Inferring superior capabilities from sustained superior performance: A Bayesian analysis

To what extent can one infer that superior capabilities are driving sustained superior performance? Modeling performance as some combination of differences in capabilities and processes of cumulative advantage, we argue that a Bayesian framework in which decision makers take into account the differences in cumulative advantage provides for a correct inference. We show, using both simulated and real performance data, that the Bayesian method gives rise to estimates relevant for the inference problem. The estimates also illustrate why a firm with superior performance during a longer period can be less likely to possess superior capabilities than a firm with superior performance during a shorter period. Our work has implications for the origins of competitive advantages and for organization learning in strategy research. Copyright © 2012 John Wiley & Sons, Ltd.     

The influence of calculative (“hard”) and collaborative (“soft”) HRM on the layoff‐performance relationship in high performance workplaces

We investigate the effect of employment systems on the layoff‐performance relationship. We construct a typology of two types of HPWS (Calculative or “hard” HRM and Collaborative or “soft” HRM) and two non‐high performance systems (Traditional HRM and Low HRM). We use attribution theory as a framework from which to draw hypotheses. We examine survey responses from two waves of panel data. We employ cluster analysis to identify distinctive configurations of employment practices used in UK workplaces. We use the cluster outcomes as explanatory variables in moderator regression analysis. Following layoffs, we find that Calculative workplaces experience lower subsequent performance than Collaborative workplaces. Over the next five years, Calculative and Collaborative workplaces experience equivalent amounts of performance change but Calculative workplaces fail to make a full recovery.     

Is Strategic Human Resource Management Socially Responsible? The Case of Wegmans Food Markets, Inc.

In 2005, Wegmans Food Markets Inc., the family-owned supermarket chain, was awarded the number one spot on the Fortune “100 Best Companies To Work For.” Wegmans’ recognition illustrates an exemplary case of strategic human resource management embedded in an overall culture of social responsibility, amidst a highly competitive and low margin industry. We detail Wegmans’ human resource practices and its overall stakeholder orientation, arguing that the treatment of employees as strategic assets constitutes an effective approach to social responsibility. In other words, strategic human resource management can help organizations reconcile the often cited conflict between profits and principles. We therefore begin with an overview of the contemporary supermarket industry, provide a brief history of Wegmans, and showcase the supermarket chain’s human resource practices. In closing, we discuss Wegmans’ stakeholder orientation and comment on the divide between strategic human resource management and social responsibility research.     

The Creativity‐Performance Relationship: How Rewarding Creativity Moderates the Expression of Creativity

Researchers have argued that creativity is intrinsically motivated, and that rewarding creativity can stifle creativity. Using a sample of 310 employees reporting to 50 different supervisors, we instead show that rewarding creativity influences the relationship between creativity and performance by changing the nature of expressed creativity. We do this by examining novelty and usefulness as separate dimensions. High perceived reward enhances the relationship between novelty and performance while diminishing the relationship between usefulness and performance. The moderating effect of reward for creativity on the relationship between creativity and performance was not observed when we operationalized creativity as an integrated, unidimensional construct. © 2015 Wiley Periodicals, Inc.     

Revisiting Leontief’s paradox

According to the popular Heckscher-Ohlin model of international trade, a country is expected to export (import) those products whose production requires the intensive use of the factor of production that is in relative abundance (scarcity). Leontief (1953), using input–output data of the US economy for the year 1947, found that the US, an overwhelmingly capital-abundant country, exported labour-intensive products and imported capital-intensive ones. Clearly, the results contradicted the predictions of the Heckscher-Ohlin model and they were characterised as ‘Leontief’s paradox’. A number of explanations for the so-called paradox were offered and this paper briefly, but critically, evaluates these explanations as it examines whether or not Leontief’s results persist in the case of the US economy during the period 1998–2012.     

At What Age Do You Expect to Retire? Retirement Expectations and Increases in the Statutory Retirement Age

We analyse the extent to which an increase in the statutory retirement age affects individuals' retirement expectations. Understanding how individuals adjust their expectations is crucial to the evaluation of this policy, since retirement expectations directly affect other important decisions such as labour supply, engagement in (further) education and, of course, savings and investments. We consider the 2007 German pension reform that legislated an increase in the statutory retirement age from 65 years to 67. Our analysis is based on a longitudinal study that directly asks respondents at what age they expect to retire. Using a difference‐in‐differences approach, we look at the changes in subjective retirement expectations over time and estimate the extent to which they can be attributed to the 2007 reform. We find that the reform shifted the retirement expectations of the younger cohorts, although there is some heterogeneity in the way individuals adjusted. While there are no significant differences between men and women, lower‐educated individuals failed to revise their expectations. As these individuals usually acquire both lower pension claims and lower private savings, the fact that they have been slower in updating their retirement expectations causes concern regarding their income security after retirement.     

Examining the carbon emission impact of livelihood transitions in pro-poor tourism

This study examines carbon dioxide (CO₂) emission changes from livelihood transitions during tourism development to assess the environmental impact of pro-poor tourism (PPT) in China. The results indicate that livelihood transitions during PPT increased household income but also produced more CO₂ emissions. CO₂ emissions vary depending on factors including livelihood types after transition, income and household sizes, etc. The CO₂ per unit of income from tourism-based livelihoods is higher than from non-tourism-based livelihoods. Different livelihood strategies post transition also affect emissions. Practical suggestions that may mitigate emissions while not compromising residents’ income levels are provided.