The impact of innovation training on successful outcomes in public–private partnerships

Public–private partnerships (PPPs) are increasingly seen as a way of innovating the production and management of public services. However, the question of what drives innovation in partnerships has so far received only limited attention. Drawing on network governance and collaborative innovation literature, this article presents the findings from a survey among 260 Danish PPPs. The study shows that while innovation training has a significant effect on achieving innovation in PPPs, factors such as trust and institutional support only affect some innovation types. The findings demonstrate the importance of individual innovation skills and a differentiated understanding of innovation outcomes in PPPs.     

From a labour-surplus to a labour-scarce economy: challenges to human resource management in Hong Kong

In this paper, the acute problems faced by the market economy of Hong Kong are assessed. These are seen to arise from the shift in the labour market from labour surplus to labour scarcity. The major geo-political role of Hong Kong both in servicing the extendal capital requirements of South China and as a key state within the conurbation of ‘little dragons’ is also examined. The consequences of this structural shift in terms of the challenges being mounted to HRM both strategically and functionally are also evaluated and are interpreted as an evolutionary process.     

Mobility in different generations of older persons: The development of daily travel in different cohorts in Denmark,Norway and Sweden

In the Scandinavian countries Denmark, Norway and Sweden, the proportion of older people in the total population is expected to reach about 25% in 2060. The ageing of the population has a variety of social implications. One aspect of population ageing that has relatively little attention in the Scandinavian countries is the question of everyday mobility. The purpose of this paper is to get a better understanding of the activity and travel patterns of different groups of older people, examine how travel- and activity patterns are developing during the life course, study the changes over time and how the “new” generations of older people behave compared to the older ones. The method used is cohort analysis of National Travel Surveys from the three countries in a 20 years perspective. Results show a significant period effect in car ownership and use among older people in Denmark, Norway and Sweden with a clear increase during the past 20 years. This is especially true for women. The increase in the number of driver’s licence-holders and car availability is reflected in travel mode choice among older people: both men and women maintain their car-use habits at old age. Another clear finding is that older people today travel more than the comparable age groups 20–25 years ago: everyday trip rates are higher and activities outside home are more common. While commuting and work-related trips decline after retirement, shopping and leisure trips do not start to decline before high age. From the cohort analysis we see that leisure and shopping trips are maintained in the period after retirement, and the car is important to reach shopping malls, health service, leisure activities, visit relatives and other social company.     

Decision Neuroscience

This article presents an introduction to and analysis of an emerging area of research, namely decision neuroscience, whose goal is to integrate research in neuroscience and behavioral decision making. The article includes an exposition of (1) how the exponential accumulation of knowledge in neuroscience can potentially enrich research on decision making, (2) the range of techniques in neuroscience that can be used to shed light on various decision making phenomena, (3) examples of potential research in this emerging area, and (4) some of the challenges readers need to be cognizant of while venturing into this new area of research. The genesis of this workshop session and article was a meeting that Dipankar Chakravarti, Antoine Bechara, and Baba Shiv had one balmy Iowa City summer afternoon in 2003. We coined the term Decision Neuroscience to describe the emerging stream of research outlined in this article.     

Entrepreneurial intentions: The influence of organizational and individual factors

An individual's intent to pursue an entrepreneurial career can result from the work environment and from personal factors. Drawing on the entrepreneurial intentions and the person-environment (P-E) fit literatures, and applying a multilevel perspective, we examine why individuals intend to leave their jobs to start business ventures. Findings, using a sample of 4192 IT professionals in Singapore, suggest that work environments with an unfavorable innovation climate and/or lack of technical excellence incentives influence entrepreneurial intentions, through low job satisfaction. Moderating effects suggest that an individual's innovation orientation strengthens the work-environment to job-satisfaction relationship; self-efficacy strengthens the job-satisfaction to entrepreneurial intentions relationship.     

Participation in Micro Life Insurance and the Use of Other Financial Services in Ghana

This article investigates households’ decisions to take up micro life insurance and to use other financial services. It estimates a multivariate probit model based on Ghanaian household survey data. The results suggest a mutually reinforcing relationship between the use of insurance and the use of other formal financial services. Risk‐averse households and households who consider themselves more exposed to risk than others are found to be less likely to participate in insurance. This suggests that insurance is considered to be risky. There is indicative evidence for adverse selection and a life‐cycle effect in the uptake of insurance.     

Competing orders of worth in extraordinary consumption community

This article argues that tension and conflicts during consumption can be analysed through the lens of convention theory, which is preoccupied with the justification of action under the condition of fragmented institutional environments. Central to the perspective is the co-presence of consumption regimes with incompatible orders of worth which result in disagreements about the legitimacy of modes of justification in consumption communities. Whereas prior research tends to focus on protagonist–antagonist tensions or disputes over how to consume, our results from studying an extraordinary consumption community contribute to an understanding of how heterogeneity emerges when consumers dispute over multiple criteria for justification. We discuss how the order of worth perspective contributes with mundane controversies to a research field that tends to focus on “grand” conflicts and, as such, extend what it might mean to understand consumption communities and their tensions and conflicts.     

Gender‐Specific Preferences in Global Performance Management: An Empirical Study of Male and Female Managers in a Multinational Context

This study investigates gender‐specific preferences in one important human resource management (HRM) practice—namely, global performance management (GPM). GPM has major consequences for the career advancement of women and can therefore also represent a barrier if it is rooted in traditional male corporate cultures. As prior research suggests that the underrepresentation of women in top management positions is a worldwide phenomenon with only minor national variations, empirical data were collected in five countries belonging to various cultural clusters: China, France, Germany, South Africa, and the United States. For all countries, the results show that preferences vary significantly between male and female managers for crucial parts of the GPM system (actors’ roles, evaluation methods, feedback procedures, and GPM purposes). This study confirms that the preferences of female managers do not match more male‐oriented GPM practices, indicating that female managers are less satisfied with existing GPM procedures. It was particularly surprising to find that these gender differences do not vary according to cultural background, but rather display the same pattern in all investigated countries. These findings not only have the potential to explain the often‐limited career advancement of women, but also have major implications for multinational companies aiming to retain talented women. © 2014 Wiley Periodicals, Inc.