Where has all the skewness gone? The decline in high-growth (young) firms in the U.S.

The pace of business dynamism and entrepreneurship in the U.S. has declined over recent decades. We show that the character of that decline changed around 2000. Since 2000 the decline in dynamism and entrepreneurship has been accompanied by a decline in high-growth young firms. Prior research has shown that the sustained contribution of business startups to job creation stems from a relatively small fraction of high-growth young firms. The presence of these high-growth young firms contributes to a highly (positively) skewed firm growth rate distribution. In 1999, a firm at the 90th percentile of the employment growth rate distribution grew about 31 percent faster than the median firm. Moreover, the 90−50 differential was 16 percent larger than the 50−10 differential reflecting the positive skewness of the employment growth rate distribution. We show that the shape of the firm employment growth distribution changes substantially in the post-2000 period. By 2007, the 90−50 differential was only 4 percent larger than the 50−10, and it continued to exhibit a trend decline through 2011. The overall decline reflects a sharp drop in the 90th percentile of the growth rate distribution accounted for by the declining share of young firms and the declining propensity for young firms to be high-growth firms.     

Knowledge sharing in the hospitality context: The roles of leader humility,job crafting,and promotion focus

Grounded in a view of self-transcendence, leader humility is expected to influence employees to acquire and share knowledge for self-development. This study investigates how and when leader humility activates hospitality employees’ knowledge collection and knowledge donation. The dataset was built from 674 employees and 87 direct managers working in the Vietnam-based hotel organizations. Analyzed through multilevel structural equation approach, the data provided support for the positive relationships between leader humility and knowledge collection and donation behaviors among hospitality employees. The three dimensions of job crafting functioned as mediators for these relationships. Employees’ promotion focus played a moderating role for the relationships between leader humility and seeking resources and challenges, but did not interact with leader humility to impact job demands. The discussion on the implications for hospitality scholars and practitioners from the research findings is presented.     

How do indicators of household food insecurity measure up? An empirical comparison from Ethiopia

Renewed emphasis on programs and policies aimed at enhancing food security has intensified the search for accurate, rapid, and consistent indicators. Measures of food security are urgently required for purposes of early warning, assessment of current and prospective status of at-risk populations, and monitoring and evaluation of specific programs and policies. Different measures are often used interchangeably, without a good idea of which dimensions of food security are captured by which measures, resulting in potentially significant misclassification of food insecure populations. The objective of this paper is to compare how the most frequently used indicators of food security portray static and dynamic food security among the same sample of rural households in two districts of Tigray State, Northern Ethiopia. Seven food security indicators were assessed: the Coping Strategies Index (CSI); the Reduced Coping Strategies Index (rCSI); the Household Food Insecurity and Access Scale (HFIAS); the Household Hunger Scale (HHS); Food Consumption Score (FCS); the Household Dietary Diversity Scale (HDDS); and a self-assessed measure of food security (SAFS). These indicators provide very different estimates of the prevalence of food insecurity, but are moderately well correlated and depict generally similar food security trends over time. We suggest that the differences in prevalence estimates, and in some cases the weaker than expected correlation, can be explained in three ways. First, the indicators differ in the underlying aspect of food security they attempt to capture. Second, each indicator is likely only sensitive within a certain severity range of food insecurity and these ranges do not always overlap. Third, categorization of the prevalence of food insecurity is strongly dependent on the choice of cut-off points. For valid reasons, “food insecurity” has no accepted gold standard metric against which individual indicators can be gauged, though without one it is difficult to say which indicator performs “best” in correctly and reliably identifying food insecure households. The implication is that using more than one indicator is advisable, and policy makers should be aware of what elements of food insecurity each indicator portrays.     

An integrated replenishment-recruitment policy in a sustainable retailing system for deteriorating products

Currently, retail facilities play a significant role both economically and socially for their contributions to job creation and to reducing unemployment. In this paper, economic, environmental, and social issues, including unemployment, job creation for the local workforce within their hometown, the immigration of an unemployed workforce, and the naturalization of non-natives are addressed for a retailer. We explore the class of deteriorating products from the viewpoint of its economic and environmental features. Then, a linear multi-objective mathematical model is developed to determine an integrated replenishment and recruitment policy for the retailer in the direction of sustainability. Using data from the flower industry, a numerical analysis is presented. The results indicate that if necessary facilities and infrastructures are provided to permanently settle qualified immigrants, both social and economic indicators will be improved. We also determine that by concentrating on strategies such as job creation for natives through retail facilities with no increase in production capacity and by applying careful policies for immigration and naturalization, social welfare can be improved.     

The Japanese labour market during the global financial crisis and the role of non-standard work: A micro perspective

This paper analyses aggregate labour dynamics during the global financial crisis in Japan and the role of non-standard work using micro data. The analysis proceeds in two steps. First, using comprehensive establishment-level datasets for the period 1991–2009, it provides a detailed portrait of the adjustment behaviour of establishments at the micro level. Second, it compares aggregate labour market dynamics during the global financial crisis with that observed during the 1997 crisis and decomposes the observed differences into components that can be attributed to changes in the micro-adjustment behaviour of Japanese establishments, changes in the incidence of non-standard work and changes in the distribution of shocks across establishments. It finds that the incidence of non-standard work has increased considerably, worker turnover is much higher among non-standard than standard workers and adjustments in working-time are less important for non-standard workers. Counterfactual simulations suggest that the employment response during the global crisis would have been smaller if the incidence of non-standard work remained at the level observed during the 1997 crisis. The relatively small employment response observed during the global financial crisis is therefore driven by factors other than the increase in the incidence of non-standard work.     

Optimal capacity and operation design of a robot logistics system for the hotel industry

This study introduces an optimal capacity and operation design of a robot logistics system that can reduce human workload in the hotel industry. In hotels, there are several duties that can be replaced by robots such as accompanying guests to the certain areas, delivering specific items to the guest rooms, and transporting some items that guests want to be removed from the guest rooms. To apply the robot logistics system in the hotel industry, the capacity and operation design should be prepared adequately. For that, a mathematical model-based optimization technique is used to decide the number of robots with the concept of minimizing total investment cost and to derive the optimal job assigning with the purpose of maximizing total covered jobs. In addition, a numerical example is performed to validate the proposed mathematical model and the sensitivity tests are examined to reflect the random features.     

Do job insecurity,anxiety and depression caused by the COVID-19 pandemic influence hotel employees’ self-rated task performance? The moderating role of employee resilience

The COVID-19 health disaster has had a dramatic impact on the global hospitality industry, affecting millions of people. The aim of this study is to examine the impact of job insecurity on hotel employees’ anxiety and depression, and whether these psychological strains could influence employees’ self-rated task performance during the COVID-19 pandemic. We also examine the moderating role of hotel employees’ resilience in this context.The hypotheses were examined by collecting data from 353 hotel employees currently working in the Canary Islands (Spain). The results highlight the significant effects of job insecurity on employees’ anxiety and depression levels. However, hotel employees’ task performance was not affected by their job insecurity or by their anxiety and depression. In addition, employees’ resilience has a moderating effect as it reduces the negative influence of job insecurity on depression. Finally, the discussion section sets out various theoretical and practical implications of the findings.     

Being ignored at work: Understanding how and when spiritual leadership curbs workplace ostracism in the hospitality industry

Drawing on the conservation of resources theory, the present study theorizes that spiritual leadership is negatively related to workplace ostracism, both directly and indirectly via job social support and that employees’ justice orientation moderates the negative relationship between spiritual leadership and workplace ostracism. Based on time-lagged (three waves, two months apart) survey data collected from 252 hospitality employees, our findings reveal that spiritual leadership is negatively associated with workplace ostracism, both directly and indirectly via job social support. We also find that justice orientation strengthens the negative relationship between spiritual leadership and workplace ostracism. These findings not only highlight core theoretical contributions towards the existing literature on spiritual leadership, job social support, justice orientation, and workplace ostracism but also offer useful practical implications for hotel managers concerned about the repercussions of workplace ostracism for employees’ and organizations’ outcomes.     

Revisiting the matching function

There is strong empirical evidence for Cobb–Douglas matching functions. We show in this paper that this widely found relation between matches on the one hand and unemployment and vacancies on the other hand can be the result of different underlying mechanisms. Obviously, it can be generated by assuming a Cobb–Douglas matching function. Less obvious, the same relationship results from a vacancy free-entry condition and idiosyncratic productivity shocks. A positive aggregate productivity shock leads to more vacancy posting, a shift of the idiosyncratic selection cutoff and thereby more hiring. We calibrate a model with both mechanisms to administrative German labor market data and show that idiosyncratic productivity for new contacts is an important driver of the elasticity of the job-finding rate with respect to the market tightness. Accounting for idiosyncratic productivity can explain the observed negative time trend in estimated matching efficiency and asymmetric business cycle responses to large aggregate shocks.     

Comparing perceived insecurity among customers and retail staff during service encounters

The study compares perceived insecurity by customers and retail staff during service encounters. The topic is important, because retailers invest millions of dollars in security. The framework of the study divides perceived insecurity into financial, physical, psychosocial and time-related insecurity. A total of 39 consumers participated in seven focus group discussions, and 34 retail staff members responded semi-structured interviews. The study confirms that from both customer and staff perspectives a high quality service encounter has an influence on perceived insecurity, and it diminishes disturbance and criminal activity. However, there are differences between customer and staff perspectives in many areas.