LONGER‐RUN EFFECTS OF ANTI‐POVERTY POLICIES ON DISADVANTAGED NEIGHBORHOODS

We assess evidence on the longer‐run effects of minimum wages, the Earned Income Tax Credit, and welfare on key economic indicators of economic self‐sufficiency in disadvantaged neighborhoods. The evidence suggests that the longer‐run effects of the Earned Income Tax Credit are to increase employment and to reduce poverty and public assistance. We also find some evidence consistent with higher welfare benefits having longer‐run adverse effects, and stronger evidence that tighter welfare time limits reduce poverty and public assistance in the longer‐run. The evidence on the longer‐run effects of the minimum wage on poverty and public assistance is not robust. (JEL J22, J23, J38)     

If you feel it now you will think it later: The interactive effects of mood over time on brand extension evaluations

While mood has been found to affect brand extension evaluations, the specific mechanisms by which it affects those evaluations remain largely untested. This study suggests that mood‐induced differences in cognitive processing style (relational vs. item‐specific elaboration) are possible explanations affecting brand extension evaluations. Results of two experiments showed that consumers in a positive (vs. negative) mood engaged in relational (vs. item‐specific) elaboration and consequently evaluated brand extensions and brand extension fit more favorably than consumers in a negative mood. The effects were found immediately after exposure (Experiment 1) and after a one‐week delay (Experiment 2). Theoretical and practical implications are discussed. © 2011 Wiley Periodicals, Inc.     

Tournament Rituals, Category Dynamics, and Field Configuration: The Case of the Booker Prize

abstract    In this article we theorize the ways in which tournament rituals, in the form of prominent industry award ceremonies, configure organizational fields. We review field theory to distil four criteria to which field-configuring mechanisms should conform. We undertake an archival study of the Booker Prize for Fiction to explore how this tournament ritual has configured the field of contemporary English-language literature by championing the distinctive category of post-colonial fiction.     

The changing face of HRM: in search of balance

Current models of HRM suggest that expectations about HR roles are changing as organisations are striving to make the HR function leaner and more ‘strategic’. In our article we explore the changing roles of HRM as they are perceived by different stakeholder groups within the HR profession through the medium of a study examining the diffusion of the concept of ‘the thinking performer’ launched by the Chartered Institute of Personnel and Development in 2002. We explain how the concept of business partnering dominates respondents' talk about HR policy and practice and raise questions about the impact of this in terms of HRM's relationship with employees, employee well‐being and the career paths of HR professionals. We argue that the profession needs to reflect seriously on the consequences of a dominant business/strategic partner framing of HR work, which fails to address the duality that has historically always been inherent in HR practice. We conclude that there is a need for a more balanced HR agenda addressing human and economic concerns in current and future models of HRM.     

2011年“亚洲最佳分析师”评选出炉

鲜有股票分析师建议客户卖出持有的某家公司的股票,因为这需要勇气。由于《华尔街日报》对“亚洲最佳分析师”（Asia’s Best Analysts）展开的调查所覆盖的十大股市去年全线下跌,这些建议客户卖出股票的分析师反而替客户赚了钱。     

Ethical Considerations and Change Recipients’ Reactions: ‘It’s Not All About Me’

An implicit assumption in most works on change recipient reactions is that employees are self-centred and driven by a utilitarian perspective. According to large parts of the organizational change literature, employees’ reactions to organizational change are mainly driven by observations around the question ‘what will happen to me?’ We analysed change recipients’ reactions to 26 large-scale planned change projects in a policing context on the basis of 23 in-depth interviews. Our data show that change recipients drew on observations with three foci (me, colleagues and organization) to assess change, making sense of change as multidimensional and mostly ambivalent in nature. In their assessment of organizational change, recipients care not only about their own personal outcomes, but go beyond self-interested concerns to show a genuine interest in the impact of change on their colleagues and organization. Meaningful engagement of employees in organizational change processes requires recognizing that reactions are not simply ‘all about me’. We add to the organizational change literature by introducing a behavioural ethics perspective on change recipients’ reactions highlighting an ethical orientation where moral motives that trigger change reactions get more attention than is common in the change management literature. Beyond the specifics of our study, we argue that the genuine concern of change recipients for the wellbeing of others, and the impact of the organizations’ activities on internal and external stakeholders, needs to be considered more systematically in research on organizational change.     

Social media influencers: A route to brand engagement for their followers

Social Media Influencers (SMIs) are micro‐celebrities with large followings on social media platforms who engage consumers and hold the potential to promote customer‐brand relationships across different product categories. SMIs have an existing relationship of trust with consumers, and consumers seek out the content created by SMIs for valuable information and advice. This study explores the process of brand engagement between consumers and brands in the digital content marketing environment, specifically examining the research question: Do SMIs act as a route to brand engagement for their followers? The context for this study is the beauty community on YouTube; over 60,000 user comments were analyzed through automated text analysis. This study is among the first to provide empirical evidence that SMIs do act as a route to brand engagement through the three dimensions of cognitive processing, affection and activation.     

Accelerating leadership development via immersive learning and cognitive apprenticeship

The authors put forward an approach to leadership development that builds on the principle of accelerated learning. They argue that leadership development, particularly in a period of recession or slow economic growth, needs to deliver results more quickly and with fewer resources. Indeed, they raise the question of whether or not this is what is necessary for training and development more generally.     

Probing the basis for differential pay practices of younger workers in low paying hospitality firms

Understanding the basis for differential pay practices by age is an important policy issue now that claims for pay discrimination on grounds of age may be mounted. Difficulties in determining the relative job worth and personal worth of workers in particular age groups are highlighted. We identify a need to develop a practical mechanism for assessing the validity of age‐related pay differences in keeping with contemporary notions of jobs and skills that will provide a basis for employers to demonstrate objective justification that their employment practices are not discriminatory. More comprehensive and wide‐ranging research is necessary to differentiate age‐related pay practices and develop further theoretical insights.