Translating corporate social performance into financial performance: exploring the moderating role of high-performance work practices

The purpose of this study is to examine the role of high-performance work practices (HPWPs) in helping to translate corporate social performance (CSP) into corporate financial performance (CFP). We employ arguments from the behavioral view of human resource management to highlight the vertical connection between a firm's proclivity for CSP and the management practices it adopts. Furthermore, we examine the moderating influence of HPWPs on the CSP–CFP linkage. Results suggest that HPWPs moderate the relationship between CSP and financial outcomes, and suggest that human resource practices may play an important role in enhancing a positive CSP–CFP relationship by helping to vertically align the behaviors of employees with the values and orientation of the organization.     

Prerecruitment organizational perceptions and recruitment website information processing

Despite the prevalent use of the Internet for recruitment purposes, little is known about how job seekers process presented information, particularly before organizations have actively recruited these job seekers. In this study, we examine the effects of prerecruitment perceptions of familiar organizations before exposure to information on organizational recruitment websites using a combination of undergraduate students and employees of a large university located in the southwestern USA (N = 75). Participants completed a three-part study that allowed us to investigate how these prerecruitment perceptions impact the reported time spent viewing recruitment websites and the ability to recall website information. We used two hierarchical moderated multiple regression models to test study hypotheses. Our results suggest that job pursuit intentions may influence processing of job and organizational information presented on recruitment websites, and this influence is moderated by subjective fit perceptions. Specifically, we find that participants who indicated high job pursuit intentions and low perceptions of subjective fit were more likely to spend time on a recruitment website and recall presented information one week after viewing it. We discuss the implications of these findings for organizations as they design and implement early recruitment activities.     

Person–organization fit and the war for talent: does diversity management make a difference?

This study investigates the importance of diversity management in applicants' job choice decisions. According to the person–organization fit theory, individuals make assessments of fit between their personal values and the values of the organizations, and they make job choice decisions based on these assessments. A survey of 113 MBA job seekers concluded that women and ethnic minorities found diversity management to be important when accepting offers of employment. In addition, high achievers and new immigrants rated organizations with diversity management as more attractive as potential employers. The findings suggest a need to place a higher emphasis on diversity management in women and minority applicant attraction.     

Do I Really Want to Work Here? Testing a Model of Job Pursuit for MBA Interns

Job pursuit refers to the intentions, decisions, or behaviors indicative of a candidate's interest in a particular employer. This study develops and tests a process model of job pursuit for MBA interns with data collected before, during, and after their internships. Our model integrates theory from the person‐environment fit and organizational socialization literature. Results show pre‐entry person‐organization (P‐O) fit and social aspects tactics jointly motivate proactive information seeking about the employer (from those inside and outside the assigned department) during the internship, and interactively motivate information seeking outside the assigned department. Yet, only information seeking inside the assigned department is related to learning about the employer. Learning about the employer also predicts job‐acceptance intentions, which in turn predicts job‐acceptance decisions. The model developed in this study should serve as a guide to help human resource managers understand job pursuit and acceptance in internships and other similar employment relationships. © 2014 Wiley Periodicals, Inc.     

Performance Implications of Online Entry Timing by Store-Based Retailers: A Longitudinal Investigation

This paper utilizes Time Series Cross-Sectional (TSCS) Regression techniques to investigate long-term performance effects of the timing of online sales adoption by incumbent bricks-and-mortar retailers. Its findings support the resource-based theory of competitive advantage by showing that firm-specific resource endowments (bricks-and-mortar experience, catalog experience and firm size) determine the success of the order of online entry strategy. The study contributes to the development of strategic theory in the areas of multi-channel retailing and electronic commerce and assists managers in formulating more informed strategic objectives for achieving multi-channel competitive advantage.     

出口贸易结构的形成机理:基于我国1980-2005年的经验研究

近年来国内学者对我国对外贸易的研究开始将注意力从贸易量转到贸易结构上,但大多数研究只是停留在贸易结构的存在上,而忽视了贸易结构的形成。本文运用格兰杰因果检验和回归分析等方法实证分析了出口贸易结构的形成机理,研究发现:外国直接投资、贸易开放程度、产业结构、汇率变动对我国出口贸易结构的形成有正向作用;研发与创新投入的增加集中表现在资本密集型产品出口比重的增加;我国出口贸易结构易造成对外贸易摩擦,但贸易摩擦并没反作用于贸易结构;对外直接投资对我国出口贸易结构仍不能产生作用。     

中美汇率利率互动效应研究：2000-2011

本文应用非线性平滑转换模型研究了2000-2011年中美名义汇率与名义利差之间的动态非线性关系．研究发现：中美名义汇率与名义利差之间存在着负相关关系,汇率对利率的影响呈现出非对称性特征。当名义汇率在7—8之间时,汇率的变动会引起两国利差的较大变动;当人民币被高估或低估时,汇率对利率的影响程度大大降低。     

疫情改变了我国FDI流入的影响因素吗?

根据联合国贸发会的统计数据,疫情对FDI的影响程度已经远超2008年全球金融危机。在此背景下,本文通过理论分析和实证检验探讨疫情对中国FDI流入的影响、疫情是否改变了我国FDI流入的影响因素和疫情常态化下我国FDI流入恢复的支撑因素等。断点回归模型结果显示,新冠疫情对各样本省市FDI流入的影响属于中短期效应,疫情并没有导致影响样本省市FDI流入的因素发生本质变化,且各样本省市FDI流入受疫情影响不同、恢复快慢也不同。进一步的统计分析和实证检验显示,FDI流入在样本省市均具有较强的惯性,中部地区的湖北和江西FDI流入受经济变量的影响比较显著,而东部地区的广东、江苏和上海FDI流入的影响因素应更多地考虑营商环境、产业结构特征和人力资本等,此外基础设施对样本省市FDI流入的影响并不显著。     

东北地区农村宅基地闲置特征及影响因素研究基于公主岭市6乡镇实地调研数据

[目的]通过实地调研和问卷调查收集农村宅基地闲置相关信息,分析农村宅基地闲置特征和影响因素,以期为乡村振兴过程中推动农村宅基地制度改革提供参考。[方法]描述性统计方法和Logistic二元回归模型。[结果]宅基地完全闲置率约为13.19%,季节性闲置率约为31.79%,宅基地季节性闲置较为严重;宅基地面积超标严重,存在内部闲置现象,庭院利用效率低下;闲置宅基地流转程度以及村集体对闲置宅基地的处置能力较低;户主年龄、人均耕地面积、家庭人均年收入、务工人数占比、宅基地数量和宅基地退出意愿影响宅基地的闲置,户主年龄、人均耕地面积和宅基地退出意愿对宅基地闲置产生负向影响,家庭人均年收入、务工人数占比和宅基地数量对宅基地闲置产生正向影响。[结论]针对宅基地闲置问题,必须在保障农民居住权之上,充分放活宅基地使用权,合理规划并管控宅基地规模,对于不同闲置类型的宅基地探索差异化解决途径,推动宅基地使用权自由流转、宅基地用途转换等,通过盘活宅基地助力乡村振兴。