Formalisation and flexibilisation in organisations – Dynamic and selective approaches in corporate innovation processes

A classic problem in organising corporate innovation projects is the tension between formalisation and flexibilisation. Connecting this discussion to the younger debate on ambidexterity, this paper asks how organisations balance informal and formal, flexible and inflexible ways of working in their innovation projects. It derives a way to break down formalisation and flexibilisation into the dimensions of power, communication and trust and connects them to learning. By unhinging formalisation and flexibilisation from the organisational level and looking at them at the small-scale level of specific projects and functional arenas instead, the paper sheds new light onto the various fashions in which formalisation and flexibilisation do not contradict, but complement each other. An empirical account based on 100 qualitative expert interviews illustrates this.     

How Responsive Is Investment in Schooling to Changes in Redistributive Policies and in Returns?

This paper uses an unusual pay reform to test the responsiveness of investment in schooling to changes in redistribution schemes that increase the rate of return to education. We exploit an episode where different Israeli kibbutzim shifted from equal sharing to productivity‐based wages in different years and find that students in kibbutzim that reformed earlier invested more in high school education and, in the long run, also in post‐secondary schooling. We further show that the effect is mainly driven by students in kibbutzim that reformed to a larger degree. Our findings support the prediction that education is highly responsive to changes in the redistribution policy.     

2 Untapped Potential in the Study of Negotiation and Gender Inequality in Organizations

Abstract

Negotiation is a process that creates, reinforces, and reduces gender inequality in organizations, yet the study of gender in negotiation has little connection to the study of gender in organizations. We review the literature on gender in job negotiations from psychology and organizational behavior, and propose ways in which this literature could speak more directly to gender inequality in organizations by incorporating insights from research on gender in intra‐household and collective bargaining. Taken together, these literatures illuminate how negotiations at the individual, household, and collective levels may contribute to the construction and deconstruction of gender inequality in organizations.     

Governance in Regional Development—Between Regulation and Self-regulation

This article examines the relationship between regulation and self-regulation in network governance. The comparative analysis is based on quantitative data collected in regional development networks in the Nordic countries. The theoretical debate, in which this analysis is embedded, focuses on the paradox in the way the relationship between regulation and self-regulation is described in network governance approach; the networks are seen to be self-organising, and yet the steering role of governmental bodies is emphasised. The results indicate that regulation and self-regulation are more than counterforces: they can coexist and affect the operations of the networks simultaneously.     

Up in the Skies? The Relationship between Body Height and Earnings in Germany

Abstract. This paper analyses whether taller workers earn more than their shorter counterparts. Using GSOEP data from 1991 to 2002, earnings functions are estimated for male and female workers for both West and East Germany. The Hausman–Taylor IV estimator is applied to account for unobservable heterogeneity including also time‐invariant indicators. The results do not imply wage differentials based on height for female workers and male East German workers. For the height range up to 195 cm there is, however, a wage premium associated with stature for male workers from West Germany of about 4 per cent for each additional standard deviation increment in height.     

Turbulence and Bifurcation in North–South Higher-Education Partnerships for Research and Sustainable Development

The article analyzes processes and objectives of transnational higher-education partnerships (THEPs) devoted to research and sustainable development by applying concepts and insights from chaos theory, Rosenau??s work on turbulence, Farazmand??s contributions on institutionalized chaos and the management of cascading crises, and the transnational-competence framework. The bifurcation of research and development activity into asymmetrical and symmetrical processes and objectives provides the focus for analysis. Building on Farazmand??s insight regarding the positive possibilities of transformative change, the conclusion explores possibilities for amplifying the symmetrical trajectory. Given the structural forces of global capitalism and local political constraints, the range of symmetrical process- and outcome-path possibilities for THEPs is now bounded by the strange attractors of resource inequalities and collaborative decision making.     

Roles of Transparency and Trust in the Relationship between Privatization and Customers’ Satisfaction in Ethiopia: Results of Structural Equation Modelling

As a part of public sector reform, privatization has been actively experienced since three decades across the globe. This study examines the relationship between privatization of public organizations and customers’ satisfaction in Ethiopia with the mediating role of transparency and trust. The structural equation modelling was applied to 315 samples taken from privatized services and manufacturing sectors. The results established that transparency alone fails to be a mediator, but trust plays the role of a partial mediator into the relationship between privatization and customers satisfaction. Combined together, the model results into a partial mediation of both transparency and trust.

     

Parameterized complexity and inapproximability of dominating set problem in chordal and near chordal graphs

In this paper, we study the parameterized complexity of Dominating Set problem in chordal graphs and near chordal graphs. We show the problem is W[2]-hard and cannot be solved in time n ^o(k) in chordal and s-chordal (s>3) graphs unless W[1]=FPT. In addition, we obtain inapproximability results for computing a minimum dominating set in chordal and near chordal graphs. Our results prove that unless NP=P, the minimum dominating set in a chordal or s-chordal (s>3) graph cannot be approximated within a ratio of \fracc3lnn\frac{c}{3}\ln{n} in polynomial time, where n is the number of vertices in the graph and 0<c<1 is the constant from the inapproximability of the minimum dominating set in general graphs. In other words, our results suggest that restricting to chordal or s-chordal graphs can improve the approximation ratio by no more than a factor of 3. We then extend our techniques to find similar results for the Independent Dominating Set problem and the Connected Dominating Set problem in chordal or near chordal graphs.     

‘Management Standards’ and work-related stress in the UK: policy background and science

In the late 1990s, the Health and Safety Commission, as the lead authority in the UK responsible for Health and Safety at Work, conducted an extensive consultation exercise to elicit views about how work-related stress should be tackled. The Commission subsequently decided that regulation was not justified and opted for an approach with four strands. One of these was to work with stakeholders to develop clear, agreed standards of good management practice. This paper describes and discusses the rationale behind a standards-based approach that is essentially based on a method of controlling hazards. The Management Standards approach uses a taxonomy of six stressors that has evolved out of extensive research carried out on behalf of the UK's Health and Safety Executive (HSE) and in conjunction with stakeholders, and a three-phase risk assessment methodology. Further developmental work on the standards (which are to be subjected to public consultation) and associated measurement tools is described in a companion paper in this issue of Work & Stress (Cousins, Mackay, Clarke, Kelly, Kelly, & McCaig, ). The emphasis is on prevention towards reducing stress in the UK working population. We review current thinking on models of work stress, consider evidence linking workplace psychosocial factors and various health and organizational outcomes, and examine the effectiveness of organizational interventions. We argue that the literature supports an approach that aims to move organizational states (represented by the current situation) to more desirable ones (represented by the six Management Standards), and that this is an effective ‘population’ based approach to tackling workplace stress and promoting individual and organizational health.     

Implicit Leadership and Followership Theories “in the wild”: Taking stock of information-processing approaches to leadership and followership in organizational settings

For over 30 years information-processing approaches to leadership and more specifically Implicit Leadership Theories (ILTs) research has contributed a significant body of knowledge on leadership processes in applied settings. A new line of research on Implicit Followership Theories (IFTs) has re-ignited interest in information-processing and socio-cognitive approaches to leadership and followership. In this review, we focus on organizational research on ILTs and IFTs and highlight their practical utility for the exercise of leadership and followership in applied settings. We clarify common misperceptions regarding the implicit nature of ILTs and IFTs, review both direct and indirect measures, synthesize current and ongoing research on ILTs and IFTs in organizational settings, address issues related to different levels of analysis in the context of leadership and follower schemas and, finally, propose future avenues for organizational research.     

Institutional support and firms’ entrepreneurial orientation in emerging economies

In recent years, many governments in emerging economies have used macro-level institutional support to boost entrepreneurship, but the actual impact of institutional support on firms’ entrepreneurial orientation (EO) remains unclear. To provide a holistic understanding of this impact, we examine the relationship between institutional support and three specific dimensions of EO—proactiveness, innovativeness, and risk-taking—and we explore how these relationships are contingent on firm ownership and the industry life cycle. A two-study, mixed-methods empirical design confirms our hypotheses. Specifically, Study 1 surveys 303 Chinese firms and finds that institutional support has a decreasingly positive relationship with proactiveness, an increasingly positive relationship with innovativeness, and a positive linear relationship with risk-taking; each of these three relationships is weaker for state-owned enterprises (SOEs) than for non-SOEs and for firms in fast-growing industries than for firms in slow-growing industries. Study 2 conducts a scenario-based experiment using6 133 MBA students, and its results again support the main effects hypotheses.     

Investment planning in some Swedish companies — Criteria and uses

Institutional barriers as well as cultural differences tend to make the application of the capital theory more difficult in Sweden than in the U.S. In this study the capital investment planning in six Swedish companies with different characteristics is analyzed. We could conclude that the variations in the lines of reasoning, as well as in the use of different criteria, differed considerably from the capital theory. A wide range of heuristics were used which emanated from different lines of thought. A tentative typology of the use of criteria is formulated. We observed and analyzed some dysfunctional effects in the use of certain heuristics reducing the propensity to invest. Furthermore, these heuristics seem to create norms prescribed in handbooks of investments and are used regardless of the economic conditions.     

Transformations and Legitimacy in Nonprofit Organizations—The Case of Amnesty International and the Brutalization Thesis

This paper looks at organizational change in voluntary nonprofit organizations. Their 'purposive' nature makes voluntary organizations difficult to change while their tendency to oligarchic control results in this change often being imposed from the top. Amnesty International's death penalty work demonstrates the complexity of organizational change, as well as the accountability for and the legitimacy of change in nonprofits. Legitimacy should not be equated with organizational strength, and will remain subject to shifting, contested social norms concerning standards of behavior.     

Accountability in Voluntary Partnerships: To Whom and for What?

This paper contributes to the understanding of accountability in collaborative governance by presenting views of practitioners from partnerships formed between K-12 public schools and private and nonprofit organizations in the United States. It focuses on two questions: what do partnership practitioners see the partnerships as being accountable for? And to whom do they see the partnerships as being accountable? The findings suggest that partnership participants reveal more of client-based and results-oriented views of accountability. They are more directly concerned about professional accountability and accountability to the partners. A concentric-circles model is then developed to illustrate the accountability relationships in partnerships.     

Work–family conflict and crossover in volunteer emergency service workers

Abstract

A growing literature indicates that organizational and work demands place pressure on the partners and families of volunteer workers as it does on paid workers. This study evaluated a conceptual model integrating work–family conflict and stress crossover theoretical frameworks, to investigate the mechanisms by which emergency service volunteer work, specifically, predicts outcomes for the partners of volunteers. Matched data from 102 couples in which one partner was an Australian emergency services volunteer – firefighter, ambulance officer or emergency rescue volunteer – were analysed using structural equation modelling analyses. Findings suggested that one mechanism by which inter-role conflict related to partner adjustment was through elevated withdrawn marital behaviour and decreased intimacy reported by the couple, which indirectly affected partners’ distress. This finding regarding withdrawn behaviour appears to be novel and may also be applicable to paid workers. Alternative mechanisms involving role overload and angry marital behaviour were not supported. These findings extend limited research which has adapted organizational theory to understand processes affecting volunteer workers, and advance conceptual accounts of the mechanisms through which the partners and families of workers are impacted by inter-role conflict.     

The Politics of ‘Social Accountability’ in England and Germany: Democratic Control and Moral Imperatives

This article investigates how politicians in England and Germany approach social accountability during the introduction of markets in the national health care systems. It analyses the discourse among members of parliament during the law making process of the 2012 NHS Health Care Act in England and the 2011 Act for Financing of Statutory Health Insurance in Germany. Generally, the new social accountability reform agenda is attractive to policy makers as it foregrounds public engagement and bottom-up participation (Peters 2001). Social accountability refers to institutional practices that favour participatory and horizontal mechanisms that depart from traditional hierarchical Principal-Agent forms.