Automated feature extraction from social media for systematic lead user identification

Manufacturers strive to rapidly develop novel products and offer solutions that meet the emerging customer needs. The Lead User Method, emerging from studies on sources of innovation by the scientific community, offers a validated approach to identify users with innovation ideas to support rapid and successful new product development process. The approach has been more recently applied on online communities, where collection and analysis of rich user data are performed by expert practitioners. In this paper, feature extraction techniques are outlined, that enable automated classification and identification of lead users that are present in online communities. The authors describe two case studies to construct a classification model that is then used to identify online lead users for confectionery products, and to evaluate the outlined feature extraction techniques. The presented research points to opportunities in automated identification within the lead user approach that further reduce the resource and time costs.     

Corporate-Sponsored Volunteering: A Work Design Perspective

This study explored employee perceptions of participation in a corporate-sponsored volunteer initiative. Drawing on both questionnaire and focus group data, this study reaffirms the importance of altruistic concerns as a key driver for employee involvement in corporate- sponsored volunteering. Characteristics of the volunteering activity also emerged as important determinants of employee’s initial engagement and ongoing motivation for involvement in corporate-sponsored volunteering. In the same way that models of work design point to the value of enriched jobs, we see that there is scope to consider how corporate-sponsored volunteer programmes can be enriched so that employees have satisfying experiences and are more likely to participate. Enhancing perceptions of task significance and meaningfulness and incorporating relational elements into the volunteer activity seem to be especially critical in this regard.     

The determinants of Latin American exchange rate regimes

The experience of the last thirty years suggests that a wide range of factors affects policymakers’ choice of exchange rate regime. The initial explanation was that changes in the international sphere dominated domestic policies and strongly influenced how governments decided among the trade-offs. More recently, domestic political factors’ influence on the choice of exchange rate regimes have been emphasized, providing detailed and rich insights into the dynamics of the choice. Neither approach has been entirely successful. Both internal and external factors must be taken into account. This article builds on previous empirical work and takes into account domestic and international influences on the choice of exchange rate regimes in Latin America between 1964 and 1996. In addition, we highlight a variety of ‘interactions’, choices of economic policy that are affected by both national and international pressures and that, in turn, influence the choice of exchange rate regime. The empirical model uses multinomial ordered logit analysis to determine the factors in exchange rate determination and to compare the explanatory of the models with and without the interaction variables.     

Formal Development Opportunities and Withdrawal Behaviors by Employees in Small and Medium‐Sized Enterprises

This study explores direct and indirect relationships between involvement in formal training and development events, employee attitudes and withdrawal responses including turnover intentions and neglectful behavior for those employed in small and medium‐sized enterprises (SMEs). Questionnaire data were obtained from 185 staff employed in a diverse range of SMEs. Our results suggest that employees that participate in more training and development events are less likely to be considering leaving their employer and less likely to engage in neglectful behavior. However, the analysis revealed that the effects of participation in formal training and development are fully mediated by perceptions of organizational support and job satisfaction. In contrast to results from studies in large organizations, affective commitment was not found to be an influential determinant of employee exit intentions or neglect.