The interaction of expatriate pay differential and expatriate inputs on host country nationals' pay unfairness

This study investigates expatriate compensation from the under-researched perspective of host-country nationals (HCN). HCNs are typically compensated at lower levels than expatriates are, even when they hold similar jobs and possess similar qualifications. Such pay differential may provoke HCN perceptions of pay unfairness, which can in turn affect other HCN outcomes such as performance and turnover. The study identifies a number of factors that may offset or attenuate the negative influence of pay differential on HCN's perceived pay unfairness, namely awareness of expatriate contributions and special needs, expatriate interpersonal sensitivity, HCN pay advantage over other locals, and HCN contact with expatriates. Data from HCNs working with similarly qualified expatriates largely supported the hypotheses. Implications, limitations, and suggestions for future research are discussed.     

Protecting expatriates in hostile environments: institutional forces influencing the safety and security practices of internationally active organisations

Abstract

The operations of internationally active organisations continue to encroach on hostile locations that are vulnerable to the negative consequences of crises such as political upheaval, terrorist attacks or natural disasters. Yet research into how firms ensure the physical and psychological safety and security of international staff in these locations is limited. This article reports an empirical study exploring the expatriate safety and security practices of 28 internationally active organisations from three industries that commonly operate in hostile environments. We unveil starkly different approaches across the three industries, and label these approaches ‘regulatory’ (mining and resources), ‘informal mentoring’ (news media) and ‘empowering’ (international aid and development). We use institutional theory to propose that these configurations reflect legitimacy-seeking choices that these organisations make in response to the various institutional environments that affect each sector. Our results provide a platform for initial theory building into the interrelated elements of organisations’ safety and security practices, and the institutional factors that shape the design of these.     

The effect of CEO incentives on deviations from institutional norms in foreign market expansion decisions: Behavioral agency and cross-border acquisitions

CEO incentives have been the subject of great interest for human resource scholars. We explore the institutional context within which the CEO makes sense of their incentives. Our theory suggests that CEO equity incentives interact with institutional norms to influence foreign market entry choices. Specifically, we argue that CEOs will weigh the risk bearing created by equity incentives, along with the consequences of legitimacy loss, when deciding whether to deviate from institutional norms when internationalizing. In doing so, we advance human resource literature by demonstrating that CEO responses to incentives are influenced by institutional norms and that CEOs' decisions to deviate from institutional norms are shaped by their incentives. We find support for our framework in the analysis of the stake taken by acquirers in 4,184 cross-border acquisitions.     

Exploring the role of the spouse in expatriate failure: a grounded theory-based investigation of expatriate' spouse adjustment issues from India

This paper applied the grounded theory method in a study of the expatriates' spouses' relocation adjustment process and the impact of such adjustment problems in expatriate failure. A qualitative enquiry approach using open-ended questions in the form of personal interviews was adopted. Iteratively, the questions were changed to reach theoretical saturation and we allowed the respondents to lead us through the data collection process during our eventual theory development process. An action diagram technique was used to help structure and process the data. The study was conducted with 26 Indian origin spouses who had to encounter relocation issues one time or the other. We found the spouses' perceived gender role ideology to play a critical part in their adjustment process. Other factors that influenced the adjustment process in expatriate assignments were personality factors such as extraversion, organizational and family support, country demographics and pre-departure training.     

Trust in the employer: the role of high-involvement work practices and procedural justice in European organizations

Despite the central role of trust in the organizational sciences, we know little about what makes people trust the organizations they work for. This paper examines the antecedents of employees' trust in their organizations drawing on survey data from over 600 European professional workers and managers. The results revealed direct as well as indirect relationships of both human resource (HR) practices and procedural justice with trust. The relationships of both HR practices and procedural justice with trust were partially mediated by perceptions of organizational trustworthiness (in terms of perceived ability and trustworthy intentions of the organization). Justice and HR practices were also found to interact such that justice forms a stronger predictor of trust in organizations when HR practices are less developed. In addition, employees' dispositional propensity to trust explained significant variance in employee trust in their organization, even when it was controlled in our analysis. The implications of these findings for research and practice are discussed.     

The shifting boundaries of global staffing: integrating global talent management,alternative forms of international assignments and non-employees into the discussion

Abstract

Global staffing has been a key theme in research in IHRM for a number of decades. Our review confirms that it continues to be an important contemporary area of research in IHRM. In the current paper, we review three key contemporary issues in global staffing research, namely, the emergence of global talent management and potentially a more strategic approach to global mobility, specifically changing patterns of global mobility, and the emergence of the non-employees as key alternatives in the global staffing literature. The paper also charts a future research agenda in each of these areas.     

Host country language ability and expatriate adjustment: the moderating effect of language difficulty

Research has shown that expatriates' host country language ability is positively associated with their adjustment. But does the advantage of expatriates' language ability depend on the difficulty of the host language? To examine this issue, data were collected from expatriates in two European countries, one with an easy, relatively simple language and the other with a difficult, highly complex language. Consistent with Goal-Setting Theory, results indicated a relative advantage of expatriates' language ability in terms of their adjustment in the host country with the difficult language as opposed to the host country with an easy language.     

效用理论在飞行安全风险评估中的应用

为科学划分飞行安全风险等级,将效用理论引入飞行安全风险领域,利用效用函数,建立了飞行安全风险评估模型。在分析飞行安全风险的基础上,通过定义事故或危险事件损失效应,选取合适的效用函数进行飞行安全风险的度量。模型有效区分了类似飞行事故这样高损失、低概率事件与飞行事故征候这样低损失、高概率事件风险之间的差异,克服了期望值法的局限性。最后通过实例验证了该方法的科学性和有效性。     

Job attitudes and organizational justice in joint venture hotels in China: the role of expatriate managers

In a survey of local employees in joint venture hotels in China, perceived interactional justice was found to be predictive of job attitudes, and perceived salary fairness in comparison with expatriate managers explained additional variance in job attitudes. Compared to previous results, local employees now perceived their pay as much more unfair when compared with that of expatriate managers. In addition to perceived justice, perceived managerial practices of expatriate managers and incentives received were also predictive of job attitudes of local employees. Consistent with previous results, employees working with overseas Chinese and Japanese managers reported less positive job attitudes than those working with Western and other Asian managers. These differences were related to neither perceived differences in managerial practices or managerial experiences of the expatriate managers nor perceived differences in incentives received. The justice framework provides the best explanation for these results.     

New insights into the role of global factors in BRICS stock markets: A quantile cointegration approach

Because of the acceleration in marketization and globalization, stock markets in the BRICS (Brazil, Russia, India, China, and South Africa) countries are affected by various global factors, for example, oil prices, gold prices, global stock market volatility, global economic policy uncertainty, financial stress, and investor sentiment. This paper offers new insights into the short- and long-run linkages between global factors and BRICS stock markets by applying the quantile autoregressive distributed lags (QARDL) approach. This novel methodology enables us to test short- and long-run linkages accounting for distributional asymmetry. That is, the nonlinear dynamic relationship between the global factors and BRICS stock prices depends on market conditions. Our empirical results show that the effects of gold prices and global stock market volatility on BRICS stock prices are more significant in the long run than in the short run. A decrease in global stock market volatility is associated with higher stock prices, while gold prices demonstrate upward co-movement in dynamic correlations with stock markets. Irrational factors, such as economic policy uncertainty, financial stress, and investor sentiment, play a critical role in the short term, and negative interdependence is dominant. Finally, the rolling-window estimation technique is used to examine time-varying patterns between major global factors and BRICS stock markets.     

环境会计信息供求双方的博弈分析

在构建我国环境会计信息披露体系的过程中,我们通常以国家宏观利益为研究导向,忽视信息供求双方的微观利益及其内部效用;以外在制约为主要手段,缺乏内在激励。我国环境信息披露目标难以达成的症结之一在于信息供求双方的内部效用无法满足而造成的披露动力不足。文章以信息供求双方内部效用为逻辑起点进行博弈分析,提出从短期和长期两方面激励企业环境披露信息的建议。     

Personality and pay satisfaction: exploring the influence of organizational justice and gender in South Africa

This study contributes to the limited established empirical research on the impact and relevance of individual-level personality variables, specifically the broad dispositional trait, core self-evaluations, on the pay satisfaction of historically disadvantaged individuals. In light of recent inquiries which document the important causal role of personality attributes in the emergence of fairness perceptions, this study examines the mediating role of justice perceptions on the relationship between core self-evaluations and pay satisfaction. Using a sample of historically disadvantaged individuals from South Africa, our results show that organizational justice perceptions fully mediate the relationship between core self-evaluations and pay satisfaction. Furthermore, this study finds that gender moderates the relationship between core self-evaluations and pay satisfaction such that self-confident historically disadvantaged females are more satisfied with their pay than their male counterparts.     

Examining the extent of and determinants for sustainability assurance quality: The role of audit committees

This study examines the extent of and determinants for sustainability assurance quality. Data comprise sustainability assurance statements published by the top 100 listed companies in Australia and New Zealand from 2017 to 2019. The findings indicate that Australian companies lead their New Zealand counterparts in sustainability assurance. Although sustainability reporting has risen, assurance rates remain significantly low. Accountants dominate the market, and companies prefer to use their own auditors for sustainability assurance work. Sustainability assurance quality is poor and does not vary significantly among Australian and New Zealand companies. Low-quality sustainability assurance plays a limited role in mitigating potential stakeholder–agency conflicts. The regression analysis indicates that audit committee characteristics such as members' independence, industry/market expertise, and attending meetings enhance sustainability assurance quality, whereas audit committee size has no affect. These findings suggest that audit committee characteristics such as independence, industry expertise, and regular meeting attendance have the potential to reduce stakeholder–agency conflicts by improving the quality of sustainability statement assurance. Our findings build on the sustainability assurance literature by exploring current trends in sustainability assurance practices in Australia and New Zealand where corporate governance codes have been recently revised. Further, these findings are timely given recent changes in standards (International Standard on Assurance Engagements [ISAE] 3000 and Global Reporting Initiative [GRI]). Our study contributes to the audit committee literature and sheds light on the role played by audit committee characteristics on sustainability assurance statement quality. The study findings potentially offer useful insights for practitioners, standard setters, and regulators.     

市政公用事业改革的理论和实践进展综述

市政公用事业中供水、污水处理、供气、供热、公交等行业总体上具有自然垄断的性质.如果政府不对这些行业实施有效监管,其均衡的产品(服务)供给量会小于社会最优水平,均衡价格高于平均水平,并获得超额经济利润从而损害公众的利益.基于这一认识,本文从该项改革的理论与实践的一般性出发,分市政公用事业可竞争性的市场理论与实践、政府监管与规制过程中被俘获的理论与实践、、市场规制的均衡理论与实践、激励型规制理论的设计、网络经济效应与规模经济效应、特许经营合同契约理论和实践等六个方面进行综述,然后分别分析我国这方面实践的特殊性问题.     

Defined benefit versus defined contribution pension plans: How are the interests of employees and the public best served?

Prior to the enactment of the Employee Retirement Income Security Act of 1974 the rate of formation of defined benefit retirement plans exceeded the rate of formation of defined contribution retirement plans. Following its enactment the trend has been reversed. This article reviews the development of public policy with respect to privately sponsored retirement benefits, takes note of the legislatively mandated regulatory distinctions between defined benefit and defined contribution plans, outlines the distinctions between the plans from the perspective of plan sponsors versus plan participants, and questions the appropriateness of the movement away from defined benefit plans in terms of public policy objectives regarding retirement income security.     

国企人力资源管理中薪酬福利的激励初探

论文分析了人力资源管理中激励的有效作用,结合薪酬福利激励作用的影响因素,得出有效运用措施,全面阐述了薪酬福利的激励在国企人力资源管理中的重要性。     

关于霞浦县“茶旅融合”的思考

霞浦县位于福建省东北部,作为中国摄影圣地、中国自驾游旅游基地,霞浦不仅有丰富的旅游资源,也有着优质的茶产业。论文针对霞浦县茶旅融合发展基础条件展开分析,通过研究霞浦县“茶旅融合”思路,其目的在于加快区域经济发展速度,为产业发展及全域旅游规划提供借鉴。     

Network connectedness in vertical and horizontal manufacturing joint venture formations: A power perspective

In the supply chain management (SCM) domain, research has been advanced to understand the role of network structure in buyer-supplier relations. Yet, while there has been a substantial body of work investigating supply chain networks, little research has paid attention to how the network structure affects the power balance between manufacturers and suppliers. This study investigates, from a power perspective, the role that network connectedness plays in new equity based joint venture formations. As such, we further the understanding of supply chain networks by examining network structure as a mechanism from which firms derive power. We articulate several hypotheses rooted in both network and power theories by specifically examining, from a power perspective, factors such as eigenvector centrality, closeness centrality, and weak components centrality. Further, we differentiate between horizontal and vertical joint venture configurations and elucidate the moderating effect it has in engendering new manufacturing joint venture formations. Empirical results show that structural network based power is a significant explanatory mechanism in new joint venture formation, and specifically, that power is, and should be a primary consideration in supply chain partnership decisions.     

共享住宿平台消费者信任的形成机制 ——基于扎根理论的案例探究

消费者信任是影响共享住宿平台运营的关键因素.基于吉登斯的信任理论,运用扎根理论方法,对共享住宿平台数据进行编码和建模,研究共享住宿平台消费者信任的形成机制.共享住宿平台消费者信任的形成遵循"住前准备→实际体验→住后评价"这一基本路径.消费者对共享平台的信任主要包括系统信任与人际信任两类,且系统信任会促进人际信任的形成.