Ensuring Independent Auditors: Increasing the Saliency of the Professional Identity

We conceptualize threats to auditor independence as conflicts of social identity rather than interest and hypothesize that the greater the saliency of the professional identity among auditors, the more likely the auditor will engage in independent decision-making. Furthermore, we assert that saliency of non-professional identities and weakness of the professional image threaten independence. We hypothesize that a return to the traditional will relate positively to the saliency of the professional identity among auditors and ultimately, to independent decision-making. Actions for re-establishing the external image of the profession are drawn from historical references to the traditional image.     

Against paternalism in Human Resource Management

The paper presents an evaluation of the paternalistic model of HRM. The analysis reveals that this conception of the employment relationship is deeply flawed and does not provide a morally acceptable approach towards responsible citizens in a democratic society. Moreover, where the employment relationship is based upon managerial hegemony and secrecy, the danger is that this can become institutionalized as a corporate morality that brings about the unintended consequences of moral indifference and unjust conduct towards employees and other stakeholders. The conclusion of this evaluation is that a wise management will try to open up its decision‐making processes and seek the participation of a wide range of stakeholders in the determination of the economic and social purpose of the company. There is another option: the employment relationship can be informed by a communitarian perspective, which aims to strike a balance between the economic interests of employers and employees, and the need for justice to foster mutual cooperation in the pursuit of a common purpose. This conception of the employment relationship will be outlined here as HRM in the 'community of purpose'.     

Sustainability-oriented Service Innovation: fourteen-year longitudinal case study of a tourist accommodation provider

Abstract

Progressing sustainable tourism requires both an innovative transition from “unsustainable” tourism and innovative research methods to develop theory and concepts for a sustainable tourism. While there are many ad hoc examples of initiatives, there are very few examples of firms systematically recording their medium-term evolutionary progress. This case study of an accommodation provider uses longitudinal data over 14 years, deductive and inductive methods, and comparison with other similar eco-friendly providers, to provide the first exploration of sustainability-oriented innovation by a firm attempting to make transitions. Findings show how important hindsight and insight are for continuous learning, and how broader community sustainability issues influence the owners’ worldviews. Both learning and changing views are required to support innovation. A Sustainability-oriented Service Innovation model is recommended, recognising the characteristics of a service industry where innovation can be an organic process led by humans for humans and consequently more fuzzy in its progress than the clearly defined steps that are suggested by previous research. This model seeks to assist researchers and practitioners to better measure innovative progress of service firms, and develop more relevant strategies to ease transitions towards sustainable business practices.     

Pricing Augmented Commercial Services

The delivery of augmented services is a powerful demonstration of innovative product/service management. Based on well-executed scanning and positioning efforts, augmented services allow marketers to obtain a premium price for their innovative ness by delivering more than what consumers have learned to expect. For this purpose, Roberto Friedmann and Warren French have developed the notion of an augmented service. They then proceed to outline the necessary considerations and procedures for creating an augmented service that commands a premium price in its market.     

Contracting officer workload,incomplete contracting,and contractual terms

This article estimates the causal effect of retirement‐induced workload spikes on the selection of procurement terms. In a sample of 150,000 contracts from 85 procurement offices over 11 years, increases in workload decrease reliance on competitive acquisition procedures, decrease reliance on firm‐fixed‐price contracts, increase risk of renegotiation, and increase costs. These estimates are consistent with a model of endogenously incomplete contracting. The US federal government has experienced exceptional growth in acquisitions contracting over the past decade but limited growth in acquisitions manpower. This article provides some of the facts necessary to evaluate the consequences of these shifts.     

Native American reservation constitutions

The Cherokees wrote a constitution in 1827; in contrast, the Yokuts tribe on the Santa Rosa Rancheria Reservation adopted theirs in 2014. As Native American tribal constitutions are common, I examine determinants of establishing these written constitutions. During their formation, some reservations had bands of the same tribe forced onto the same land. These reservations of forced coexistence wrote constitutions at an earlier date. More homogeneous, centralized tribes tended to adopt their constitutions at a later date, although this finding is less robust. The implication is that coordination costs were less than the benefits from constraining a potential rival band, and that social norms of centralization made having a written constitution less necessary. Additionally, a positive correlation is found between having a written constitution and economic output, similar to other studies.     

Values congruence and differences between the interplay of personal and organizational value systems

Following the research of Liedtka (1989), this paper examines the impact of her “values congruence” model on managers' work attitudes and perceptions of ethical practices within their firms. A nationwide cross-section of managers (N=1,059) provides the sample for the study. Consonance or clarity about both personal value systems and organizational value systems were found to be more important and, in the absence of one or the other, clarity of personal values were shown to have a more positive impact than organizational value clarity.