INVESTIGATING ALTERNATIVE APPROACHES TO HARMONISE MULTI-REGIONAL INPUT–OUTPUT DATA

Over recent years a small number of global multi-regional input–output (MRIO) databases were developed to describe the entire global economy at high sector detail. We investigate the differences that arise out of applying different construction procedures for two global MRIO databases: The EXIOBASE database, developed as part of the EU FP6 & 7 programs and the Eora database developed at the University of Sydney. The procedures used in EXIOBASE involve a high degree of interrogation and adjustment throughout the construction of the data set, whilst the Eora MRIO relies on single-step mathematical programming techniques and high-performance computing. We unravel the effect of the different approaches taken to develop the databases by undertaking a number of combinatorial experiments in which we exchange parts of the construction process between the EXIOBASE and Eora build pipelines. We conclude that Eora's highly automated data reconciliation approach produces MRIO databases that are of comparable quality to those constructed with EXIOBASE's multi-step approach. However, the reliability and robustness of the resulting MRIO database largely depend on the level of detail and reliability of the underlying raw data.     

A consideration of normality in importance–performance analysis

It is widely believed that results of research are only valid when the distribution of data is relatively normal. However, most previous importance–performance analysis (IPA) studies have not considered the assessment of data normality. The aim of this study is to evaluate the importance of the normality assumption in IPA studies. Four data sets obtained from four experimental questionnaire surveys were used to demonstrate the changes in outcomes from non-normally distributed data sets to relatively normally distributed data sets by removing abnormal data. The results indicate that the distributions of attributes in four quadrants in importance–performance mapping for non-normally distributed data sets and relatively normally distributed data sets are similar when using direct IPA measurement method; however, they show differences when performing indirect IPA measurement methods. It is concluded that in order to ensure high-quality research outcomes, researchers should justify data normality in their IPA studies.     

Progress on outbound tourism expenditure research: A review

ABSTRACT

This study aims to identify how the paradigm of outbound tourism expenditure (OTE) research transforms from economic to social concern. It also explicates the evolution of OTE from an advocacy platform to a sustainability platform. This study adopts a hybrid of narrative and systematic reviews to study OTE as a complex social phenomenon. This hybrid review is complemented by a thematic review and semantic network analysis on gaps and future directions of relevant studies. The results reveal that the paradigm of OTE research is directed from economic toward social thinking. This study proposes an application of socially related antecedent configurations, social theories, pragmatic methods, and various scales of study contexts as promising solutions to address the complexity and heterogeneity of OTE. The study concludes that the conceptual structure of OTE is premised on a sustainability platform, which is influenced by socio-cultural, environmental, economic, and political issues. This study provides a road map that enlightens the current state of OTE, prevailing topics, and pathways for further research.     

Public–Private Partnership’s Procurement Criteria: The case of managing stakeholders’ value creation in Kazakhstan

Abstract

The article presents the study of the criteria that Kazakhstan’s government used for granting a public–private partnership (PPP) contract to a private investor for construction and operation of eleven kindergartens in the city of Karaganda during 14 years. From the perspective of value creation for critical stakeholders, there was often misalignment between bidders’ views of these criteria and the perceived value for citizens and the government. The latter may significantly enhance the creation of shared values in a PPP by actively engaging stakeholders in the design of the bids’ assessment criteria.     

Fostering societal impact and job satisfaction: the role of performance management and leader–member exchange

ABSTRACT

Performance management (PM) can alienate employees from experiencing societal impact. This is problematic since societal impact influences employees’ job satisfaction. To avoid such unintended effects, we investigate two conditions under which PM could instead benefit the societal impact and job satisfaction of employees: consistency and leader-member exchange. Results show consistent PM fosters job satisfaction, mediated by societal impact and moderated by leader–member exchange. Public organizations should streamline expectations communicated through PM and constructive leader relationships could reinforce this process. By examining the conditions under which PM can avoid unintended effects on employees, we add to the debate on PM effectiveness.     

The congruence of actual and perceived person–organization fit

Person–organization fit (P–O fit) is an important and often-researched variable, which sheds light on the way employees perceive their relationship with the organization they work for. In this study, two different assessments of P–O fit are compared, i.e. actual fit (an indirect measurement based on the comparison of organizational and personal values or characteristics) and perceived fit (a direct measurement involving employees' own estimations of their P–O fit). The four quadrants of the Competing Values Framework (CVF) are used to investigate which values have the strongest influence on employees' fit perceptions. In a polynomial regression analysis, the predictive power of the indirect fit measure on the direct fit measure is tested in a sample of two organizations (hospital n1 = 222; chemical plant n2 = 550). The results show that of the four CVF quadrants human relations values have the strongest predictive power for employees' fit perceptions and rational goal values contribute least. In the discussion section, special attention will be paid to the measurement of individual values as the results raise important methodological questions.     

Responses to work intensification: does generation matter?

Work intensification can be an organisational tool to increase the productivity of an existing workforce. We investigate employee reactions to three levels of sustained extensive work intensification (long work hours over two consecutive time periods) of the two most prevalent generational groups in the labour market: Generation X and Baby Boomers. Boomers have been characterised as ‘workaholics’ who ‘live to work’, while Gen Xers are ‘slackers’ who ‘work to live’. We investigate, using a nationally representative sample of employees, whether these generational differences in work attitudes impact employee reactions (measured by employee reports of job satisfaction and work–life balance) to sustained extensive work intensification. The results show that perceptions of job satisfaction and work–life balance are reduced by sustained extensive work intensification but the differences between the two generations are minimal, suggesting that organisations do not need to tailor their employment practices to fit the work values of different generations.     

A model of task demands,social structure,and leader–member exchange and their relationship to job satisfaction

In the present study, we examine task demands, leader–member exchange, and social structure in their relationship to job satisfaction. Based on the reflections of Seers and Graen in their dual attachment model, in the present study we combined task demands, leader–member exchange, and social structure in a model of antecedents of job satisfaction. The resulting model was tested using structural equation modelling. While task demands and leader–member exchange are related to their respective equivalents in job satisfaction, social structure is positively related to a latent factor job satisfaction, indicating that the social structure of a job has an impact on different facets of job satisfaction. The results are discussed with respect to sample characteristics.     

Variations in adoption of workplace work–family arrangements in Europe: the influence of welfare-state regime and organizational characteristics

Using a unique data set of more than 2800 organizations in 19 countries, this article investigated the variations in adoption of workplace work–family arrangements and whether this variation can be explained either by differences in welfare-state contexts or by organization-related factors. Although the welfare-state context contributed significantly to the explanation of workplace work–family arrangements, the adoption of workplace arrangements was more strongly related to organizational conditions and characteristics. However, the results also show that when the development of work–family arrangements is mainly left to the market, as in the liberal context, employers do not fully make up for the absence of public provisions. The findings support the institutional argument that public provisions help to create a normative climate that gives rise to new social expectations and ‘a sense of entitlement’ regarding work–family support. The study supports the rational choice perspective where both employers' institutional environments and organizational factors are viewed as resources and constraints influencing employers' decision to adopt work–family arrangements.     

Changes in psychological contracts during the global financial crisis: the manager's perspective

The employee–organisation relationship is dynamic and arguably affected by contextual factors, such as a change in the economic environment. This study uses data collected from managers in Australia before and after the beginning of the global financial crisis (GFC) to examine the changes in psychological contract (PC) terms from the manager's perspective. In particular, as industries can be affected differently by economic crisis and gender discrimination can increase in tough economic conditions, we examined if any changes in PC terms were contingent on industry and employee gender. The study's results show that the terms of the employment relationship deteriorated in Australia only for employees working in industries affected by the GFC. Further, we found that some gender differences in the terms of the PC exist independent of the state of the economy. In addition, a three-way interaction indicates that managers working in industries not affected by the GFC are allocating a greater proportion of their resources to their female employees than to their male employees. Ongoing labour shortages and gender inequities in Australia might have prompted managers in non-affected industries to use their relative ‘resource-rich’ advantage to positively influence the employee–organisation relationship for female employees, a traditionally disadvantaged group.