The scope for collusion under fractional defections

This paper examines the scope for firms to collude in an oligopoly supergame, when firms defect by producing a fraction of their best response outputs. Such deviations from the collusive equilibrium are termed fractional defections. We show that the joint profit maximizing output level cannot be sustained under fractional defections and identify the most collusive output level. The paper also investigates the ability of firms to collude as both demand and the number of firms in the industry vary. The results reveal that the degree of collusion is inversely related to the level of demand and that high levels of concentration may in fact be inimical to collusion.     

Barriers to Managing Diversity in a UK Constabulary: The Role of Discourse

The literature on diversity management has tended to obfuscate some of the theoretical and methodological shortcomings associated with research in this area. Specifically, the literature tends to make a number of rather naïve assumptions about the experiences and aspirations of disadvantaged groups. This paper seeks to problematize the universalist and partisan tendencies that typify much of the diversity literature by focusing on the issue of 'resistance'. Using a form of discourse analysis informed by Foucauldian principles, the paper explores how 'resistance' to diversity initiatives is expressed by both 'dominant' and 'subordinated' groups in a UK police force. It is argued that 'resistance' is better thought of as a discursive resource that can be drawn upon to justify or account for one's own organizational experiences and, in turn, the need to both justify and account for one's experiences is located in broader discursive fields that reproduce dominant ideologies of liberal democracies. The theoretical implications of this position are discussed and a case is presented for more critical and theoretical approaches in the diversity management literature.     

Continuity and Change in Mergers and Acquisitions: A Social Identity Case Study of a German Industrial Merger*

abstract It is crucial from an employee's point of view to perceive some degree of stability even in times of major organizational change. This paper examines the role of a sense of continuity for organizational identification after an organizational merger. We argue that mergers and acquisitions so often end in failures partly because the change is designed in discontinuous ways and employees do not feel they are doing the same job after the merger as before. Such discontinuous change engenders a critical tension between positive and negative effects of identification that has not yet been fully understood. To deepen the understanding of this tension, in‐depth interviews were conducted in a recently merged German industrial company. Based on these qualitative data we demonstrate how features of the post‐merger company structure and the way it was implemented may have eroded organizational identification. Finally, we propose a parsimonious model to be tested by future research, in which the sense of continuity is consisting of both observable as well as projected continuity.     

Employee attitudes,customer satisfaction,and sales performance: assessing the linkages in US grocery stores

Using store‐level panel data for a major supermarket company, we investigate the linkages between employee attitudes, customer satisfaction, and sales performance, while controlling for observed and unobserved differences across stores. We find that employee attitudes positively affect customer satisfaction with service but do not affect customer satisfaction with quality or value. Additionally, we find that customer satisfaction with service positively affects sales performance. Our results suggest that employee attitudes affect sales performance through their impact on customer service. Copyright © 2008 John Wiley & Sons, Ltd.     

Three types of salesmen to understand and motivate

This article analyzes factors that influence motivation of sales representatives. Findings of two research studies identify motivational characteristics of salesmen in sales agencies. The authors classify salesmen as High Actualizer, High Security, and High Love-Belonging types, based on their research findings. The research points out conditions which enhance sales performance and contribute to a highly motivated sales force. Specific guidelines are suggested to improve motivation of salesmen.     

Opportunity,fair process and relationship value: career development as a driver of proactive work behaviour

In line with recent findings from organisational justice theory, we hypothesised that employee proactive behaviour and careerist orientation is predicted by the interplay of perceived favourability of career development opportunities, the perceived fairness of the procedures used to decide them, and employee organisational commitment. Employees (N = 325) of a large financial services organisation responded to a self‐completion questionnaire. As predicted, when career development opportunities were viewed unfavourably, perceived procedural justice was significantly and positively related to individual proactive behaviour and significantly and negatively related to careerist orientation but only when organisational commitment was high. It appears that high procedural justice may only ‘offset’ the negative effects of unfavourable career development opportunities when employees identify with, and are committed to, their organisation. Further support is presented for a relational, rather than instrumental, model of procedural justice when reflecting on employee reactions to their employers’ policies and decision‐making. Implications for theory and practice are discussed.     

Within-person variation in affective commitment to teams: Where it comes from and why it matters

Teamwork is crucial to organizational success and commitment to teams is an important predictor of team-related behaviors. However, theorists and researchers have typically assumed that commitment levels are generally stable within-persons, increasing or decreasing as a result of substantial organizational changes. This position is at odds with the evidence of systematic and regular intraindividual fluctuations in personal attributes and workplace behaviors. We draw upon affective events theory to present a model explaining how certain events and dispositions produce vacillations in affective reactions which, in turn, are likely to create within-person variation in affective commitment to teams (WPVC_teams). We further propose that WPVC_teams enhances prediction and explanation of intraindividual fluctuations in work behavior and, interindividually, moderates the relationship between level of commitment and behavior.     

Regulating Work: Measuring the Scope and Burden of Occupational Licensure Among Low‐ and Moderate‐Income Occupations in the United States

This study examines the scope and burden of occupational licensing laws in the United States for 102 low‐ and moderate‐income occupations. Findings indicate that the licences studied require of aspiring workers, on average, $US209 in fees, one exam, and about nine months of education and training, plus minimum grade and age levels. Data also indicate striking disparities in requirements within and between occupations and within and between states. These inconsistencies likely reflect not the relative public health and safety risks of occupations, but instead the lobbying prowess of practitioners in securing laws to shut out competition.