From Bureaucratic Administration to Network Administration? An Empirical Study on E-Government Focus on Catalonia

This article aims to (1) analyse the extent to which there is a movement from a Weberian bureaucratic administration towards a new organisational model that we call network-administration and (2) consider whether the premises of New Public Management (NPM) theory are present in this process of transformation. The study centres on the analysis of the channels for citizen attention and the processes of technological innovation around these channels carried out by the Catalonian Government. Our initial conclusions indicate that while there is a change in Public Administration (PA), this change is incremental and has several nuances: a slight evolution towards network-administration is observed as currently existing alongside the traditional hierarchical and compartmentalised bureaucracy. In parallel, the private sector is increasingly involved in a relationship that tends to be more controlled by the public sector. We should add that there is also a new emphasis being placed on the relationship with the citizen as a service-user.

6 Three Perspectives on Team Learning

Abstract

The emergence of a research literature on team learning has been driven by at least two factors. First, longstanding interest in what makes organizational work teams effective leads naturally to questions about how members of newly formed teams learn to work together and how existing teams improve or adapt. Second, some have argued that teams play a crucial role in organizational learning. These interests have produced a growing and heterogeneous literature. Empirical studies of learning by small groups or teams present a variety of terms, concepts, and methods. This heterogeneity is both generative and occasionally confusing. We identify three distinct areas of research that provide insight into how teams learn to stimulate cross-area discussion and future research. We find that scholars have made progress in understanding how teams in general learn, and propose that future work should develop more precise and context-specific theories to help guide research and practice in disparate task and industry domains.     

Shame on Who? The Effects of Corporate Irresponsibility and Social Performance on Organizational Reputation

This study examines the relationship between corporate irresponsibility, corporate social performance and changes in organizational reputation. By combining attribution theory with expectancy violations theory, we provide the first systematic analysis of how organizational reputations are influenced by attributions of corporate irresponsibility in the context of social expectations. Drawing on a comprehensive and unique corporate irresponsibility dataset, this study reveals that firms previously believed to be most socially responsible are penalized by evaluators when corporate culpability is verified by a court of law. Conversely, firms perceived as least socially responsible were more likely to suffer reputation penalties when accused of irresponsibility, without their culpability established through litigation. Overall, the results of our study suggest that organizational reputations are mostly stable in light of irresponsibility, in that evaluators only penalize certain firms, in certain circumstances. Specifically, reputation penalties occur when highly responsible firms are perceived as hypocritical and least responsible firms were not found culpable by a court of law. Upon reflection on these findings, our study reveals that the mechanisms of social sanction previously assumed to regulate irresponsibility are weaker than currently understood. The theoretical and policy implications of this study are discussed, along with directions for future research on social evaluations.     

Where To Go From Here? Thoughts on Future Directions for Research on Individual‐Level Technology Adoption with a Focus on Decision Making*

This article recognizes the maturity of individual‐level technology‐adoption research and suggests three broad future research directions. They are: (i) business process change and process standards, (ii) supply‐chain technologies, and (iii) services. Each of these areas is identified based on the topics likely of interest to the readers of the Decision Sciences by closely examining Decision Sciences' editorial mission and the recent research published in it. Within each of these three different broad topic areas, a few different specific directions are identified. The directions outlined here are not meant to be exhaustive but rather potential directions that can result in a theoretical contribution to individual‐level technology‐adoption research and the specific topic area.     

Are you on the right track?

Physicians in early or mid-level leadership positions need different skills than those at the top. What are the skills they need and what are the risks of focusing on the wrong skills?     

What turns you on and off?

When you are exploring your career and where you are headed, it is helpful to consider what aspects of your job turn you on, and of course, those that don't. Energizers are activities that excite and invigorate you or people who lift your heart and inspire you. De-energizers are activities or people who drain you, drag you down, depress you. Make lists of those things that energize and de-energize you either at work or in other situations. Try hard to do something to incorporate or change at least the first five on each list and see if you feel more job and life satisfaction. Responses from 30 participants of a recent Career Choices program are provided to help you get started.     

Liberalization’s impact on the Indian seed industry: competition,research, and impact on farmers

This article attempts to measure the impact of India’s limited liberalization on the seed industry and on farmers. Using a unique data set on the structure, research, and sales of private seed firms at two points in time, 1987 and 1995, we provide evidence that liberalization increased the competitiveness of the seed industry, and increased the amount of research by Indian and foreign seed firms. Then, using government district level data and data collected from these firms, we show that private hybrids increased farmers’ yields. This suggests that Indian farmers are the true beneficiaries of liberalization and that policies that encourage more competition and more research will provide future benefits to farmers.     

Human Resource Management–Performance Research: Is Everyone Really on the Same Page on Employee Involvement?

Differences in the treatment of involvement in the human resource management (HRM)–performance research stream have been underplayed, as commentaries concentrate on showing that HRM produces a performance premium, and more recently on exploring the mechanisms explaining this. This paper first identifies the two initial concerns of the research stream – the value of employee involvement and the holistic treatment of HRM – and the way these are joined to present a unified view of the area. It then reviews the studies, confirming that involvement has been underplayed or neglected completely, and is only prioritized in a minority. A divide is identified between HRM as an orientation towards fostering employee involvement – seen as a managerial philosophy – and as a technology – a set of practices constituting high‐performance work systems. The paper then argues that acknowledgement of this divide matters, and concludes by drawing out some implications for how we should progress the research stream.     

Reflections on customers’ primary role in markets

Technology developments have transformed the business landscape by accelerating connectivity, transparency and unpredictability. We argue that the most dramatic consequence is not the possibilities created for companies but rather the challenges that emerge as a result of customer behaviour undergoing fundamental changes. Technology transformation has paved the way for empowered customers who are increasingly influencing businesses and markets, and the challenge for practitioners and researchers alike is to make sense of the role of these customers in such business environments. These developments have yielded a need to revise companies’ business models and to innovate new offerings. In scholarly research on marketing, this need has become evident and, beyond suggesting new concepts, completely new marketing management perspectives have been proposed, and each has its own core assumptions and focus. Broader views have emerged, and these stress the applicability of these perspectives not only to the top-level management of businesses but also to any non-commercial organisation.In this article, we reflect on the customer-dominant logic (CDL) of marketing, which stresses the customer's primary role in business. As such, CDL differs from approaches that focus on the provider's perspective. The CDL approach is an expression of the research ideals and goals that are based on the Nordic School of Service Management. We argue that CDL is well aligned with emerging challenges in most markets, both established and nascent, and that it is more managerially relevant than many other perspectives. This is also in line with the recent calls for a soul of relevance for European management research (Chia, 2014; Hernes, 2014).     

Comment on “Approximation algorithms for quadratic programming”

Journal of Combinatorial Optimization - The radius of the outer Dikin ellipsoid of the intersection of m ellipsoids due to Fu et al. (J. Comb. Optim., 2, 29-50, 1998) is corrected from m to...     

Acccounting and Volksgeist – Teritorial Claims on Accounting Regulation

In this paper, it is argued that international diversityin the rules governing corporate accountability is afunction of the desire to preserve local jurisdictionsby maintaining national distinctiveness. Successiveattempts at regulatory harmonisation in Europe havemet considerable resistance, starting with Savignysappeal to the spirit of the people (Volksgeist)and ending with the notion of subsidiarity. In thispaper, territorial claims on regulation are exploredin the context of the rules governing asset revaluation,where there are still almost as many required methodsof accounting in the European Union as there aremember states. The paper rejects the conventionalexplanation that such differences are culture-bound,and instead suggests that the continued existence ofnational rules in accounting reflects the pursuit ofautonomy by individual states and the self-interestof national regulators.     

A modularised typology for flow design based on decoupling points – a holistic view on process industries and discrete manufacturing industries

Management of production activities covers a wide range of decisions. In this paper, a modularised approach is suggested that, through configuration, generates a case-specific flow design. The approach is based on identification of decision categories that are generic and fundamental in the flow design, covering both discrete manufacturing industries and process industries. Each decision category identifies a unique property of the flow which changes at a particular point: this is termed a ‘decoupling point’. A three-dimensional modularised typology is developed by combining three different decision categories. Cases from the steel industry and the tooling industry are used to illustrate how the typology can be applied. The modularised approach provides a typology for the application of both qualitative and quantitative methods for flow management, including planning, control and performance management.     

11 The Effects of Governments on Management and Organization

Abstract

We review and integrate existing research from organization theory, strategy, organizational behavior, economics, sociology and political science on the effects of governments on organization and management, with a focus on how governing ideology and government capability influence independent organizations’ forms, strategies, and their participants’ behavior. When brought together these works suggest significant research opportunities in the fields of management and organization, as well as new perspectives on public policy challenges. Several avenues of potentially profitable empirical research include more attention to the influence of government on corporate strategies, more research on the strategies of pursuing corruption and government capture for competitive advantage, the role of government in fostering innovation and the growth of entrepreneurial organizations, and extra‐organizational contextual effects on managerial and employee organizational behavior. Possible public policy implications are illustrated with an application to the role of organizations in national wealth generation and dispersion.     

7 Getting There from Here: Research on the Effects of Work–Family Initiatives on Work–Family Conflict and Business Outcomes

Abstract

Many employing organizations have adopted work–family policies, programs, and benefits. Yet managers in employing organizations simply do not know what organizational initiatives actually reduce work–family conflict and how these changes are likely to impact employees and the organization. We examine scholarship that addresses two broad questions: first, do work–family initiatives reduce employees’ work–family conflict and/or improve work–family enrichment? Second, does reduced work–family conflict improve employees’ work outcomes and, especially, business outcomes at the organizational level? We review over 150 peer‐reviewed studies from a number of disciplines in order to summarize this rich literature and identify promising avenues for research and conceptualization. We propose a research agenda based on four primary conclusions: the need for more multi‐level research, the necessity of an interdisciplinary approach, the benefits of longitudinal studies that employ quasi‐experimental or experimental designs and the challenges of translating research into practice in effective ways.     

Some results on the injective chromatic number of?graphs

A k-coloring of a graph G=(V,E) is a mapping c:V??{1,2,??,k}. The coloring c is injective if, for every vertex v??V, all the neighbors of v are assigned with distinct colors. The injective chromatic number ?? _i (G) of G is the smallest k such that G has an injective k-coloring. In this paper, we prove that every K ₄-minor free graph G with maximum degree ????1 has $\chi_{i}(G)\le \lceil \frac{3}{2}\Delta\rceil$ . Moreover, some related results and open problems are given.     

Women on corporate boards: key influencers or tokens?

This paper investigates how the increasing ratio of women directors on corporate boards is associated with decision-making dynamics, specifically the perceived participation and influence of the women on the board. We test hypotheses using a sample of 458 women on Norwegian corporate boards where the ratio of women directors among board members ranges from 11 to 100%. Overall, we find that women perceive that they have a high level of information sharing, a low level of self-censorship, and a high level of influence across the different ratios of board membership held by women directors. These results support the notion of women directors as significant influencers. However, the results also show that women directors perceive that they do receive more information and engage in more informal social interaction when the ratio increases, and perceived influence does also increase when the ratio increases.     

Who benefits from benefits? Empirical research on tangible incentives

Although a broad field of literature on incentive theory exists, economic research on employer-provided tangible goods (hereafter called benefits) is still in its infancy. The empirical study by Oyer (Res Labor Econ 28:429–467, 2008) is one of few exceptions focusing empirically on the dispersion of tangible incentives. In our study, we test some of his findings by drawing on a German data set. We use two waves of the German Socio-Economic Panel data (2006, 2008) to analyze the occurrence of benefits and their effects on employees’ satisfaction. Our results provide evidence for economic as well as psychological explanations. Looking at differences in firms’ and employees’ characteristics we find that cost efficiency concerns, the purpose to signal good working conditions and the aim to ease employees’ effort costs are evident reasons to provide benefits. Furthermore, analyzing the impact of tangible and monetary incentives on satisfaction and employees’ feeling of being acknowledged by employers, we find different motivational effects. Our results support the psychological explanation that benefits are evaluated separately from other monetary wage components and are more likely to express employers’ concern for their employees and recognition of their performance.     

Vice President of Medical Affairs--moving on up to CEO?

Increasingly, physician executives are reaching the conclusion that if they choose, they may be viable candidates for CEO positions. While this opinion has merit, it must be tempered by marketplace realities. A fundamental issue for VPMAs aspiring to become CEOs is that they have little formalized training or education for CEO roles. Also, they may lack team-building skills--a critical success factor. Physician executives who seek out professional development opportunities that enhance both their interpersonal/management and "business" skills--accounting, finance, and planning--are more likely to be attractive candidates and succeed once they are in the position. Another consideration is that the CEO position usually has a precursor role--the COO. This position is the training ground for the CEO. Physician executives aspiring to be CEO will want to consider the following suggestions: (1) Make your intentions known; (2) groom your successor; (3) request a title change; (4) get your master's degree; (5) pursue professional development opportunities; (6) consider leaving the organization; and (7) talk with your family.