Understanding pension communications at the organizational level: Insights from bounded rationality theory & implications for HRM

This paper applies concepts from bounded rationality theory to develop an integrative model to understand how pension scheme structure and pension scheme communication impact pension participation and contribution rates at organizational level. Organizational pension policies create framing effects that can have intended and unintended consequences depending on how they impact on employees' cognitive processes. Organizational pension communication policy impacts employee pension outcomes through the interaction between fast-acting, automatic System 1 and deliberative, calculating System 2 that typically endorses and occasionally overrides System 1 judgments. System 1 exhibits mental short-cuts (heuristics) and systematic biases. The likelihood of a System 2 challenge to System 1 depends on the personal, socio-demographic and economic characteristics of the individuals within the workforce. We propose that those within the HR function, who understand framing effects, can develop pension policies that positively affect pension plan outcomes at the organization level, specifically the pension participation and average contribution rates, using a combination of policies that in some cases promote System 2 endorsement and in other cases, System 2 engagement.     

HRM structures and subsidiary discretion in foreign multinationals in the UK

This article uses a large-scale representative survey to examine a key aspect of control in multinational companies (MNCs): the extent of central influence over human resource (HR) policy formation in subsidiaries. This is a crucial aspect of behaviour, relevant for example for the cross-border diffusion of policies and practices and for the institutional distinctiveness of practice within a given host environment. The article assesses how far policy is determined by corporate headquarters or some other higher-level organizational structure. Its novelty lies primarily in its exploration of the influence of the structure of the HR management (HRM) function on subsidiary discretion. It finds, first, that the degree of central control is influenced for different HR issues by nationality of ownership and by international product/service standardization. Second, there is some variability in the antecedents associated with discretion on different HR issues. Finally, aspects of the structure of the HRM function significantly affect discretion, notably the networking of HR managers across borders and the direct reporting relationships within the function between the UK and higher organizational levels.     

Counter-intuitive effects of domestic law enforcement policies in the United States

In spite of the increase in domestic law enforcement policies in the U.S. drug related crime has followed a non-monotonic trend and cocaine and heroin prices, instead of increasing, have been dropping or remained stable over time. All this in a context of an increase in these drugs’ consumption during the 1980s and a small decrease during the 1990s. This paper provides an explanation to these counter-intuitive effects of domestic law enforcement policies. We model how drug lords respond to this type of policy within a conflict framework over the control of distribution activities for illegal drugs, which is novel. The model predicts drug distribution activities, drug prices and drug consumption. These predictions appear to be consistent with the empirical evidence in the United States.     

Why HR policies fail to support workplace learning: the complexities of policy implementation in healthcare

An appropriate human resource policy infrastructure to support workplace learning has been advocated both within the literature on workplace learning and in official British Government guidance for healthcare organizations. Yet minimal empirical evidence exists to support the view that HR policies are able to promote greater use of workplace learning methods within organizations. This proposition was tested through collecting both quantitative and qualitative data from staff in British hospices. The findings demonstrated the limited effects of HR policies in this respect and five key factors were identified that appeared to influence HR policy implementation in this instance. These findings have wider significance for our understanding of the complex interrelationships that potentially exist between HR policies, their outcomes and the mediating factors associated with policy implementation.     

Training investment and organizational outcomes: a moderated mediation model of employee outcomes and strategic orientation of the HR function

Using a predictive research design with data collected at three different time points over a four-year period from 277 firms in South Korea, we investigated how and when investment in employee training leads to improved organizational outcomes. The results showed that employee commitment and competence mediated the relationship between training investment and organizational outcomes. The moderated mediation analyses further revealed that the mediated relationship between training investment and organizational outcomes via employee commitment and competence was stronger when the human resources (HR) function within an organization was highly strategically oriented. Based on the results, implications for strategic HR research and practice were provided.     

Actions speak louder than words: how employees mind the implementation gap

Abstract

Integral to employees’ working lives are the HR policies and more importantly, the practices that follow those and their implementation, which employees experience directly. To date, research on HR implementation considers how HRM is ‘done to’ employees by management and therefore ignores the agency of individuals to shape how HRM is ‘done to them’. Taking the perspective of employees, in a qualitative study of female lawyers, this paper examines employees’ roles in shaping HR implementation, addressing a lack of understanding about the role of ‘others’ in the process. Drawing on the concept of social power, the article focuses on the implementation of agile working practices within UK-based law firms. It finds that despite lacking legitimate position power to influence processes, employees draw on a variety of other power sources (e.g. referent, information, coercive) and tactics (e.g. leveraging membership of professional networks) in order to influence their working environment with respect to HR policy and practice, particularly in response to perceived implementation gaps. The current study underlines that employees may be integral to bridging the gap between policy and practice and therefore to ensuring the link between HRM and organisational performance. It also proposes that behavioural responses to HR practices should be considered in future theorising of the HRM-performance relationship.     

Satisfaction and dimensions of control among call centre customer service representatives

This study explores the perceptions of HR managers on the strategic management of labour turnover in a selection of large hotels in Australia and Singapore. The main argument is that the effects of labour turnover can be mitigated with strategically managed human resources through the four key HR activities. The hotel industries in both Singapore and Australia revealed a comparable range of HR policies and practices being adopted, with an explicit recognition of the contribution an organization’s human resources have on the bottom-line. There was a clear convergence towards minimizing turnover primarily through the recruitment, selection and induction processes. This was despite fundamental social, economic and labour differences between Singapore and Australia.     

Expatriate career support: predicting expatriate turnover and performance

This study aimed at explaining why multinational companies have difficulty retaining their repatriates as well as how multinational companies can improve in- and expatriate performance. In the study 100 in- and expatriates of a multinational company operating in the food and personal care industry reported the career support they experienced, their perceived career prospects within and outside the home organization, their intentions to leave, and their performance. As predicted, it was found that perceived career support negatively related to intentions to leave. Additionally, it was found that perceived career support positively related to perceived career prospects within the home organization and expatriate performance. Interestingly, no relationship was found between perceived career prospects outside the home organization and intentions to leave. Implications and directions for future research and HR practices in multinational companies are discussed.     

Effective HR implementation: the impact of supervisor support for policy use on employee perceptions and attitudes

Abstract

Effective implementation of human resource (HR) policies appears to depend on supervisors’ active involvement in the intervention process. Following recommendations of a recent intervention evaluation framework, we examine how perceived supervisor support during the implementation of a work-life intervention helps to change participants’ perceptions of organizational family supportiveness, and how this ultimately changes participants’ engagement and turnover intentions. A three-wave longitudinal study in a professional services firm (N = 434) that has formally involved supervisors in the process of a work-life intervention showed support for our study hypotheses. Supervisor support for policy use influenced employees’ positive work–home culture perceptions, which in turn strengthened employees’ work engagement and diminished their turnover intentions over time. We discuss practical implications and give recommendations on the future design of HR interventions and related policies.     

Hard and Soft Densification Policies in the Paris City‐Region

This essay is concerned with the planning and densification of suburbs, which present a huge challenge insofar as they form a large area of urbanized land that remains underexploited due to low residential density. Drawing on current research in the Paris city‐region, the essay focuses specifically on the difficulty in implementing densification policies in low‐rise suburban areas. It examines the varying degrees of densification fostered by these policies, and builds upon recent urban studies literature on suburban change to trace how suburban areas are being transformed through regulations, instruments and market dynamics associated with densification processes. What kinds of densification policy are being implemented and what are the socio‐economic, political and cultural determinants of each type of regulatory approach? This essay will attempt to answer this question via an analysis of the densification policies being put in place in the municipalities of the Paris city‐region. It will offer in turn a typology of these different policies. It shows that densification is an instrument that can be used to address local political concerns which vary greatly depending on the economic, social and geographical position of municipalities within larger urban areas.     

Human resource management practices and voluntary turnover: a study of internal workforce and external labor market contingencies

We tested relationships between employee quit rates and two bundles of human resource (HR) practices that reflect the different interests of the two parties involved in the employment relationship. To understand the boundary conditions for these effects, we examined an external contingency proposed to influence the exchange-based effects of HR practices on subsequent quit rates – the local industry-specific unemployment rate – and an internal contingency proposed to shape employees’ conceptualization of their exchange relationship – their employment status (i.e. full-time, part-time and temporary employment). Analyses of lagged data from over 200 Canadian establishments show that inducement HR practices (e.g. extensive benefits) and performance expectation HR practices (e.g. performance-based bonuses) had different effects on quit rates, and the former effect was moderated by unemployment rate. The effects of HR practices on quit rates did not differ between FT and PT employees, but a different pattern of main and interactive effects was found among temporary workers. These findings suggest that employees’ exchange-based decisions to leave may be less affected by the number of hours they expect to work each week, and more by the number of weeks they expect to work.     

Re‐visiting ‘country of origin’ effects on HRM in multinational corporations

This article builds on the existing literature on ‘country of origin’ effects on the management of human resources in multinational corporations (MNCs). It adopts a relational perspective in order to examine how actors at different levels within multinationals develop identities, and how these interact. Exploring the different sets of relations present within MNCs highlights two major areas in which the existing literature is deficient: first, a more integrated perspective on country effects within MNCs is dependent on an understanding of the potential for firms to strategically segment HR policies; second, more consideration needs to be given to the potential separation, either full or partial, of country of ownership and country of management effects, in order to reach a more realistic analysis of how national business systems shape international HRM.     

Changing Trends in Regional Economic Development Policy Governance: The Case of Northern Ontario,Canada

This article analyses the changing trends in regional economic development policy delivery in multilevel governance systems. Although the imperatives of coordination of public policy interventions across multiple levels has generally been recognized, not enough attention has been given to how different political systems actually adapt their institutional and policy designs to effectively operate in the emergent complexity of multilevel governance systems. The article focuses on regional economic development policy governance in the province of Ontario, Canada over the past three decades, drawing insights from new regionalism, organization theory and governance literature to examine the prospects and challenges of policy delivery in politically complex multilevel systems. The case study illustrates how regional economic development policy is increasingly dictated by complex environmental and institutional forces of multilevel governance that are shaped by the particular character of a political system.     

Complexities and Controversies in Linking HRM with Organizational Outcomes

Our understanding of the way in which human resource management (HRM) is linked to organizational performance is still limited, despite recent advances that use a quantitative approach to argue for a strong positive relationship between 'High Performance Work Practices' and firm financial performance. These studies are limited by their reliance on a single informant in each organization, and their emphasis on financial performance at the expense of a broader range of outcome variables. This paper contributes to the debate by analysing in detail the human resource policies and practices of one case-study organization over a two-year time period, using a variety of methodologies and drawing on a broad range of informants across the organization. Instead of devising a list of 'best practice' HRM from the literature and testing its impact on performance, we instead invert the question and take a firm that is financially successful and ask what HR policies and practices it uses. We also examine the way in which these policies are enacted. This methodology enables us to show that even successful organizations do not always implement 'best practice' HRM, and that there is frequently a discrepancy between intention and practice. Outcomes at the individual and organizational levels are complex and often contradictory; we question the extent to which is it possible or meaningful to attempt to measure the interrelationship between HRM, at the level of the formal system, and organizational performance, without taking into consideration the role played by the informal organization in the process and implementation of HR policies.     

Exploring the link between organizational values and human resource certification

We contribute to the discussion of human resource (HR) certification by identifying organizational values as a key antecedent to (1) an organization's use of HR certification and (2) whether organizational members choose to pursue HR certification. Building on research which has looked at the influence of organizational values on the behavior and attitudes of the organization and its employees, we propose that key organizational values will influence the extent to which an organization and its members value HR certification. Specifically, we explore the relationship between the organizational values of innovation, people orientation, and stability and the extent to which an organization uses HR certification for selection purposes. In addition, we propose that these key organizational values will also influence whether the organization's members pursue HR certification. Exploring the link between key organizational values and HR certification is critical to our understanding of an organization's HR practices and the behavior of its employees. By taking a more organization focused perspective, we highlight the top-down effects of organizational values on the value of HR certification and call for additional research on the antecedents of the value of HR certification.     

Does subsidised temporary employment get the unemployed back to work? Aneconometric analysis of two different schemes

Subsidised employment is an important tool of active labour market policies to improve the reemployment chances of the unemployed. Using unusually informative individual data from administrative records, we investigate the effects of two different schemes of subsidised temporary employment implemented in Switzerland: non-profit employment programmes (EP) and a subsidy for temporary jobs (TEMP) in private and public firms. Econometric matching methods show that TEMP is more successful than EP in getting the unemployed back to work. Compared to not participating in any programme, EP and TEMP are ineffective for unemployed who find jobs easily anyway or have a short unemployment spell. For potential and actual long-term unemployed, both programmes may have positive effects, but the effect of TEMP is larger.     

外商直接投资与货币政策对中国出口的影响

利用2005年1月至2010年12月的数据,比较货币政策与资本流入两种因素对中国出口贸易的影响。实证结果表明,中国出口额与利率、汇率、信贷量、FDI存在长期协整关系,信贷量每增加1%,出口额增加0.84%。但FDI对出口贸易的长短期影响不一致。而且经检验发现,利率变动和汇率变动并不是出口变动的Granger原因。所以,中国应完善基础设施建设,缩短FDI发挥创造效应的时间,并综合利用信贷政策、利率政策、汇率政策等多种政策来调整贸易收支。     

论地方政府行为效用导致的区域产业政策趋同

在区域经济的发展过程中,地方政府之间日益激烈的竞争必然会造成区域之间的产业政策趋同。这对于区域经济的协调发展和长远发展极为不利。应当通过提高中央政府的宏观调控水平,强化地方政府的责、权、利边界,引导地方政府在区域产业政策中体现差异性。     

Examining policy configurations as conditions for long-term unemployment and non-standard employment in OECD countries using fuzzy-set analysis

This paper investigates how particular configurations of institutional conditions cause high rate of long-term unemployment and non-standard employment rate for 18 OECD countries during the period of 2001–2008. The paper aims to investigate how employment protection legislation (EPL), unemployment benefit and statutory minimum wages are associated with long-term unemployment and non-standard employment. Using the fuzzy-set analysis, the paper examines how the combination of policies matters in causing long-term unemployment and/or non-standard employment. The result suggests that a low level of statutory minimum wage can lead to high levels of non-standard employment in combination with either strict EPL for permanent workers or weak EPLs for temporary workers. The long-term unemployment rate is suggested to be high when there is strict EPL for temporary workers in combination with high levels of statutory minimum wage. This paper highlights the importance of examining multiple policies as configuration.     

具有模糊—随机性的易腐货品最优补货策略

结合易腐物品的变质特点,考虑不确定环境下配送中心以固定周期为连锁门店送货、连锁商单位时间需求为模糊变量的分销系统,通过利用三参数Weibull函数来描述易腐货品的变质特性,运用可信性理论的逆模糊化和随机理论,建立了模糊-随机下的每周期易腐货品的最优补货策略模型。借助MATLAB得到了求解最优补货策略的方法,并通过仿真模拟验证了方法的合理性。