Manufacturing Proactiveness and Performance*

Since Skinner's [40] landmark article depicting the manufacturing function as the “missing link” in corporate strategic processes, a portion of the blame for inferior performance in many firms has been attributed to the subordinate strategic position of manufacturing. It has been argued that part of the solution to misalignments between the capabilities possessed by manufacturing and the requirements dictated by customers is for manufacturing to take a more proactive stance. However, little research has been reported which examines manufacturing proactiveness empirically. In this paper, we address this gap by developing an operational definition of manufacturing proactiveness and testing empirically whether a link exists between proactiveness and performance based on data collected from a sample of manufacturers. Based on the manufacturing strategy literature, we identify two major dimensions of manufacturing proactiveness: (1) the degree of manufacturing's involvement in the strategic processes of the business unit; and (2) the degree of commitment to a long-term program of investments in manufacturing structure and infrastructure aimed at building capabilities in anticipation of their need. We develop reliable scales for measuring each of the dimensions of proactiveness and use the data to provide evidence of a clear link between manufacturing proactiveness and business performance. We show that investments in structural programs coupled with either high levels of manufacturing involvement in strategic processes or planned investments in infrastructural programs correlate with higher than average performance.     

A reduced form of the Workplace Bullying Scale – the EAPA-T-R: A useful instrument for daily diary and experience sampling studies

The need for more longitudinal studies (i.e. daily diary and experience sampling studies) focused on counterproductive work behaviours such as bullying requires shorter scales that at the same time do not compromise their content validity. Our main objective is to develop and validate a reduced version of the Workplace Bullying Scale (Escala de Abuso Psicológico Aplicado en el Lugar de Trabajo): the EAPA-T-R. Two studies (Study 1: 1506 and Study 2: 932 employees, respectively) were conducted to evaluate its psychometric properties and to ensure the external validity of the EAPA-T-R. Correlation and regression analyses were performed to reduce the current 12-item scale to a more parsimonious 4-item scale. Moreover, the psychometric properties of potential models were compared. Subsequently, the new scale was assessed using confirmatory factor analysis. Likewise, statistically significant relationships were found between the EAPA-T-R and other dimensions evaluated, such as job characteristics, transformational leadership, engagement, job satisfaction, and subjective performance. Moreover, bullying mediated the relationship between transformational leadership and burnout. To sum up, the EAPA-T-R showed good reliability and validity across studies, supporting its use in future research. The benefits of this short scale for daily diary and experience sampling studies and when using large surveys are discussed.     

Data availability in accounting research: Some evidence

The data availability policy of the American Accounting Association is examined to address two research questions: (1) Are data dependent results in The Accounting Review readily available for further inquiry and dissemination of accounting knowledge? (2) What are the potential factors that may account for the availability or the lack of data? Several potential factors including job rank, number of revisions before acceptance, source of data, and funding source are suggested to account for the lack of data availability. The results indicate that, in general, authors are not willing to make their data available to others. We conclude by suggesting some options that may ameliorate the situation.     

The Career Counseling Process With Racial-Ethnic Minorities: The Case of Asian Americans

Using Derald Sue's framework for examining the counseling process with racial-ethnic minority clients, the author develops a new model to examine the career counseling process with Asian Americans in terms of culturally appropriate and inappropriate process and outcomes. Recommendations for culturally appropriate career counseling interventions are also offered from this integrated framework.     

Contributions of Family Factors to Career Readiness: A Cross‐Cultural Comparison

The authors examined the contributions of perceived family intrusiveness to career decision‐making difficulties (CDMD) and the mediating effect of family orientation as a personality trait in different cultural settings. In Study 1, a web‐based survey of 1,563 Hong Kong college students showed that perceived family intrusiveness significantly contributed to CDMD. This relationship was mediated by the relational personality trait emphasizing family orientation. Study 2 compared this pattern of relationship between a Hong Kong sample of 392 college students and a U.S. sample of 367 college students. The mediation model was only supported in the Hong Kong sample. Specifically, although the contributions of family intrusiveness to CDMD were demonstrated across the 2 cultural settings, the significant influences of family orientation were only supported in the Hong Kong sample. Implications for career development and counseling with college students from different cultural backgrounds are discussed.     

Occupational Stereotyping of Asian Americans

This study investigated the presence of occupational stereotypes in the ratings by 194 White college students of 16 occupations identified in the literature as representative of Asian-White group differences. Three dimensions of stereotypes were measured (probability of success, qualifications for training, and acceptance by others). Questionnaires were varied by race (Oriental versus White) and gender (male versus female). Significant race and gender differences were noted on two dimensions (qualifications for training and probability of success). Both positive and negative stereotypes were found across race and gender groupings. Asians were rated as less likely to succeed as insurance salespersons but more likely to succeed as engineers, computer scientists, and mathematicians. Women were viewed as less qualified to seek training as engineers, police officers, and economists but more qualified to seek training as secretaries.     

From Customer‐Oriented Strategy to Organizational Financial Performance: The Role of Human Resource Management and Customer‐Linking Capability

Drawing on the organizational capabilities literature, the authors developed and tested a model of how supportive human resource management (HRM) improved firms’ financial performance perceived by marketing managers through fostering the implementation of a customer‐oriented strategy. Customer‐linking capability, which is the capability in managing close customer relationships, indicated the implementation of the customer‐oriented strategy. Data collected from two emerging economies – China and Hungary – established that supportive HRM partially mediated the relationship between customer‐oriented strategy and customer‐linking capability. Customer‐linking capability further explained how supportive HRM contributed to perceived financial performance. This study explicates the implication of customer‐oriented strategy for HRM and reveals the importance of HRM in strategy implementation. It also sheds some light on the ‘black box’ between HRM and performance. While making important contributions to the field of strategy, HRM and marketing, this study also offers useful practical implications.     

Test for the existence of finite moments via bootstrap

This paper develops a bootstrap hypothesis test for the existence of finite moments of a random variable, which is nonparametric and applicable to both independent and dependent data. The test is based on a property in bootstrap asymptotic theory, in which the m out of n bootstrap sample mean is asymptotically normal when the variance of the observations is finite. Consistency of the test is established. Monte Carlo simulations are conducted to illustrate the finite sample performance and compare it with alternative methods available in the literature. Applications to financial data are performed for illustration.     

Testing for spurious and cointegrated regressions: A wavelet approach

This paper proposes a wavelet-based approach to analyze spurious and cointegrated regressions in time series. The approach is based on the properties of the wavelet covariance and correlation in Monte Carlo studies of spurious and cointegrated regression. In the case of the spurious regression, the null hypotheses of zero wavelet covariance and correlation for these series across the scales fail to be rejected. Conversely, these null hypotheses across the scales are rejected for the cointegrated bivariate time series. These nonresidual-based tests are then applied to analyze if any relationship exists between the extraterrestrial phenomenon of sunspots and the earthly economic time series of oil prices. Conventional residual-based tests appear sensitive to the specification in both the cointegrating regression and the lag order in the augmented Dickey–Fuller tests on the residuals. In contrast, the wavelet tests, with their bootstrap t-statistics and confidence intervals, detect the spuriousness of this relationship.