Language and Creativity: The Leadership Quandary (and Opportunity?)

The author argues that for leadership research and praxis to better conjoin leadership with creativity and innovation, it is necessary to understand how language shapes the relationship. Language reflects both political and referential qualities, and the relationship is not always harmonious. If leadership practitioners fail to address the schism, dysfunctional situations can ensue. To avoid such problems, it is suggested that researchers and practitioners engage the aforementioned relationships through a reflexive process that continually doubles back and interrogates its basic assumptions.     

Capital Structure and Regulation: Do Ownership and Regulatory Independence Matter?

We study the effect of ownership structure and regulatory independence on the interaction between capital structure and regulated prices using a comprehensive panel data of publicly traded European utilities. We find that firms in our sample tend to have a higher leverage if they are privately controlled and regulated by an independent regulatory agency. Moreover, the leverage of these firms has a positive and significant effect on their regulated prices, but not vice versa. Our results are consistent with the theory that privately controlled regulated firms use leverage strategically to obtain better regulatory outcomes.     

Managers' interpretations of LCA: enlightenment and responsibility or confusion and denial?

Environmental life cycle assessment (LCA) and ‘life cycle thinking’ are popular approaches to evaluate and manage the environmental aspects of products. While LCA has been propagated as a decision‐making tool, the interest here is in LCA as a mental model, which managers may interpret and enact differently. If LCA and ‘life cycle thinking’ manage to infuse organizations with an extended sense of responsibility, this could counteract some of the ‘organized irresponsibility’ of modern markets. However, LCA use may also lead to confusion, doubt and denial. This article explores potential managerial interpretations of LCA with a small illustration from the wholesale trade, and through a conceptualization of the illustration in terms of Hatch's ( 1993 ) dynamic model of organizational culture. Copyright © 2000 John Wiley & Sons, Ltd.     

Reforms and agricultural productivity in Central and Eastern Europe and the Former Soviet Republics: 1989–2005

This paper analyses the changes in agricultural performance in Central and Eastern Europe and the Former Soviet republics since the start of the transition process. We provide a conceptual framework for the evolution of productivity and efficiency measures and link this evolution to the issue of factor abundance taking into account specific transition characteristics. We document the changes in agricultural performance using empirical data on the evolution of partial productivity and total factor productivity estimates and we illustrate how productivity varies between countries at various stages of the transition process. Over the past twenty years, virtually all transition countries witnessed an initial decline in productivity, and virtually all countries currently witness an increase in productivity. However, the depth and length of the initial decline differs enormously between countries. Our analysis indicates that the productivity changes were related to the extent of the pre-reform distortions, initial resource endowments and technology use, and the reform implementation in the countries.     

Foreign banks and short-term macroeconomic fluctuations: Do financial development and regions matter?

In this paper, we investigate the association between bank integration, measured with the share of foreign banks in the banking industry, and macroeconomic volatility in emerging economies. We find a negative and significant relationship between bank integration and short-run fluctuations in output, consumption and investment, controlling for financial development, bank concentration and the real effective exchange rate. However, this relationship is found to be positive at high levels of financial development. We also explore the association at the regional level and show that the presence of foreign banks in Latin America is negatively and significantly correlated with macroeconomic volatility both in normal times and times of crisis. Despite widespread concerns in emerging Europe, which experienced greater financial vulnerability during the global financial crisis, we find no significant association between growth volatilities and bank integration.     

Exchange rate regimes and capital mobility: issues and some lessons from central and eastern European applicant countries☆

The five most advanced central and eastern European countries that aspire to join the European Union, EMU and to adopt the euro, have pursued very dissimilar exchange rate strategies up to now. Yet, there is only one instance in which a country was unable to sustain its chosen exchange rate regime. This paper explores two keys to exchange rate sustainability and argues that failure to maintain internal policy consistency and policy credibility is decisive in forced exit. The paper then relates the findings to possible policy lessons for emerging market economies in the Western Hemisphere.     

Entrepreneur: do social capital and culture matter?

This paper analyzes the effect of the individual perceptions of social capital and culture in entrepreneurial aspirations before and after the economic crisis in Western Europe. Following the approach of the Theory of Planned Behavior (Ajzen in Organizational Behavior and Human Decision Processes, 50, 179–211, 1991), we advance the analysis of the effect of the perception of subjective norms in the entrepreneurial intentions. We studied the Total Early-Stage Entrepreneurial Activity (TEA) of twelve countries in 2006 and 2010. The results reveal that the perception of having social networks is significant for the TEA, and it increases after the economic crisis. However, the cultural factors do not have a significant impact, except the one related with the perception of social equality. The results obtained through the double perspective of this analysis (individual’s social capital vs cultural factor of individualistic perspective) offers a certain dilemma when we try to understand the entrepreneurial intntion through the individual’s perception of subjective norms, following the Ajzen’s model. The more individualist is a person, the lower the weight of its social capital. However, the more a person has access to social networks, the greater his entrepreneurial intention will be. This result opens future lines of research focused on understanding the value of the individual’s social capital for different countries and groups of entrepreneurs.

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Inflation and stabilization in Latvia: 1918–1922

The central European stabilization efforts of the interwar period, based on fiscal cuts coupled with the adoption of a pegged exchange rate and external support are often portrayed as prototypes defining the necessary conditions for successful stabilizations. While prevalent, the orthodox package was not universal in the period. We examine one exception, the Latvian stabilization of 1921–1922. Commencing from a background of multiple circulating currencies, the stabilization program was money-based, implemented without external assistance and followed rather than accompanied by exchange rate stabilization.     

Unemployment and gang crime: can prosperity backfire?

In this paper, we study how unemployment affects gang crime. We examine a model of criminal gangs and suggest that a substitution effect between petty crime and severe crime is at work. In the model, non-monetary valuation of gang membership is private knowledge. Thus, the leaders face a trade-off between less crime per member in large gangs and more crime per member in small gangs. A decrease in unemployment may result in a switch from a large gang that requires petty crime to a small gang that requires severe crime.     

Corn and Mexican Agriculture: What Went Wrong?

The debt crisis of the 1980s caused the development strategy pursued by the Mexican government to be subject to a radical adjustment process that triggered deep repercussions for the agricultural sector and its farmers, particularly in the corn sector. In combination with the aggressive agricultural policies sustained by the U.S. government, the new approach meant that Mexican agriculture operated within an economic environment characterized by significant asymmetries and distortions, some internal and some imposed by major trading partners. This article summarizes and documents the most salient results of these policy events as well as their implications for the corn sector, and discusses some of the challenges to repair the agricultural sector in Mexico.     

Collective and individual voice: convergence in Europe?

This paper uses longitudinal survey data from Britain, Germany and Sweden to examine whether, as some researchers have suggested, there has been a convergence internationally towards individual forms of employee voice mechanism and, if so, to measure the extent and trajectory of change. The paper begins by examining the importance of the employee voice issue. It then reviews competing accounts of the utility of different forms of employee voice and their manifestations within different varieties of capitalism. It is hypothesized that there has been a general trend away from collective and towards individual voice mechanisms; this reflects the predominant trajectory of managerial practices towards convergence with the liberal market model. This hypothesis is largely rejected. The data showed only very limited evidence of directional convergence towards individual voice models in the three countries. Collective voice remains significant in larger organizations, and although it takes a wide range of forms that include but go beyond unions and works councils, this is a positive finding for proponents of those institutions.     

Family-supportive organizations and supervisors: how do they influence employee outcomes and for whom?

In the present study, we examine a model which seeks to specify the process through which work-family supportive organizations and supervisors influence important organizational outcomes, including commitment and performance. Findings indicated that family-supportive organization perceptions are best conceptualized as influencing family-supportive supervisor behaviors, which in turn influence subordinate self-efficacy, subordinate affective commitment to the organization and subordinate perceptions of supervisor work effort. Subordinate self-efficacy and affective commitment were also both found to independently mediate the relationship between family-supportive supervisor behaviors and self-rated performance. Interestingly, the model functioned similarly for employees with and without dependent care responsibilities, indicating that work-family policies and support are important for all employees, regardless of their familial status. Theoretical and practical implications, limitations and future research directions are discussed.     

HR practices and New Zealand firm performance: what matters and who does it?

We examine the impact of human resource practices, especially those considered as parts of high performance work systems, on firm performance. The analysis is unique in using data from an economy-wide official survey to determine whether firms that adopt high performance HR practices perform better than their rivals. We find that adoption of a suite of high performance practices (and adoption of specific practices pertaining to staff training and performance pay) has a causal impact on firm outcomes. The strength of the relationships differs by firm size and age. Firms that adopt high performance practices are predominantly young and in high-tech related sectors.     

The private equity business model and associated strategies for HRM: evidence and implications?

Are private equity firms significant actors in the UK market for corporate control? Do they represent a new organizational form befitting a new business model? What are the direct and indirect pressures on management that flow from the diffusion of this business model and its associated organizational form? In terms of human resource management does acquisition by private equity have a significant or negligible effect? This paper looks at the development and diffusion of private equity and the ‘take private’ private equity business model (PEBM) and the effects of these on the management of HR. In addition to this the paper evaluates the PEBM within comparative institutional approaches to international business and HRM.     

OCB and external–internal social networks: effects on individual performance and adaptation to change

In this study, we develop and test a model that links one's internal and external social network structures to his or her willingness and ability to adapt in a changing work context. Using a survey data from 371 employees working in 133 different branches of a large financial firm, we find that individual behaviors that explain task performance and individual adaptation to change are affected by a number of supportive social ties (size of the support network) with which one receives support inside and, mostly, outside the workplace. The results also show that individual performance and adaptation to change are affected by the level of workers' organizational citizenship behavior. We also identify a mediating effect exerted by the informational network structure (mostly an internal network) on the relationship between the support network (mostly an external network) and individual task performance.     

Health and safety risks in Britain's workplaces: where are they and who controls them?

This is the first paper to identify the correlates of workplace managers' perceptions of the health and safety risks faced by workers and the degree to which workers have control over those risks. The risks that workers face and the control they have over those risks are weakly negatively correlated. Managerial risk ratings are positively associated with both injury and illness rates, but not with absence rates. The control rating is also positively associated with injury and illness rates, but it is negatively correlated with absence rates. Workers are more likely to be exposed to health and safety risks when their workplace is performing poorly and where it has been adversely affected by the recession. Union density is positively associated with risks but is not associated with workers' control over risks. Having on‐site worker representatives dealing with health and safety is linked to lower risks than direct consultation between management and employees over health and safety. However, there is no evidence that particular types of health and safety arrangement are related to workers' control over health and safety risks.     

Organizational expatriates and self-initiated expatriates: who adjusts better to work and life in Japan?

Expatriates are often presented in the cross-cultural adjustment literature as a homogeneous, broad population. However, recent research that makes a distinction between organizational expatriates (OEs), those who are dispatched by their home companies to international posts, and self-initiated expatriates (SIEs), those who themselves make the decision to live and work abroad, has identified differences between the two groups. The present study compares the cross-cultural adjustment of these two groups of expatriates. Survey results of 179 expatriates in Japan show that SIEs are better adjusted to general aspects of their host country and interactions with host-country nationals than OEs. Suggestions for practice are provided.     

Health care and philanthropy: where are we headed?

Peering into health-care's future means examining social, economic and political issues. Knowing what's coming will help development professionals deal with this new world.