Stakeholders’ environmental influence. An empirical analysis in the Spanish hotel industry

We draw on the insights of stakeholder theory to explore the extent to which environmental management practices are driven by (i) an attempt to enhance a firm's legitimacy, and (ii) a response to pressures arising from powerful stakeholders. The material for this investigation has been gathered from a sample of 279 Spanish hotels. The hotel industry which is only marginally affected by environmental regulation and is thus a widely neglected setting in this context, could be a particularly interesting subject for investigation, able to throw some light on the extent to which firms produce different responses to the environmental concerns of their stakeholders. Our results reveal that corporate environmental management practices may be a response to genuine environmental concerns, and we then speak of explicit environmental management, or there may also be reasons different from the environmental, in which case we speak of tacit environmental management. Our findings suggest that explicit and tacit environmental management account for a variety of organizational responses to the environmental demands of stakeholders, depending on (i) the stakeholders’ power regarding environmental issues, (ii) the stakeholders’ use of power to protect the environment, and (iii) the perceived economic advantages of environmental management activities.     

Re-examining the role of attitude in information system acceptance: a model from the satisfaction–dissatisfaction perspective

This study attempts to re-examine the role of attitude in voluntary information system (IS) acceptance and usage, which has often been discounted in the previous technology acceptance research. We extend the unidimensional view of attitude into a bidimensional one, because of the simultaneous existence of both positive and negative evaluation towards IS in technology acceptance behaviour. In doing so, attitude construct is divided into two components: satisfaction as the positive attitudinal component and dissatisfaction as the negative attitudinal component. We argue that satisfaction and dissatisfaction will interactively affect technology usage intention. Besides, we explore the predictors of satisfaction and dissatisfaction based on the disconfirmation theory. Empirical results from a longitudinal study on bulletin board system (BBS) usage confirm the interaction effect of satisfaction and dissatisfaction on usage intention. Moreover, perceived task-related value has a significant effect on satisfaction, while perceived personal value has a significant effect on dissatisfaction. We also discuss the theoretical and managerial implications of our findings.     

Government׳s role in disruptive innovation and industry emergence: The case of the electric bike in China

The role of the government has rarely been examined in the previous literature on Disruptive Innovation (DI). We present a case study of how government shaped the development trajectory of a DI through both promotional and restrictive policies in the emergence of the electric bike (E-bike) industry in China. We also show how the distinctive nature of DI influenced the strategies of the E-bike firms and how the industry and the institutional environment co-evolved in the process. We believe our study has practical implications for policy makers in making catching-up strategies as well as strategies about the pollution prevention industry and the new energy automobile industry in transition economies.     

HRM practice in emerging economies: a long way to go in the Slovak hotel industry?

Using empirical data from interviews among leading hotels in Slovakia, this paper sets out to explore recent developments in human resource management (HRM) policies and practices and labour relations in an emerging Central European economy. The main areas explored are the HRM function, employee resourcing, employee development, employee relations and emerging HRM issues. The paper establishes that there has been a move away from the traditional rigid socialist type of personnel management, but it has not been fully replaced by HRM practices. The emergent 'model' is a hybrid of the traditional Western personnel management and basic HRM activities, alongside which some legacies of the socialist personnel function still exist.     

Re-examining risk premiums in the Fama–French model: The role of investor sentiment

This paper reconstructs the Fama–French three-factor (F–F) model as a panel smooth transition regression (PSTR) framework to investigate the differentiated effects of investor sentiment proxies-the volatility index (VIX), credit default swap (CDS), and TED spread-on the three risk premiums. Sample period spans from 2003: 1Q to 2013: 4Q. Sample objects are 58 semiconductor companies listed on Taiwan Security Exchange Corporation. The empirical results report that stock returns display a nonlinear path, and the three risk premiums are time-varying, depending on different proxies of investor sentiment in different regimes. Market premiums fall as investors in stock markets show extreme optimism or extreme pessimism. Except in rare situations, the size premium is significant and decreases with the increase in the VIX. Returns in holding growth stocks dominate holding value stocks when the investors show extreme pessimism or optimism. However, in normal sentiment of investment, value stocks earn more returns than growth stocks.     

The role of a firm's absorptive capacity and the technology transfer process in clusters: How effective are technology centres in low-tech clusters?

Due to its unique political institutions and good economic track record, Switzerland used to be called a special case. This paper investigates the start-up propensities in this country based on the individual data of the adult population survey of the Global Entrepreneurship Monitor. The focus is on the factors that are distinctive for Switzerland: language differences and differences in taxes on corporate profit and personal income. There are substantial entrepreneurship disparities among the language areas of Switzerland. Still, I do not find evidence for a cultural influence. The different start-up propensities in the three language areas can be explained by structural characteristics of the regional economy. The same applies to differences in income and profit taxes. If other regional factors are taken into account, I do not find evidence for a direct influence of taxes on the entrepreneurial propensity of the inhabitants of Swiss regions. There is however some evidence for indirect effects. This paper adds to our understanding of the effects of culture and tax differences on entrepreneurship.     

Toward the human – Centered approach. A revised model of individual acceptance of AI

The aim of the study is to understand how humans' acceptance of Artificial Intelligences (AIs) affects human resource management (HRM). To this end, we propose an original conceptual framework based on the idea of a sustainable growth driven by the interplay between AI and HRM. Current academic debate is overly concerned by the impact that future AI will have on business and society. One of the central aspects of the conversation is whether or not AI will replace humans in value-added activities. The study remarks that humanoids are an amplificator of human potential, in light of a human-centered approach. In this vein, present work reconceptualizes the tenets of society 5.0 by considering the category of “innovation ventura”, the evolution of the innovative enterprise in the next AI landscape.     

Cross-section dependence and the monetary exchange rate model – A panel analysis

This paper tackles the issue of cross-section dependence for the monetary exchange rate model in the presence of unobserved common factors using panel data from 1973 until 2007 for 19 OECD countries. Applying a principal component analysis we distinguish between common factors and idiosyncratic components and determine whether non-stationarity stems from international or national stochastic trends. We find evidence that the common factors are I(1) while the idiosyncratic components are I(0). This finding indicates that cross-member cointegration exists and non-stationarity in exchange rates and fundamentals is mainly driven by common international trends. We find evidence that the common factors of the exchange rates and fundamentals are cointegrated. In addition, the estimated long-run coefficients of this common international relationship are in line with the suggestions of the monetary model with respect to income and money.     

Think talent – think male? A comparative case study analysis of gender inclusion in talent management practices in the German media industry

This paper contributes to our knowledge on talent management (TM) by conceptually and empirically investigating the peculiarities of TM and gender inclusion in talent development in the German context, as well as by analyzing whether TM is an inclusive HRM practice with respect to gender. Thus, we add an interdisciplinary perspective to the study of TM by linking it to important findings of gender and HRM studies with a specific focus on inclusion. A conceptualization of inclusive TM is suggested, and as a result of a comprehensive literature review, we identify five TM elements (talent definition, underlying career orientation, the content of talent development programs, the TM approach, and the talent selection process) which – depending on their design and characteristics – have an impact on the degree of gender bias and the discriminatory risk of TM. Respective propositions are suggested, and based on a qualitative comparative case study analysis, this paper provides empirical evidence from the German media industry, which shows important differences between cases in the identified TM elements and indicators concerning the gender inclusion of TM practices.     

Not part of the family? The limits to managing the corporate way in international hotel chains

Companies increasingly seek solutions to the corporate/local dichotomies perceived to be a feature of more traditional approaches to managing across national boundaries. At the human resource level, the rhetoric of transnationalism emphasizes integration being achieved through 'soft' mechanisms, such as corporate culture devices, which encourage all managers to develop an international (for this read corporate) perspective on what they do. In theory, managerial staff are recruited and promoted on a 'best person for the job' basis and national identities are played down. Drawing upon evidence from three international hotel chains (one American, one French and one Swedish), this paper argues that there is a disjuncture between corporate culture devices which assume that they can transcend national origins and the issues of interest and identity which inform the activities and experiences of managers at unit level. The paper suggests that companies need to be aware of the danger of assuming that one can be trained to be 'one of the family'. Rather, we argue that local managers are potentially disadvantaged in terms of career progression as managers from the parent country utilize criteria of acceptability informed by processes of socialization which are more institutionally embedded and derived than has been assumed.     

The role of interpersonal affect in performance appraisal: evidence from two samples – the US and India

The interpersonal affect, a li ke–dislike relationship between a supervisor and his/her subordinate, has traditionally been conceptualized as a source of bias in performance appraisals. However, some researchers have argued that the interpersonal affect may not be a bias, especially where it develops as a result of past performance. In this field study, using data from 190 supervisors in the US, and 113 supervisors in India, we delineate the relationship between interpersonal affect and performance ratings. In both samples, interpersonal affect and performance level were found to have significant effects on performance ratings. Results from the US sample indicated that raters are able to separate their liking for a subordinate from actual performance when a ssigning performance ratings, suggesting that the interpersonal affect does not operate as a bias in the appraisal process. Results from the Indian sample, however, suggest that supervisors inflate ratings of low performers, suggesting that local cultural norms may be operating as a moderator.     

The evolving role of agricultural technology indicators and economic growth in rural poverty: has the ideas machine broken down?

The objective of the study is to examine the impact of technical progress in agriculture on changes in rural poverty in Pakistan by using annual data from 1975–2011. Data is analyzed by the set of sophisticated econometric techniques i.e., cointegration theory, Granger causality test and variance decomposition, etc. The results reveal that agricultural technology indicators act as an important driver to alleviate rural poverty in Pakistan. Granger causality test indicate that causality runs from technological indicators to rural poverty but not vice versa. However, agricultural irrigated land and industry value added, both does not Granger cause rural poverty, which holds neutrality hypothesis between the variables. Variance decomposition analysis shows that among all the technological indicators, agricultural machinery in form of tractors have exerts the largest contribution to changes in rural poverty in Pakistan. The study concludes that agricultural technology indicators are closely associated with economic growth and rural poverty in Pakistan. Technology in Pakistan has a low pace but still old technology continuously contributed towards poverty reduction. The question whether idea machine is broken down or not? Still need further exploration.     

A model of the topology of the bank – firm credit network and its role as channel of contagion

This paper proposes a stochastic model of a bipartite credit network between banks and the non-bank corporate sector that encapsulates basic stylized facts found in comprehensive data sets for bank-firm loans for a number of countries. When performing computational experiments with this model, we find that it shows a pronounced non-linear behavior under shocks: the default of a single unit will mostly have practically no knock-on effects, but might lead to an almost full-scale collapse of the entire system in a certain number of cases. The dependency of the overall outcome on firm characteristics like size or number of loans seems fuzzy. Distinguishing between contagion due to interbank credit and due to joint exposures to counterparty risk via loans to firms, the later channel appears more important for contagious spread of defaults.     

Protective faith? The role of religiosity in the stressor-strain relationship in helping professions

Abstract

Working conditions in western economies keep fueling work stress and psychological ill-health among employees. Job resources as well as personal resources play important roles in alleviating the adverse outcomes. In this article, we analyze religiosity as a rather neglected personal resource and its role in the stressor–strain relationship. Five dimensions of religiosity (intellect, ideology, public practice, private practice, and experience) are tested for their buffering effect on the relationship between work stress, measured as effort-reward imbalance, and psychological strain as well as for their direct relationship with psychological strain. The sample consists of 792 helping professionals and a comparison group of 172 non-helping professionals. The results show that public practice is negatively related to psychological strain for helping professionals while none of the religiosity dimensions has an effect among non-helping professionals. A buffering effect of religiosity on the relationship between work stress and psychological strain is not observed. The results contribute to the literature on the model of effort-reward imbalance as well as religiosity in the workplace and the role of personal resources in the stress process.     

A quintessential immigrant niche? The non-case of immigrants in the Dutch construction industry

Students of immigrant entrepreneurship show a distinct preference for ethnic concentrations. They focus on small entrepreneurship in sectors with large concentrations of immigrant businesses or on ethnic commercial precincts. This preference stems from practical and theoretical considerations. It seems that the study of such concentrations, or niches, is essential to the theoretical understanding of the structural determinants of small entrepreneurship and the processes of economic incorporation of immigrants. This paper challenges this orthodoxy. It argues that it is important to assess the factors and processes that positively and negatively affect the formation of niches. This argument is corroborated by an analysis of the construction industry in the Netherlands. According to Waldinger (1995: 577), ‘construction represents the quintessential ethnic niche’, but immigrants in the Netherlands did not carve out a niche. This exceptional situation can be attributed to a sector-specific configuration of social, economic and institutional processes.     

Does intellectual capital mediate the relationship between HRM and organizational performance? Perspective of a healthcare industry in Taiwan

Previous studies indicate that the linkage between human resource management (HRM) practices and organizational performance is tenuous. Some key intermediate elements evidently have not been accounted for. In an era where intangibles have become the source of wealth and progress, intellectual capital could be one of the missing links. Therefore, this study predicts that the three components of intellectual capital, namely, human capital, relational capital, and organizational capital, mediate the relationship between HRM practices and organizational performance. Data from 277 hospitals, with a response rate of 56%, confirm the mediation role of intellectual capital in explaining the effect of HRM practices on organizational performance.     

The role of the public sector in the provision of housing supply in Turkey, 1950–2009

This study examines the changing role of the public sector in Turkey with regard to housing provision since 1950, and particularly since 2000, and seeks to clarify how public intervention has affected housing provision and urban development dynamics in major cities. Three periods may be identified, with central government acting as a regulator in a first period characterized by a ‘housing boom’. During the second period, from 1980 to 2000, a new mass housing law spurred construction activity, although the main beneficiaries of the housing fund tended to be the middle classes. After 2000, contrary to emerging trends in both Northern and Southern European countries, the public sector in Turkey became actively involved in housing provision. During this process, new housing estates were created on greenfield sites on the outskirts of cities, instead of efforts being made to rehabilitate, restore or renew existing housing stock in the cities. Meanwhile, the concept of ‘urban regeneration’ has been opportunistically incorporated into the planning agenda of the public sector, and — under the pretext of regenerating squatter housing areas — existing residents have been moved out, while channels for community participation have been bypassed.     

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.     

Why do the poor live in cities? The role of public transportation

More than 19 percent of people in American central cities are poor. In suburbs, just 7.5 percent of people live in poverty. The income elasticity of demand for land is too low for urban poverty to come from wealthy individuals' wanting to live where land is cheap (the traditional explanation of urban poverty). A significant income elasticity for land exists only because the rich eschew apartment living, and that elasticity is still too low to explain the poor's urbanization. The urbanization of poverty comes mainly from better access to public transportation in central cities.