Organisational capabilities and transaction costs in the analysis of activities and their externalisation: implications for the service industry

Transaction cost theory and the organisational capability view are complementary in the analysis of the firm and in examining the decision to integrate or externalise activities. This article discusses the essential contributions of both theories to understanding the core aspects of the internal organisation of the firm, and goes onto address the key questions of why activities are organised internally or why certain components or services are obtained from suppliers or distributors; and finally looks at the cases in which firms make decisions with regard to supply, distribution or retail sales.     

National labor markets, international factor mobility and macroeconomic instability

We consider a standard two-country environment, where one of the two countries has a rigid labor market, and analyze how global economic integration affects the economies with respect to expectations-driven cycles and steady state welfare. We show that by allowing free capital mobility, equilibrium indeterminacy is exported from the rigid wage country to the world economy. If further liberalization is permitted, by allowing free movements of labor, the scope for indeterminacy is reduced and open labor markets may produce a stabilizing effect on the global macro-economy. Whether this also implies higher welfare in the long run depends on differentials in average firm size across countries, which determines the direction of migration flows.     

The resource-based theory and human resources

This paper applies the resource-based theory on human resources and analyzes its effect on human resource management. This focus considers that each firm is heterogeneous, and it can keep that heterogeneity for a long period of time. A resource is a kind of production factor which is at the firms' disposal, that is, each one is controlled by the firm in spite of having no property right to it. Additionally, any resource is able to create a competitive advantage if it has certain features. This paper will analyze whether human resources can be considered strategic. The answer will be positive because employees are able to create a sustainable competitive advantage, making human resource management a key function. Finally, some practices of human resource management will be named that could make it possible to attain a higher position than a competitor.     

The role of motivation in visitor satisfaction: Empirical evidence in rural tourism

Motivation and satisfaction are two concepts widely studied in tourism literature; the relevance of these constructs being derived from their impact on tourist behaviour. The purpose of this paper is to investigate the relationship between motivation and visitor satisfaction. A survey questionnaire was distributed to visitors at a rural destination in Spain and the data analysed by ANOVA, factor and cluster analyses. The results verified our hypothesis that motivation is a determinant of the visit assessment criteria and, as a direct consequence, of the level of satisfaction (specific factors) of the visitor. However, this investigation also detected the existence of certain elements, which are independent of the reasons that motivated the journey (general factors), but which affect general satisfaction. Based on our findings, implications for management and marketing are presented.     

Economic Implications of Demographic Change: Diversity Dividend or Deficit?

The economic implications of demographic change depend on steadfast investments in research and development; replenishment of the human capital stock diminished by retiring Baby Boomers; and raising college attainment rates. This way the United States can leverage its diverse, fast-growing population to harness a demographic dividend—the productivity boost enabled by declining fertility—while also fueling economic growth, restocking the Social Security system, and bolstering global competitiveness.     

Top executive commitment to the status quo: Some tests of its determinants

Some top executives are more committed to the status quo—particularly to their organization's current strategy and leadership profile—than are others. Most empirical research on upper echelons treats psychological phenomena as a ‘black box’—the unobserved intervening mechanisms—that causes associations between more observable executive characteristics and organizational outcomes. In contrast, this paper attempts to directly examine the determinants of an important element of an executive's psychological orientation—commitment to the status quo (CSQ). We focus on a select set of variables which have been posited in prior research as determinants of executive CSQ, but which have not been directly tested for such a relationship. Based on a large-scale survey methodology, results suggest that an executive's tenure in an industry is a pronounced determinant of CSQ, and has significantly more impact than organizational tenure. As expected, the firm's current performance was found to be positively related to CSQ; this relationship was stronger in high-discretion than in low-discretion industries. Finally, the project reaffirms a well known human tendency: incumbent CEOs tend to believe that their eventual successors should be just like them.     

Fishing Technology and Optimal Distribution of Harvest Rates

This paper examines the problem of the optimal management of a joint-ownership fishing exploitation, where agents use different fishing gears. We consider a model in which the fishing activity may affect resource growth, not only through the harvest function but also through the natural growth rate of the resource. This allows us to capture the fact that some fishing gears alter the natural growth rate of the resource. We find that when the natural growth of the resource is altered by the fishing technology, the optimal stock is not independent of how harvest quotas are distribute among the agents. As a result, a fishing policy that firstly determines the optimum stock and, secondly, decides how to distribute the harvest among the different agents, will not be efficient. We also analyze the joint determination of optimal stock and harvest quotas and show that positive harvest quotas will only be optimal when countries are characterized by certain asymmetries.     

Word-of-mouth communications in marketing: a meta-analytic review of the antecedents and moderators

Although word-of-mouth (WOM) activity has been studied as an outcome variable of other constructs such as satisfaction, less attention has been given to the antecedents and moderators of WOM when considering WOM as a central construct. Hence, we propose a model of WOM antecedents and moderators using a meta-analytic review. The results show that all antecedents have significant effects on WOM activity, with customer commitment showing the strongest effect. The following hypotheses are also supported: (1) WOM valence is a significant moderator, (2) cross-sectional studies show a stronger influence of satisfaction and loyalty on WOM activity than longitudinal studies, and (3) studies of WOM behavior show a weaker link between loyalty and WOM activity than studies of WOM intentions. In addition, we show that satisfaction has a stronger relationship with positive WOM than loyalty, whereas (dis)loyalty has a stronger relationship with negative WOM than does (dis)satisfaction. We discuss this finding based on the different natures of positive and negative WOM. This article is based on the first author’s dissertation.