Consumer rights or unethical behaviors: Exploring the impacts of retailer return policies

While a product return guarantee plays an important role in reducing perceived risk, a liberal product return policy may generate a moral crisis in consumers and induce unethical post-consumption behaviors. Situational questionnaires with two return policies, liberal and rigorous, are used to investigate how such policies influence consumers' moral reasoning and fraudulent return activities. This study finds that a return policy with different attributes results in differing consumer moral recognition, moral judgment, moral intensity, and intentions toward fraudulent return. Among these constructs, evidence of a strong correlation between moral judgment and unethical returning behaviors was found. Social consensus has a greater impact on moral recognition, moral judgment, and fraudulent return intention than on the magnitude of consequences and probability of effect. These findings from consumers' moral perspectives address gaps in the literature in which most studies take the retailer point of view in examining the effects of return policy. Understanding consumers’ moral decision-making is helpful for retailers who seek to avoid consumer abuse of return policies.     

Organizational and environmental impact on the use of Japanese-style HRM policies in Japanese firms in the U.S.

This survey investigates the extent of Japanese-style HRM that is being adopted in Japanese-owned firms in the U.S. It focuses on organizational and environmental factors that influence the design and use of Japanese-style HRM policies in Japanese firms in the U.S. Preliminary results show that there is no single model of Japanese HRM in the U.S. Contextual factors in terms of firm size, firm age, firm type, union status firm location, corporate culture, and the degree of parent control all influence the use of Japanese-style HRM policies and practices in the U.S.© 1992 John Wiley & Sons, Inc.     

Empirical insights on the nature of synergies among HRM policies - An analysis of an ethics-oriented HRM system

In the last years, several HRM scholars have theoretically support the idea that the policies bundled in an HRM system present synergistic effects. Surprisingly, empirical studies about those synergistic effects are scarce, and their results unstable. As a result, some critical voices in the HR field are questioning the idea of synergies among HR policies, and calling for more research which does not take them for granted. Addressing this gap, this study tests the existence and nature of synergies in HRM systems targeted at improving the employees' perception of benevolent and principled ethical climates. Results from a probabilistic sample of 6000 employees from 6 European countries highlight that synergies occur both for benevolent and principled ethical climates, even if the specific components of the HRM system presenting synergistic effects are different in the two cases. Implications of the findings for HRM practice are presented and discussed.     

探析雇主品牌建设对组织员工的影响

在经济发展中,经营者和学者对雇主品牌建设的兴趣大大增加.企业已经将雇主品牌作为吸引和留住人才的重要工具,雇主品牌成为激烈竞争的市场中企业可持续发展的重要策略.如果企业没有注意到这一策略,会导致它失去自己的市场.一旦企业给予雇主品牌建设更多的关注,员工往往会更长久地留在企业.雇主品牌建设有利于在整个企业内建立良好的关系,...     

Exploring the Influence of Organizational Ethical Climate on Knowledge Management

In recent years, knowledge management has been utilized as an essential strategy to foster the creation of organizational intellectual capital. Organizational intellectual capital can be derived both individually and collectively in the process to create, store, share, acquire, and apply personal and organizational knowledge. However, some organizations only focus on the development of public good, despite the concerns arising from individuals’ self-interest or possible risks. The different concern of individual and collective perspectives toward knowledge management inevitably leads to ethical conflicts and ethical culture in the organization (Jarvenpaa et al., J Manage Inf Syst 14(4):29–64, 1998; Ruppel and Harrington, IEEE Trans Prof Commun 44(1):37–52, 2000). The purpose of this study is to examine the ethical climate within the organization and its possible influence on members’ evaluation, satisfaction, engagement, and job performance with respect to knowledge management practice. The research results reveal that several types of organizational ethical climate coexist in the organization and have different degrees of influence on employees’ attitude as well as participation in knowledge management activities. In this article, we argue the importance of organizational ethical climate and highlight the implications of such a climate for facilitating knowledge management.     

中国文化与组织行为：本土管理研究的路径探讨

本土管理理论的开发离不开对中国独特文化的理解。但中国文化对组织行为的作用机制究竟如何,是一个亟待回答的问题。为此通过对国内外现有研究成果的系统梳理,文章首先界定了本土文化的相关概念,然后基于文化构成,从基本假设、价值观和子文化三个方面探讨了具体文化要素对组织行为的影响作用,最后从中国文化情境的双重属性出发,揭示了文化影响组织行为的制度环境效应和个体偏好效应,构建了中国文化与组织行为的关系路径,并对未来研究进行了展望。     

Labour mobility in the EU: Dynamics,patterns and policies

The continued economic crisis has become a major test for the labour markets of individual member states. Labour mobility within the European Union has the potential to help to reduce labour market pressures and ease economic imbalances. However, a long-term loss of working age population can be detrimental to sending countries. This Forum explores mobility patterns within the European Union and analyses the labour market and welfare effects of labour mobility via case studies of the UK, Poland, Germany and Spain. It also examines a number of its aspects that have important political and institutional relevance for the European Union and its future.     

Organizational characteristics and the CRM adoption process

The purpose of this study is to identify the status of Customer Relationship Management (CRM) adoption and explore the influence of organizational characteristics on the CRM adoption process in the Korean fashion industry. Using Rogers' [Rogers EM. Diffusion of innovation. New York: Free Press; 1995] innovation decision process model as the conceptual basis, this study surveyed 94 Korean fashion companies to investigate the persuasion, decision, and implementation stages of CRM adoption. Organizational variables included firm characteristics (size, strategy, maturity of information system), product characteristics (category, fashion position, seasonality), and CEO characteristics (age, education). The most frequently used CRM technology is the development of a customer database, whereas the mostly frequently mentioned benefits of CRM are encouraging repurchase. Moreover, respondents' perceptions of CRM benefits affect CRM adoption, influencing the use of various CRM technologies. Organizational strategy, maturity of information system, and product category all significantly influence the adoption process. Empirical findings provide further support for the innovation decision process model developed by Rogers [Rogers EM. Diffusion of innovation. New York: Free Press; 1995] and the CRM adoption model can be used when fashion companies do strategic planning and evaluate the possibility of adopting CRM strategies.     

Workplace Values and Outcomes: Exploring Personal,Organizational, and Interactive Workplace Spirituality

Spiritual values in the workplace, increasingly discussed and applied in the business ethics literature, can be viewed from an individual, organizational, or interactive perspective. The following study examined previously unexplored workplace spirituality outcomes. Using data collected from five samples consisting of full-time workers taking graduate coursework, results indicated that perceptions of organizational-level spirituality (“organizational spirituality”) appear to matter most to attitudinal and attachment-related outcomes. Specifically, organizational spirituality was found to be positively related to job involvement, organizational identification, and work rewards satisfaction, and negatively related to organizational frustration. Personal spirituality was positively related to intrinsic, extrinsic, and total work rewards satisfaction. The interaction of personal spirituality and organizational spirituality was found related to total work rewards satisfaction. Future workplace spirituality research directions are discussed.     

Exploring the Interplay of the Design and Emergence of Business Processes as Organizational Routines

Much of the BPM literature views business process design and implementation as a top-down process that is built on strategic alignment and managerial control. While this view has enabled the design of many IT artifacts for business processes, it is inconsistent with the observation that information infrastructures, including a company’s business process infrastructure, are at drift, a term that refers to the lack of top-down management control. The paper contributes to resolving this inconsistency by developing a meta-framework that conceptualizes business processes as emergent organizational routines that are represented, enabled, and constrained by IT artifacts. IT artifacts are developed in processes of functional-hierarchical decomposition and social design processes. Organizational routines have ostensive and performative aspects, forming a mutually constitutive duality. A literature review demonstrates that the propositions offered by the meta-framework have been insufficiently considered in the BPM field. The paper concludes with an outlook to applying the meta-framework to theorize about the interplay of design projects with the subsequent emergence of business processes in organizations.     

Organizational rejuvenation for knowledge exploitation: Exploring corporate entrepreneurship in an MNE

The purpose of this paper is to study how organizational rejuvenation is used to increase and support knowledge exploitation in multinational enterprises. Using case-study data to explore the theoretical arguments, interesting findings emerge. The main finding is that entrepreneurial activities in IT industry enable organizational rejuvenation with repercussions beyond the focal function. Other findings relate to how corporate entrepreneurship activities provide possibilities for continuous knowledge exploitation within the MNE and how entrepreneurial groups inside MNEs form the foundation from which the organizational rejuvenation originates. Finally, the form of organizational rejuvenation studied embraced both structural and behavioral changes. The authors acknowledge an equal share in the development of this article.     

Market Orientation and Organizational Performance in the Nonprofit Context: Exploring Both Concepts and the Relationship Between Them

ABSTRACT

The purpose of this paper is to explore the relationship between the concepts market orientation and organizational performance for nonprofit organizations. To understand the nature of this link in the nonprofit context, the authors will discuss and elaborate on the applicability of both concepts to nonprofits. They will develop multidimensional notions of “societal orientation” and “nonprofit organizational performance,” which fit the specific operating environment of nonprofit organizations engaged in the provision of health and social services. The authors also propose a conceptual framework that relates both notions and present the main underlying propositions. They conclude by suggesting items to empirically measure both constructs and venues for future research.     

Legal rights,national culture and social networks: Exploring the uneven adoption of United Nations Global Compact

We develop and test a novel framework for explaining cross-country differences in corporate participation in a prominent initiative often associated with social responsibility, United Nations Global Compact (UNGC). Drawing upon neo-institutional and cross-country comparative literatures, we explore the impact of (a) stakeholder legal rights; (b) national culture, and (c) the country's social network position, as reflected by international trade patterns. Results suggest that firms from countries with strong labor rights, collectivist cultures, and long traditions of stock trading join UNGC at higher rates. Our framework can be modified for future cross-country research on the adoption of practices.     

组织模块化及其挑战:组织形态演进的思考

本文基于现有研究,分析了组织形态从家庭作坊到工厂组织,再到公司制组织,并最终进化为模块化组织的演进历程,认为资本增值性、技术进步、市场因素(需求、贸易、竞争)、交易费用和新经济元素(信息技术、互联网络、知识资本)等因素影响并推进着组织形态变迁,并最终催生了模块化组织。其中,技术进步是组织形态向模块化组织演进的关键动因。技术模块化引起的价值链解构、竞合机制的形成、顾客直接参与价值分配是模块化组织价值释放效应的表现,这将使以交易费用为理论基石的传统企业组织理论受到挑战。     

Linking HRM and Small Business Performance: An Examination of the Impact of HRM Intensity on the Productivity and Financial Performance of Small Businesses

Attempts to explore empirically the link between HRM and firm performance are numerous. Yet, research on this link remains restricted to large companies. Little is known about the extent to which the existing results extend to small businesses. The purpose of the present study is to develop and test a conceptual framework linking HRM to financial performance that fits small businesses. The central question is whether the development of an intensive HRM is profitable for smaller organizations. For the development and optimization of the conceptual framework, we rely on human capital theory and bankruptcy prediction models. Using structural equation modeling, we study the mediating effect of voluntary turnover and productivity on the relationship between HRM intensity and one year lagged financial performance. The results show both productivity and profitability enhancing effects as well as a cost increasing impact of HRM intensity.     

Exploring human resource management roles in corporate social responsibility: the CSR‐HRM co‐creation model

Formulating and translating corporate social responsibility (CSR) strategy into actual managerial practices and outcome values remain ongoing challenges for many organizations. This paper argues that the human resource management (HRM) function can potentially play an important role in supporting organizations to address this challenge. We argue that HRM could provide an interesting and dynamic support to CSR strategy design as well as implementation and delivery. Drawing on a systematic review of relevant strategic CSR and HRM literatures, this paper highlights the important interfaces between CSR and HRM and develops a conceptual model, the CSR‐HRM co‐creation model, which accounts for the potential HRM roles in CSR and identifies a range of outcome values resulting from a more effective integration of the role of HRM within CSR. The paper concludes with relevant theoretical and managerial recommendations that advance our understanding of the potential interfaces between HRM and CSR and how HRM can support a systematic and progressive CSR agenda.     

HRM in Singapore: change and continuity

This essay traces the development of human resource management (HRM) in Singapore from the mid 1990s until the present day, with particular reference to the impact of the 1997 Asian financial crisis. In particular, it explores the changes in employment relations since the publication of Yuen (1997). National HRM concerns and strategies to maximize human capital as Singapore transforms itself and the knowledge economy is highlighted. The issue of convergence versus divergence in the management of human resources (HRs) will be touched upon. Current and future HR challenges that are most likely to impact on the country's competitiveness and economic performance are also explored.