Mindfulness-based training interventions for employees: A qualitative review of the literature

We provide a comprehensive qualitative review of 67 published studies that have examined mindfulness-based training interventions conducted with employees. The findings indicate that the most common research designs were the pre-test/post-test only design (35.8%) and the randomized waitlist control group design (26.9%). About two-thirds of the studies included a control group (61.2%), with approximately three-quarters (75.6%) of these studies using random assignment. Of the 63 studies that used a conventional experimental design, the majority (65.1%) included only one follow-up assessment, most often immediately after training. Results indicated a great degree of heterogeneity in terms of program content, although many studies used some adaptation of Kabat-Zinn's (1990) Mindfulness-Based Stress Reduction (41.8%), an approach with a strong evidentiary base with clinical populations. All training programs incorporated practice, most (85.1%) used multiple methods of delivering the training material, and training varied considerably in total duration, session length, and the number of training sessions. Our review also found that the intended purpose of mindfulness-based training for employees was most commonly the reduction of stress/strain (80.6%), although a wide range of other targeted outcomes were documented. Based on our findings, we offer suggestions for future research aimed at advancing our understanding of mindfulness-based training interventions with employees.     

Leader support for gender equity: Understanding prosocial goal orientation,leadership motivation,and power sharing

We focus on how interpersonal characteristics should influence leader support for gender equity in organizations. Recognizing gender disparities in organizations and the “labyrinth” that women face when they advance in their careers (cf. Eagly & Carli, 2007), we develop a model for how interpersonal characteristics of leaders, both men and women, influence power construal and thus their use of empowerment, mentoring, and performance feedback, ultimately affecting career opportunities for women in organizations. The model proposes that leaders who are high on communal goal orientation, a prosocial characteristic, are more likely to construe power through a responsibility lens and behave in ways that ultimately support gender equity in organizations. In contrast, leaders with an exchange goal orientation are more likely to construe power through a freedom lens and behave in ways that are self-serving. Prestige motivation will increase the extent to which leaders, especially those who are communally oriented, share power. Dominance motivation will increase the extent to which leaders, especially those who are exchange oriented, act in self-interest and retain power, ultimately imposing barriers to women's career advancement. Organizations can potentially increase leader power sharing by encouraging and reinforcing leaders' prosocial characteristics of communal orientation and prestige motivation. Implications for research and practice are discussed.     

Spatio-temporal determinants of the structural and productive transformation of regions in Central and East European countries

This paper investigates the determinants of the structural (between-sectoral) and productive (within-sectoral) transformation of 56 NUTS2 regions in Central and East European (CEE) countries over the 2008–2014 period. Over the analysed period, a transformation of the analysed regions has taken place towards the tertiary sector and high value-added activities. The results from a spatial panel Durbin analysis reveal the existence of product-space linkages and point to a productive transformation towards high technology-intensive activities as an important driver of industrial development. Equal access to digital infrastructure in urban and rural areas and transfer of skills, knowledge and resources through the inflow of foreign investment and imports of production inputs increase the contribution of manufacturing to regional employment. The effect of profit tax reductions on the share of manufacturing employment is about five times larger than the effect of government subsidies to production.     

工商管理案例研究作者成熟度的文献计量分析

本文运用文献计量学的方法,对2000—2011年发表在13种管理学期刊上的1 162篇工商管理案例研究论文进行分析。分析的结果表明:中国工商管理案例研究的作者队伍已经具有规模,但尚未形成稳定的高产核心作者队伍;作者合作程度相对较高,学科的研究具有相当程度的关联性,但偏低的自引率说明研究人员自身的研究缺乏足够的连续性,研究人员对我国工商管理学科发展的内在逻辑以及学科体系缺乏很好的把握。     

Twenty-five years (1992–2016) of the International Business Review: A bibliometric overview

The International Business Review (IBR) is a leading international academic journal in the field of International Business (IB). Such leadership is reflected in the large number of publications that grow year after year and particularly in the large number of citations received from other journals of high academic prestige. The aim of this study is to conduct a bibliometric overview of the leading trends regarding the journal’s publications and citations since its creation in 1992 until 2016. The work identifies the authors, universities, and countries that publish the most in IBR by mainly using the Scopus database though eventually complemented with Web of Science (WoS) Core Collection. It also analyzes the most cited papers and articles of the journal. Besides, the study graphically maps the bibliographic material by using the visualization of similarities (VOS) viewer software. In order to do so, the work uses co-citation analysis, bibliographic coupling, and co-occurrence of author keywords. The results show the prominent European profile of the journal where contributors from European universities and countries are the most productive ones in the journal. Particularly, British and Scandinavian universities obtain the most remarkable results. However, mostly scholars from North America, but also from Oceania and East Asia are increasingly and regularly publishing in the journal. In addition, IBR is very well connected to other leading journals in the field, such as the Journal of International Business Studies (JIBS) and the Journal of World Business (JWB), as well as with other top management journals, thus demonstrating its core position in IB research conducted worldwide.     

What drives fluctuations in exchange rate growth in emerging markets – A multi-level dynamic factor approach

Historically, exchange rates in many emerging economies have been volatile. We use a dynamic hierarchical factor model to investigate the driving forces behind these fluctuations in exchange rate growth and find that in recent years, especially since the Great Recession, the common (world) factor has become more important. We also find that, since 2009, US monetary policy and Chinese economic growth have had much greater effects on emerging market exchange rate growth fluctuations. The historical decomposition indicates that 18.8% and 23% of the variations in the world factor after 2009 can be explained by US monetary policy shock and Chinese industrial production shock, respectively.     

Can emotional intelligence be trained? A meta-analytical investigation

Human resource practitioners place value on selecting and training a more emotionally intelligent workforce. Despite this, research has yet to systematically investigate whether emotional intelligence can in fact be trained. This study addresses this question by conducting a meta-analysis to assess the effect of training on emotional intelligence, and whether effects are moderated by substantive and methodological moderators. We identified a total of 58 published and unpublished studies that included an emotional intelligence training program using either a pre-post or treatment-control design. We calculated Cohen's d to estimate the effect of formal training on emotional intelligence scores. The results showed a moderate positive effect for training, regardless of design. Effect sizes were larger for published studies than dissertations. Effect sizes were relatively robust over gender of participants, and type of EI measure (ability v. mixedmodel). Further, our effect sizes are in line with other meta-analytic studies of competency-based training programs. Implications for practice and future research on EI training are discussed.     

Relocation of second degree: Moving towards a new place or returning home?

We study the “Relocations of Second Degree” (RSDs), i.e., the location decisions that modify the country of destination of a previous offshoring investment. Specifically, we distinguish between two types of RSDs, i.e., “Relocation to the Home Country (RHC)”, also known as back-reshoring, and “Relocation to a Third Country (RTC)”, i.e., the choice to move to a second host country.Specifically, we explore how the location advantages underlying the previous offshoring decision affect the probability to undertake an RHC, rather than an RTC. Location advantages reflect the favourable conditions that a foreign country offers with respect to the home one, in terms of market-seeking, asset-seeking and efficiency-seeking (i.e., cost-saving and productivity-enhancing) opportunities. Using data from the European Restructuring Monitor, we focus on the RSDs regarding manufacturing activities, implemented across European countries between 2002 and 2015. We find that, on the one hand, when a previous offshoring investment is driven by market-seeking location advantage, firms undertaking the RSD are more likely to opt for an RHC, except during the economic crisis where market-seeking European firms seem to prefer RTCs. On the other hand, RTC is a preferred choice when the location advantage is of efficiency-seeking type. In addition to offering a broader characterization of RSDs, our study provides empirical evidence of the relationship between the offshoring and relocation decisions. Managers should be aware of this connection when designing their manufacturing internationalization strategies.     

Which shape fits best? Designing the organizational form of local government procurement

The way that public procurement activities are organized has an impact on the performance of public institutions. By reviewing the literature on public procurement organization dimensions this study offers a conceptual framework for public procurement organizational design, distinguishing between the macro, micro and process level dimensions. The framework is tested across the procurement departments of 15 local governments in Wales and Italy. We identify six alternative organizational configurations, differing in their level of centralization and their procurement status within the institution. Their suitability and potential for redesign depend on several internal and external contextual factors (goals, government decision, regulation, geographical environment) in line with the contingency view of organizational design.     

我国发展“数字化家园”的思考及策略选择

随着人类物质文明和精神文明的发展,目前国际房地产业开发建设已经进入了"数字化家园"时期,将建筑技术与电脑、通讯、控制等技术融为一体,开发建设高档次的智能化住宅、小区,使居民足不出户,便可享受到计算机、网络等高新技术带来的各种便利以及对小区的自动化管理,已成为当前