Vulnerable Jobs and the Wage Effects of Import Competition

Do job characteristics modulate the relationship between import competition and workers’ wages? Using pooled cross‐sectional, linked employee‐establishment Census Bureau microdata and O*NET occupational characteristics, the paper models import competition and wages for more than 1.6 million individuals, grouped by job vulnerability defined by routineness, analytic complexity, and interpersonal interaction. Results show import competition is associated with wages that are: lower in routine and less complex jobs; higher in nonroutine and complex jobs; and higher for the highest and lowest levels of interpersonal interaction. This demonstrates the importance of accounting for occupational characteristics in understanding how trade and wages relate.     

The nudge wars: A modern socialist calculation debate

We investigate the claims of behavioral paternalism in the more realistic framework of complex choice. In particular, we analyze the claims made by behavioral paternalists that predictive analytics over large amounts of data will make it possible to target and successfully implement purportedly welfare-enhancing nudges deemed to make nudged agents better off “as judged by themselves” (AJBT). We draw parallels between the socialist calculation debate and nudge theoretical arguments, particularly the libertarian socialism of H. D. Dickinson and the libertarian paternalism of Cass Sunstein and Richard Thaler. We find that if actual idealized behavior is a more complicated process of recursive feedback using a knowledge classification method, behavioral paternalists engaging in an automatized process of notice-and-comment rulemaking using Big Data methods still encounter epistemological problems and the problems associated with radical uncertainty unearthed during the socialist calculation debate and afterwards.

     

Human resource management and industrial relations in multinational corporations in and from China: Challenges and new insights

The purpose of this article is to provide an overview on the state of research in the field in human resource management (HRM) issues in multinational corporations (MNCs) in and from China. We integrate previous studies from multiple disciplines to articulate the contextual importance of research on this topic, and suggest overarching themes to expand the field of research. HRM research in the intercultural, interinstitutional context of MNCs in and from China has the potential to provide contextualized insights for longstanding debates in the field such as HRM standardization versus localization and convergence versus divergence and contextual factors behind these patterns. To this end, we call for future research to center on the changing cultural, institutional, technological, and globalization context in understanding HRM and industrial relations issues in these MNCs. Practically, knowledge in this area can help global managers and top management teams in multinational organizations navigate various context complexity, foster more productive coordination and cooperation across borders, and gain legitimacy and MNCs in and from China additional competitive edge in the global marketplace.     

The effects of high-involvement work systems and shared leadership on team creativity: A multilevel investigation

Understanding how to effectively stimulate creative potential in the workplace through strategic human resource management (HRM) practices is critical to enhancing organizational competitiveness. This study investigates the effects of high-involvement work systems (HIWS) on team creativity in terms of ability–motivation–opportunity theory and a team input–process–output model. It draws on a data set consisting of 668 employees from 112 teams in 41 organizations in China. The results reveal that HIWS are positively related to team creativity, not only directly, but also indirectly through a sequential mediating mechanism of involvement climate and shared leadership. We argue that when employees are placed in an autonomous work environment underpinned by HIWS, they will be more likely to be involved in creative activities and engage in mutual influence behaviors in their work teams, and lead each other to achieve a higher level of creativity. Our study extends the knowledge on strategic HRM/HIWS, shared leadership, and creativity.     

Exploring retail orientated rotating savings and credit associations: festive season ‘stokvels’ in South Africa

ABSTRACT

Festive season rotating savings and credit associations (ROSCAs) or ‘stokvels’ form a large segment of the market in the lower-income bracket and informal market sector in South Africa and have a high collective purchasing power. This study explores the multi-month, multi-phase process through which these stokvels’ evaluate and purchase bulk groceries from retailers at a substantial discount during the festive season. The study followed an exploratory research design through fifteen in-depth interviews of retailers, interviews that were thematically analysed. The findings revealed four phases in festive season stokvel’s buying process, namely: Need Development, Double-Evaluation Loop, List Consolidation, and Post-purchase Behavior. Each phase encapsulated a number of salient interdependent relationships and prominent time periods in which activities occurred over a year through the lens of the participating retailers. While the actual transaction happens in December, the process usually starts before April of that year. The process is modeled to show when certain phases of the process are completed as well as the actors involved (stokvel, retailer, manufacturer/supplier). To date, there has been no research that has examined the buying process of festive season stokvels through the perspective of the retailer. By creating the first map of this commercial and social process, this exploratory research paves the way for further research into the selling and buying processes in these widely used systems of group purchase.     

Big Fish,Small Pond: The Effect of Rank at Entry on Postsecondary Outcomes

We study whether a student's rank in her program of study in university affects short- and longer-term educational outcomes. Using student-level administrative data from four universities across many cohorts, we show that ranking higher compared to students in the same program in the same year has a positive effect on grade point average and lowers the probability of switching programs at the end of the first year, but has small effects on credit completion, departures, and degree attainment. Our results suggest that being the big fish in the small pond produces moderate advantages in higher education.     

Religiosity as a source of influence on work engagement: a study of the Malaysian Finance industry

Abstract

The majority of work engagement studies have been conducted using a quantitative approach with limited attention to the institutional and social contexts. Meanwhile, the role of religion in shaping people’s philosophy and behaviour in life and work has been gaining attention from management researchers. Studies have revealed the positive impact of religiosity on a number of human resources and organizational outcomes. However, few studies treat religious belief as a job or personal resource from a HRM perspective. This study fills part of this research gap by focusing on the relevant factors that may affect work engagement in the Malaysian Islamic context. Drawing on data from 41 semi-structured interviews with mid-ranking professionals from the finance sector, this study responds to calls for more focus on contexts and for deeper qualitative investigations into individual dynamics that concern religiosity and work engagement. It provides evidence that religiosity plays an important role in work engagement. Our findings have implications for people management in organizations that have a diverse workforce representing multiple religions.     

Maintenance work, maintenance skills: the case of a major water company in the UK

This article explores how maintenance work and the requirements of maintenance skills may have changed in a changing technological and organisational environment. A closer examination of the skill requirements for maintenance work in the case study firm has revealed a wider range of skill components than existing literature on maintenance skills has focused on. This paper argues that organisational change may lead to the requirement of new skills for maintenance work and that interpersonal skill may be an important skill element required.     

A typology of stakeholder participation for company environmental decision‐making

Companies now recognise the need to identify and address the concerns of their stakeholders to ensure their decisions and business activities are more socially acceptable. However, despite stakeholder participation being widely accepted in the public sector and used to a limited extent within some business management processes, there is no accepted understanding of what stakeholder participation actually constitutes and certainly no systematic method for its application within companies and company decision‐making. In order to support the development of such a method, stakeholder participation must first be defined in the ‘company’ context. Drawing from previous typologies of participation outlined in the literature, particularly relating to the public sector, this paper proposes a typology of stakeholder participation for companies, with particular relevance to environmental issues. It also outlines the needs and problems associated with developing a method of stakeholder participation for use in company decision‐making. Copyright © 2003 John Wiley & Sons, Ltd and ERP Environment.