Consumers' experiences of cold chain food packaging: A qualitative study among women in South Africa

Food packaging defines a product's uniqueness and strengthens consumers' relationship with a brand, in this way offering functional and experiential benefits. Although cold chain food is predicted to become even more important to consumers, consumers' experiences of the packaging of these products have been neglected in the literature. Thus, this exploratory study investigated these experiences of female participants in Potchefstroom, South Africa, using semi‐structured interviews and a projective technique assisted by ambiguous mock packaging. The findings reveal that despite marketers' intention to use packaging to lure consumers to purchase food products, participants also valued functionality and quality in cold chain food packaging. This study also identified a dislike of carton boxes and preference for plastic bottles for this kind of packaging, as well as further negative and positive characteristics for consideration by manufacturers. Although brand loyalty and price sensitivity were stronger considerations for some participants than the packaging, the latter seemed to play a pre‐eminent role in most participants' purchasing decisions. Therefore, it is recommended that when designing packaging for frozen and refrigerated foods, product developers and manufacturers should take into account consumers' experiences, requirements and needs of the packaging specific to cold chain food. Our research offers a starting point for designing cold chain food packaging that complies as closely as possible with consumers' expectations.     

Sharing knowledge in knowledge‐intensive firms

Knowledge‐intensive firms need to share knowledge held by employees if they are to gain the most from their intellectual capital and compete effectively in the marketplace. Sharing and integrating knowledge within the organisation depends partly on building social capital. However, there are obstacles to this integration because knowledge is often distributed throughout the organisation. This article draws on a detailed study of a single case to examine the ways in which HR policies and processes contribute to overcoming these barriers to sharing knowledge. We highlight the role of HR policies and processes as facilitators of the social capital that interconnects knowledge by focusing on the needs of knowledge workers.     

How does working-time flexibility affect workers' productivity in a routine job? Evidence from a field experiment

We conducted an experiment in which we hired workers under different types of contracts to evaluate how flexible working time affects on-the-job productivity in a routine job. Our approach breaks down the global impact on productivity into sorting and behavioural effects. We find that flexible arrangements that allow workers to decide when to start and stop working increase global productivity by as much as 50%, 40% of which is induced by sorting, and 60% represents a motivational effect, mainly driven by more effective working time, with workers reducing the length of their breaks. Our findings also suggest that part-time contracts can enhance global productivity, – though not significant at conventional levels –, and that this effect is also driven by a significant drop in the length of breaks taken. We hence contribute to the literature providing causal evidence of flexibility in routine jobs leading to higher productivity.     

Individual and Collective Choice and Voting in Common Pool Resource Problem with Heterogeneous Actors

In this paper we investigate the effects of heterogeneity in common pool resource (CPR) problems. We examine whether heterogeneity impedes or facilitates coordination on an efficient use of a CPR by proposing and voting on allocation schemes. In a full information design we compare extractions and voting behavior in heterogeneous and homogeneous groups. If the CPR is extracted individually, we find no difference in efficiency between heterogeneous and homogeneous groups. However, when groups can vote on allocation schemes, homogeneous groups are more likely to reach an efficient agreement than heterogeneous groups.     

Voting for direct democratic participation: evidence from an initiative election

We study a constitutional change in the German State of Bavaria where citizens, not politicians, granted themselves more say in politics at the local level through a state initiative election in 1995. This institutional setting allows us to observe revealed preferences for direct democracy and to identify factors which explain these preferences. Empirical evidence suggests that support for direct democracy is related to dissatisfaction with representative democracy in general rather than with an elected governing party.     

The management of South Africa’s landfills and waste pickers on them: Impacting lives and livelihoods

Effective management of waste and the promotion and management of recycling activities are necessary for sustainable and liveable cities. A key but unrecognised element in promoting recycling is the efforts of waste pickers who make a living from recycling mainline recyclables. This article aims to describe the approaches used on 10 landfills in South Africa to manage waste pickers’ access to recyclables and their daily activities on the landfills. A multiple case study design and cross-case analysis were used in this study. The sustainable livelihoods framework (SLF) was used to analyse and explain the data. The results showed that waste management policies and practices directly influence the waste pickers’ access to recyclable waste and their livelihoods. Finally, some inclusionary and exclusionary practices are highlighted that could guide inclusive, participatory and co-productive practices for waste pickers in South Africa towards increased recognition, access, dignity and income.     

Cross‐boundary working: Implications for HRM theory,methods, and practice

Major changes have taken place in work organisation, which originate predominantly from working across organisational boundaries. This paper argues for a more sophisticated approach to HRM that includes three types of cross‐boundary working, that is, intraorganisational, interorganisational, and transorganisational. Herein lies the contribution of our paper; we argue that we cannot assume a transition from one type of working to another because cross‐boundary forms of working coexist. We also need to understand the tensions of this simultaneity at the levels of the organisation/network, HRM systems, and the individual. We consider the impact of the simultaneous existence of these types of cross‐boundary working for the following: (a) theory, especially the development of HRM systems; (b) methods, including an activity‐based unit of analysis; and (c) practice, where we pay attention to the challenges of control, collaboration, and consistency.