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The impact of firm entry regulation on long-living entrants 总被引：1，自引：0，他引：1
Susanne Prantl 《Small Business Economics》2012,39(1):61-76
What is the impact of firm entry regulation on sustained entry into self-employment? How does firm entry regulation influence the performance of long-living entrants? In this paper, I address these questions, exploiting a natural experiment in firm entry regulation. After German reunification, East and West Germany faced different economic conditions, but fell under the same law that imposes a substantial mandatory standard on entrepreneurs who want to start a legally independent firm in one of the regulated occupations. The empirical results suggest that the entry regulation suppresses long-living entrants, not only entrants in general or transient, short-lived entrants. This effect on the number of long-living entrants is not accompanied by a counteracting effect on the performance of long-living entrants, as measured by firm size several years after entry. 相似文献
63.
Cultural meaning making as reflected in, and constituted by, organizational talk is an established field of interest in organizational analysis. However, the discursive mechanics of the process whereby this cultural meaning making is created and maintained are less well understood. The premise of this paper is that taken‐for‐granted assumptions embedded in organizational talk can be explored through the analysis of metonymy, a trope which is under explored in the linguistic turn in organization studies. This lack of focus on metonymy is, we believe, related to the fundamentally conventional nature of the trope in use, which expresses ideas, values and relationships that seem natural, normal and routine but which are culturally bound. We address this gap and carry out a metonymical analysis of organizational talk about physical places and spaces in one organization, to show how cultural norms and meanings are reflected, maintained, and potentially changed in these figures of speech. We show how metonymic chains based on buildings can reflect, reify and simplify the symbolic order of the organization, how these symbolic meanings can be transferred on to other inanimate objects and the constructions thereby spread, how people can be constructed within this symbolic chain, and how these metonymic chains can be invoked to potentially confirm, challenge or change the organizational order. 相似文献
64.
The concept of open innovation has gained traction among practitioners and academics. Many different aspects of open innovation have been researched, but the question of how to manage open innovation collaboration in order to achieve the desired knowledge flow across organizational boundaries remains only partly answered. Consequently, this article argues for the need to complement prior firm-centric perspectives by investigating the roles of senior management in the postmodern form of organizing that characterizes open innovation collaboration. A more in-depth understanding of managerial roles in this context can increase the chances of fruitful collaboration. Thus, the article uses an inductive, interview-based approach to explore senior management roles in two institutionalized open innovation collaborations, thereby creating an initial conceptualization of the role of managers in open innovation and forming a basis for further studies on open innovation management. In this respect, the article identifies and discusses additional managerial roles that appear to be crucial for open innovation collaborations. These roles are those of a facilitator, tactician, and sensegiver. 相似文献
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Abstract. This paper investigates the determinants of tenure decisions in Germany, Austria and the German‐speaking part of Switzerland for professorships in economics, business administration and related fields. Our dataset comprises candidates who were awarded tenure as well as those who were eligible but were not tenured. We show that business candidates have a higher probability of being tenured than economists. Youth, marital status and publications matter; gender and children do not. The market for first appointments in economics relies much more on publication performance than the market for business administration. 相似文献
67.
Sven Bornemann Susanne Homölle Carsten Hubensack Thomas Kick Andreas Pfingsten 《Journal of Business Finance & Accounting》2014,41(5-6):507-544
The opportunity of building up visible “Reserves for General Banking Risks” by the bank management represents a peculiarity in the German financial accounting framework for banks. We investigate German banks' motives for the creation and usage of these reserves and assess their role in financial stability. We find that banks primarily create and use GBR reserves to build up Tier 1 capital for regulatory capital management and earnings management purposes. Most importantly, however, we also reveal that banks using these reserves are less likely to experience a future distress or a bank default event. We therefore conclude that the existence of GBR reserves within the financial accounting framework represents both a convenient capital and earnings management tool for bank managers and a beneficial regulatory instrument to enhance bank stability. 相似文献
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Susanne Jodlbauer Eva Selenko Bernad Batinic Barbara Stiglbauer 《International Journal of Training and Development》2012,16(1):39-53
The high rates of training transfer failure that prevail still puzzle practitioners as well as researchers. The central aim of the present study is to analyze the relatively under‐researched role of job dissatisfaction in the training transfer process. Specifically, we expect that job dissatisfaction would have a negative effect on transfer but that this effect would be buffered by the expectation of positive transfer consequences and motivation to transfer. To test these hypotheses, 220 participants in different training programs completed an online questionnaire 1 year after training. The results support our assumptions. They reveal that job dissatisfaction has a detrimental effect on training transfer, but that motivation to transfer and the expectation of positive transfer consequences have a buffering effect. The more motivated a person is towards transfer, the less negative is the effect of job dissatisfaction on actual transfer, but only if a person expects positive outcomes from transfer, such as acknowledgment or rewards. The findings are discussed in relation to existing training transfer models, as well as models of job (dis)satisfaction. 相似文献
70.