Interaction effects of globalization and institutional forces on international HRM practice: Illuminating the convergence‐divergence debate

In the face of globalization, scholars continue to debate about whether a convergence in human resources practices will prevail, or a trend of divergence perspective will persist. Building on institution theory, this article helps to explicate this debate by examining how globalization may interact with different dimensions of local institutional forces to lead to convergence, divergence, or crossvergence in international HRM practices for enhanced performance. We also present useful propositions for guiding future empirical research and theory development on the interaction between globalization and different forms of local institutional forces, which in turn influence the formation of successful international HRM practices. © 2011 Wiley Periodicals, Inc.     

Engendering Economic Policy in Africa

ABSTRACT

Despite Africa's relatively commendable growth performance since 2000, growth has not been accompanied by structural transformations. First, there has been little diversification from agriculture into industry, particularly manufacturing. Second, the poverty headcount and inequality remain high in many countries, even as African countries continue to rank lowest on the United Nations Development Programme's Gender Inequality Index. This contribution goes beyond the individualistic approach of supply-side policies and unveils deeper mechanisms that need to be tackled for the two transformations (diversification and inequality reduction) to occur. It demonstrates that gender inequality relies on unwritten but dominant social norms, hence, informal institutions. The removal of formal legislation that constrains women's agency, the enactment of formal laws, and the implementation of economic policies designed specifically to create incentives for behavior change are recommended.     

Statistical formats to optimize evidence-based decision making: A behavioral approach

Statistical information is crucial for managerial decision making. The decision-making literature in psychology and mathematical cognition documents how different statistical formats can facilitate certain types of decisions. The present analysis is the first of its kind to assess the impact of statistical formats in the presentation of data from market research on both the optimality of market decisions and the time required to perform the decision-making process. An economic experiment provides the data for this study. The experiment presents statistical information in simple frequencies and relative frequencies using numerical and pictorial representations in the context of different informational environments. The key findings are that statistical information presented in terms of relative frequency formats gives rise to more accurate decision making than data presented in terms of simple frequencies, independently of the informational environments. When time is the relevant variable, numerical formats lead to a faster interpretation than pictorial ones. Since the number of factors defining the four statistical formats and the different informational environments is quite large, an orthogonal design offers a suitable experimental design. This design keeps the experiment manageable without substantially reducing its analytical power.     

The linkage of HRM and knowledge-related performance in China's technology-intensive industries

This study examines the commitment-based and knowledge-based HR types to fully understand the role of HRM in China's technology-intensive industries. The relationships between the knowledge-based HR and commitment-based HR on firm performance were examined by using 156 firms in China's high technology industry in the Pearl River Delta area. The effects of innovation capability and workforce retention between HR and performance were also explored. The firm's innovation capability has been found to be an important determinant of firm performance. Retention has no significant impact on performance outcomes. HR plays a more important role in the growth stage of organizational life cycle. Implications for research and managerial practices are provided.     

Exploring a possible route through which training affects organizational performance: the case of a Greek bank

Despite the dithyramb on training found throughout the literature, its impact on organizational performance still remains a ‘black box’ yet to be unlocked. Indeed, neither the intervening process nor the factors that mediate training effectiveness have been substantively explored or linked together in a framework. In this paper, gaining insights from the concept of the balanced scorecard and using the service profit chain as a strategy map, an attempt is made to formulate a casual linkage value chain that highlights one possible route through which training can impact organizational performance. Using a predictive design, data were collected from multiple sources (employees, customers, and the bank's financial records) and raters from a sample of 30 branches of a Greek bank. The findings confirmed a framework illuminating a value exchange process ignited by training. More precisely, the results suggested that a formal, structured, and long-term approach to training, as well as certain pre- and post-training conditions and activities, improve training effectiveness by creating positive perceptions about the training's value. The generated for employees value results to higher levels of job satisfaction which boosts employee loyalty, creating in this sense value for the organization. This value is reflected to customers, in terms of better service quality, and reciprocated to the organization through higher customer satisfaction and branch loyalty leading to improved profitability at the branch level.     

Introduction: Transitional economies and changing notions of accounting and accountability

This paper explores the issue of the true and fair view (TFV) and the overriding principle within the European Union (EU), via a legally based analysis of the relationship between EU and national laws. We apply the supremacy of European law to methods of incorporating the TFV into national legislation, using Austria as a detailed case study, showing that all countries – maybe against their original intention – either have an override (as does Austria, contrary to the prevailing local opinion) or have failed to honour their EU commitments. As part of our argument, we explain the importance of the Roman law teleological principle in legal application and interpretation, as is well known in Continental countries. We show that the effect of the UK TFV override is in principle exactly analogous, only arguably even more powerful, which is not at all well known in Anglo-Saxon countries. We suggest reasons why the status quo ante in particular countries may be adhered to, and generalise the implications of our arguments.     

DEVELOPMENT AS FREEDOM v - v AND AS WHAT ELSE?

To what extent can Amartya Sen's ideas on freedom, especially his conceptualization of development as freedom, enrich feminist economics? Sen's notion of freedom (as the capability to achieve valued ends) has many attractions and provides important opportunities to analyze gender inequalities. At the same time, Sen's recent emphasis on freedom as the dominant value in judging individual well-being and societal development also contains risks, not least for feminist analysis. We characterize the risks as an underelaboration and overextension of the concept of freedom. Drawing on Sen's earlier work and various feminist theorists, we suggest instead a more emphatically pluralist characterization of capability, well-being, and value, highlighting the distinct and substantive aspects of freedom, as well as of values besides freedom, in the lives of women and men. We illustrate this with reference to women's economic role as caregivers.     

Beyond Utilitarianism and Deontology: Ethics in Economics

Abstract

This article starts from a methodological position that fact and value are mutually related, both in the real world and in economic analysis. It then discusses deontological ethics. This approach is concerned with equality and dignity, as expressed in right and norms, and how these rights and norms constrain individual choices. Deontology is thus different from the utility maximisation of utilitarian ethics, where ethics appears in utility functions as moral preferences. The paper then argues that, although deontology does better than utilitarianism in analysing ethics in economics, it has its own weaknesses. These weaknesses require another theory of ethics for economics, virtue ethics, which emphasises the interrelatedness of agents and commitment to shared values beyond the rules that a society has institutionalised. Virtue ethics internalises morality not as a preference or a constraint, but through the practices in which agents are related in their pursuit of value added.     

A Response to Mark D. White

In this response to Mark D. White, I agree with White's clear distinction between Kant and deontology but reject the suggestion that I would have implied that virtue ethics is a more appropriate ethical foundation for economics than both utilitarianism and deontology. Moreover, I argue against any attempt at creating a hierarchy in ethical foundations for economics, including one that would put deontology first or a view, apparently entertained by White, which would (almost) equate virtue with moral duty, thereby reducing virtue ethics to deontology.