Line and HR executives' perceptions of HR effectiveness in firms in the People's Republic of China

This paper examines the differences in perceptions of the importance and effectiveness of human resources (HR) practices in firms operating in the People's Republic of China. The major finding is that while there are no significant differences between HR and line executives' perceptions of the importance of each functional area in human resource management (HRM), there are significant differences between line and HR executives' perceptions of the effectiveness of these areas. Line and HR executives both view the issue of securing, developing and maintaining human resources as a critical issue for the execution of daily operations and long-term strategic plans. However, line executives perceive HR performance effectiveness as significantly lower in these functional areas than HR executives do. Therefore, HR departments are not meeting the performance expectations of line executives. There are three possible reasons for the poor performance of HR departments. First, government intervention may limit HR departments' ability to act strategically. Second, HR departments may not have enough power to act strategically. Third, HR departments may have few capabilities to respond to line executives' demands.     

Examining the Draw of Diversity: How Diversity Climate Perceptions Affect Job‐Pursuit Intentions

Organizations must target talented applicants, who will often be demographically diverse, to attract the most competent and competitive workforce possible. Despite the bottom‐line implications of attracting the best and brightest, surprisingly little is known about how and why diversity recruitment strategies affect recruitment outcomes (e.g., job‐pursuit intentions). To gain insight into this question, we conducted an initial experimental study (N = 194) to test the premise that other‐group orientation moderates the relationship between perceived organizational value of diversity and job‐pursuit intentions. In a follow‐up experiment (N = 255), identity affirmation was examined as the mediating mechanism for the interaction observed in the first study. Mediated moderation analyses supported the proposed model. Collectively, the studies indicate that job seekers high in other‐group orientation are more intent on pursuing employment with organizations deemed to value diversity because they feel that their salient identities are likely to be affirmed. No such indirect effect is present for those lower in other‐group orientation.     

Vested interests: how American and Chinese venture capitalists view essential management skills

This paper used semi-structured interviews with 11 highly successful venture capitalists from both the United States and China to examine perceptions of the essential nature of management skills for successful technology-based small-to-medium sized venture exits. Findings suggest American VCs appear to maintain a more global management perspective, whereas Chinese VCs appear to maintain a perspective that is more China-centric, or market specific, in nature. This divergence in perceptions of essential managerial skills offers an opportunity for the convergence of understanding of universal best practices. Implications for theory and research are discussed. Such an understanding may provide critical implications for successful exits from cross border ventures.     

Do employees reciprocate to intra-firm trainings? An analysis of absenteeism and turnover rates

This article contributes to the debate on the link between reciprocal motives of employees and HRM practices by studying the behavioral effects of intra-firm trainings on absence behavior and turnover probability. We apply the gift-exchange framework and offer a behavioral perspective that helps to explain why firms invest in trainings that provide mainly general skills. We argue that employees may reciprocate the gift of firm-sponsored training with higher levels of costly effort or commitment. We employ a stringent methodological approach based on panel data of a large multinational firm and find that, in contrast to human capital predictions, general trainings lead to a decrease in turnover rates. Most notably, we find the strongest effect for employees with the lowest levels of firm tenure. This is a quite novel result as this group should face the lowest separation costs, for instance, due to the accumulation of firm-specific human capital. Hence, intra-firm trainings are an important retention device, especially for newly or recently hired employees. Furthermore, a short-term decrease in absenteeism indicates a temporary, reciprocal reaction by employees.     

The management of professional employees: linking progressive HRM practices,cognitive orientations and organizational citizenship behavior

Abstract

The present research examines the relationships between progressive HRM practices and the organizational citizenship behaviors (OCB) of professional employees. Drawing on recent HRM literature, our research model includes a perceived organizational support (POS)-commitment mediation hypothesis. Taking into account previous studies on professional employees, a job satisfaction-commitment pathway is also integrated. We tested both mediational pathways as part of a single structural equation model using a sample of 329 professional employees. Our results show that the relationship between recognition and OCB is mediated by the POS-commitment pathway, while the relationships between fairness of rewards, skills development and OCB are mediated by the job satisfaction-commitment pathway. The specificities of the HRM of professional employees related to their multiple cognitive orientations are discussed.     

Oriental imagery and American attitudes toward Asia: an exploratory tourism study

The concept of Orientalism has served to define post-colonial thinking, reflecting the West's interpretation of non-Western individuals and cultures. In this binary set, the West/us is approached as representing the standard, while the East/them represents that which is outside the norm. For the last few decades, Orientalism has continued to influence discussions in tourism studies; nevertheless, there is a dearth of empirical studies examining how the discourse lives out in daily tourism practices. Therefore, employing quantitative research methods, this study explores what Orientalism means to contemporary Americans and how it affects their attitudes toward Asian destinations. The result indicates that the imaginary construct of the East has reflected three different dimensions, namely contempt, curiosity, and fear, through which the Western world has traditionally framed the non-Western world; however, Americans generally believe that contemporary Asia cannot be adequately explained in these traditional and fixed ways. This study suggests that two terms, Asia and the East, connote very different meanings in contemporary American society, revealing how the traditional discourse of Orientalism is transformed and reinterpreted, although not totally changed, within the changing nature of the contemporary global environment.     

How are we doing on poverty and hunger reduction? A new measure of country performance

The paper presents a new composite indicator – the poverty and hunger index (PHI) – to measure countries’ performance toward achieving millennium development goal No.1 (MDG1) on halving poverty and hunger by 2015. Building on the statistical structure of the human development index, the PHI combines all five official MDG1 indicators, thereby generating insights on a country’s net progress towards its own goal, as opposed to progress measured by a single yardstick. Nonparametric analysis on the PHI components provides further evidence on the nature of the relationship between poverty and hunger measures, while cross-country results show significant variance in progress between and within regions. An extension of the PHI allows for consideration of the rate of progress made by each country in its own terms; that is, based on where it needs to be to attain all 5 MDG1 targets by 2015. Countries needing priority attention are identified, as well as areas for future research and recommendations for post-2015 initiatives.     

Corruption and market attractiveness influences on different types of FDI

Previous studies have proposed that a compensatory model predicts the level of foreign direct investment (FDI) in a country; FDI levels are a result of ‘trade‐offs’ between the positive effect of market attractiveness and the negative influence of corruption. In contrast, we hypothesize and find that the compensatory relationship only holds for market‐seeking investment; for resource‐seeking FDI the model appears to be noncompensatory. Greater market attractiveness mitigates the negative impact of corruption on market‐seeking investment, but the ability of market attractiveness to mitigate the negative impact of corruption on resource‐seeking FDI quickly disappears as corruption levels increase. Implications and future research directions are discussed. Copyright © 2008 John Wiley & Sons, Ltd.     

Industry Effects on the Determinants of Unquoted SMEs' Capital Structure

This paper reports a study of 3500 unquoted, UK small and medium sized enterprises (SMEs). The objectives of the research were to test various hypotheses concerning the determinants of SME capital structure and to establish whether and how the relationship of these determinants to long- and short-term debt varied between industries. Long-term debt was found to be related positively to asset structure and company size and negatively to age; short-term debt was related negatively to profitability, asset structure, size and age and positively to growth. Significant variation across industries was found in most of the explanatory variables. The effect of growth on short-term debt, however, was consistent across industries whilst profitability had no effect on long-term borrowing in any industry.     

Gender Differences in Double Standards

The purpose of the present study is to investigate gender differences in the use of double standards in ethical judgements of questionable conduct instigated by business or consumers. We investigate if consumers are more critical towards unethical corporate versus consumer actions and if these double standards depend on the gender of the respondent. In the first study, we compared evaluations of four specific unethical actions [cfr. DePaulo, 1987, in: J. Saegert (ed.) Proceedings of the Division of Consumer Psychology (American Psychological Association, Washington DC)] instigated by either the consumer or the corporation. In a second study, we investigated the perception of some general consumer and corporate (un)ethical actions in addition to DePaulo’s unethical scenarios. Both researches show that females are less likely to use double standards when it comes to their own (un)ethical behaviour compared to corporate (un)ethical actions. Furthermore, gender differences in the use of double standards depend on the type of unethical behaviour. Limitations and suggestions for further research are discussed.