Job Flows and Job Quality by Establishment Size in the Finnish Manufacturing Sector 1980–94

This paper studies how employment patterns and growth vary with establishment size in the Finnish manufacturing sector during the period 1980–94. The findings are compared with the predictions of alternative theories of firm growth. The paper also examines some aspects of job quality in different size categories, including wages, labour productivity, working hours, labour turnover and the persistence of jobs. According to the findings, small establishments create and destroy jobs relatively more than large establishments. In addition, in the smallest size categories both the share of gross job creation and the share of gross job destruction is larger than the share of employment. However, there is no clear relationship between establishment size and net employment change. Furthermore, after studying different aspects of job quality, we can conclude that the jobs offered by small and large establishments differ greatly in many respects and it is difficult to evaluate the total welfare effect.     

Employment generation by small producers in the Canadian manufacturing sector

This paper uses job turnover data to compare how job creation, job destruction and net job change differ for small and large establishments in the Canadian manufacturing sector. It uses several different techniques to correct for the regression-to-the-mean problem that, it has been suggested, might incorrectly lead to the conclusion that small establishments create a disproportionate number of new jobs. It finds that net job creation for smaller establishments is greater than that of large establishments after such changes are made. The paper also compares the importance of small and large establishments in the manufacturing sectors of Canada and the United States. The Canadian manufacturing sector is shown to have both a larger proportion of employment in smaller establishments but also to have a small establishment sector that is growing in importance relative to that of the United States.     

Determining investment size and local embeddedness under host market uncertainty and growth rates

This study employs a growth options perspective to examine how multinational corporations (MNCs) design their investment attributes under the influence of host market uncertainty and growth rates. It specifically examines MNCs’ decisions on investment size and local embeddedness under host market conditions. Using data on Korean overseas manufacturing subsidiaries, we find that MNCs choose either more-local-embedded small investments or less-locally-embedded large investments under high demand uncertainty and GDP growth rates. We also find that this choice is moderated by host market political risk and competition. Our findings imply that MNCs consider both uncertainty-driven flexibility and growth rate-induced commitment when selecting international investment modes. This consideration allows MNCs to gain flexibility as well as an enhanced ability to expand in the future. This study contributes to the literature on real options and entry modes in the international business area by showing how host market conditions and investment decisions are related.     

Establishment exits in Germany: the role of size and age

Using comprehensive data for West Germany, this paper investigates the determinants of establishment exit. We find that between 1975 and 2006 the average exit rate has risen considerably. In order to test various “liabilities” of establishment survival identified in the literature, we analyzed the impact of establishment size and put a special focus on differences between young and mature establishments. Our empirical analysis shows that the mortality risk falls with establishment size, which confirms the liability of smallness. The probability of exit is substantially higher for young establishments which are not more than 5 years old, thus confirming the liability of newness. There also exists a liability of aging since exit rates first decline over time, reaching a minimum at ages 15–18, and then rise again somewhat. The determinants of exit differ substantially between young and mature establishments, suggesting that young establishments are more vulnerable in a number of ways.     

Are Small Firms Really Less Productive?

Small and medium-sized establishments (SMEs) account for a large proportion of industrial employment and production in almost all countries. Moreover, the recent literature emphasizes the role SMEs play in nurturing entrepreneurship and generating new products and processes. Although SMEs could be a source of new ideas and innovations, there are substantial productivity differences between small and large establishments. In this paper, we analyze three sources of productivity differentials: technical efficiency, returns to scale, and technical change. Our analysis on the creation, survival, and growth of new establishments in Turkish manufacturing industries in the period 1987–1997 shows that all these three factors play a very important role in determining the survival probability and growth prospects of new establishments.     

Does Gibrat’s Law Hold? Evidence from Canadian Retail and Manufacturing Firms

This paper investigates the validity of Gibrat’s Law holding for firms in manufacturing and retail trade sectors. The object is to expand our knowledge of Gibrat’s Law to include non-manufacturing firms. A unique longitudinal firm-level database, which contains information on Canadian incorporated establishments, enables the inter-industry comparison. The findings of the analysis are that Gibrat’s Law is violated in both manufacturing and retail sectors. Violations of Gibrat’s Law for both sectors include (i) growth rates that depend on firm size (ii) growth variability that depends on firm size and (iii) a negative persistence of firm growth. Finally, age effects or selection effects are not the causes of these violations.      

Do falling iceberg costs explain recent U.S. export growth?

We study empirically and theoretically the growth of U.S. manufacturing exports from 1987 to 2007. We use plant-level data on exporters' export intensity to identify the changes in iceberg costs over this period. Given this change in iceberg costs, we find that a GE model with heterogeneous establishments and dynamic exporting decision from a sunk cost of starting to export is consistent with both aggregate U.S. export growth and the changes in the number and size of U.S. exporters. The model also captures the gradual response of U.S. exports to the cut in iceberg costs. A model with a static exporting decision generates substantially less trade growth and misses out on the timing of export growth. We also study the interplay between changes in the structure of manufacturing and trade. We find that the growth in trade contributed little to the contraction in U.S. manufacturing while changes in the structure of manufacturing from changes in sectoral productivity, capital intensity, idiosyncratic shocks, and corporate taxation reduced U.S. export growth by as much as 10%.     

Does Exporter Turnover Contribute to Aggregate Productivity Growth? Evidence from Malaysian Manufacturing

Malaysia’s economic success is to a significant extent underpinned by its export‐oriented manufacturing sector. The sector has a large foreign presence, with MNCs attracted by the open trade and investment regime, and FDI‐friendly policies. Using unpublished manufacturing census data for 2000 and 2005, we apply the methodology by Foster et al. (1998) to decompose productivity growth. The analysis shows that exporters were more productive than domestic‐oriented establishments, and were distinctly more competitive. The empirical evidence also shows that establishment turnover is important in boosting productivity growth. In particular, we find that turnover of exporters made a larger contribution to aggregate productivity growth compared with domestic‐oriented establishments during the period from 2000 to 2005. Surviving establishments (those that operated in both years), on the other hand, made a negative contribution. It is noteworthy that entrants to export markets were more productive than surviving non‐exporters and even surviving exporters. Exiters from export markets or ‘export failures’, on the other hand, were less productive than continuing exporters. Given the importance of turnover to productivity growth, the government should ensure unrestricted entry to the export sectors for both foreign and domestic investors. Continuing with pro‐FDI policies is also important, given the keener global competition.     

Migration of skilled workers and innovation: A European Perspective

We study empirically and theoretically the growth of U.S. manufacturing exports from 1987 to 2007. We use plant-level data on exporters' export intensity to identify the changes in iceberg costs over this period. Given this change in iceberg costs, we find that a GE model with heterogeneous establishments and dynamic exporting decision from a sunk cost of starting to export is consistent with both aggregate U.S. export growth and the changes in the number and size of U.S. exporters. The model also captures the gradual response of U.S. exports to the cut in iceberg costs. A model with a static exporting decision generates substantially less trade growth and misses out on the timing of export growth. We also study the interplay between changes in the structure of manufacturing and trade. We find that the growth in trade contributed little to the contraction in U.S. manufacturing while changes in the structure of manufacturing from changes in sectoral productivity, capital intensity, idiosyncratic shocks, and corporate taxation reduced U.S. export growth by as much as 10%.     

“Watch that Space! The County Hierarchy in Firm Births and Deaths in the UK, 1980–1999”

The paper investigates the relationships between registrations, de-registrations and population density at county level in the UK using VAT data for 20 years over the period 1980–1999. The rationale for this is based on the need to understand how the extent to which, in different parts of the UK, differences in the relationship between birth rates and death rates combine to produce an interpretable pattern in net birth rates. The analysis of the net birth rate shows that a strategy aimed at the net birth rate might, in principle, just as well aim at reducing business failure, rather than raising the birth rate. Indeed this might be more efficient, since it implies that less start-ups are “wasted^” as it would avoid the necessity, if targets are to be reached, of encouraging those individuals who are patently unsuited to running their own business into business ownership.     

Remuneration practices in the UK hospitality industry in the age of the national minimum wage

This article examines why the introduction of the National Minimum Wage has been less disruptive in hospitality than had been anticipated. It shows that in hospitality establishments pay rates are not the outcome of managerial decision making alone, but are influenced by broader economic and social processes. Furthermore, key aspects of the ‘total reward system’ held to exist in hospitality, the provision of live-in accommodation for workers and the practice of tipping, on which there are specific National Minimum Wage regulations, are generally not treated as remuneration. This highlights the need for a reconsideration of how remuneration practices in hospitality operate.     

Firm size and job creation in Germany

This paper reports new results on the role of firms from various size classes in the job generation process in Germany. It is based on a unique longitudinal data set covering all manufacturing establishments that existed in at least one year between 1978 and 1993 in the German federal state Lower Saxony. We find that gross job creation and destruction rates tend to decline with firm size, while net job creation rates and firm size are not systematically related when firms are classified according to their average number of employees in the base and end year. Small firms create (destroy) quite a large share of all new (lost) jobs.     

Net Entry of Firms into Greek Manufacturing: The Effects of Business Conditions

This research explores the nature and causes of net entry into manufacturing industry in Greece. Previous work has rarely considered these issues in the context of small, but open, and not particularly industrialised economies. The exact nature of the focus of interest – net entry – is discussed first, illustrating that this is a complex variable to account for, although arguably still interesting and useful. Net entry needs to be considered as variable worthy of study in its own right as it reflects an outcome of processes of gross entry and exit. Certainly it need not be interpreted only as entry as is often the case. Next comes the question of the degree of variation, both temporally and sectorally, that net entry exhibits in the context of contemporary Greek manufacturing. Some temporal variation in net entry rates is demonstrated, and there follows a discussion of how such variation might be explained potentially in theory. The empirical testing of these hypotheses point to findings that are different to those discovered in different contexts. For Greek manufacturing, profitable business opportunities were not shown to be a sufficient condition of higher net entry, but the cost advantages of large scale operations did both encourage entry and discourage exit. The cost of capital and the overall condition of the economy were negatively related to net entry. However the role of industry growth, import penetration and export orientation tend to confirm findings in other studies.     

The Effectiveness of Survey Response Rate Incentives in a Public Non-Profit Environment

ABSTRACT

Use of incentives is an accepted method for increasing survey response rates for profit businesses but not for non-profit organizations. Profit and non-profit organizations have similar needs for reliable, valid and cost effective information. Non-profit organizations must be aware of and consider their unique status when employing methods to efficiently collect information from the general population. This study examines the effectiveness of incentives for increasing survey response rates for public non-profit organizations and concludes with recommendations for non-profit organizations collecting survey data.     

Communicating with American consumers in the post 9/11 climate: an empirical investigation of consumer ethnocentrism in the United States

The present study examines the extent to which American consumers’ political attitudes translate into their economic preferences in the post-September 11 climate. Specifically, nationalism, patriotism, and internationalism as antecedents to consumer ethnocentrism are investigated. A web-based survey was carried out on a sample drawn from a population of known internet users in the USA. Results from this study show that nationalism and internationalism are good predictors of American consumers’ ethnocentric tendencies. In addition, demographic characteristics such as gender, age, income, and education exhibit significant effects on consumer ethnocentrism. Male, younger, higher-income and better-educated consumers tend to be less ethnocentric. Suggestions are made to help both domestic and foreign firms and marketers understand how the post-September 11 political climate affects American consumers’ economic preferences. Results from this study also provide useful insights for further theory development on consumer ethnocentrism in today’s global marketplace.     

Productivity and trade openness in Ecuador's manufacturing industries

This study takes an empirical look at whether Ecuador's trade liberalization in the 1990s increased or decreased the productivity of Ecuadorian manufacturing establishments for the period 1997-2003. This research applies robust estimation procedures on micro-level data, controlling for a number of other economic events that may have affected productivity during the period under study. The study takes a particular look at how both exporters and import-competing sectors respond to trade openness. The results suggest evidence of a positive and significant effect of trade openness on the productivity of manufacturing industries in export-oriented industries in the years after the implementation of trade reforms, but decreasing productivity after 2000. Increased aggregate productivity might be a result of both the most productive establishments producing output, and slightly increased own-plant's productivity.     

The pattern of changes in the long-term development of establishment size

Hypotheses and analyses dealing with the expansion of small businesses are usually carried out over relatively short periods of time. The patterns drawn from these examinations, e.g., on the question of specific differences in the growth of size, are usually influenced by configurations of the overall economy and limit the realization of regular processes to the phases they are based upon. A second disadvantage lies in most cases in the fact that data sources are used for the empirical analyses that do not cover the economic system as a whole nor for all sizes of establishments. This study attempts to present the development of the sizes of establishments in Germany over a period of more than one hundred years (1882 to 1987) and thus avoids the narrow perspective of previous examinations. It becomes evident that this development does not take a continuous course; instead, it follows a wave pattern. Since this discontinuous development pattern is common to almost all sectors, it appears to be a general phenomenon. This study reveals that the small establishments with more than five employees, contrary to most theoretical assumptions, are of utmost importance even when considered over a long period of time. The growth of small establishments in recent years, observable in all sectors, may not be a unique phenomenon; however, in view of an overall growth of employment and the simultaneous shrinking of large establishments, it occurs under a new constellation.     

Job Creation by Company Size Class: The Magnitude,Concentration and Persistence of Job Gains and Losses in Canada

The statistical observation that small firms have created the majority of new jobs during the 1980s has had a tremendous influence on public policy. Governments have looked to the small firm sector for employment growth, and have promoted policies to augment this expansion. However, recent research in the U.S. suggests that net job creation in the manufacturing small firm sector may have been overestimated, relative to that in large firms.The first part of this paper addresses various measurement issues raised in the recent research, reassess the issue of job creation by firm size, and pushes this work beyond the manufacturing sector by employing longitudinal data covering all companies in the Canadian economy. We conclude that over the 1978–92 period, as a group small firms did account for a disproportionate share of both gross job gains and losses, and net employment increases, no matter which method of sizing firms is used. Measurement does matter, however, as the magnitude of the difference in the growth rates between small and large firms is very sensitive to the measurement approaches used. Part one of the paper also produces results for various industrial sectors, and examines employment growth in existing small and large firms (i.e., excluding births). It is found that employment growth in the population of existing small and large firms is very similar. Attempts are made to introduce a job quality aspect to the analysis by using payroll rather than employment data. Payroll data allow any relative change in hours worked or wages paid in small (relative to large) companies to be incorporated in the findings. This did not significantly alter the conclusions reached using employment data only.The second part of the paper looks at concentration and persistence of employment creation and destruction within size classes. If growth is highly concentrated, knowing that a firm is small will provide little information about its prospects for growth. Most small firms would grow relatively little, or decline, while a few expanded a lot. It is found that both job creation and destruction is highly concentrated among relatively few firms in all size groups. There are fast growing firms in all size classes, and although most job creation is found in the small firm sector, the fastest growing large firms out-perform the majority of small firms in any given period. Finally, the employment creation performance of businesses are compared over two three-year periods. It is found that knowing that a firm is a high performer (in terms of jobs created) over one period is of only limited value in determining growth in the second period. This is particularly true among small firms. These results suggest that firms which expand rapidly during one period are replaced to some considerable degree by others in the subsequent period.     

Organizational climate for innovation and creativity – a study in Swedish retail organizations

ABSTRACT

Innovation in retailing is under-investigated in academia and yet a highly relevant concern given the current changes in the retail landscape. Although retailing is often characterized by a dynamic and highly competitive environment, retail organizations are not often considered as ‘innovative,’ at least when compared with manufacturing industries, or when using existing innovation frameworks in academic literature. There are many aspects of innovation discussed in literature and a need to consider different ways of looking into retail’s innovativeness. Among them, the importance of organizational climate on influencing creativity and innovation may help explain how to enable innovation in service organizations, such as retailers. The purpose of this study is to evaluate the climate for innovation and creativity and examine how retail organizations perceive it. We applied a mixed-methods approach using an established organizational climate survey and semi-structured, one-on-one interviews regarding the innovation climate and other aspects of innovation management in the companies. The study shows that despite retail organizations still struggling to incorporate innovation on a strategic level and move beyond incremental developments in their operations, retailers score positively on being innovative regarding certain dimensions of the organizational climate survey. This indicates that retailers (especially conventional ones) could benefit from challenging current practices and moving towards becoming more active and strategic innovators since their organizational climate to a certain extent allows for it. Respondents within the organizations also express a need for better innovation support, whether it is through established structures and processes or an improvement in the current conditions of the organizational climate. How retailers could enable themselves to become more active innovators – based on what we know that retailers look more towards entrepreneurship and continuous development as a driving force rather than formalized innovation practices per se – is a potential avenue for further research.     

Influence of Personal Values and Value Congruence on Unethical Practices and Work Behavior

The study examines whether (a) personal and organizational values differ in private and public sectors, and (b) personal values and value congruence – the extent of matching between personal and organizational values – influence unethical practices and work behavior. Three hundred and forty middle-level managers from four manufacturing organizations rated 22 values as guiding principles to them to identify their personal values. In order to index organizational values, 56 top-level managers of the same organizations rated how important such values were to the organization. Results revealed that the important shared values among managers of private and public sectors are product quality and customer service. Congruence between personal and organizational values is found to be higher in the private sector compared to the public sector. Middle-level managers in the private sector shared the organizational values more than the managers in the public sector. Irrespective of the type of organizations and age of managers, personal values more potently and consistently decreased unethical practices and increased work behavior compared to value congruence. Hiring managers emphasizing personal values can demote unethical practices and promote work behavior.