Perceptions of the effectiveness of training and development of ‘grey-collar’ workers in the People's Republic of China

An important human resource development (HRD) implication of the People's Republic of China's (PRC) rapidly expanding economy has been the emergence of a critical shortage of grey-collar workers (GCW). Although ‘grey-collar’ has been commonly used in the West to describe an aging population within the workforce, in China it refers to people who are neither white nor blue collar workers but technicians. The shortage of GCW constrains the PRC's economic and developmental sustainability, and has been recognized in central and provincial government initiatives to increase training and development of employees within these fields. While acknowledged as a policy and organizational problem, there has been no research investigating what organizations are doing to develop these employees. Drawing upon a survey of 310 semi-skilled and skilled employees in Beijing, our findings suggest that while the surveyed organizations are investing heavily in both on- and off-the-job training, employees' perceived value of such differs markedly according to age and position. The research has important implications for China's HRD strategy in suggesting links between training and other human resource management (HRM) functions are yet to be evidenced.     

The Choice of Governance Modes of International Franchise Firms — Development of an Integrative Model

This paper examines the evolution of the international franchise research with special focus on the governance modes of the international franchise firm and develops a new model for the franchisor's choice of the international governance modes. International governance modes in franchising refer to wholly-owned subsidiaries, joint venture franchising, area development franchising and master franchising. Although many studies on the governance modes of the international franchise firm have been published in the last two decades, no prior study develops an integrative framework that investigates the determinants of the international governance modes by combining organizational economics and strategic management perspectives. Specifically, this study explains the governance modes of the international franchise firm by applying transaction cost theory, agency theory, resource-based and organizational capabilities theory and property rights theory.     

Algebraic and combinatorial properties of ideals and algebras of uniform clutters of TDI systems

Let \(\mathcal{C}\) be a uniform clutter and let A be the incidence matrix of \(\mathcal{C}\). We denote the column vectors of A by v ₁,…,v _q . Under certain conditions we prove that \(\mathcal{C}\) is vertex critical. If \(\mathcal{C}\) satisfies the max-flow min-cut property, we prove that A diagonalizes over ? to an identity matrix and that v ₁,…,v _q form a Hilbert basis. We also prove that if \(\mathcal{C}\) has a perfect matching such that \(\mathcal{C}\) has the packing property and its vertex covering number is equal to 2, then A diagonalizes over ? to an identity matrix. If A is a balanced matrix we prove that any regular triangulation of the cone generated by v ₁,…,v _q is unimodular. Some examples are presented to show that our results only hold for uniform clutters. These results are closely related to certain algebraic properties, such as the normality or torsion-freeness, of blowup algebras of edge ideals and to finitely generated abelian groups. They are also related to the theory of Gröbner bases of toric ideals and to Ehrhart rings.     

A Study of Typology of Teacher’s Questions

This study invested the typology of teacher’s questions as well as its functions in teaching. Teacher’s questions are widely acknowledged as a valuable instrumental strategy,improved classroom questioning strategies may contribute to the development of students’ higher cognitive-thinking skills,asking the right questions appears to enhance the student learning.     

Out of sight and out of mind? A literature review of occupational safety and health leadership and management of distributed workers

Distributed workers – those who work autonomously and remotely from their organisation’s main locations for at least some of their work-time – are an important and growing proportion of the workforce that share common characteristics of temporal and spatial distance. Yet, many leadership styles and management practices assume face-to-face interaction, potentially rendering them less helpful in trying to ensure good occupational safety and health (OSH) outcomes for distributed workers. We conducted a systematic literature review to examine the leadership and management of OSH for distributed workers. Twenty-three papers were identified. Eleven papers identified established leadership styles, including leader-member exchange, (safety specific) transformational and considerate leadership. Twenty papers examined management. Findings from these 20 papers were interpreted as representing resources, deployed through management and utilised by managers to ensure OSH for distributed workers, including communication technologies, social support and a good safety climate. Despite limited research in this area, findings indicate the importance of both leadership and management in ensuring OSH for distributed workers. Findings suggest a fertile area for future enquiry.     

Is HRD in need of an ethics of care?

Human Resource Development (HRD) operates within competitive global environments and the changing expectations of societal moral values, which can be in conflict with organizational values, performance, and profit. These are underpinned by the unquestioning acceptance and ‘orthodoxy’ of free‐market economics, legalism, and codes of conduct that result in a lack of ethical analysis within HRD practice. In response to the forgoing, it will be argued that the ethics of care that espouses the values of human relationships, empathy, dignity, and respect is a legitimate approach to free-market lead ethical rule-based rationality that is often presented as the de facto position for HRD professional practice. It presents the ethical debates in which HRD operates within, before arguing for the ethics of care. Three case examples from practice are offered illustrating how HRD practice might respond through the lens of an ethics of care. Reflections and implications for HRD in the form of objections and responses are considered. It concludes that HRD professionals are faced with many difficulties when making decisions, and that the ethics of care offer is an alternative perspective for HRD practitioners.     

Toward an understanding of consumers’ perceptions of food labels

This study examines the factors that influence consumers’ perceptions or beliefs about food labels. The results indicate that health and diet related attitudes, special diet status, perceived importance of product attributes like nutrition and ease of preparation, race, gender, income, and body mass index are important factors affecting consumers’ perceptions and beliefs about label use. Understanding the type of consumers who have these perceptions and beliefs as well as the factors that influence these beliefs and perceptions is crucial for designing effective marketing and nutrition education campaigns.     

On domination number of Cartesian product of directed paths

Let γ(G) denote the domination number of a digraph G and let P _m □P _n denote the Cartesian product of P _m and P _n , the directed paths of length m and n. In this paper, we give a lower and upper bound for γ(P _m □P _n ). Furthermore, we obtain a necessary and sufficient condition for P _m □P _n to have efficient dominating set, and determine the exact values: γ(P ₂□P _n )=n, g(P₃\square P_n)=n+é\fracn4ù\gamma(P_{3}\square P_{n})=n+\lceil\frac{n}{4}\rceil, g(P₄\square P_n)=n+é\frac2n3ù\gamma(P_{4}\square P_{n})=n+\lceil\frac{2n}{3}\rceil, γ(P ₅□P _n )=2n+1 and g(P₆\square P_n)=2n+é\fracn+23ù\gamma(P_{6}\square P_{n})=2n+\lceil\frac{n+2}{3}\rceil.     

An Evaluation of Train-to-Code to Teach Implementation of PECS©

We evaluated the impact of a customized training program developed using an observation and behavioral coding software system (i.e., Train-to-Code) to teach implementation of Phase 3A of the Picture Exchange Communication System to four undergraduate students. The training program coached participants on all relevant steps of the procedure. To accomplish this, participants viewed multiple video exemplars of correct and incorrect implementation of each step in the sequence of behaviors, and coded these behaviors in accordance with a taxonomy developed by the experimenters. The training program provided prompts and feedback in real time based on participants’ current level of performance and required mastery of seven levels of training, each with fewer prompts and feedback, until an expert level of unprompted coding performance was demonstrated. A multiple baseline design across participants was used to evaluate the effectiveness of the training program on levels of procedural integrity during performance test probes conducted with a confederate learner before and after the completion of the training program. Results showed improved performance relative to baseline following training, and maintenance of performance at 2–4 weeks follow-up. A conceptual analysis of these findings will be discussed, along with implications for staff training in applied settings.     

Situation-based measurement of the full range of leadership model — Development and validation of a situational judgment test

In response to calls for context-specificity in leadership research, we developed and validated a Situational Judgment Test of the Full Range of Leadership Model (SJT-FRLM). Three consecutive studies were conducted following the typical steps of test development. Study 1 served measure development and pilot testing: item stems were generated empirically, item responses were developed with a theory-driven approach, and pilot testing was based on a leader sample. Study 2 served to analyze construct- and criterion-related validity of the instrument. Moreover, an empirical scoring key was developed that weights each item response according to its relation with leadership effectiveness in each situation. In Study 3, we demonstrated incremental validity and interrater agreement. The test fills an important gap in literature because it not only has predictive validity above and beyond established measures, but also takes into account the contextual element of leadership.     

Is outsourcing of intangibles a real source of competitive advantage?

Intangible investments constitute an emerging and important field of management. The objective of this article is to further consider the problem of intangible resource externalization from a theoretical as well as an operational point of view. The first section reviews the problem of defining intangibles; the second section considers the issue of outsourcing intangibles from a theoretical as well as an operational point of view; the third section reviews the practical issues (especially costrelated) of outsourcing, for two main intangible activities: research and development and information technology services (information logistics functions). The fourth section summarizes the main issues and discusses their implications for accounting analysis and practice.     

A meso measure? Examination of the levels of analysis of the Multifactor Leadership Questionnaire (MLQ)

Critical review of the Multifactor Leadership Questionnaire, Form 5X (MLQ5X), reveals serious problems related to specification of the theoretical level of analysis at which it measures its underlying constructs. Data from two separate samples indicate that items of the commonly used MLQ5X are ambiguous with respect to level of analysis. It appears unclear in many instances whether the items reflect individual, group, or organizational referents. Based upon our analyses and the literature, we present specific propositions concerning the level(s) at which each MLQ5X dimension appears most appropriately conceptualized and measured, along with suggestions for future research and revision of the MLQ5X.     

Use and misuse of levels of analysis in leadership research: An illustrative review of leader–member exchange

Prior reviews have focused on if leadership literature pays homage to levels of analysis; our purpose is to take stock of how well and in what ways levels issues are implemented in theory and hypotheses formulation, construct conceptualization, measurement, and data analysis. To illustrate these notions, we provide an in-depth review of 163 multi-level empirical leader–member exchange (LMX) and vertical dyad linkage (VDL) studies published between 1972 and 2012. Our findings indicate that the volume of multi-level studies in LMX has drastically increased recently and the majority of these studies cast theory and hypotheses at the same level. With regard to alignment of levels of theory/hypotheses with measurement and with data analyses, however, roughly one out of two published studies suffers from misalignment of levels. Most of this misalignment occurs in studies where the dyad level of analysis, a key component of LMX, is an explicit or implicit focus. We conclude with a discussion of the implications for the LMX literature, and present recommendations to guide multi-level leadership research.     

Are national levels of employee harassment cultural covariations of climato-economic conditions?

Conflict in a workgroup turns into harassment if a group member is persistently confronted with negative acts with few possibilities to retaliate. Cross-national differences in such intragroup harassment are considerable but wait to be understood. In this study, survey data from 44,836 employees in 44 countries revealed that a cultural in-group orientation was associated with lower employee harassment. In addition, and in agreement with Van de Vliert's climato-economic theory of culture, workforces reported more harassment in poorer countries with more demanding climates of colder-than-temperate winters, hotter-than-temperate summers, or both. Finally, it was found that the impact of climato-economic hardships on harassment suppressed the impact of cultural in-group orientation on harassment. Using the regression equation obtained for the sample of 44 countries, national levels of employee harassment for a broader pool of 103 countries were estimated and scrutinized for their validity for future research. Data from the World Values Surveys were used to validate the estimations. The results provide the basis for a further hypothesis, that employee harassment is more prevalent in countries with either survival or self-expression cultures than in countries with cultures that are intermediate between those two extremes. The results have implications for prevention and remedial measures.     

Does the capital of social capital matter? Relational resources of the board and the performance of Brazilian companies

Based on theories of social capital, in this study, we seek to assess the impact of a board’s social capital on the market value of companies listed on the Brazilian stock exchange. As our indicator of social capital, we use the relational resources identified in the direct, indirect and heterogeneous ties of the board. Employing panel data from 508 observations, our results indicate that heterogeneous relational resources have a stronger and more significant influence than the resources available from board members’ direct relationships. Additionally, as the effects of board interlock are endogenously determined by several factors related to the firm level, we seek to mitigate the endogeneity problem using models of instrumental variables and simultaneous equations. Our hypotheses were consistent after controlling for endogeneity. We also check whether the board’s social capital could present a U-inverted effect on the market value. This relationship was only plausible in social capital by indirect ties. Finally, we isolate the effect of relational resources within and between industries on Tobin’s Q. There was no significant effect through interlocks within the same industry. However, ties with companies in several other industries were significant.     

An extension of Stein-Lovász theorem and some of its applications

The Stein-Lovász theorem provides an algorithmic way to deal with the existence of certain good coverings, and thus offers bounds related to some combinatorial structures. An extension of the classical Stein-Lovász theorem for multiple coverings is given, followed by some applications for finding upper bounds of the sizes of (d,s out of r;z]-disjunct matrices and (k,m,c,n;z)-selectors, respectively. This gives a unified treatment for some previously known results relating to various models of group testing.     

An ounce of prevention?

While preventive health care is intuitively attractive, both from a disease morbidity and cost of care aspect, it is most effective when the natural history of a disease can be precisely predicted and when there is effective therapy to modify the risk factor. In contrast, if the natural history is uncertain, perhaps due to its multifactorial nature and treatment not entirely effective, there will inevitably be inefficiency in preventive treatment. In this complicated balancing act, the inefficiencies of preventive therapy may be buried beneath the surface, due in part to the method of reporting and perhaps to the enthusiasm for preventive medicine in general. Until we are able to identify more predictive risk factors, there will always be inefficiencies in preventive medicine, and many must be treated for one to benefit. However, the absolute risk reduction and the number needed to treat are useful measures to highlight what can actually be achieved with preventive therapy.