Social media affordances in entry‐level employees’ socialization: employee agency in the management of their professional impressions and vulnerability during early stages of socialization

This study examined how entry‐level employees interacted with social media during three stages of organizational socialization. They navigated between four different media affordances (persistence, editability, visibility, and association) while experiencing them as both enabling and constraining in different socialization stages. Qualitative interview data analysis revealed during anticipatory socialization, job applicants realized visibility and persistence in relation to institutional and individualized socialization. During encounter, new employees managed personal and professional life boundaries carefully against the association and visibility affordances. Although some participants used both public and enterprise social media for obtaining job‐related information and understanding coworkers and company culture, during metamorphosis, most interviewees adopted passive information seeking strategies and experienced a paradoxical tension between the enabling and constraining affordances of social media. Findings are discussed with regards to employees’ exertion of agency in managing their professional impressions and coping with high levels of uncertainty and vulnerability during early stages of socialization.     

成渝城市群创新网络空间结构演化及优化策略研究——基于社会网络分析法

随着信息化时代的到来以及全球分工的进一步推进,城市网络已然成为区域创新研究的重要视角。本文以成渝城市群为分析对象,以该区域内16个地级市间联合专利为分析变量,借助社会网络分析法构建了该地区近10年来的创新网络,并借助点度中心度、接近中心度、凝聚子群分析、网络密度等指标方法对该网络组织框架及其演进过程进行了可视化分析。研究发现在考察期内:(1)网络密度不断提升,形成了以成都为绝对核心,重庆、宜宾、绵阳等多次中心的网络结构;(2)节点城市间网络地位相差较为悬殊,创新资源、创新能力相差较大;(3)内部子群数量逐渐减少,成员间合作模式日益成熟。     

The differential effects of CEO narcissism and hubris on corporate social responsibility

Research Summary: While prior studies have predominantly shown that CEO narcissism and hubris exhibit similar effects on various strategic decisions and outcomes, this study aims to explore the mechanisms underlying how narcissistic versus hubristic CEOs affect their firms differently. Specifically, we investigate how peer influence moderates the CEO narcissism/hubris—corporate social responsibility (CSR). With a sample of S&P 1500 firms for 2003–2010, we find that the positive relationship between CEO narcissism and CSR is strengthened (weakened) when board‐interlocked peer firms invest less (more) intensively in CSR than a CEO's own firm; the negative relationship between CEO hubris and CSR is strengthened when peer firms are engaged in less CSR than a CEO's own firm. Managerial Summary: Some CEOs are more narcissistic while others may be more hubristic, but these two groups of CEOs hold different attitudes toward the extent to which their firms should engage in corporate social responsibility (CSR). Our findings with a large sample of U.S. publically listed firms suggest that narcissistic CEOs care more about CSR, but hubristic CEOs care less. Interestingly, when narcissistic CEOs observe their peer firms engaging in more or less CSR than their own firms, they tend to respond in an opposite manner; in contrast, hubristic CEOs will only engage in even less CSR when their peers also do not emphasize CSR. Our findings point to a fundamental difference between CEO narcissism and hubris in terms of how they affect firms' CSR decisions based on their social comparison with peer firms.     

Winning us with trifles: Adverse selection in the use of philanthropy as insurance

Research Summary: We study the use of corporate philanthropy as a form of reputation insurance, developing a formal model of such insurance to examine how the terms of insurance in equilibrium change under different assumptions about the firm and its stakeholders. We then test the predictions from this model in the U.S. petroleum industry and find that philanthropic donations offer insurance‐like benefits, but are also positively associated with subsequent oil spills—firms that give more, spill more—with this association being stronger for spills that are under firms’ control and in states with low civic capacity. These results are consistent with an adverse selection/moral hazard equilibrium and suggest that the use of philanthropy as reputation insurance may benefit firms at the cost of society. Managerial Summary: Firms that donate to social causes develop a reputation for being socially responsible, and are often given the benefit of doubt when negative information about them comes to light. But are philanthropic firms truly more responsible? We argue that firms that donate more may be more likely to do harm—those that expect to do harm later are likely to give more now, and those that know their reputation protects them may become less careful. Evidence from the U.S. petroleum industry is consistent with this argument, with firms that give more having more subsequent oil spills, but only the type of spills that are under the firm's control, and only in states where the firm faces weaker scrutiny.     

Flexibility in the gig economy: managing time on three online piecework platforms

Gig economy platforms seem to provide extreme temporal flexibility to workers, giving them full control over how to spend each hour and minute of the day. What constraints do workers face when attempting to exercise this flexibility? We use 30 worker interviews and other data to compare three online piecework platforms with different histories and worker demographics: Mechanical Turk, MobileWorks, and CloudFactory. We find that structural constraints (availability of work and degree of worker dependence on the work) as well as cultural‐cognitive constraints (procrastination and presenteeism) limit worker control over scheduling in practice. The severity of these constraints varies significantly between platforms, the formally freest platform presenting the greatest structural and cultural‐cognitive constraints. We also find that workers have developed informal practices, tools, and communities to address these constraints. We conclude that focusing on outcomes rather than on worker control is a more fruitful way to assess flexible working arrangements.     

The relationship between corporate social responsibility and shareholder value: an empirical test of the risk management hypothesis

Do shareholders gain when managers disperse corporate resources through activities classified as corporate social responsibility (CSR)? Strategy scholars have recently developed a theoretical model that links such activities to shareholder value when a firm suffers a negative event; we test key portions of this theory of the ‘insurance‐like’ property of CSR activity. We posit that such activity leads to positive attributions from stakeholders, who then temper their negative judgments and sanctions toward firms because of this goodwill. We extend the risk management model by theorizing that some types of CSR activities will be more likely to create goodwill and offer insurance‐like protection than other types. We delineate several firm and event specific characteristics that we expect to influence the link between CSR activities and an insurance effect. We then test our model using an event study of 178 negative legal/regulatory actions against firms throughout the 11 years from 1993–2003. We find that participation in institutional CSR activities—those aimed at a firm's secondary stakeholders or society at large—provides an ‘insurance‐like’ benefit, while participation in technical CSRs—those activities targeting a firm's trading partners—yields no such benefits. We conclude by considering the implications of our findings for future theorizing and research into the economic value of CSR engagement. Copyright © 2008 John Wiley & Sons, Ltd.     

基于参保时段配比的社会养老保险历史债务估算方法——以2005年基本养老保险制度为基础

社会养老保险的历史债务及其估算一直是学界关注的一个热点问题。本文提出历史债务估算的一种新方法——以“中人”基本养老金为基础、按照其在旧制度的工作年限与新制度下的缴费年限之比确定“中人”历史债务,并以2005年修改的基本养老保险制度为基础建立估算模型。这一方法适合于任一统筹地区。文章还根据某地的实际数据,对该地区的历史债务进行估算。     

居家养老模式的国际比较与借鉴

居家养老是适应人口老龄化和家庭结构变化,在家庭养老基础上发展起来的善用社会资源的养老模式,它满足了老年人适度社会化的需求,受到世界各国重视。本文梳理、归纳、比较和分析了国内外居家养老的实践经验,提出我国发展居家养老的思路和策略。