A cross-national comparison of cultural value orientations of Indian,Polish, Russian and American employees

This study examines the cultural value orientations (VOs) of employees (managerial and non-managerial) working in three categories of organizations (professional, technical and local services) in India, Poland, Russia and the USA. The analysis is conducted at both the national and organizational levels. The paper hypothesizes cultural differences at the country level and cultural similarities among employees working for professional and technical oriented organizations and divergence in the VOs of employees working for local services organizations. It also hypothesizes differences in the VOs of managerial and non-managerial employees in the four countries. The investigation has been conducted with the help of a questionnaire survey of 1,852 respondents. The outcomes of the analysis show that there are both cross-country cultural differences and similarities among the VOs of employees of the four nations. Further, significant cultural convergence emerges in the VOs of employees working for both professional and technical organizations, however, no significant cultural similarities or differences are observed for employees of service-based organizations in the four countries. There are some similarities emerging between managerial employees in the research countries. The research contributes to the fields of cross-cultural management, international management and international human resource management.     

Relationship of internal institutions,knowledge sharing,and technological innovation in characteristic cultural enterprises: Evidence from China

The paper empirically studies the relationship between internal institutions, knowledge sharing, and technological innovation based on the data of investigating 163 China's characteristic culture enterprises by applying structural equation model. The study shows that the internal institution of characteristic cultural enterprises can significantly enhance the knowledge sharing of employees in characteristic cultural enterprises; the knowledge sharing of employees will significantly enhance the technical innovation level of characteristic cultural enterprises; the internal institution of characteristic cultural enterprises does not directly and significantly improve the technical innovation level, but indirectly through enhancing the knowledge sharing of enterprise employees.     

Manager replacement,employee protest,and corporate control

When faced with the replacement threat, incumbent managers look for support from employees by investing in a non-contractible employee–friendly relationship. Enjoying the relationship, employees help managers preserve their job by protesting against shareholders. When the benefits from the good employee–manager relationship are large enough to cover the loss of managerial inefficiency, shareholders prefer to share the influential power at the firm with employees.     

Non‐competes,business dynamism,and concentration: Evidence from a Florida case study

Most research on non‐competes has focused on employees; here we study how non‐competes affect firm location choice, growth, and consequent regional concentration, using Florida's 1996 legislative change that eased restrictions on their enforcement. Difference‐in‐differences models show that following the change, establishments of large firms were more likely to enter Florida; they also created a greater proportion of jobs and increased their share of employment in the state. Entrepreneurs or establishments of small firms, in contrast, were less likely to enter Florida following the law change; they also created a smaller proportion of new jobs and decreased their share of employment. Consistent with these location and job creation dynamics, regional business concentration increased following the law change in Florida. Nationwide cross‐sections demonstrate consistent correlations between state‐level non‐compete enforcement and the location, employment, and concentration dynamics illustrated in Florida.     

Employee Rights, Employee Responsibilities and Knowledge Sharing in Intelligent Organization

Much is currently being written about the need to encourage employees to share knowledge in order for companies to maintain a role as an intelligent organization in a technologically sophisticated environment. However, there is little written of the relationship between employee rights to satisfactory employment conditions, employee responsibilities in decision-making, and employee willingness to share their knowledge collaboratively. This paper seeks to redress this gap by discussing the importance of the relationship between employee rights and responsibilities and employee willingness to share knowledge. The reaction of a group of employees (academics) employed in an Intelligent Organization (university) to a reduction in their rights and responsibilities is discussed in order to design a framework of employee rights and responsibilities required for knowledge sharing in intelligent organizations.     

供应链文化自组织特性研究

供应链文化系统具有开放性、远离平衡态、非线性和面临涨落的自组织特性,供应链文化的演化是一个自组织的过程。供应链文化的自组织特性为供应链在选取合作伙伴、调动员工积极性与规避文化风险等方面提供理论参考,通过管理者对供应链文化的干预与引导,从而使供应链获得竞争对手难以复制的核心竞争力。     

科技视域下的河南文化创意产业发展研究——以河南戏曲为例

文章以河南戏曲文化创意产业发展为切入点,对电视传媒技术和互联网多传媒技术对河南戏曲创意产业发展的影响进行了分析,并通过对《梨园春》栏目和河南戏曲动画的实证和个案研究,有针对性地对现代化的传媒技术对河南戏曲文化创意产业发展的影响进行一些探析,研究如何提高河南文化创意产业发展的方法和途径,进而推动河南文化创意产业向深层次发展,为从科技的视角出发研究河南文化创意产业的运行规律提供一些思路。     

Why do firms train apprentices? The net cost puzzle reconsidered

This paper analyses the impact of increasing the share of apprentices at the cost of the share of unskilled or semi-skilled employees on establishment performance. We use representative matched employer–employee panel data and correct for estimation biases. We show that an increase of the apprentice share in trade, commercial, craft or construction occupations has a positive impact on establishment performance. Establishments that increase the apprentice share in manufacturing occupations face a negative impact on performance, however. These results shed a new light on the stylised fact that apprenticeship training always leads to net costs during the apprenticeship period in Germany: we argue that establishments only hire apprentices at a cost if their skills are relatively specific, their retention rate is high and skilled employees are hard to hire.     

Tactics of speaking up: The roles of issue importance,perceived managerial openness,and managers' positive mood

Extant voice research has focused mainly on the conditions under which employees speak up, but we have limited knowledge about how employees speak up. This study examines voice tactics or the various ways in which employees express concerns to or share suggestions with their managers. Based on the notion that voice is a deliberative behavior, we draw upon a cost–benefit framework and propose that voice tactics are influenced by messages' characteristics and managers' stable and temporal characteristics. Specifically, we examine the joint effects of issue importance, perceived managerial openness, and managers' positive mood on employees' public (vs. private) and formal (vs. informal) voice tactics. Across two independent studies, our findings demonstrate that employees tend to use public channels and formal procedures only when three conditions are met simultaneously: (a) the issue is important, (b) managers are perceived as being open to employees' voice, and (c) managers are in a positive mood at the time of voicing. In addition, we found that speaking up via public channels or formal procedures is positively related to the success of voice.     

The spatial impact of employment centres on housing markets

The spatial impact of employment centres on housing markets. Spatial Economic Analysis. Local economic growth tends to affect neighbourhood house prices unevenly. It has been observed that prime locations experience price hikes far in excess of the surrounding local area. Yet, this phenomenon is not well captured by existing economic models. This research provides a model of spatial and temporal interactions between housing and employment markets. The results show that rapid growth of employment centres increases house prices in neighbouring locations even after adjusting for fundamentals. It is concluded that spatial clustering of companies creates an option value for existing and potential employees that goes beyond ease of access for commuting purposes.     

Employee buyouts and employee involvement: a case study investigation of employee attitudes

This article investigates the association between employee share ownership (ESO) and employee involvement (EI) in an employee‐owned firm.Based on data from the firm’s employers and employees, the article concludes that the mere presence of share ownership is no guarantee on increased involvement for employees, highlighting instead the significance of other variables.     

Financial participation and recruitment and retention: causes and consequences

Using a sample of over 5000 establishments in Germany, we analyze the antecedents and effects of profit sharing (PS) and employee share ownership (ESO) with respect to the ability of firms to meet their recruitment and retention objectives and to achieve employment growth. We draw on both economic and behavioral perspectives to argue that firms that adopt PS and ESO plans do so in order to attract and retain employees. Using logistic regression and a propensity score matching technique, we find that firms that face higher recruitment problems, and those that have greater employment growth objectives, are more likely to use ESO and PS. Unlike ESO, PS enhances firm-level employment growth. However, neither ESO nor PS help firms to fully resolve recruitment and retention problems.     

Targeted campaign competition,loyal voters,and supermajorities

We consider campaign competition in which candidates compete for votes among a continuum of voters by engaging in persuasive efforts that are targetable. Each individual voter is persuaded by campaign effort and votes for the candidate who targets more persuasive effort to this voter. Each candidate chooses a level of total campaign effort and allocates his effort among the set of voters. We completely characterize equilibrium for the majoritarian objective game and compare that to the vote-share maximizing game. If the candidates are symmetric ex ante, both types of electoral competition dissipate the rents from office in expectation. However, the equilibria arising under the two electoral objectives qualitatively differ. In majoritarian elections, candidates randomize over their level of total campaign effort, which provides support for the puzzling phenomenon of the emergence of supermajorities in majoritarian systems. Vote-share maximization leads to an equilibrium in which both candidates make deterministic budget choices and reach a precise fifty–fifty split of vote shares. We also study how asymmetry between the candidates affects the equilibrium. If some share of the voters is loyal to one of the candidates, then both candidates expend the same expected efforts in equilibrium, but the advantaged candidate wins with higher probability for majoritarian voting or a higher share of voters for vote-share maximization.     

Regional differences in small firm entry in manufacturing industries: Lower Saxony, 1979–1991 †

This paper is an empirical study of inter-regional and inter-temporal variations in entry of new firms using longitudinal data covering all manufacturing establishments in Lower Saxony between 1979 and 1991. Patterns of entry are reported for sixteen regions based on gross rates of entry (number of new firms) and entry intensities (shares of employees). An empirical model is applied to detect regional characteristics that are highly correlated with entry. Pooling of cross-section and time-series data allows for control of influences of varying macroeconomic conditions and unobserved regional characteristics that turned out to be important. Small firm entry tends to be positively related to high overall economic growth, and to be higher in regions where both the small firm employment share and the level of wealth are high while the wage rate is low. We find no evidence for a negative impact of the business tax rate or for a positive effect of regional subsidies.     

Asymmetric information,foreign entry and multi-period credit competition in banking industry

In a credit market, a low-cost foreign entrant is likely less informed than a domestic bank with information endowments. We present a steady-state model in an infinite-period framework, and analyze how the informational asymmetry affects the lending equilibrium and the foreign banks’ entry modes. Firstly, we show that the domestic bank's initial informational advantage from its relatively large market share at the beginning of competition is not enough to hinder the entry of a low-cost foreign bank. In addition, the foreign bank is more likely to be the winner in the steady state of an infinite-period game than that in a static game. Secondly, the comparative static analysis show that the likelihood of foreign bank becoming the winning party increases with borrower quality, project payoff and the growth rate of potential new borrowers. Thirdly, when the foreign bank wins game in the steady state, its market share is decreasing in project payoff and the growth rate of new borrowers, while changes non-monotonically with borrower quality. Finally, we extend our model to characterize the domestic bank's sustainable advantage in being relatively familiar with new market, and provide valuable explanations for the observed entry modes of foreign banks in China.     

The three Cs for cultivating organizational culture in a hybrid world

For years we have known that effective organizational culture is critical to ensuring revenue growth, employee retention, and even stock price acceleration. Yet, culture change is hard. Today, in the hybrid world, most employees still spend the majority of their time working within small work teams, but team members are often remote from one another. These employee interactions are essential to sharing and modeling the norms and behaviors necessary to cultivate the desired culture. Combining behavioral data with the use of organizational network analysis helps to overcome these limitations and provides a deeper understanding of the employee cultural experience—even in the hybrid context. In our research, we evaluated 10 attributes critical to an organization’s culture from more than 50,000 employees across three years. Using passive data, we also re-constructed the employee network based on primary interactions. Our research highlighted three critical cultural patterns that will help to more deeply evaluate culture in a hybrid context, but even more importantly,help target local solutions that can be quickly implemented. We call these the three“C’s” of cultivating culture. We show that organizational culture clusters in the employee network, is contagious among employees, and is contextually dependent.We discuss our key insights on the three C’s, concluding with practical applications for leaders applying these insights in their organization.     

Culture,Wasta and perceptions of performance appraisal in Saudi Arabia

This article explores the relationship between Arabic culture and employees’ perceptions of performance appraisal in a Saudi Arabian company named SACO. Using an interpretive and qualitative methodological framework, the article suggests that Western models of performance appraisal rooted in rationality and objectivity conflict with aspects of Saudi Arabian culture. Specifically, the personal relations implicated in the social practice of Wasta. However, the article also shows how SACO employees are beginning to reject Saudi Arabian cultural norms and adopt alternative values which are linked to notions of organisational justice and individual egalitarianism. These values are compatible with Western models of performance appraisal.     

Cultural values and definitions of career success

This paper examines how national culture relates to the ways that individuals define career success. Data are drawn from interviews with 269 professional services employees in 15 countries. Interviews are content coded and linked with country‐level Global Leadership and Organizational Behavior Effectiveness measures of cultural values. We test our hypotheses using a multilevel multinomial logit model. The results demonstrate that the ways in which employees define career success vary across countries, due in part to differences in cultural values after controlling for gender, occupation, job level, and national economic development. We find that employees from countries high in future orientation, uncertainty avoidance, and performance orientation are more likely to define career success in terms of interpersonal outcomes, and those from countries high in collectivism (institutional and in‐group), humane orientation, and gender egalitarianism are more likely to prefer intrapersonal outcomes. We find that employees from countries that are high in assertiveness, uncertainty avoidance, and performance orientation are more likely to define career success in terms of achievement‐oriented outcomes. Finally, we find that employees from countries high in power distance report career success definitions in terms of safety and security outcomes. We discuss the implications of these findings for theories of cultural differences in careers across countries.     

Firm and regional economic outcomes associated with a new,broad measure of business innovation

ABSTRACT

Most innovation-oriented studies use measures such as patent activity or research expenditures, likely ignoring the role of more home-grown upgrades or opportunity-recognizing activity common in businesses across the U.S. This study develops a broader ‘innovation index’ using a new survey of businesses that provides a wide lens for capturing innovative practices. The index is used in a series of regressions testing the relationship between innovation and both firm and regional-level economic outcomes. Results from the firm-level regressions show that the innovation index has a positive and significant relationship with wages paid to employees and product market growth. The regional analysis demonstrates that innovation is correlated with several regional economic variables, including median household income, and that spatial spillovers from innovation exist in some instances.     

Spatial competition with free entry, Chamberlinian tangencies, and social efficiency

Free entry in Löschian spatial competition leads to a tangency between each firm's negatively sloped average revenue and the downsloping portion of average costs—as in Chamberlin's monopolistic competition. It is generally concluded that this equilibrium involves too many inefficiently small firms. However, this conclusion is incorrect. The difference between price and firm marginal production costs in spatial equilibrium is just sufficient to cover the additional marginal cost of output resulting from availability of multiple locations. This Chamberlinian tangency does not imply inefficiency, because it does not include all the social costs and benefits resulting from spatial competition.