The Value of Residential Community Associations: Evidence from South Carolina

International Advances in Economic Research - This empirical study uses a hedonic pricing model and a dataset of Spartanburg, South Carolina homes from 2002 to 2005 to evaluate the effect of...     

The mediating role of leader–member exchange: a study of job satisfaction and turnover intentions in temporary work

This paper focuses on turnover intentions in temporary work. Specifically, we analyse whether job satisfaction and leader–member exchange (LMX) play the same role as antecedents of turnover intentions for both temporary and permanent employees. Results from a total‐effects moderation model based on a survey of 593 individuals placed by a temporary work agency suggest that temporary work lessens the impact that high job satisfaction has in terms of reducing turnover intentions. Furthermore, while for permanent employees, high‐quality LMX relationships play a central role in the link between job satisfaction and turnover intentions; for temporary employees, job satisfaction is less important in the formation of high‐quality LMX relationships. Therefore, we contribute to knowledge on turnover intentions in temporary work by showing that within this context, turnover intentions cannot be directly remedied by high job satisfaction and that temporary work inhibits LMX's reinforcing role in the relationship between job satisfaction and turnover intentions.     

Measuring Income Inequality in Euroland

In this paper we propose an aggregate measure of income inequality for the founding countries of the European Monetary Union. Applying the methodology of the Theil index we are able to derive a measure for Euroland as a whole by using complementary data from the European Community Household Panel and the Luxembourg Income Study. The property of additive decomposability allows us to determine each country's contribution as well as that of each demographic group to overall income inequality. In addition the impact of government transfers on this inequality measure is assessed.     

Confucian Entrepreneurship: Towards a Genealogy of a Conceptual Tool

The concept of the ‘Confucian Entrepreneur’ is now used by many scholars to understand entrepreneurship in China and other East Asian countries. This paper traces the development of this concept from its roots in the writings of nineteenth-century Western authors to its use in modern management journals. We show that while this conceptual tool has been adapted over time, the claims associated with it have remained largely similar. Use of the term Confucian entrepreneur implies belief that Confucian ideas induce Chinese entrepreneurs to behave differently than their Western counterparts, a claim for which the empirical foundations are weak. We do not go so far as to say that those who research Chinese entrepreneurship should discard the concept of the Confucian entrepreneur simply because of its historical origins in colonialism. However, we do call on researchers to reflect on the historical origins of their conceptual tools. By historicising our theories of entrepreneurship, this paper should encourage greater scholarly reflexivity and thus the development of entrepreneurship and management theory with greater predictive power.     

Global talent management and inpatriate social capital building: a status inconsistency perspective

Distinct to expatriate managers at the subsidiary-level, inpatriate managers' influence at the headquarter (HQ)-level is controlled by the extent to which an inpatriate manager is able to ‘win’ status from HQ personnel. The primary goal of the paper is to conceptualize how organizational support, in the form of global talent management (GTM) practices, can alleviate inpatriates' difficulties in building social capital at HQ. Building social capital at HQ is vital for inpatriates to attain status in order to build the inter-unit social capital that enables them to pursue their boundary-spanning role across HQs and subsidiaries. Status inconsistency theory is put forward to recognize the personal, professional and structural incongruence of events and activities at HQ carried out with respect to inpatriates. We argue that inpatriate managers become empowered at HQ only when social capital is accumulated whereby social capital is driven by an acknowledgment of inpatriates as a legitimate staffing option. The relationship between GTM practices and social capital building needs to be managed properly by inpatriates themselves as well as by the organization. A future research agenda helping to build social capital of inpatriates through GTM infrastructure is discussed and propositions are offered throughout.     

Adaptive Preferences and Capabilities: Some Preliminary Conceptual Explorations

The Capability Approach (CA) as developed by Amartya Sen and Martha Nussbaum, has in part been a response to the problem of adaptive preferences. Their argument says that people might adapt to certain unfavorable circumstances and any self-evaluation in terms of satisfaction or happiness will in this case necessarily be distorted. To evaluate people's well-being in terms of functionings and capabilities guarantees a more objective picture of people's life. Next to this strong criticism on subjective measurements of well-being, we observe an increasing interest in Subjective Well-Being (SWB) or Happiness studies that are included in the broader field of Hedonic Psychology. In this paper, we thus revise the original critique of adaptive preferences and compare it with a more detailed analysis of adaptation as it is presented in hedonic psychology. It becomes clear that adaptation can be a positive as well as a negative phenomenon and that the adaptive preference critique had a particular narrow view on adaptation. However, this does not mean SWB-research is not any longer susceptible to this critique. An alternative way to assess people's subjective well-being, but which could be considered to be more in line with the CA, is proposed by Daniel Kahneman's Objective Happiness. These are all relatively new considerations, especially in economics. Therefore much more research needs to be done on the positive and negative aspects of adaptation to understand its consequences on well-being – especially when evaluated within the capability-space.     

A conduit for knowledge? demonstrating the strength of technology improvements in Indian firms that buy outsourced information technology

The literature on the role of information technology outsourcing (ITO) and on knowledge intensive business services only rarely considers purchasers in developing countries and includes few wide-scale studies. This paper reduces that gap in that it quantifies the effect of ITO on total factor productivity using a sample of 10,100 firms in India. The results show that ITO purchasing brings strong returns and outperforms in-house IT. A comparison with studies from elsewhere reveals that Indian ITO also outperforms IT in a range of circumstances in developed countries. Taken together, these findings support the idea that ITO firms, just like other knowledge intensive business services, can act as a conduit for best practices and tacit knowledge, and that this role is very useful in a developing country context. The implication is that more ITO projects would be good for catching up in developing countries. In India, policy support for the ITO sector should be re-designed to incentivise domestic work.     

Appraising Intangible Assets from the Viewpoint of Value Drivers

This article does not intend to actually valuate intangible assets but focuses to investigate the relative value distribution of corporate intangible assets, and this links closely to the concept and application of value drivers. This is because we believe that drivers or attributes of the value significantly determine how the virtual value of these intangibles can be created for companies. We apply the analytic hierarchy process (AHP) to the appraising process of intangible assets. The AHP method can mainly sort the non-financial value drivers in order according to their weighted contributions. Therefore, the key purpose of this article is to develop a tentative model for the evaluation of intangible assets, which helps business to correctly appraise corporate value ratios and avoid bias due to mainly relying on financial statements when measuring an entity’s value. In addition, in view of the significant proportion of intangible assets over total assets in high-technology industries, this research, then, uses six industries in Hsinchu Science Park, Taiwan, as its research objects in order to test the applicability of its model, as well as exploring the value weights of intangible assets and its evaluation among different technology industries. Besides, the empirical result of this article is mainly to support business appraisal and thus improves the effectiveness of value-based management.     

Family Formation and the Divisions of Labour in Belgian Couple Households

In this chapter the authors describe how a quantitative analysis resulted in a proposal for a qualitative research. The aim of the quantitative research was to analyse the impact of family formation on the division of labour in couple households, based on data from the Panel Study on Belgian Households.In a first step a typology was made based upon data of 1224 Belgian couple households (1995). The second step consisted of a longitudinal analysis for the period between 1992 and 1995. The analysis of the impact of birth on the division of labour gave evidence of the revocability of equal patterns of division of labour.Based on these findings the authors concluded that the classic concept of emancipation does not allow us to understand the empirical phenomena. Hence, the authors proposed a new (qualitative) investigation aimed at clarification and empirical validation of different contents of the concept of emancipation.