An investigation of ingratiation as a career management strategy: evidence from Singapore

In spite of the recognition that career politics, and therefore ingratiation, is widely used to manage careers, there is a dearth of empirical studies on ingratiation as a career management strategy. Consistent with Ferris and Kacmar's (1988) suggestion, the study reported here investigated the conditions (defined by situational variables, career concerns and personality variables) under which ingratiation is used as a career management strategy. Data were obtained through a structured questionnaire from professional employees (N = 214) in public and private sector organizations in Singapore.

Factor analysis of the 21-item career concerns scale revealed four solutions representing internal and external career concerns. The results of the hierarchical regression revealed that situational variables explained most of the variance in ingratiation, followed by career concerns and personality variables. Among the individual variables, task ambiguity, supervisor reward power, managerial responsibility and need for achievement were significant while personal success approached significance. Internal career concern of autonomy development was unrelated to ingratiation. Of the interaction terms, only supervisor reward power and Machiavellianism approached significance. Directions for future studies are suggested.     

Green human resource management and the enablers of green organisational culture: Enhancing a firm's environmental performance for sustainable development

Scholars have shown that green human resource management (GHRM) practices enhance a firm's environmental performance. However, existing studies fail to explain how GHRM initiatives can enable a green organisational culture or how such a culture affects the environmental performance and sustainable development of the firm. This paper examines the relationship between GHRM practices, the enablers of green organisational culture, and a firm's environmental performance. We conduct a large‐scale survey of 204 employees at Chinese manufacturing firms. Our findings suggest that proenvironmental HRM practices including hiring, training, appraisal, and incentivisation support the development of the enablers of green organisational culture. We suggest the key enablers of green organisational culture include leadership emphasis, message credibility, peer involvement, and employee empowerment. Our paper contributes to HRM theory in terms of originality and utility of research by explaining that the enablers of green organisational culture positively mediate the relationship between GHRM practices and environmental performance. Managers are provided with a detailed understanding of the GHRM practices needed to enable an organisational culture of environmentally aware employees. Finally, we address potential implications of this work for teaching green organisational culture to future generations of responsible managers.     

Green technology innovation: Anatomy of exploration processes from a learning perspective

This paper examines how established firms use their core competences to diversify their business by exploring and ultimately developing green technologies. In contrast to start‐ups dedicated to a green mission, diversifying into green markets by developing new products based on existing core competences has proven to be challenging. This is because the exploration processes to find a match between green technology opportunities and internal competences is complex and new to most established firms. This paper gains insights into exploration processes for green technologies and the learning modes and outcomes linked to these processes. We examined exploration processes at the microlevel in an embedded case study of an engineering firm using a combination of the “fireworks” innovation process model and organizational learning theory. First, we found that developing green technologies involves a long‐term exploratory process without guarantee of (quick) success and likely involves many exploration failures. Second, as exploration unfolds along multiple technology trajectories, learning occurs in individual exploration paths (on‐path), when new paths are pursued (path‐initiation), and when knowledge from one path is spilled over to subsequent paths (across‐paths). Third, to increase their chances for success, firms can increase the efficiency of exploration by fostering a failure‐friendly organizational culture, deliberately experimenting, and purposefully learning from failures.     

When the going gets tough: the influence of expatriate resilience and perceived organizational inclusion climate on work adjustment and turnover intentions

Abstract

Despite the strong evidence for the beneficial influence of resilience for employee stress resistance in domestic settings, the construct has not received much attention in the expatriation literature, where stress is considered a major factor for expatriates’ poor cross-cultural adjustment and turnover. Drawing upon conservation of resources theory, the present study examines resilience as an antecedent of expatriate work adjustment and turnover intentions. Furthermore, this study investigates the moderating role of perceived organizational inclusion climate as a resource-protecting organizational factor. Results from a survey of 175 expatriates in South Korea indicate that resilience is positively related to expatriate work adjustment and that these positive effects are more pronounced when expatriates perceive their organizational climate to be highly inclusive. Furthermore, findings suggest that work adjustment mediates the effects of resilience on turnover intentions and that this mediation is moderated by a perceived organizational inclusion climate. Implications for theory and practice are discussed.     

Counterproductive work behavior as protest

We suggest that counterproductive work behaviors can be viewed as a form of protest in which organizational members express dissatisfaction with or attempt to resolve injustice within the organization. Incorporating the three key predictors (injustice, identity and instrumentality, [Klandermans, B., (1997). The social psychology of protest. Oxford: Blackwell.]) from the protest literature leads us to propose that counterproductive behaviors can be both individual and collective. Crossing this dimension with concepts of organizational and individual deviance leads to a fourfold classification of counterproductive work behaviors.     

Unit root testing via the stationary bootstrap

A nonparametric, residual-based stationary bootstrap procedure is proposed for unit root testing in a time series. The procedure generates a pseudoseries which mimics the original, but ensures the presence of a unit root. Unlike many others in the literature, the proposed test is valid for a wide class of weakly dependent processes and is not based on parametric assumptions on the data-generating process. Large sample theory is developed and asymptotic validity is shown via a bootstrap functional central limit theorem. The case of a least squares statistic is discussed in detail, including simulations to investigate the procedure's finite sample performance.     

Accidental,unprepared, and unsupported: clinical nurses becoming managers

To what extent have hospitals developed their skilled clinicians to perform the administrative and human resources (HR) manager role of the ward manager? We consider this research question through an analysis of an acute hospital called ‘The Hospital’ where the executive team is aiming to adopt a form of high-performance work system (HPWS). We focus primarily on explanations in terms of conditions, rather than the personalities of individual managers, which are most powerful in shaping their behaviour. There has long been a failure of hospitals (and other employing organisations) to develop fully the skills required by employees before they become line managers. Line managers are a critical link in the high-performance chain and this study illustrates that, despite their rhetoric, hospitals may still have much potential for implementing schemes to develop nurses further to prepare them for line-manager positions and to support them after they move into such roles. We infer from this study that such hospitals may not yet have completed the journey to having HPWS. Hence, there is still much scope for such hospitals to progress and enjoy the benefits that proponents claim for HPWS.     

The presence of an error term does not preclude causal inference in regression: a comment on Krause (2012)

A recent article by Krause (Qual Quant, doi:10.1007/s11135-012-9712-5, Krause (2012)) maintains that: (1) it is untenable to characterize the error term in multiple regression as simply an extraneous random influence on the outcome variable, because any amount of error implies the possibility of one or more omitted, relevant explanatory variables; and (2) the only way to guarantee the prevention of omitted variable bias and thereby justify causal interpretations of estimated coefficients is to construct fully specified models that completely eliminate the error term. The present commentary argues that such an extreme position is impractical and unnecessary, given the availability of specialized techniques for dealing with the primary statistical consequence of omitted variables, namely endogeneity, or the existence of correlations between included explanatory variables and the error term. In particular, the current article discusses the method of instrumental variable estimation, which can resolve the endogeneity problem in causal models where one or more relevant explanatory variables are excluded, thus allowing for accurate estimation of effects. An overview of recent methodological resources and software for conducting instrumental variables estimation is provided, with the aim of helping to place this crucial technique squarely in the statistical toolkit of applied researchers.     

EXCHANGE RATE FUNDAMENTALS,FORECASTING, AND SPECULATION: BAYESIAN MODELS IN BLACK MARKETS

Although speculative activity is central to black markets for currency, the out‐of‐sample performance of structural models in those settings is unknown. We substantially update the literature on empirical determinants of black market rates and evaluate the out‐of‐sample performance of linear models and non‐parametric Bayesian treed Gaussian process (BTGP) models against the random walk benchmark. Fundamentals‐based models outperform the benchmark in out‐of‐sample prediction accuracy and trading rule profitability measures given future values of fundamentals. In simulated real‐time trading exercises, however, the BTGP achieves superior realized profitability, accuracy and market timing, while linear models do no better than a random walk. Copyright © 2013 John Wiley & Sons, Ltd.