Change agency in occupational context: lessons for HRM

Change agency is seen as a key route to reducing the occupational vulnerability of human resource management (HRM). However, few look outside of the HRM context to consider change agency more broadly in organisations. Drawing on a study of change agency units in British organisations, we argue that challenges to occupational credibility and competing jurisdictional claims have wider implications for the role of HR practitioners. In particular, change agency is better seen as replaying rather than resolving the ambiguity of HRM's role and identity in organisations.     

Emerging Multinationals from Mid‐Range Economies: The Influence of Institutions and Factor Markets

This paper revisits and extends our earlier work (in 2005) in the pages of this journal. We argue that there is a need for more fine‐grained understanding of the country context along two dimensions: (1) institutional development and (2) infrastructure and factor market development. Specifically, we propose an enriched typology of emerging economies with a focus on mid‐range emerging economies, which are positioned between traditional emerging economies and newly developed economies. Then we examine new multinationals from these mid‐range emerging economies that have internationalized both regionally and globally. We outline directions for further research based on this typology in terms of (1) government influence, (2) resource orchestration, (3) market entry, and (4) corporate governance regarding the internationalization strategy of these emerging multinationals from mid‐range economies.     

Guanxi and professional conduct in China: a management development perspective

This paper explores guanxi within the context of 'ethical' behaviour. It was found that guanxi exerted a strong influence on our sample, with the exception of the necessity to lend money. As well, there appeared to be a significant minority of respondents who would behave unethically to preserve group solidarity. It was suggested that a modified version of the Belcourt et al . 's management development model would be a useful tool in the development of modified coaching processes for use in authoritarian cultures.     

The Delphi technique as a forecasting tool: issues and analysis

This paper systematically reviews empirical studies looking at the effectiveness of the Delphi technique, and provides a critique of this research. Findings suggest that Delphi groups outperform statistical groups (by 12 studies to two with two ‘ties’) and standard interacting groups (by five studies to one with two ‘ties’), although there is no consistent evidence that the technique outperforms other structured group procedures. However, important differences exist between the typical laboratory version of the technique and the original concept of Delphi, which make generalisations about ‘Delphi’ per se difficult. These differences derive from a lack of control of important group, task, and technique characteristics (such as the relative level of panellist expertise and the nature of feedback used). Indeed, there are theoretical and empirical reasons to believe that a Delphi conducted according to ‘ideal’ specifications might perform better than the standard laboratory interpretations. It is concluded that a different focus of research is required to answer questions on Delphi effectiveness, focusing on an analysis of the process of judgment change within nominal groups.     

The origins of power in buyer–seller relationships

Who, or what, holds power in business-to-business buyer–seller relationships is a debate at the heart of power theory. Power in buyer–seller relationships is variously seen as the property of organizations, individuals or relationships yet to be theoretically valid and useful to management, integration of these schools of thought needs to be operationalized. This paper opens up future research avenues through identifying how buyers and sellers understand the origins of power and the nature of self perceived and countervailing power. The paper presents results from 10 focus groups of both buyers and sellers revealing the underlying origins of experienced power. The results support the proposition that power in buyer–seller relationships is a pluralistic concept and that extant theories focused on organizational, individual or relational elements of power are independently too narrow in their reflections of the power construct; rather, they are all part of the same broad construct.     

It's all about games: enterprise and entrepreneurialism in digital games

This article aims to contrast benign notions of ‘free’ and ‘creative’ work in the context of labour market conditions and employment relationships. Empirical research reveals the exploitative and precarious nature of work in the experiences of self‐employed digital game developers and charts the responses of developers to unstable and insecure working conditions. Building on work by Pongratz and Voß, Haunschild and Eikhof, and Bergvall‐Kåreborn and Howcroft, this study finds that a typical response to increasing instability in the labour market is to adopt more enterprising and entrepreneurial behaviour in order to find work. This article illustrates the consequences for developers by highlighting examples of self‐exploitation, which is fuelled by a passion for work and is where entrepreneurial practices lead to long working hours, unpaid work and a blurring of work–life boundaries.