Cultural convergence through web-based management techniques? The case of corporate web site recruiting

This paper empirically analyzes the influence of national culture on the comprehensiveness to which companies in different countries make use of corporate web site recruiting. Based on Hofstede's 4-Dimensions model of culture, four hypotheses are developed and tested against data from 420 companies in 14 countries. The results indicate that cultural effects are relevant even though a management technique is provided on the World Wide Web. Particularly, individualism has a strong influence on the use of corporate web site recruiting in different countries. Thus, the results lend support for the divergence approach in international management research.     

Global Warming Risk Perceptions in India

Few studies have focused on global warming risk perceptions among people in poor and developing countries, who are disproportionately impacted by climate change. This analysis conducts a comprehensive assessment of global warming risk perceptions in India using a national sample survey. Consistent with cultural theory, egalitarianism was positively associated with global warming risk perceptions. In addition, perceived vulnerability and resilience to extreme weather events were also two of the strongest factors associated with global warming risk perceptions. While worry was positively associated with risk perceptions, it accounted for only a small proportion of the variance, unlike studies in developed countries. Finally, the study also collected global warming affective images. The most common responses were “don't know” or “can't say” (25%), followed by “pollution” (21%), “heat” (20%), and “nature” (16%). The study finds that the predictors of global warming risk perceptions among the Indian public are both similar and different than those in developed countries, which has important implications for climate change communication in India.     

Strategies and determinants of corporate support to the arts: Insights from the Italian context

Drawing on the agency theory and the stakeholder theory, this study assesses strategies for corporate support to the arts and analyzes their organizational and contextual determinants. Based on an original dataset of Italian companies benefitting from a tax incentive program, we observe the following findings: smaller companies are more likely to contribute to the maintenance of the artistic heritage of the local area where they are located, with the aim of sustaining the cultural capital of their community (local legacy strategy); larger companies are more likely to support arts and culture as part of their social responsibility strategy (rich patronage strategy); medium-sized service companies are more likely to contribute a small amount of money to cultural and artistic events with a national appeal, with the aim of enhancing their reputation (Market-oriented strategy). Our research provides useful insights to artistic and cultural organizations for designing their fundraising activities and to policymakers interested in stimulating private donations for the preservation of a country's cultural heritage.     

Ecological stewardship in Japanese firms

As pressure develops for foreign multinationals to follow the lead of U.S. companies by providing greater accountability on environmental performance and the development of environmental management systems; author Jacob Park brings CES readers a rare insight into the nature of Japanese environmental strategy. With examples from NEC's “green innovation” plan, Mr. Park reveals the strategic initiatives Japanese companies institute to address their own unique set of internal and external pressures.     

Public Perceptions of the Risks and Benefits of Technology1

This study attempted to verify and extend previous research on people's perceptions of the risks and benefits of technology and their judgments concerning the acceptability of technology safety regulations. The study addressed several limitations of prior work, in that: (1) it was the first “expressed-preference” study to collect data from large, representative samples of Americans; (2) the research design made “person,” rather than “technology,” the unit of statistical analysis; and (3) the study employed an expanded set of independent variables, including three qualitative benefit characteristics. The results confirmed several major conclusions of prior expressed-preference research, the most important being that members of the public tend to define “risks,”“benefits,” and “acceptability” in a complex, multidimensional manner; and that their definitions differ significantly from those used by professional risk-managers and other technical experts in quantitative assessments of risk and acceptability. The results also indicated that people's stances toward technology regulation tend to cut across traditional sociodemographic lines.     

Does shared and differentiated transformational leadership predict followers' working conditions and well-being?

Transformational leadership has been widely researched and is associated with followers' performance, attitudes, and subjective well-being at the individual level. Less research has focused on transformational leadership as a group phenomenon. In a survey study (425 followers and 56 leaders), we examined how group-level and differentiated transformational leadership shape followers' perceptions of their working conditions and individual subjective well-being. There was stronger evidence that differentiated transformational leadership's relationships with indicators of well-being was mediated by perceptions of working conditions, in that 10 out of 20 tests for mediation using differentiated transformational leadership were significant, compared to just three out of 20 for group-level transformational leadership. The results suggest that transformational leadership needs to be studied as a group phenomenon considering how group-level perceptions may impact on followers' well-being and that leaders need to realize that there is an “I” in groups and addition to a “we” in groups.     

To be or not to be corporate heritage oriented? A study of managers’ corporate heritage mindsets

Corporate heritage is a research topic in branding with managerial relevance to achieve competitive advantages. Research has mainly focussed on companies with a formal corporate heritage orientation, neglecting other companies. In this study, a novel framework has been developed for analysing managers' corporate heritage mindsets as a precondition for a corporate heritage orientation in a non-heritage-oriented company. Individual managers’ corporate image heritage depicts how managers perceive their company over time, hence revealing their corporate heritage mindset. This article proposes that two managerial mindset dimensions matter – corporate heritage recognition and stance. This abductive study combines theory and empirical findings from an industrial company with a long history, but no corporate heritage orientation. The proposed framework offers companies with a history a way to analyse whether corporate heritage could be recognised and employed. This article contributes to corporate heritage research by broadening the applicability of corporate heritage issues.     

Values and behaviors of effective lean managers: Mixed-methods exploratory research

Lean Management is a managerial approach focused on enhancing customer value through the elimination of non-value adding steps from work processes. Lean Management is also enjoying a resurgence, largely because its ‘do more with less’ philosophy is particularly well-suited for the austere conditions of a 'Great Recession' recovery. Despite this resurgence with practitioners, however, academic research of Lean Management, in particular research on the leadership of lean initiatives, remains limited. In this study, we identify a constellation of lean values and behaviors of effective lean managers, based on extant research and the views of expert practitioners, and a field study of lean managers. In the first of two empirical studies, we produce an initial list of values and behaviors, derived from both the lean and leadership literature, and from three Delphi rounds with 19 expert lean practitioners. In study 2, we corroborate and refine the list with a sample of effective lean middle managers, through 18 interviews; a survey (N = 43); and fine-grained video-analyses of their in situ behaviors during meetings with subordinates. The values identified include: honesty, candor, participation and teamwork, and continuous improvement—all indicative of self-transcendence and openness to change. Regarding behaviors, we find that the effective lean middle managers of our sample, compared to other middle managers, engage significantly more in positive relations-oriented “active listening” and “agreeing” behaviors, and significantly less in “task monitoring” and counterproductive work behaviors (such as “providing negative feedback” and “defending one's own position”). To conclude, we put forward five new propositions intended to guide future research and a more successful practice of ‘lean leadership.’     

1 network privatisation: The trend for the future

At the recent Financial Times Conference on Telecommunications and the European Business Market: the Perspectives for Change, two of the contributors examined the question of whether companies should “make” their own private telecommunications network, or “buy” a publicly-offered service.The topic is not only interesting as a case study of “make or buy”, but is especially timely in the specific field of telecommunications in Europe. In June 1987, the European Commission issued its Green Paper on telecommunications liberalisation and rationalisation of Europe's equipment manufacturers. Current difficulties include national regulatory powers, cross subsidies, lack of common standards, and lack of agreement on standards, frequencies and tariff principles. Not least, rapid changes in the technology itself has turned telecommunications into a Strategic competitive asset for companies.The two authors of these articles argue from slightly different perspectives; White as a major user developing into a provider, and Wilson as an adviser and provider. Both are convinced that the make or buy decision is an over-simplification; there are other, intermediate, options. Both agree that which ever decision is taken, it is likely to be the most important one in information technology that companies make in the next few years.     

Crafting effective environmental strategies: A “model of learning” from the chemical and pharmaceutical industries

While creating and implementing effective environmental strategies, firms collect and process information from many interconnected “learning environmental.”These “models of learning” serve to develop environmental knowledge and cultural beliefs that guide, coordinate and synchronize actions at the corporate and subsidiary levels. In this way, best environmental practice becomes institutionalized within the organization.This article examines both the formal and informal processes that firms use to identify and transform environmental strategies into accepted organizational practices. Environmental, health and safety (EH & S) managers, in particular, should embrace the notion that systematically gathering and sharing such information across the organization can have profound implications for a firm's environmental performance. Firms that capture and disseminate the critical environmental knowledge of their members can be well positioned to attain environmental leadership roles in their industries.     

The ethical mirage: A temporal explanation as to why we are not as ethical as we think we are

This paper explores the biased perceptions that people hold of their own ethicality. We argue that the temporal trichotomy of prediction, action and recollection is central to these misperceptions: People predict that they will behave more ethically than they actually do, and when evaluating past (un)ethical behavior, they believe they behaved more ethically than they actually did. We use the “want/should” theoretical framework to explain the bounded ethicality that arises from these temporal inconsistencies, positing that the “should” self dominates during the prediction and recollection phases but that the “want” self is dominant during the critical action phase. We draw on the research on behavioral forecasting, ethical fading, and cognitive distortions to gain insight into the forces driving these faulty perceptions and, noting how these misperceptions can lead to continued unethical behavior, we provide recommendations for how to reduce them. We also include a call for future research to better understand this phenomenon.     

Wem droht die Zinsschranke? Eine empirische Untersuchung zur Identifikation der Einflussfaktoren

One important aspect of the German corporate tax reform 2008/2009 is the introduction of an EBITDA-based interest deduction limitation. This article focuses on the questions how many and which companies are threatened by this so-called “interest ceiling rule”. Based on an analysis of 77.464 financial statements of German corporations this limitation is relevant for 561 up to 1.511 companies. Thus, this thin-capitalization rule affects more companies than expected by politics. Additionally, we derived several hypotheses from theory concerning possible distortions caused by this rule and tested them empirically. As a result, the “interest ceiling” does affect systematically large, less profitable companies, those with high collaterals as well as holding and real estate companies. Consequently, domestic corporate decisions will be distorted and the theorem of production efficiency is violated.     

Satisfying and Retaining Customers through Independent Service Representatives

The degree of leverage possessed by manufacturers who outsource their customer service function to channel partners over customer satisfaction and loyalty is assessed empirically. Data provided by independent service representatives are linked with data from their customers. Results indicate that a manufacturer's support of its representatives increases their job satisfaction which, in turn, is indirectly linked to the customer satisfaction through shared perceptions of service performance and quality. However, the strength of the effects is modest, suggesting that manufacturers may need to consider direct customer contact strategies or contractual means of assuring customer satisfaction when independent service representatives “own the customer.” Conceptually, the hypothesized shared mindset model is tested against the competing affect transfer model, resulting in support for the former. Job satisfaction moderates the degree of agreement between representatives' and customers' perceptions of service performance and quality such that greater agreement occurs when job satisfaction is high.     

Competitive Goals and Plant Investment in Environment and Safety Practices: Moderating Effect of National Culture

Operations managers clearly play a critical role in targeting plant‐level investments toward environment and safety practices. In principle, a “rational” response would be to align this investment with senior management's competitive goals for operational performance. However, operations managers also are influenced by contingent factors, such as their national culture, thus creating potential tension that might bias investment away from a simple rational response. Using data from 1,453 plants in 24 countries, we test the moderating influence of seven of the national cultural characteristics on investment at the plant level in environment and safety practices. Four of the seven national cultural characteristics from GLOBE (i.e., uncertainty avoidance, in‐group collectivism, future orientation and performance orientation) shifted investment away from an expected “rational” response. Positive bias was evident when the national culture favored consistency and formalized procedures and rewarded performance improvement. In contrast, managers exhibited negative bias when familial groups and local coalitions were powerful, or future outcomes—rather than current actions—were more important. Overall, this study highlights the critical importance of moving beyond a naïve expectation that plant‐level investment will naturally align with corporate competitive goals for environment and safety. Instead, the national culture where the plant is located will influence these investments, and must be taken into account by senior management.     

AN EXTENSION OF WOLFE'S STUDY OF SIMULATION GAME COMPLEXITY*

This study is an extension of recently reported research concerning the relationships between business simulation game complexity and student perceptions of “learning,”“monotony,” and “appropriateness of challenge.” A game of intermediate-level complexity was used at two education levels. Findings from the current study are compared with findings from an earlier study's intermediate-level complexity game. A number of questions with respect to the earlier findings are raised.     

Decoding the Signal Effects of Job Candidate Attraction to Corporate Social Practices

This article seeks to go beyond the implied assumption from previous research that job candidate attraction to corporate social practices is equivalent across individuals. To this end, we propose a framework for categorizing individuals' attraction to different corporate social performance profiles. Our framework is grounded in relational models theory and Mitroff's model of managers' “ideal organizations.” An inductive approach was used to elaborate upon the model and assess the extent to which candidates preferences vary. Data were collected from prospective job seekers regarding their attraction to social practices that benefit or harm various stakeholders, and these responses were used to develop profiles of job candidates' attraction to distinct profiles of organizations' social practices. The results provide a guide for managers who wish to improve the likelihood that an organization's social practices reflect what is best about its culture.     

Evaluation of corporate governance systems by credit rating agencies

In periods of high market volatility, and in order to minimize their risks, some investors prefer to invest their funds in well-governed companies. This paper aims to describe the methodology used by rating agencies to assess corporate governance systems (CGS) and to compare agencies’ practices. More and more the shareholders and creditors incorporate mechanisms related to CGS in the assessment of risks. Using a sample of five rating agencies, we distill 51 governance criteria to two governance factors using principal components analysis. The first factor represents the “shareholders rights and board of directors”. The second one is related to “remuneration policy and convergence of interests for shareholders and managers”. We identify three different business models for the corporate governance rating process.     

管理移植视角下企业管理能力提升过程与模式研究——基于物美集团的探索性案例分析

聚焦“企业如何开展管理移植以提升管理能力”问题,采用探索性单案例研究方法,着力探讨北京物美商业集团有限公司开展管理移植,提升管理能力的过程机制与核心要素。研究发现:管理移植是一个动态复杂过程,企业需要经过“导入—融合—创新”三阶段式的移植方法,才能实现管理能力的提升;管理移植的内容主要包括经营模式、制度、技术和经验等;移植模式包括直接移植、整合移植和交互移植;企业需要根据自身所处的发展阶段以及内外部环境,选择不同的管理移植模式和内容。     

A Framework for Understanding Risk Perception,Explored from the Perspective of the Water Practitioner

Sustainable urban water systems are likely to be hybrids of centralized and decentralized infrastructure, managed as an integrated system in water‐sensitive cities. The technology for many of these systems is available. However, social and institutional barriers, which can be understood as deeply embedded risk perceptions, have impeded their implementation. Risk perceptions within the water sector are often unrecognized or unacknowledged, despite their role in risk management generally in informing value judgments and specifically in ranking risks to achieve management objectives. There has been very little examination of the role of these risk perceptions in advancing more sustainable water supply management through the adoption of alternative sources. To address this gap, this article presents a framework that can be used as a tool for understanding risk perceptions. The framework is built on the relational theory of risk and presents the range of human phenomena that might influence the perception of an “object at risk” in relation to a “risk object.” It has been synthesized from a critical review of theoretical, conceptual, and empirical studies of perception broadly and risk perception specifically, and interpreted in relation to water practitioners. For a water practitioner, the risk object might be an alternative water system, a component, a process, or a technology, and the object at risk could be public or environmental health, profitability, or professional reputation. This framework has two important functions: to allow practitioners to understand their own and others’ risk perceptions, which might differ, and to inform further empirical research.