Power and Size of Firms as Reflected in Cleaning Subcontractors’ Practices of Social Responsibility

Recent discussions in the area of corporate social responsibility suggest that organizational size has complex meanings and thus requires more scholarly attention. This article explores organizational size in the context of relative power in inter-organizational networks. To shed light on the ways relative power interacts with size we studied social responsibility practices among cleaning subcontractors in three firms of different sizes. Our focus on the network differentiates these firms on the basis of their size and sector. Semi-structured interviews were used to trace cleaning subcontractors’ CSR-related practices. We analyzed subjective reports and discursive practices involved in subcontractors’ self-presentations. While the economic and philanthropic dimensions of social responsibility were presented by the cleaning subcontractors as independent of network constraints, the findings show that the legal and ethical dimensions were subject to large client–firm pressures. What we learn from our data is that the four dimensions of Carroll’s model, the economic, legal, ethical, and philanthropic, should all develop from and be evaluated against a fifth root dimension of inter-personal commitment.     

Predicting IJVs＇ effectiveness based on their autonomy levels and the characteristics of their parent companies

Separate research streams have identified relationships between IJV autonomy and IJV effectiveness, and between functional/dysfunctional parent-company differentiation and IJV effectiveness. This study attempts to integrate these two literature streams by examining how these two sets of independent variables interact in terms of predicting IJV effectiveness. Results partially support our hypotheses that the autonomy-effectiveness relationship is less positive with greater functional differentiation and more positive with greater dysfunctional differentiation. The results provide strong support for our hypotheses that activities closer to the local operating environment will influence these relationships such that autonomy becomes more important to effectiveness when an activity has strong local ties.     

Employee commitment in MNCs: Impacts of organizational culture,HRM and top management orientations

This article tests a model of organizational commitment in multinational corporations (MNCs). According to the model, organizational culture and human resource management (HRM) affect employee commitment directly as well as indirectly through top management team orientations. Szpecifically, we examined the effect of top management team global orientation and geocentric orientation, which are seen as contributing uniquely to employee commitment in MNCs. The model was tested on a sample of 1664 core employees working in 39 affiliates of 10 MNCs. We found strong overall support for the model. In particular, organizational culture characterized by high adaptability and a HRM system characterized by high performance work practices were found to have a significant and direct effect on employee commitment. In addition, we found that the effect of these traditional elements of the human organization is partially mediated through top management orientations, specific to international firms. The validity and generalizability of these results are reinforced by the control of a set of demographic variables as well as nationality of parent company.     

Internationalization of Chinese Entrepreneurial Firms

This article uses the resource‐based and internationalization theories to explain the export behavior of Chinese entrepreneurial firms. Based on multiyear data on Chinese firms from the Global Entrepreneurship Monitor (GEM), we show that contextualized resource‐based theory can adequately explain some of the variation in export behavior among young Chinese firms. Exports by small Chinese firms are driven by the social and intellectual capital of the entrepreneur and their entrepreneurial proclivity, and the innovativeness/uniqueness of the product/offering. © 2013 Wiley Periodicals, Inc.     

Absenteeism in Israeli schoolteachers: An organizational ethics perspective

Two studies are presented with the purpose of investigating teacher absences in Israel from the perspectives of organizational normative behavior (Study 1) and organizational ethical climate (Study 2). Study 1 posits that absence may represent shirking behavior, and tested this hypothesis by investigating temporal absence trends of the entire public teacher population in Israel around weekends, holidays, and days of heavy workload. Results provide evidence which supports our theoretical expectations. Study 2 proposes that teachers' work absences are associated with the school's ethical climate. Using a sample of high-school teachers, our results supported this hypothesis, particularly for low-seniority and non-tenured teachers. We suggest that the normative behavior and ethical climate perspectives offer new vistas for advancing our understanding of absence behavior in organizations.     

When Less (Potential Demand) Is More (Revenue): Asymmetric Bidding Capacities in Divisible Good Auctions

We show that asymmetry in bidders’ capacity constraints plays an important role in inhibiting collusion and promoting competitive outcomes in multi-unit auctions in which the final value of the good is common knowledge. This effect appears to be related to the increased difficulty of coordination when there are significant differences between bidders. Due to its impact on collusive outcomes, asymmetry in bidding capacities has a more powerful impact on the seller’s revenue than does the auction type. Consistent with the finding in Sade et al. (2006) that the discriminatory auction is more susceptible to collusion than the uniform-price auction, asymmetry in capacity constraints has a greater impact in discriminatory auctions.We thank Emmanuel Morales-Camargo, Ira Luria and Yelena Larkin for their excellent research assistance. We have benefited from comments by Yishay Yafeh, Eugene Kandel, Dan Levin, David Genesove, Eric Hughson, Steve Rock, Peter Bossaerts, David McAdams two anonymous referees, participants at the 2005 International Meeting of the Economic Science Association in Montreal, the 2006 winter meeting of the Econometric Society in Boston, and seminar participants at the University of Cincinnati, Hebrew University, Federal Reserve Bank of Atlanta, Tel-Aviv University, the University of Notre Dame, and Ben-Gurion University. Sade thanks the Israel Science Foundation (ISF 480/05) and the Krueger Center for Finance at the Hebrew University of Jerusalem for partial financial support.     

Competition and Cooperation in Divisible Good Auctions: An Experimental Examination

An experimental approach is used to examine the performanceof three different multiunit auction designs: discriminatory,uniform-price with fixed supply, and uniform-price with endogenoussupply. We find the actual strategies to be inconsistent withtheoretically identified equilibrium strategies. The discriminatoryauction is found to be more susceptible to collusion than eitheruniform-price auction and so, contrary to theoretical predictionsand previous experimental results, it generates the lowest averagerevenue. Consistent with theoretical predictions, the actualbid schedules are more elastic with reducible supply or discriminatorypricing than in the uniform-price auction with fixed supply.