Similar,but still different: how US multinational companies in Germany and Switzerland use host‐country training and skill practices

We examine in how far US subsidiaries in Germany and Switzerland display characteristics of a strategic fit with their host country and mostly find support for our predictions. Subsequently we determine each subsidiary's host‐country fit and test for within country differences in using local training and skill practices. We find the extent of continuing vocational education and training and the extent to which training on the job is important to vary with host‐country fit in Germany, while in Switzerland, as predicted, we find no such relations.     

Demographischer Wandel und dessen Auswirkungen auf den Energieverbrauch in Hamburg und Mecklenburg-Vorpommern

This study estimates the impact of demographic change on energy use in two German regions, Hamburg and Mecklenburg-Western Pomerania. Data from the EVS household survey are used to identify demographic characteristics and age-specific consumption patterns in the two regions. They are used in combination with regional household projections to construct consumption expenditure forecasts, which are then entered as demand impulses into regional input-out-put models to calculate sectoral production effects and energy use. The analysis shows that the impact of demographic change on energy use differs considerably between the two regions. Therefore, studies conducted at the national level may miss important effects, making it necessary to conduct more studies at the regional level.     

Electrification and energy productivity

Energy productivity is crucial for sustainable development. We use cointegration analyses to investigate the effect of electricity on energy productivity in Swedish industry from 1930 to 1990. Electricity augmented energy productivity in those industrial branches that used electricity for multiple purposes. This productivity effect goes beyond “book-keeping effects,” i. e. it is not only the result of electricity being produced in one sector (taking the energy transformation losses) and consumed in another (receiving the benefits).     

The methodology combination of a national foresight process in Germany

In September 2007, the Federal German Ministry for Education and Research (BMBF) launched a new foresight process which aimed at four specific targets. To achieve them, a tailor-made combination of methods was applied. This paper focuses on the concept design of the process and explains one of the methods — the future online survey — in more detail.The German Foresight Process of the BMBF delivers results on different levels: broader future fields as well as single future topics. Both kinds are relevant and selected according to a set of criteria. Some of the results of this foresight process will be directly integrated into national policy activities, others are just more indirectly filtered into the innovation system of the specific sectors in the country. The future fields are all cross-cutting issues based on science and technology. All of them are specifically knowledge dynamic fields.     

The political sustainability of a basic income scheme and social health insurance

This paper studies within a two‐stage framework the political economy of a basic income (BI) and social health insurance (SHI) scheme. At the constitutional stage, individuals decide whether these schemes are implemented behind a veil of ignorance about their future income and risk type. This decision is made in anticipation of the outcome at the second stage in which individuals vote on the payroll tax to finance a BI and the contribution rate of a SHI scheme provided these schemes have been implemented. Depending on the amount of healthcare expenditure and the inequalities in income and risk, only a social health insurance scheme is implemented at the constitutional stage.     

Mind the context gap: a critical review of engagement within the public sector and an agenda for future research

Abstract

In this review paper, we critically examine the evidence base relating to engagement within the public sector given a wide range of public services have faced acute human resource challenges over recent years. Our review of 188 empirical studies reveals that much of the evidence focuses attention on individual and job level factors, such that specific public sector contextual contingencies have rarely been considered. Through identifying significant ‘context gaps’, we present a future research agenda addressing the following key areas: i) clarifying the relationship between engagement and public service motivation, ii) further contextualizing general engagement models, iii) exploring cultural, socio-political, and institutional factors in more depth, iv) encouraging a more critical perspective on engagement, v) understanding the variation in the experience of engagement across different public services/delivery models, and vi) connecting more strongly with practical concerns and initiatives within public organizations. In presenting this agenda, we highlight how engagement and HRM scholars can more strongly embed their research within a sectoral context.     

Statistically based quarterly earnings expectation models for nonseasonal firms

We present empirical evidence on the relative predictive power of statistically based quarterly earnings expectation models for firms that are characterized as nonseasonal in nature. We are particularly interested in nonseasonal firms for two reasons. First, it appears that a sizable and growing percentage of firms exhibit quarterly earnings patterns that are clearly nonseasonal in nature. We present new evidence that is consistent with this trend. Specifically, 36% of our sample firms (n = 296) are nonseasonal compared to 12% reported in Lorek and Bathke (J Acc Res 22:369–379, 1984) (n = 29); 17% in Brown and Han (J Acc Res 38:149–164, 2000) (n = 155); and 28.2% in Bathke et al. (J Business Inquiry 5:39–49, 2006) (n = 167). Second, we also find that 43.6% of the nonseasonal firms in our sample have no analyst coverage. Therefore, interest in the predictive ability of statistically based models for such firms is greatly enhanced. Our predictive findings indicate that the random walk model provides significantly more accurate pooled, one-step ahead quarterly earnings predictions across 40 quarters in the 1994–2003 holdout period than the first-order autoregressive model popularized in the literature. We attribute the superior performance of the random walk model to at least three contributing factors: (1) its parsimonious nature; (2) the reduced levels of autocorrelation observed in our quarterly earnings data relative to previous work; and (3) a significantly greater frequency of loss quarters evidenced by nonseasonal versus seasonal firms.

Perceived human resource system strength and employee reactions toward change: Revisiting human resource's remit as change agent

Although scholars have highlighted human resource's (HR's) important role as a change agent, we know little about the extent to which HR influences the change context to foster positive employee responses and support organizational changes. This study positions perceived HR system strength as an important internal context factor that influences employees' reactions toward change. Drawing on emotion theory and social exchange theory, we analyze the mechanisms through which employees' perceptions of HR system strength lead to positive employee responses to organizational change. Data from 704 employees in a UK police force showed that employees' perceptions of HR system strength were positively related to their ability to cope with organizational change and that this relationship was simultaneously mediated by state positive affect and perceived organizational support. Moreover, our findings demonstrated that coping with organizational change was positively related to employees' change‐supportive behavior. This study is important because it broadens the remit of HR's role as change agent and provides valuable insight into how HR positively influences employee outcomes during organizational change.     

Demands or Resources? The Relationship Between HR Practices,Employee Engagement,and Emotional Exhaustion Within a Hybrid Model of Employment Relations

This article explores the ways in which employees may experience and respond to tensions inherent in the mix of potentially conflicting human resource (HR) practices that compose hybrid models of employment relations. By drawing on the job demands–resources (JD‐R) literature and viewing HR practices as “demands” and “resources,” we explore the impact of performance management and employee voice practices on employee well‐being, as exemplified by engagement and emotional exhaustion, in a large public‐sector organization in Ireland. Our findings suggest that employee voice mechanisms may act as a resource in both enhancing engagement and in counterbalancing the demands presented by a performance management system, thus reducing the deleterious effects of emotional exhaustion. Our study extends understanding of hybrid models of human resource management (HRM) and of the ways in which employees manage the contradictory signals that such models may send in terms of performance expectations. © 2015 Wiley Periodicals, Inc.