Management control in multinational companies: a systematic literature review

Review of Managerial Science - Executing management control across borders is crucial for multinational companies (MNCs). Various management control mechanisms serve to align foreign subsidiaries...     

Leadership and individual differences: At the cusp of a renaissance

In this introductory editorial, we provide a brief overview of the history of individual difference research in leadership. We explain the major challenges that trait research faced, and why it was revived primarily because of methodological advancements. Next, we argue that leadership individual difference research is at a cusp of a renaissance. We explain why we are at this cusp and what researchers should do reify the renaissance in terms of theoretical extensions of trait models, the application of robust methodological advancements, and the development of process models linking distal (i.e., traits) predictors to proximal predictors (e.g., behaviors, skills, attitudes), and the latter to leader outcomes. We then summarize the papers we accepted for the special issue, and conclude with an optimistic note for leadership individual difference research.     

Semiparametric lack-of-fit tests in an additive hazard regression model

In the semiparametric additive hazard regression model of McKeague and Sasieni (Biometrika 81: 501–514), the hazard contributions of some covariates are allowed to change over time, without parametric restrictions (Aalen model), while the contributions of other covariates are assumed to be constant. In this paper, we develop tests that help to decide which of the covariate contributions indeed change over time. The remaining covariates may be modelled with constant hazard coefficients, thus reducing the number of curves that have to be estimated nonparametrically. Several bootstrap tests are proposed. The behavior of the tests is investigated in a simulation study. In a practical example, the tests consistently identify covariates with constant and with changing hazard contributions.     

Environment, transnational labor migration, and gender: case studies from southern Yucatán, Mexico and Vermont, USA

Gender shapes the migration–environment association in both origin and destination communities. Using quantitative and qualitative data, we juxtapose these gender dimensions for a labor migrant-sending location of Mexico’s southern Yucatán with those for a labor migrant-receiving location in Vermont (USA). We illustrate how in the southern Yucatán, circular transnational migration alters pasture, maize and chili production in a peasant field–forest system. Gender norms condition the land-use decisions of migratory households to keep women out of agricultural fields, but in turn may be modified in unexpected ways. With men’s migration, more women assume aspects of land management, including in decision-making and supervision of hired farm labor. In comparison, in Vermont a largely male migrant labor force helps maintain an idealized, pastoral landscape with gender deeply embedded in how that labor is constructed and managed.     

Lehrexzellenz – Lehrkompetenz: Herausforderungen für Neuberufene mit Coaching begegnen

Excellence and competence are terms referring to recent developments in higher education especially concerning the quality of teaching. The discussion about teaching excellence can be interpreted as increasing stress upon universities. Teaching competence on the other side is extensively a matter of the individual lecturer. As such they are expected to focus on their educational beliefs, their teaching conceptions, and their disposable teaching methods on new mission statements that are committed to teaching excellence. This article deals with the question how the recruitment of new professors is carried out in universities of applied sciences considering the mentioned teaching excellence. The coaching program for professors that have recently been appointed at the Cologne University of Applied Sciences is presented as a forceful in-house procedure that is oriented toward the development of teaching competence.     

Ethnische Bildungsungleichheit zu Schulbeginn

The present paper aims to explain ethnic educational inequality upon starting school, it considers as an example the children’s school readiness, and focuses on preschool attendance as a main determinant. The start of the children’s school career is mainly presumed to be influenced by the skills acquired in their preschool years. On the basis of the data of the school entrance examination of the City of Osnabrück for the years 2000 to 2005, ethnic differences at the end of their preschool time can be detected. These differences still persist when controlling for family background. However, when the duration of preschool attendance is taken into account, the ethnic effect on school readiness decreases, disappearing completely when additionally controlling for the children’s cognitive and linguistic skills. Further analyses show that preschool attendance affects school readiness both directly and indirectly (via cognitive and linguistic skills). The results emphasize the relevance of preschool attendance within the framework of preschool education.     

Internationalization of family firms: the effect of ownership and governance

Despite family firm’s dominant role in economies worldwide, there is little empirical knowledge on their internationalization. Drawing on a sample of Austrian firms, this paper investigates the impact of family influence and various governance factors on internationalization. The findings reveal an inverted U-shaped relationship between family influence and internationalization. Family firms with medium family influence are the most internationally active companies. This indicates that concerning internationalization the advantages of being a family firm are highest when the family’s ownership share and involvement in management and governance boards is not too extensive. Additionally, neither the incumbent generation, nor the level of non-family executives in the management board, nor the existence of a supervisory board has a significant influence on going international. Since advisory boards seem to foster internationalization, they might be an adjuvant means of equipping family firms with the necessary capabilities, know-how and contacts to operate internationally.