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Articles 1 - 8 of 8
Full-Text Articles in Business
Performance Issues In U.S.–China Joint Ventures, Gregory E. Osland, S. Tamer Cavugsil
Performance Issues In U.S.–China Joint Ventures, Gregory E. Osland, S. Tamer Cavugsil
Gregory E. Osland
Based on an in-depth study of U.S.-China joint ventures, this article offers some insights into the performance of such international business relationships. While the conventional literature treats government as an amorphous aspea of the political-legal environment, in this case government is an active participant and influence in the performance of international joint ventures (UVs). It has both a constraining and enabling effect on LJV structure, strategy, and performance. For example, limits can be placed on ownership shares of joint ventures and on prices of the output. At the same time, government can cooperate with LJVs and foreign parent companies by …
Linking Ethical Leadership To Employee Performance: The Roles Of Leader-Member Exchange, Self-Efficacy, And Organizational Identification, Fred O. Walumbwa, David M. Mayer, Peng Wang, Hui Wang, Kristina Workman, Amanda L. Christensen
Linking Ethical Leadership To Employee Performance: The Roles Of Leader-Member Exchange, Self-Efficacy, And Organizational Identification, Fred O. Walumbwa, David M. Mayer, Peng Wang, Hui Wang, Kristina Workman, Amanda L. Christensen
Kristina Workman
This research investigated the link between ethical leadership and performance using data from the People’s Republic of China. Consistent with social exchange, social learning, and social identity theories, we examined leader–member exchange (LMX), self-efficacy, and organizational identification as mediators of the ethical leadership to performance relationship. Results from 72 supervisors and 201 immediate direct reports revealed that ethical leadership was positively and significantly related to employee performance as rated by their immediate supervisors and that this relationship was fully mediated by LMX, self-efficacy, and organizational identification, controlling for procedural fairness. We discuss implications of our findings for theory and practice.
Street Cred For Hr - The Journey To Evaluating Hr Through Auditing, Chris Andrews
Street Cred For Hr - The Journey To Evaluating Hr Through Auditing, Chris Andrews
Dr Chris Andrews
Extract: When I first started looking at Human Resource Auditing the prevailing view was that it was good for ensuring that all of the components of a human resources program were in place and operating correctly. The problem was that it was not seen to provide a direct link between the audit results and the organisation’s overall effectiveness.
Organizational Performance In Services, Rosemary Batt, Virginia Doellgast
Organizational Performance In Services, Rosemary Batt, Virginia Doellgast
Rosemary Batt
The question of performance in service activities and occupations is important for several reasons. First, over two-thirds of employment in advanced economies is in service activities. Second, productivity growth in services is historically low, lagging far behind manufacturing, and as a result, wages in production-level service jobs remain low. In addition, labor costs in service activities are often over 50% of total costs, whereas in manufacturing they have fallen to less than 25% of costs. This raises the question of whether management practices that have improved performance in manufacturing, such as investment in the skills and training of the workforce, …
Performance And Growth In Entrepreneurial Firms: Revisiting The Union-Performance Relationship, Rosemary Batt, Theresa M. Welbourne
Performance And Growth In Entrepreneurial Firms: Revisiting The Union-Performance Relationship, Rosemary Batt, Theresa M. Welbourne
Rosemary Batt
[Excerpt] A substantial body of research has examined the relationship between unions and firm performance. It generally has found a positive relationship between unions and productivity and a negative relationship between unions and financial performance (Freeman & Medoff, 1984; Addison & Hirsch, 1989; Belman, 1992; Freeman, 1992). The exit/voice model is most commonly used to explain this paradox (Freeman & Medoff, 1984). Freeman and Medoff argued that the “monopoly power” of unions leads to high union wages and restrictive work rules, both of which raise the costs of production and lower profit margins. The presence of unions, however, also lowers …
Collective Failure: The Emergence, Consequences, And Management Of Errors In Teams, Bradford S. Bell, Steve W. J. Kozlowski
Collective Failure: The Emergence, Consequences, And Management Of Errors In Teams, Bradford S. Bell, Steve W. J. Kozlowski
Bradford S Bell
The goal of the current chapter is to examine the emergence, consequences, and management of errors in teams. We begin by discussing the origin and emergence of errors in teams. We argue that errors in teams can originate at both the individual and collective level and suggest this distinction is important because it has implications for how errors propagate within a team. We then consider the paradoxical effects of errors on team performance and team learning. This discussion highlights the importance of error management in teams so that errors can prompt learning while at the same time mitigating their negative …
Team Learning: A Theoretical Integration And Review, Bradford S. Bell, Steve W. J. Kozlowski, Sabrina Blawath
Team Learning: A Theoretical Integration And Review, Bradford S. Bell, Steve W. J. Kozlowski, Sabrina Blawath
Bradford S Bell
With the increasing emphasis on work teams as the primary architecture of organizational structure, scholars have begun to focus attention on team learning, the processes that support it, and the important outcomes that depend on it. Although the literature addressing learning in teams is broad, it is also messy and fraught with conceptual confusion. This chapter presents a theoretical integration and review. The goal is to organize theory and research on team learning, identify actionable frameworks and findings, and emphasize promising targets for future research. We emphasize three theoretical foci in our examination of team learning, treating it as multilevel …
Why Can’T A Family Business Be More Like A Nonfamily Business? Modes Of Professionalization In Family Firms, Alex Stewart, Michael A. Hitt
Why Can’T A Family Business Be More Like A Nonfamily Business? Modes Of Professionalization In Family Firms, Alex Stewart, Michael A. Hitt
Alex Stewart
The authors survey arguments that family firms should behave more like nonfamily firms and “professionalize.” Despite the apparent advantages of this transition, many family firms fail to do so or do so only partially. The authors reflect on why this might be so, and the range of possible modes of professionalization. They derive six ideal types: (a) minimally professional family firms; (b) wealth dispensing, private family firms; (c) entrepreneurially operated family firms; (d) entrepreneurial family business groups; (e) pseudoprofessional, public family firms; and (f) hybrid professional family firms. The authors conclude with suggestions for further research that is attentive to …