Social and organisational implications of CAD usage: a grounded theory in a fashion company

This paper focuses on the process of Computer Aided Design (CAD) diffusion into a group engaged in the development of innovative products. Adopting an ethnographic approach, we build a grounded theory for interpreting CAD usage in terms of the interplay between variables such as management orientation, training, actors' specialisation and deskilling, availability of shared archives, technological discontinuities between organisational areas.     

Deviations from the Mandatory Adoption of IFRS in the European Union: Implementation,Enforcement, Incentives,and Compliance

In this paper, we evaluate the common assumption that European Union (EU) firms began using international financial reporting standards (IFRS) in 2005 when the EU formally adopted IFRS. Although the incidence of firms using local (or some other) GAAP declined between 2005 and 2012, it is still non‐trivial. By 2012 the incidence of non‐IFRS financial statements was still in excess of 17 percent (87 percent of which were fully consolidated). We estimate a model of the non‐adoption of IFRS as a function of implementation features of the IFRS regulation, country‐specific enforcement, and firm‐specific reporting incentives. As expected, being specifically required by EU‐wide and country‐specific rules to adopt IFRS is positively associated with IFRS adoption but does not constitute a complete explanation. Proxies for enforcement are significantly associated with non‐adoption, but the marginal effects of the enforcement variables are weak. We find that larger firms, firms with foreign operations and more analyst following, and firms that issue new debt and equity were more likely to adopt IFRS, both when the regulation was initially imposed and in subsequent years. We conclude that many EU firms do not use IFRS; that some firms exploited definitions, exemptions, and deferrals to avoid adopting IFRS while some firms simply failed to comply with the regulation; and that firms responded to their incentives in deciding whether to adopt IFRS.     

HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices

Abstract

HR managers have different beliefs about the nature, value, and instrumentality of talent—referred to as ‘talent philosophies’. In line with cognitive psychology, we reason that talent philosophies are similar to mental models that influence how HR managers interpret and use talent management (TM) practices within their organizations. In this article, we explore the prevalence of four different talent philosophies (exclusive/stable; exclusive/developable; inclusive/stable; inclusive/developable) in a sample of 321?HR managers. We then explore how talent philosophies relate to organizational context (i.e. size, ownership form, multinational orientation) as well as to HR managers’ perceptions of their organization’s TM practices. Cluster analysis corroborated the presence of the four talent philosophies in our dataset. All four talent philosophies were represented almost equally often in the overall dataset. Organizational size was found to be related to talent philosophies, such that HR managers who worked in smaller organizations were more likely to hold an inclusive talent philosophy. We also found support for the relationship between talent philosophies and perceptions of the exclusiveness or inclusiveness of the organization’s definition of talent, and its degree of workforce differentiation. Contrary to expectations, results did not support a link between talent philosophies and perceived talent identification criteria.     

External wealth, the trade balance, and the real exchange rate

We examine the link between the net foreign asset position, the trade balance and the real exchange rate. In particular, we decompose the impact of a country's net foreign asset position (‘external wealth’) on its long-run real exchange rate into two mechanisms: the relation between external wealth and the trade balance; and, holding fixed other determinants, a negative relation between the trade balance and the real exchange rate. We also provide additional evidence that the relative price of nontradables is an important channel linking the trade balance and the real exchange rate.     

The coopetition paradox and tension in coopetition at multiple levels

This article explores the nature of the paradox inherent in coopetition; that is, the simultaneous pursuit of cooperation and competition between firms, and emanating tensions that develop at individual, organizational, and inter-organizational levels. We dissect the anatomy of the coopetition paradox to discover how it materializes by creating an external boundary (i.e., via unifying forces) and internal boundaries (i.e., via divergent forces). After explaining the coopetition paradox, we distinguish tension from paradox and submit that tension comprises both positive and negative emotions simultaneously, also known as emotional ambivalence. Finally, we recognize that emotional ambivalence in coopetition prevails at different levels, and vary in its level of intensity and persistency in relation to different contexts. We employ illustrative cases to ground our propositions empirically. This article provides understanding on concepts, expects to incite fruitful dialogue, and fuels further studies on inter-firm paradoxes.     

How Should Customers Be Integrated for Effective Interorganizational NPD Teams? An Input–Process–Output Perspective

Interorganizational new product development (NPD) teams with business customers are rapidly becoming more prevalent; yet the drivers of such cooperations at the team level remain unclear to practitioners and researchers alike. This study proposes an input–process–output model in which various characteristics of interorganizational teams affect NPD team effectiveness through the mediating construct of NPD team cooperation. Furthermore, various moderators, reflecting the supplier's dependence on the customers (customer power and customer participation) and the supplier's environmental uncertainty (market dynamism and technological turbulence), affect the strength of the underlying relationships. The results show that customer power positively affects the relationship between intrapersonal team characteristics and team cooperation. In addition, a negative moderation occurs in interpersonal characteristics. Customer participation exhibits opposing moderating effects. Regarding the supplier's environmental uncertainty, market dynamism and technological turbulence strengthen the relationships under consideration.     

Comovement,information production,and the business cycle

Recent theoretical research suggests that information production is a positive externality of aggregate economic activity (Veldkamp, 2005). Both the quantity and quality of information increase during periods of economic expansion and decrease during periods of contraction. Based on this insight, we hypothesize and confirm that time-varying information production drives the comovement patterns observed in stock returns. We examine stock return comovement in 36 countries from 1980 to 2007 and show that, consistent with the theory, comovement patterns are countercyclical; that is, when information production is high (low), comovement is low (high). We also find that the relation between comovement and the business cycle is stronger in countries that experience large intertemporal swings in information production. Finally, we show that the relation between business cycle and comovement is stronger in poor countries, countries with less developed financial markets, and countries with weaker accounting and transparency standards. These results suggest that financial development and transparency are conducive to a steady flow of financial information over the business cycle.