Multiple Commitments: A Conceptual Framework and Empirical Investigation in a Community Health Service Trust

This study examines different work–related foci of commitment, such as the work group and the employing organization as well as the current occupation. It assesses how these foci of commitment are influenced by, and influence, attitudes and emotions at work. Data from employees and managers in the British health–service sector shed light on the associations. Regression analysis reveals a strong association between positive work–related emotions and commitment levels, leading to a higher intention to stay with the organization. Implications for management and how the study fits into the existing body of commitment literature are discussed     

Time,Space, Confucianism and Careers: A Contextualized Review of Careers Research in China – Current Knowledge and Future Research Agenda

Career studies attract significant attention, but most of the theories and concepts were developed and tested in Western contexts. Based on a systematic review and analysis of 95 articles published in the field of careers that focus on China in the period between 1991 and 2017, this paper identifies emerging trends and outlines a profile of the current development of careers research in the Chinese context. Using a time and space analytical framework, the review evaluates the theoretical and empirical career lenses embedded in the unique Chinese cultural, institutional and organizational contexts and confirms that research on Chinese careers is significantly underdeveloped. Through a theoretical lens of Confucianism, we propose a need to consider context‐specific factors, in particular time and space, when conducting Chinese careers research, and present implications for future research on careers in China.     

Feedback Loops as Dynamic Processes of Organizational Knowledge Creation in the Context of the Innovations’ Front‐end

Feedback loops are instrumental in the organizational knowledge creation (OKC) process across the highly uncertain and dynamic innovation's front‐end. Therefore, managers should be aware of how these loops unfold, how to recognize meaningful patterns and how to steer them towards planned and emergent outcomes. Easy to say, difficult to practise! This empirical paper focuses on knowledge–conceptualization – the new knowledge's generation‐crystallization journey – and develops a unique model of feedback loops as dynamic processes of OKC in the context of the innovations’ front‐end. Using ten qualitatively studied innovations, the authors identify five front‐end OKC stages (generation, evaluation, expansion, refinement and crystallization) and pattern these based on their overlaps to explore the associated feedback loops. This model distinctively illustrates increasing–decreasing, diverging–converging and frequent negative‐cum‐positive loops, and illuminates the complex and rich patterns of loops not captured before.     

Career Mobility in a Global Era: Advances in Managing Expatriation and Repatriation

The surge of interest in expatriation and repatriation within the broader discourse on labor mobility of professionals and high-skilled labor, human capital development, and the theory and practice of people management serves as the backdrop to this paper. We propose that expatriation and repatriation be framed in the context of global careers and embedded in the wider social-economic environment of globalization through the lens of a career ecosystem theory. We chart the evolution of scholarly publications on career mobility over the past four decades and highlight current trends, in particular the emergence of self-initiated expatriation as a pivotal change in the direction of expatriation studies and derived practice. We assess the rigor of empirical findings, weigh theoretical underpinnings, offer a research agenda for future research, and outline managerial implications.     

Professional vitality and career success: Mediation,age and outcomes

We propose a model that explains the complex phenomenon of successful career at work, and focuses on the antecedents of professional vitality at the workplace. The model sheds light on the role of professional vitality as an essential ingredient for successful careers. Using a survey design, we tested our model with a sample of 545 managers and professionals. The findings suggest effects of career attitudes on career outcomes, mediated by professional vitality. The relationship between professional vitality and age at work environment forms an inverse U shape curve, peaking at age of fifties, an optimistic note for the global aging workforce.     

Organizational Identity and Legitimacy under Major Environmental Changes: Tales of Two UK Building Societies

We studied how organizational identity (OI) and organizational legitimacy (OL) interplayed within two British building societies during drastic environmental changes over two decades. Four salient phases of environmental changes were identified in the British building society sector over the last two decades (introduction of new regulatory framework, recession, demutualization threats and post‐demutualization era). Comparative analysis of the two firms' responses to the environmental changes found that, employing distinct specific strategies, both firms accorded tremendous attention and efforts to OI narration and re‐narration in order to regain OL. Four properties were identified regarding the interplay between OI narrative and OL: level, locus, mechanism and approach. Our study contributes to the literature by (a) empirically demonstrating the role of the OI/OL interplay in understanding the relationship between organizations and external changes; (b) empirically demonstrating the valence of a narrative approach to OI as a useful perspective to study organizational change and OL; and (c) identifying the role of narrative in leading and directing such changes.     

Discounted Stochastic Games With No Stationary Nash Equilibrium: Two Examples

We present two examples of discounted stochastic games, each with a continuum of states, finitely many players, and actions, that possess no stationary equilibria. The first example has deterministic transitions—an assumption undertaken in most of the early applications of dynamics games in economics—and perfect information, and does not possess even stationary approximate equilibria or Markovian equilibria. The second example satisfies, in addition to stronger regularity assumptions, that all transitions are absolutely continuous with respect to a fixed measure—an assumption that has been widely used in more recent economic applications. This assumption has been undertaken in several positive results on the existence of stationary equilibria in special cases, and in particular, guarantees the existence of stationary approximate equilibria.     

Corrigendum to “Discounted Stochastic Games With No Stationary Nash Equilibrium: Two Examples”

Levy (2013) presented examples of discounted stochastic games that do not have stationary equilibria. The second named author has pointed out that one of these examples is incorrect. In addition to describing the details of this error, this note presents a new example by the first named author that succeeds in demonstrating that discounted stochastic games with absolutely continuous transitions can fail to have stationary equilibria.