Introduction to research on Hirschman's Exit,Voice, and Loyalty model

This article introduces this special issue of theEmployee Responsibilities and Rights Journal on recent work exploring Albert O. Hirschman's Exit, Voice, and Loyalty model of dissatisfaction. This special issue provides a forum for researchers and theorists with various perspectives on the model to present their ideas in one place. There are six original articles in this issue, and one discussion piece. While these articles do not resolve the controversies surrounding the Exit, Voice, and Loyalty model, they do provide a clear picture of the current status of research and theory on dissatisfaction in organizations from this perspective.     

Commercial release of first-generation genetically modified food products in New Zealand: using a partial equilibrium trade model to assess the impact on producer returns in New Zealand

In the present paper, the impact of genetically modified (GM) food production on producers, consumers and trade in New Zealand is simulated under various scenarios using the Lincoln Trade and Environment Model (LTEM). The LTEM simulates, against various assumptions of proportions of GM/GM-free production, the impact of various scenarios relating to preference for or against GM production. The results from this preliminary analysis show that the greatest positive impact on New Zealand income is from following a GM-free strategy, where it is assumed such markets as the European Union and Japan have a large switch in preference away from GM food, followed by the scenario when there is a 20% preference for GM-free.     

Agglomeration Effects versus Policy Effects: The Case of the Electronics Industry in Malaysia

The present study analyses investments within the Malaysian electronics industry in 1991 to assess the effectiveness of development policy in light of strong agglomeration effects in the electronics industry. We find that agglomeration and the use of industrial estates as development policy have had positive effects on firms' location choice. However, agglomeration has a much larger effect than industrial estates. In addition, we find that the marginal effect of industrial estates is positively correlated with the degree of agglomeration. This suggests that improvement of problems of regional inequality by industry estates would be very difficult in reality.     

HETEROGENEITY IN WILLINGNESS‐TO‐PAY FOR THEATRE PRODUCTIONS: INDIVIDUAL SPECIFIC WILLINGNESS‐TO‐PAY ESTIMATES FOR THEATRES,SHOWS AND THEIR ATTRIBUTES

This paper investigates people's preferences for live theatre, and heterogeneity in willingness‐to‐pay (WTP). A stated preference discrete choice model estimates utility and WTP for different attributes of theatre productions. Previous studies assumed fixed coefficients across all theatre‐goers. This study allows coefficients of attributes to vary across individuals in the population, providing information on the heterogeneity of tastes. Theatre‐goers' choices are used to estimate individual‐based parameters for a person's tastes in theatre productions. The analysis reveals the heterogeneity of tastes for different types of plays and ticket price; and the significance of ‘reviews’ by critics and ‘word of mouth’ opinions as important variables determining choice.     

In search of the changing role of the corporate human resource function in the international firm

There has been considerable research on the issues of board-level representation by personnel/HR directors and senior HR managers' involvement in strategic decision making. Since the early 1990s there has been a growing interest in international HRM, reflecting the growing recognition that the effective management of human resources internationally is a major determinant of success or failure in international business. There is also evidence that HR constraints often limit the effective implementation of international business strategies. More recently, it has been argued that the more rapid pace of internationalization and globalization leads to a more strategic role for HRM as well as changes in the content of HRM. Yet, while there have been some attempts to integrate international corporate strategy and human resource strategy, surprisingly, the role of the corporate human resources function has been neglected, particularly in the context of the international firm. This article seeks to redress the balance. The question addressed is: what is the role of the corporate HR function in the international firm? To answer these questions empirical research was conducted in thirty UK international firms. We found an emerging agenda for corporate HR in international firms which focuses on senior management development, succession planning and developing a cadre of international managers. We conceptualize this as a strategic concern with developing the core management competences of the organization, and argue that it can be usefully analysed from the perspective of the learning organization.     

Bainbridge Festive Foods

Lara Owens and Kathleen Pegram were starting to worry about their newly acquired business, Bainbridge Festive Foods. Bainbridge, a supplier of specialty jams, jellies, and pickles, sold its product through many outlets but relied heavily on a relationship with Cracker Barrel (a restaurant usually accompanied with a country gift store). Many issues face Bainbridge Festive Foods and its new owners. This case offers the opportunity to examine a small agribusiness facing many common issues: reputation (food quality and safety), change in ownership, reliance on one outlet, and a price structure that had not been examined since the firm's inception.     

Introduction: human resource management in Africa

This article introduces the special issue that seeks to spur the debate on the challenges of managing people in organizations in Africa. The debate on HRM in Africa has proceeded with tentative steps and now clearly needs to be located firmly within the international management context. It is not the purpose of this special issue to discover or develop an over-arching model of HRM. That has been attempted elsewhere. Our purpose is to bring together the various threads that characterize the on-going debate and hopefully move towards a more specific research agenda which captures the complexity of managing on the African continent. Some of these threads include the formulation of new perspectives on HR research, finding common ground with diverse disciplines and tackling enduring problems like ethnicity and discrimination.     

Realisations of Venture Capital Investments: The Case of Management Buy-outs in the UK

One of the most rapidly developing sectors of the financial services industry in the UK has been venture capital, and with it the growth of management buy-outs. As these markets have matured, increasing attention is being paid to issues associated with the realisation of gains for both institutions and equity-holding management. This article seeks to contribute to this area by examining the issues involved in the realisation of investments in management buy-outs. Based on detailed interviews with 24 managers of buy-outs which have exited, and on information drawn from the Centre for Management Buy-out Research database, the article considers the relative merits of flotations, trade sales, capital restructurings, secondary buy-outs, share redemptions etc. The article also addresses the agency cost issues involved in controlling buy-outs to enable institutions to achieve realisation of their investments at a price and timing which enable their targets to be met.