Embracing the whole individual: Advantages of a dual-centric perspective of work and life

In today's often complicated and fast-paced world, individuals are pulled in many different directions. Balancing work and personal roles—including those of parent, spouse, caregiver, volunteer, and so forth—can be a daunting task. In the literature, identity theory speaks to the multi-faceted existence employees face, beyond that of just “worker.” The differing roles individuals occupy have traditionally been viewed as competing, implicitly suggesting that attention to one area of a person's life necessarily detracts from the others, and that juggling and managing multiple roles causes stress and emotional strain. To explore the verity of this notion we conducted a study, which is described herein. Of significance, 55% of our sample indicated that they were dual-centric; that is, individuals who value both their work and non-work roles equally. In this article, we build on extant research and find support for the belief that dual-centrics experience more overall satisfaction, greater work-life balance, and less emotional exhaustion. Given the seeming increase in employees’ dual-centric focus, it is rational to suggest that one way in which organizations can improve and enhance employee well-being is by embracing them as whole individuals. This article explores that notion, and provides innovative examples from Fortune magazine's “100 Best Companies to Work For” list regarding how this objective can be accomplished.     

Entry,market turbulence and industry employment growth

This paper investigates the relationship between industrial dynamics in terms of firm entry, market turbulence and employment growth. Do entry of firms, the composition of industry dynamics (net entry) and market turbulence (entry and exit) influence industrial employment growth? This paper provides an empirical investigation, using unique data for 42 disaggregated Swedish industrial sectors during the period 1997–2001. It is hypothesised that the importance of entering firms, net entry and market turbulence may differ significantly across industries. A quantile regression method is used in order to detect industrial differences in the response to industrial employment growth. The empirical evidence shows that, on the one hand, firm entry and market turbulence have a positive effect on employment for fast growing industries and that the effect is larger for high growth industries. On the other hand, the composition of industry dynamics in terms of net entry rates has a more dispersed effect across all industries, even though the effect of net entry is larger for high growth industries.     

Corporate performance and firm perception: The British experience

Previous academic research has presented a theoretical basis for a relationship between attributes of a firm's reputation and its financial performance. For the United States, researchers have analysed the correspondence between market and accounting based measures of US firm performance and external evaluators' perceptions of the qualitative attributes of US firms. In this study, expert surveys on the qualitative performance of British firms conducted by the British publication, the Economist, which are similar in content to surveys conducted by Fortune magazine for US firms, are used to determine the correspondence between qualitative and quantitative measures of British firms' performance. Results indicate that differences may exist between US and Britain in the use of qualitative survey data on a firm's strategic attributes as a forecast of a firm's future quantitative performance measures. Results also indicate that for small firms, certain qualitative factors (e.g. capacity to innovate) may be of greater importance in forecasting accounting and security market returns.     

Gamifying employer branding: An integrating framework and research propositions for a new HRM approach in the digitized economy

The digital age calls for digital HRM approaches, as the “digitized” workforce confronts companies with changing requirements regarding their human resource practices. Most importantly, companies need to build strong employer brands to attract, motivate, and retain employees. One promising approach to employer branding in the digital age is to gamify companies' employer branding activities by means of serious games (i.e., digital games with an educational purpose). Both serious games and employer branding share the key characteristic of facilitating learning to create knowledge. Despite existing research on employer branding and serious games in separate streams, virtually no research addresses their relationship, albeit its strong relevance for researchers and practitioners alike. The authors discuss both domains and their relation, propose a conceptual framework building on a novel learning-based extension of the affective events theory, and derive directions for future research to advance the understanding of gamifying employer branding in the digitized economy.     

An exploration of consumers’ experiences in physical stores: comparing consumers’ and retailers’ perspectives in past and present time

Abstract

In this paper, we explore consumers’ in-store experiences and their components, from both a consumer and retailer perspective. This is a replication of a study we performed in 2006 and thus we also examine how the role of the physical store has changed over the last decade. We use the Critical Incident Technique (CIT) to improve our understanding of consumers’ in-store experiences. Moreover, we conduct in-depth interviews with Swedish retailers to achieve an understanding of how retailers use aspects of the store environment to enhance the consumer experience. Interestingly, our results suggest that consumers’ in-store experiences to a large extent are created by the same aspects today as ten years ago (e.g. personnel, layout, atmosphere). Furthermore, while retailers today emphasize the importance of fulfilling new and more advanced consumer demands, they often still accentuate the weight and use of traditional values (e.g. personnel and layout) ahead of advanced technology.     

A game of thrones—Dynamics of internal CEO succession and outcome

We examine the implications of chief executive officer (CEO) succession methods for firm outcomes and executive incentives. Focusing on internal CEO successions, we find that the largest U.S. firms typically rely on two types of succession methods, namely, heir apparent and horse race successions. Although heir apparent and horse race CEO candidates have similar qualifications, the consequences of these two succession methods differ significantly. We find that horse race successions induce conflict and are detrimental to firm performance but not necessarily to the newly appointed CEOs. Our findings suggest succession method influences firm performance, executive incentives and CEO labour markets.     

Board gender diversity and acquisition choices

We investigate the influence of gender diversity on the acquisition choices of bidding firms and find that firms with greater gender diversity are more likely to acquire nonlisted targets, use cash as the method of payment, and purchase firms in similar industries. Results show that these preferences are significantly influenced by female directors' financial expertise, target industry experience, mergers and acquisitions (M&A) experience, academic and professional qualifications, and networks. The percentage of female directors on boards is positively correlated with the market response to the announcement of acquisition choices preferred by female directors. Furthermore, bidders improve efficiency and accumulate long-term value gains through the contributions made by their female directors to these acquisition choices.     

Agrarian change through speculation: Rural elites as land brokers for mining in Colombia

This paper studies the connections between the expansion of mining capital, speculative forms of land grabbing and agrarian transformation. It is argued that in periods of commodity boom, the landowning rural elite benefits from mining through speculative land deals with mining companies. They act as ‘land brokers’ for the mining firms, helping them to overcome a significant barrier to land accumulation through the de facto abolition of landed property. The analysis is based on a qualitative case study on the expansion of coal mining in central Cesar in northern Colombia. To develop my arguments, I refer to the concept of accumulation by dispossession as defined by Michael Levien, and historical materialist approaches on rent, and speculative land dispossession. In addition, I use concepts developed for studying coercive land grabbing and agrarian elite participation in armed conflicts to analyse the mechanisms applied to (coercively) acquire rights to land. It is concluded that with high global prices for minerals, metals and fossil fuels, the expansion of mining in the countryside fosters a process of agrarian change through land speculation that is articulated in a reconcentration of landed property, a re-strengthening of the rural landowning elite and the dissolution of peasant agriculture.     

The legitimacy of corporate entrepreneurship: a structured literature review

Management Review Quarterly - Corporate entrepreneurship (CE) is essential for today’s firms and currently a topic of considerable interest within the business community. Although the...