applications of a really new product when visually simulating someone else using it but have more trouble imagining the applicability of the innovation in their own life. These findings are integrated into a discussion of the managerial implications and the potential avenues for future research in the area.     

False Self‐Employment,Autonomy and Regulating for Decent Work: Improving Working Conditions in the UK Stripping Industry

A large‐scale study of working conditions in UK‐based strip dancing clubs reveals that dancers are against de facto self‐employment as it is defined and practised by management, but in favour of de jure self‐employment that ensures sufficient levels of autonomy and control in the workplace. While dancers could potentially seek ‘worker’ or ‘employee’ status within the existing legal framework, their strong identification with the label ‘self‐employed’ and their desire for autonomy will likely inhibit these labour rights claims. We propose an alternative avenue for improving dancers’ working conditions, whereby self‐employed dancers articulate their grievances as a demand for decent work, pursued through licensing agreements between clubs and local authorities and facilitated by collective organization.     

Dysfunctional learning in decision processes: the case of employee reciprocity

While traditional economic models characterize individuals as boundlessly self‐interested, decades of empirical findings suggest that individuals' self‐interest motives are constrained by concurrent preferences for fairness. Individuals act on these preferences by behaving reciprocally: rewarding others perceived as behaving fairly and punishing others perceived as behaving unfairly. Successful firms must learn to navigate environments characterized by the reciprocity of their transaction partners. This paper investigates firms' judgments about employee reciprocity and posits a dysfunctional learning process whereby firms that overestimate employee reciprocity learn to correct their beliefs through feedback, while those that underestimate employee reciprocity do not. The result, demonstrated through computer simulation, is a systematic bias toward an overemphasis on employee self‐interest, and a resulting inefficiency in wage choices that hurts firm profitability. Copyright © 2011 John Wiley & Sons, Ltd.     

Does an Entrepreneurial Career Pay for Women in China?

Using data from the Chinese Household Income Project survey in 2013, our male–female pay‐gap decomposition illustrates that the gender earnings gap is larger among the self‐employed than the wage‐employed after controlling for the effect of various pay‐determining characteristics. Our self‐employed versus wage‐employed decomposition also controls for selection into self‐employment as well as those pay‐determining characteristics. We find that wage‐employed women would earn less than their current earnings if they shifted to self‐employment, while wage‐employed men would earn more than their current earnings if they became self‐employed. In essence, self‐employed women suffer from double jeopardy. They not only earn less than men in self‐employment due to lower returns for the same pay‐determining characteristics, but women in self‐employment also earn less than women in wage employment when they have the same pay‐determining characteristics.     

The impact of CEO core self‐evaluation on the firm's entrepreneurial orientation

Although much has been attributed to a CEO's personality, one particularly intriguing, and as yet unexplored, investigation is its impact on the firm's entrepreneurial orientation. Additionally, despite calls from the upper‐echelon literature, CEO personality research has been hobbled by the absence of a unifying construct that captures core dimensions of personality, and by the difficulty in obtaining such intimate assessments from executives. Building on recent advances in personality research, in particular the identification and validation of the core self‐evaluation construct that captures the core facets of an executive's sense of self‐potency, we develop and test a model of the impact of CEO core self‐evaluation on entrepreneurial orientation. Then, consistent with upper echelons and personality theory, we specify the contingent role of environmental dynamism. Using multisource data from a sample of CEOs and their top management teams from 129 firms, including a time‐lagged assessment of the firm's entrepreneurial orientation, we find evidence to suggest that CEOs whose personalities reflect higher core self‐evaluations have a stronger positive influence on their firms' entrepreneurial orientation. In addition, we find that this influence is particularly strong in firms facing dynamic environments, but negligible in stable environments. Copyright © 2009 John Wiley & Sons, Ltd.     

The Effect of Ability on Young Men's Self‐Employment Decision: Evidence from the NELS

Using the National Educational Longitudinal Study data, we examine the role of pre‐market abilities on young men's self‐employment decision. Our results indicate that cognitive and non‐cognitive abilities are two important, in opposing directions, predictors of self‐employment. We also find that cognitive and non‐cognitive abilities may differ in their malleability with the latter being more malleable during adolescence.     

心理授权与员工创新行为的关系——心理契约新视角的中介作用

本文研究心理授权对员工创新行为的影响,并引入了员工感知到的“员工对组织的责任”这一心理契约视角为中介变量,通过对不同行业企业进行调查,共收集312份问卷,进行实证研究发现,工作意义、自我决策、自我效能感、影响力对员工创新行为有正向影响;心理契约在工作意义、自我效能感对员工创新行为的关系中起完全中介作用,在自我决策、影响力对员工创新行为的关系中不起中介作用。     

西北区域自备电厂情况调查分析

西北区域企业自备电厂发展迅速，在保证电力供应、促进地方经济发展、吸引投资等方面发挥了重要作用。同时自备电厂立项建设和运行管理失序，也对电力行业健康发展造成较大的负面影响。在对西北区域自备电厂基本情况进行分析的基础上，指出其目前在运营中存在的问题，并给出了改进建议。     

自适应模糊控制在工业过程控制中的应用

阐述了自适应模糊控制在工业生产过程中的应用。给出了自适应模糊控制器的控制算法 ,对实现慢变化、大滞后系统的自动控制具有指导意义。     

From Donovan to … Wherever

The Donovan Report is twenty-five years old. Since publication it has been at the centre of debate about industrial relations in the UK. Though much criticized, it laid down the pattern of decentralized collective bargaining which is prevalent today in the unionized private sector. Re-reading the Report, three things stand out: its defence of abstentionist law, its failure to explain how voluntary reform would work, and its fixed ideas about the shape such reform should take. These are discussed. The focus is particularly on management, especially whether the reforms acted as a drag on management's ability to change in the 1980s This is the fifth Royal Commission, we are reminded in the opening paragraph, to have been appointed during the last hundred years to enquire into industrial relations. One of the few predictions which can be made with any confidence, after reading the thousand or more paragraphs which follow, is that it will not be the last. For the Commission has failed ….     

Do Formal Management Practices Impact the Emergence of Bootlegging Behavior?

Innovation in an organization often relies on initiatives by employees who take action to develop their ideas and obtain buy‐in by organizational decision‐makers. To achieve this, employees sometimes apply unorthodox approaches, ignoring formal structures to further elaborate their ideas' potential and promote their implementation. They work without formal legitimacy and gather their own resources until sufficient clarity allows for informed decisions. Finally, they bypass formal communication channels to convince top management of the merits of their ideas. Despite the significance of such bootlegging behavior, research has barely addressed the antecedents of this deviance. Drawing on strain theory and social cognitive theory, we study whether the emergence of bootlegging behavior is influenced by formal management practices, in particular, strategic autonomy, front‐end formality, rewards, and sanctions. Additionally, we investigate the role of employees' self‐efficacy related to innovation tasks at the entrepreneurial stage to explain the emergence of bootlegging. We tested the proposed relationships with empirical field survey data using structural equation modeling. In summary, this paper concludes that intrapreneurial self‐efficacy, strategic autonomy, and rewards for innovation accomplishments foster bootlegging. Front‐end formality has a positive effect on bootlegging by increasing intrapreneurial self‐efficacy, but it reduces the likelihood that employees will ignore formal structures when promoting their ideas and gathering their own resources to support their bootlegging efforts.     

微型发酵罐温度的智能控制

依据智能控制的基本原理 ,研究了微型发酵罐温度控制系统的特点 ,采用产生式规则设计了实用的智能控制器 ,文中同时给出了实际控制效果曲线     

On the Nature of Self‐Assessed House Prices

In models of optimal household behavior, the value of housing affects consumption, savings and other variables. But homeowners do not know the value of their house for certain until they sell, so while they live in their home they must rely on local house price data to estimate its value. This article uses data from the recent housing boom and bust to demonstrate that changes in households' self‐assessed home values are strongly consistent with the predictions of a model in which households optimally filter available house price data. Specifically, we show that self‐assessed house prices did not increase as rapidly as house price indexes during the boom and did not decline as severely during the bust. A Kalman filter model nearly perfectly replicates these data. These findings have direct implications for economists studying asking prices during booms and busts, optimal default decisions and other key housing‐related phenomena.