Outsourcing,delocalization and firm organization: Transaction costs versus industrial relations in a local production system of Emilia Romagna

This article investigates the firms’ decisions to outsource, taking into account the impact of their embeddedness in a specific regional context on the relative entrepreneurial decision. It focuses on the role of industrial relations, as a factor that could interfere with the entrepreneurs’ decision of resorting to market relationships in discovering and exploiting new business opportunities. We study a local production system in Emilia Romagna (Northern Italy), i.e. the province of Reggio Emilia (RE), whose firms are characterized by a district kind of environment and where entrepreneurship develops in the presence of ‘thick’ industrial relations. The empirical part of the study shows that the role of transaction costs in explaining the outsourcing is blurred, while industrial relations have a stronger explanatory power. Furthermore, it seems that RE firms generally use outsourcing and international delocalization in complementary ways; however, the correlation depends on the activity and the nature of the delocalization channel. Outsourcing strategies appear to be affected by the pattern of socio-economic development in the region where the firms are located. In particular, the entrepreneurial decision to externalize a part of the production process seems to be related to the specific participatory, formal and informal mechanisms involved in regional development.     

Training and organisational performance: A meta‐analysis of temporal,institutional and organisational context moderators

Drawing on systems theory, we conducted a moderated meta‐analysis of the training and organisational performance relationship using 119 primary studies. We examined the moderating effects of quality versus quantity of training, time, institutional and organisational context factors in the relationship between training and organisational performance. Our findings reveal that training is positively and directly related to organisational performance with no statistically significant difference between measures of training quality and quantity. We found that the relationship was stronger over time and that country performance orientation and country labour cost moderate the training and organisational performance relationship. We found no evidence for the moderating effects of the three organisational context moderators we examined (i.e. industry sector, organisational size and technology intensity). Finally, our results reveal that training type (i.e. general or firm‐specific) does not moderate the training and organisational performance relationship.     

The demand for industrial sites in a metropolitan area: Theory,empirical evidence,and policy implications

A model of urban manufacturing location is developed in order to explain the demand for industrial sites in a metropolitan area. Within the theory of qualitative choice behavior, firms identified by a set of eight characteristics are viewed as selecting sites possessing two attributes of varying degrees of importance to different kinds of firms. Using a multinomial logit specification, the model is estimated for the Cincinnati SMSA. The results lend support to the firm-specific nature of the site selection process. Information concerning the determination of the spatial distribution of the firm types in Cincinnati is derived from the analysis. Implications for the possible effectiveness of a policy initiative designed to alter existing patterns of urban industrial location conclude the paper.     

Deposit insurance and banking system risk: Some empirical evidence

This paper examines the effect of federal deposit insurance on the riskiness of the commercial banking system. It is generally acknowledged that a system affixed rate deposit insurance creates incentives for banks to increase their risk-taking activities. Yet very little empirical evidence exists confirming or refuting this supposition. The coefficient of variation of bank profits and the standard deviation of profits are used as measures of bank risk. How these measures of bank risk are affected by deposit insurance coverage, and other variables thought to affect bank risk, is examined. Deposit insurance is found to have a statistically significant positive effect on bank risk. This result provides empirical support for the FDIC Improvement Act requirement of risk related deposit insurance premiums starting January 1994.     

Predicting pro‐change behaviour: the role of perceived organisational justice and organisational identification

This study sets out to determine some of the key factors that foster employees’ behavioural support for change management interventions. Specifically, we examine the relationships between organisational justice, organisational identification and employees’ pro‐change behaviour by analysing questionnaire‐based survey data from 137 market research employees. Full structural equation modelling results indicate that out of the four main organisational justice types, only interpersonal justice perceptions play a significant role in predicting pro‐change behaviour after controlling for same source bias effects. In particular, the relationship between interpersonal justice and pro‐change behaviour is partially mediated by organisational identification. The results additionally indicate that age is positively associated with pro‐change behaviour and tenure with organisational identification. The study as such indicates that while perceptions of fair treatment based on respectful and courteous interactions are important in encouraging employees’ behavioural engagement in change management interventions, key in this process is the role that they play in encouraging identification with the employing organisation.     

Antecedents of commitment to a parent company and to a local operation: empirical evidence from western employees working for multinational companies in Vietnam

Rising business of multinational companies in Asia has been paralleled with an increase in the number of western expatriates sent overseas. This has created challenges for the multinational companies as how to develop dual commitment of these expatriates to the parent companies and to the local operations during international assignments. In this study, we simultaneously examined the nature of dual organizational commitment among 254 western expatriates currently working for the subsidiaries of the multinational companies in Vietnam, and investigated specific antecedents of the dual commitment by using multi-dimensional approach. The results confirmed the existence of two distinct commitment foci and proved that the commitment to a parent company was stronger than that to a local operation. Tenure in a parent company, clarity of repatriation process, promotion and compensation were responsible for the differences in level of commitments with regard to two foci. While promotion, compensation and clarity of repatriation process more significantly predicted components of parent company commitment, pre-departure training was more associated with components of local operation commitment. Pre-departure training, promotion, compensation and transformational leadership were primarily indicated to predict dual commitment in terms of high levels to both foci. The results were discussed in the light of dual commitment and international human resource management.     

Training and industrial relations—a broader perspective

An analysis of the assumptions underlying the traditional approaches to training demonstrates their inadequacy when it comes to the development of training in an industrial relations context. By taking a broader approach, however, suitable training strategies and methods can be developed.     

Global value chains,local collective action and corporate social responsibility: a review of empirical evidence

A key debate in the corporate social responsibility (CSR) literature is the tension between global pressures and local responses. Developing country suppliers often grumble that CSR compliance adds costs. Yet, local collective action, articulated through industry associations, can potentially reduce costs and promote local embeddedness of CSR initiatives. Through case study analysis, this paper considers how demands for CSR compliance prompted collective action responses in selected developing country export industries. We argue that differences in collective responses can be partially explained by how local export industries are inserted into global value chains. We distinguish between ‘highly visible’ value chains, led by internationally well known brands as lead firms, and relatively ‘less visible’ chains, where external CSR pressures come from a variety of sources, including less dominant lead firms, international/national regulatory frameworks and national media. This differentiation suggests a possible trade‐off between the independence and the embeddedness of collective CSR initiatives. Copyright © 2010 John Wiley & Sons, Ltd and ERP Environment.     

Supply chain collaboration and eco‐innovations: An institutional perspective from China

This study explores the impact of supply chain collaboration on eco‐innovations in the context of 220 Chinese manufacturing supplier firms involved in global supply chain networks. It investigates how supplier and customer collaborations help firms to enhance product eco‐innovations, and/or process eco‐innovations, and how the institutional context (i.e., regulatory, market, and community pressures) influences these relationships. The structural equation modeling approach is used to analyze the data captured from medium and large manufacturing enterprises in three major sectors: automotive, electronics, and textiles. The results show that community pressure has a positive effect on supplier collaboration, which further leads to enhanced process eco‐innovation. On the other hand, the findings indicate that while market pressure enhances customer collaboration, this does not reinforce product eco‐innovation. Contrary to our expectation, regulatory pressures do not impact supplier or customer collaboration for innovation. Overall, different institutional factors indicate divergent effects on supply chain collaboration and product/process eco‐innovation. The importance of normative pressures, such as those applied through the local community and interest groups, for eco‐innovations in production processes is further discussed as a typical feature of the institutional environment of Chinese supplier firms.     

Toward a theory of entrepreneurial behaviour; empirical evidence from Israel,Italy and Sweden

Translated versions of the Miner Sentence Completion Scale-Form T and of the Differential Attribution Questionnaire were administered to entrepreneurs and to managers, in Israel, Northern and Southern Italy and Sweden. The results of this research yield strong support for a framework that integrates affective and cognitive motivational factors. In particular, it found: (1) that the way entrepreneurs deal with negative outcomes explains their perseverance and affects their self-achievement; (2) a risk-avoidance rather than a risk-taking preference distinguishes them; (3) Self-Achievement; Risk-Avoidance and Personal Innovation appear to be major components of Task Motivation. This research appears to move closer toward a more parsimonious and clearer understanding of the behaviour of the central figure in wealth formation, thus providing a framework for the designing of entrepreneurial development programmes.     

Staffing practices in transition: some empirical evidence from China

Although the reform of staffing practices in China has been discussed in the literature, the rationale behind this reform and changes in this HR activity have received insufficient attention and warrant further examination. This article reviews staffing practices during and after Mao's regime, and reports the results of a survey of staffing practices in Chinese industrial enterprises. The research findings indicate that a free labour market is emerging in China, staffing practices are becoming more decentralized and selection criteria have focused more on job-specific information, such as personal ability and skills, rather than political factors. The empirical results also demonstrate that ownership form does have an impact on staffing practices. The paper concludes by arguing that staffing practices in China have revealed only some resemblance to those conducted in the Western market economies.     

Age‐related differences in the relations between individualised HRM and organisational performance: a large‐scale employer survey

The current study aimed to investigate the relationship between individualised HRM practices and several measures of organisational performance, including the moderating role of employee age in these relationships. A large‐scale representative study among 4,591 organisations in the Netherlands showed support for the relationships between individualised HR practices with organisational performance. Employee age moderated the relationships between the use of individualised practices and sickness absence and turnover, such that organisations with a high percentage of older workers benefited from work schedule practices, and organisations with high percentage of younger workers benefited from development practices.     

Bundles of HRM practices and performance: empirical evidence from a Latin American context

This article examines the extent to which the configuration of HRM practices in bundles and the interactions among them have a significant impact on manufacturing outcomes. Using a unique data set from a survey of a representative sample of the whole Uruguayan manufacturing industry, several hypotheses related to interactions between ability–motivation–opportunity bundles of HRM practices are tested. Analysis of 150 manufacturing plants partially highlights the existence of hierarchy between bundles, being the bundle of motivation‐enhancing HRM practices the most important to explain the enhanced manufacturing outcomes. Based on this bundle of practices, synergistic interactions with both ability and opportunity bundles of HRM practices were observed to explain different performance measures.     

Training and enterprise performance in transition: evidence from China

The role of training and its impact on company performance is studied in different types of enterprises in a transitional economy. A sample of manufacturing enterprises is drawn, using China as a case study. The findings indicate that training is perceived to be relatively important in non-state-owned enterprises (non-SOEs). Training objectives have three major dimensions, namely enhancing working relationships, tackling skill deficiencies and skills development. SOEs tend to focus more on skill development, while non-SOEs emphasize both enhancing working relationships and skills improvement. Comparing the expectations of training and the perceived achievement of training objectives, the gap is seen to be small within all types of enterprises, and training effectiveness is perceived to be similar. The production function estimation shows that there is a positive relationship between training expenditures and enterprise productivity.     

Bank ownership and cost efficiency: New empirical evidence from Russia

This paper investigates the cost efficiency of Russian banks with regard to their heterogeneity in terms of ownership form, capitalization and asset structure. Using bank-level quarterly data over the period 2005–2013, we perform stochastic frontier analysis (SFA) and compute cost efficiency scores at the bank and bank group levels. We deduct from gross costs the negative revaluations of foreign currency items generated by official exchange rate dynamics rather than by managerial decisions. The results indicate that the core state banks, as distinct from other state-controlled banks, were nearly as efficient as private domestic banks during and after the crisis of 2008–2009. Foreign banks appear to be the least efficient market participants in terms of costs, which might reflect their lower (and decreasing over time) penetration of the Russian banking system. We further document that the group ranking by cost efficiency is not permanent over time and depends on the observed differences in bank capitalization and asset structure. We find that foreign banks gain cost efficiency when they lend more to the economy. Core state banks, conversely, lead in terms of cost efficiency when they lend less to the economy, which can result from political interference in their lending decisions in favor of unprofitable projects Private domestic banks that maintain a lower capitalization significantly outperform foreign banks and do not differ from the core state banks in this respect.     

Ownership structure and firm performance: Some empirical evidence from Spain

The ‘managerial’ and the ‘contractual’ theories of the firm imply different causes and consequences for the relationship between ownership and performance of firms. This paper provides a test of the two conflicting theories, using ownership and performance data from a sample of Spanish family- and non-family-controlled firms. We find evidence in support of the contractual theory of the firm, according to which firms choose their ownership structure maximizing economic value, net of contractual costs.     

The new currency boards and discretion: empirical evidence from Bulgaria

In recent years, a number of countries have introduced currency boards (CBs). Gaining in swing and popularity, this new generation CB preserves, to varying degrees, the Central Bank’s ability to function as the lender of last resort (LOLR) and to intervene in case of systemic risk. Recently, Central Bank flexibility has been preserved in different forms in Hong Kong, Argentina, Estonia, Lithuania and Bulgaria. Macro- and microeconomic implications of such departures from orthodox CBs have not been thoroughly studied yet. Theoretically, the introduction of this second-generation CB provides an opportunity for conducting discretionary monetary policy (though certainly not in its typical form). Some major, ensuing questions require answers. What are the new channels of monetary policy? Does an orthodox self-regulating (automatic) mechanism work with second-generation CBs? How are monetary disequilibria in the economy adjusted? We define an automatic mechanism as “the presence of a positive cointegration relationship between the overall balance of payments (BOPs) and the reserve money, and the absence of discretionary variables in the model.” The theoretical hypothesis is checked empirically based on Bulgarian data.     

Human resources and SME performance in services: empirical evidence from the UK

We investigate the relationship between human resources (HR) and superior firm performance, as well as the role of business strategy as a key mediating factor, for small- and medium-sized enterprises (SMEs) in the UK Tourism Hospitality and Leisure (THL) sector. Our results suggest that high-performing SMEs in the THL sector are managed by more experienced entrepreneurs. We also find that more profitable SMEs combine a highly skilled workforce with technological and know-how-based firm differentiation strategies, and/or product differentiation strategies, which are based on quality of service and personal attention to customers, alongside generous compensation and attention to employee development.     

Integration risk in cross-border M&A based on internal and external resource: empirical evidence from China

This paper concerns the high failure rate during the integration phase of cross-border M&A from the resource-based view. This integration risk in cross-border M&A comes from both firm’s internal resource and external resource integration. On this basis, we clearly analyze the relationship between resource similarity and firm’s internal resources integration risk, as well as resource complementarity and firm’s external resource integration risk. Then, we put forward the main conclusion: stronger external resource complementarity and stronger internal resource similarity between the acquirer and target firms will make integration in cross-border M&A less risky. For this study’s empirical stage, we collect a large amount of questionnaire data from Chinese firms with cross-border M&A experiences. We use the logistic regression method to verify hypothesis. This paper provides both the acquirer and target firms with fresh ideas of how to avoid the integration risk of cross-border M&A. We hope to help firms from developing country to achieve more outstanding results through cross-border M&A in an intense global competitive environment.     

Bridging knowledge in ambidextrous HRM systems: empirical evidence from hidden champions

Managing the tension between efficiency and flexibility is one of the core challenges that organizations must tackle in order to survive in the global competitive environment. Ambidexterity has been identified in the literature as a key way of managing this tension. Despite the enormous popularity of the concept of ambidexterity, the questions of how HR practices influence exploration and exploitation and support organizational ambidexterity remain underexplored. Drawing on our empirical case studies of three mid-sized ‘hidden champions’ in different high-tech manufacturing industries, we show how an ambidextrous human resource management (HRM) system works. We demonstrate that ambidextrous HRM systems can be regarded as a special type of high-performance work system (HPWS) that facilitates the continuous integration of exploration and exploitation in the pursuit of flexibility and efficiency. In particular, we elucidate how firms apply integrative employment practices and integrative work practices to facilitate collaboration and to create and strengthen a common frame of reference that fosters knowledge integration. Finally, setting up an ambidextrous HRM system supports the complementary interplay between a common frame of reference and a firm's ability to integrate knowledge in order to manage the conflicting demands of exploration and exploitation.