Dynamics of industry architecture and firms’ knowledge and capability development: an empirical study of industry transformation

There is a lack of empirical evidence supporting existing conceptualisations and particularly clarifying the underlying mechanisms involved in the role of dominant firms in industry transformation. This research undertook an in-depth single case study of how a firm managed its knowledge and capability development processes to shape the industry architecture to its benefit. We investigated how a dominant firm manipulates the interdependencies with local suppliers and positions itself at higher levels of the industry architecture hierarchy. Findings suggest that such processes take place over the course of several product innovation projects and across different levels of the product architecture. Such findings contribute to helping firms to manage their knowledge and capability development processes and transform the industry architecture to their advantage.     

Does raising indigent defender pay rates improve defendant outcomes? Evidence from New York

Beginning 1 January 2004, the rates paid to assigned counsel – private attorneys who defend the indigent in criminal cases when a public defender does not – were raised from a maximum of $40 per hour to $75 per hour in the state of New York. This article examines the extent to which this relatively large pay increase affects case outcomes. Efficiency wage theory would suggest paying workers higher rates can improve their productivity, and the results of this analysis are consistent with this. Using a difference-in-difference approach, I find that after the assigned counsel rate increase, case outcomes significantly improved in counties with higher poverty rates relative to those with lower poverty rates. The likelihood of conviction and the likelihood of pleading guilty both fell by more than two percentage points in high-poverty counties compared to low-poverty counties after the rate increase, and the differences in the likelihood of being convicted are especially pronounced for cases involving violent felonies. The results suggest raising assigned counsel rates can be an effective policy tool to improve indigent defence systems that are in need of reform.     

试论高校以人为本的法治化建设

＂依法治校,以德治校＂是新世纪新形势高校发展的需要,是建立现代大学制度的需要,＂以人为本＂为二者的统一奠定了坚实的基础,高校的法治化进程离不开人本思想的指导,＂以人为本＂思想下的高校法治建设才能取得长足发展。     

和谐社会劳动关系协调机制立法研究

劳动关系是一种最基本、最普遍的社会关系,劳资矛盾是任何市场经济国家都无法避免的一类基本社会矛盾。能否构建协调劳资矛盾与劳资冲突的有效法律机制将直接关乎我国和谐社会建设的成败。文章总结了我国企业劳资冲突的现状、特征及主要法律原因,剖析了我国劳动关系协调机制存在的问题,探讨了我国劳动关系协调机制的路径选择,并对完善我国劳动关系协调机制的立法提出建议。     

Parsing Work Environments Along the Dimensions of Sexual and Non-Sexual Harassment: Drawing Lines in Office Sand

Laws addressing harassment at work have evolved considerably since court systems first recognized that (sexual) harassment is illegal. Now, managers must worry about protected classes other than sex (e.g., race, age, etc.), and the effects of harassment on bystanders as well as victims (i.e., ambient harassment). Understanding these newer conceptualizations of workplace harassment is critical for mangers dealing with an increasingly complex array of possible work environments, only some of which are illegal. Toward this end, we present a taxonomy of eight possible work environments, created by parsing the legal definition of sexual harassment (i.e., the first-recognized type of hostile work environment). The taxonomy illustrates the evolution of law in this area, and highlights the multidimensional nature of workplace harassment. Also discussed are potential complications arising from how a reasonable person and a victim might interpret behavior. Managers using the taxonomy may better assess whether their work environments have crossed the line, or facilitate movement from less- to more-desirable work environments.

On-duty and Off-duty: Employee Right to Privacy and Employer’s Right to Control in the Private Sector

The changing legal landscape of the right of the employer to control and monitor employee behavior is examined. Two distinct areas are defined: behavioral monitoring and behavioral restrictions. Relevant statutory laws and the developing common law are discussed. We also examine potential employee reactions to such policies by evaluating the reactions of graduate students to six employer policies including weight restrictions, grooming requirements, use of GPS locators, drug testing, ban on off-duty smoking, and email and internet monitoring. Students responded to these policies by determining the reasonable interest of the employer in the behaviors being monitored or controlled and the manner in which policies were implemented. Their comments suggest that employees may accept some level of monitoring or behavioral restrictions if the employer can make a convincing social account of the need for a policy. Additionally, the policy must be clearly communicated and properly implemented. However, restrictions on off-duty behavior were typically poorly received with the exception of illegal drug use.     

In at the deep end: Conducting processual research on organisational change

This article provides a series of reflections on the practice of carrying out processual research on organisational change. At a broad level, some of the main tasks associated with conducting company case studies are described and the benefits of this approach for dealing with complex change data are outlined. At a more specific level, the article addresses three main areas tied to the actual “doing” of processual research. First, the notion of tacit knowledge and “getting your hands dirty” by engaging in ongoing in-depth fieldwork. Second, the design and implementation of a longitudinal case study research programme. Third, the advantages and concerns of combining a range of different data collecting techniques in carrying out processual studies. Overall, the main intention is to provide some useful reflections and practical insights, as well as providing something of the flavour of carrying out this type of research.     

Bridging the transatlantic publishing gap: How North American reviewers evaluate European idiographic research

To a large extent there exists a gap between European and American management research reflecting the differences between nomothetic and idiographic research approaches. The paper investigates the logic used by North American reviewers when evaluating European papers based on an idiographic case study approach. Our analysis enables us to uncover the criteria used by North American reviewers and to relate them to the criteria suggested for idiographic research. We also discuss the role of writing style and structure in the North American reviewers' assessment of idiographic papers. Based on our analysis we make suggestions to editors, reviewers, and authors of idiographic papers, in order to enhance the probability for publication of idiographic, qualitative and processual research and thus to bridge the transatlantic gap.     

New Technology in Unionized Firms: Advantages of Mandatory Bargaining

U.S. Labor Law currently allows employers whose work forces are unionized to introduce new technologies without bargaining over the decision to do so. This forces unions to adopt inefficient strategies when negotiating collective bargaining agreements in an effort to minimize the impact of technological change on their members. Allowing unions to bargain over the decision to introduce new technologies would obviate their having to resort to these inefficient strategies. In addition, it might increase the likelihood of employees suggesting alterations in production processes that would increase the rate of technological change. For these reasons, this article advocates amending U.S. labor law to require employers to bargain over the introduction of new technologies.     

社会主义市场经济条件下技术监督法律体系建设若干问题的思考

论述了在建立社会主义市场经济中技术监督法律体系的作用以及在立法和执法中应注意的问题。