Proceeding 2015 Asia Academy of Management (AAOM) and Taiwan Academy of Management (TAOM) Joint Conference

Size: px
Start display at page:

Download "Proceeding 2015 Asia Academy of Management (AAOM) and Taiwan Academy of Management (TAOM) Joint Conference"

Transcription

1

2 Proceeding 2015 Asia Academy of Management (AAOM) and Taiwan Academy of Management (TAOM) Joint Conference Session 1: Employee Creativity and Innovation (AAOM) A Multilevel Analysis on Employee Motivation, Creativity, and Objective Performance Hsueh-Liang Fan, National Taiwan University Forrence Hsin-Hung Chen, National Chengchi University Creativity is commonly described as both the result and the process of producing creative outcomes; individuals need to first engage in certain process that could help them become more creative (Shalley & Zhou, 2008). The study proposed that individual creativity can be motivated through both intrinsic and extrinsic motivations and creativity can also be enhanced by team-level effect. Besides, employees with high level creativity can achieve high work performance. Moreover, the present study also proposed that team climate for innovation affects different kinds of team performance at the team level. Subjective data (independent variables and mediators) were collected from 237 R&D employees (20 project teams) of a company which was ranked in the 2006 Forbes Global 2000 over two time periods, and objective data (the performance of employees and their teams) were acquired from the organizational record. Results of path analysis using Structural Equation Modeling (SEM) revealed that creativity could fully mediate the relationship between motivation (intrinsic and extrinsic) and performance. The subsequent hierarchical regression analysis confirmed that the interaction effects of intrinsic and extrinsic motivations on creativity and performance were significant. Furthermore, results of Multilevel Model (MLM) showed that team climate for innovation at the team level had cross effect on employee creativity at individual level. The implications of the findings, limitations, and direction for future study are discussed. Impact of Human Resource Management Systems on Employees Knowledge Innovative Behavior An Empirical Study for Taiwanese R&D Professionals 1

3 Min-Shi Liu, Soochow University Mei-Ling Wang, Tamkang University Many studies in recent years have investigated innovation and organizational reform, and have largely focused on the questions of how to improve an organization's innovation capability. In connection with the resource-based view (RBV), Barney(1991) points out that a key issue is how organizational resources can be used to achieve a sustainable competitive advantage. From this point of view, the knowledge, skills, and abilities possessed by employees can be considered important resources boosting an organization's innovation capability, and employees knowledge innovative behavior is a key element displaying their knowledge, skills, and abilities. What external and internal factors influence employees knowledge innovative behavior? The chief goal of this study is to analyze the correlation between HRM systems, the willingness to share tacit knowledge, employees' knowledge sharing behavior, and employees knowledge innovative behavior, while also verifying whether innovation management procedures can be established. Findings from evidential analyses include: First, the willingness to share tacit knowledge plays an important role in innovation integration models and collaboration-based HRM systems can induce employees to share the willingness to share tacit knowledge hidden in their brains, which can further boost organization members' innovative behavior. Secondly, two pathways may influence employees knowledge innovative behavior. The first pathway is the positive effect of knowledge-based HRM systems on employees knowledge innovative behavior. The second pathway is the use of collaboration-based HRM systems to induce employees to share their willingness to share tacit knowledge and thereby influence employees knowledge innovative behavior. We verify that different human resource management strategies can activate these different pathways for enhancing employees knowledge innovative behavior. Extroversion and Creativity Performance Shih Hsi-An, National Cheng Kung University Chu-Chun Hsu, Southern Taiwan University of Science and Technology Yun-Hwa Chiang, Ming Chuan University 2

4 Drawing on the personality literature, this study argues that highly extroverted workers will engage in higher levels of information exchange with colleagues than their counterparts with lower levels of extroversion personality. Since information exchange provides cognitive resources for creativity, we also argue that engaging in information exchange can help a person think of creativity ideas at work. Thus, we propose that extroversion is positively related to creativity through the effect of information exchange. Collecting data from Taiwanese research and development engineers in electronic product manufacturers listed as members of the Taiwanese Electrical and Electronics Manufacturer Association, we find that extroversion is positively related to creativity performance through the effect of information exchange. This study complements scholarly knowledge about how personal factors may influence creativity. Session 2: Alliance and New Venture Management (AAOM) Increasing the Innovation Effectiveness of Exploratory Alliances: An Empirical Study on Korean Manufacturing Firms Marco JinHwan Kim, Seoul National University Seunghwan Song, Korea University Klaus Marhold, Seoul National University Jina Kang, Seoul National University A range of alliance literature confirms the effects of strategic alliances on immediate innovation outcomes such as patenting performance and new product development. They have, however, not sufficiently examined the effects of alliances on innovation effectiveness. This paper aims to investigate the influence of exploratory alliances on firms innovation effectiveness. Moreover, we examine some internal and external organizational characteristics which strengthen the influence of exploratory alliances. We verify the positive effect of exploratory alliances on innovation effectiveness measured by percentage of revenue from new innovation and uncover the moderating effects of firms exploitative alliances and innovation intent. We test our hypotheses using data on 364 Korean manufacturing firms gathered from the Korea Innovation Survey. The data captures the performance of the firms during 3

5 their peak growth rate after overcoming the 1997 Asian Financial Crisis. Our results show the influence of exploratory alliances on innovation effectiveness under certain boundary conditions and provide implications for increasing alliance performance. Similarity-Attraction or Strategic Choice? The Effects of Ownership Structure on New Venture Teams Aegean Leung, The University of Sydney Business School Der Leeds Maw, The University of Colorado at Boulder Poh Kam Wong, The National University of Singapore This study examines the effects of founding ownership structure on new venture team recruitment and team characteristics from the startup to the early growth phase. Our key argument is that founder control, as reflected in the presence or absence of institutional ownership at founding may lead to the use of different hiring channels for core team members, and the formation of teams with different characteristics in new ventures. Initial team characteristics can persist to the growth phase of the firm through inertia, making the growth team a close resemblance of the startup team. Our findings generally support the proposition that the presence of institutional ownership lead to the selection of core team members based on strategic choice rather than similarity-attraction factors. Balanced Skills and Entrepreneurial Intention: How do Skill Quantity and Skill Diversity Add up? Yingzhao Xiao, The Chinese University of Hong Kong Kevin Au, The Chinese University of Hong Kong Marta Dowejko, The Chinese University of Hong Kong Balanced skills is an pivotal attribute for entrepreneurs. Drawing on the Jack-of-all-trades theory, this article examine the skill quantity and skill diversity, as two dimensions of balanced skills, and entrepreneurial intention to provide an understanding of the individual decision-making toward becoming an entrepreneur. Results suggest that while skill quantity has a positive effect on entrepreneurial 4

6 intention, there is no direct association between skill diversity and entrepreneurial intention. Further, we find that the interaction of skill quantity and skill diversity is significantly related to entrepreneurial intention. But quite surprisingly, the higher skill diversity an individual has, the less effect of skill quantity on entrepreneurial intention. Theoretical and practical implications are provided. Session 3: Corporate Governance and Ties (AAOM) How Much Do Network Ties Matter in Firm Innovativeness of Internationalized Chinese Firms Huan Zou, SOAS, University of London Jie Zhang, Fudan University This paper examines how global and local network ties influence knowledge acquisition and international opportunity recognition in the internationalization process of firms from emerging economies. We provide empirical evidence using a cross-sectional sample of 133 Chinese firms to test the model. The results show that both global and local network ties have a positive effect on knowledge acquisition but only global network ties is positively linked to international opportunity recognition. The moderating effect of risk orientation is found to be significantly positive on the link between global network ties and knowledge acquisition but negative on the link between local network ties and knowledge acquisition. Agency Theory and Corporate Governance in China: A Meta-analysis Canan Mutlu, University oftexas at Dallas Marc Van Essen, University of South Carolina Mike Peng, University of Texas at Dallas Sabrina Saleh, University of South Carolina Do agency theory-based good corporate governance principles apply to China? A straightforward answer to this question is lacking, because evidence is inconclusive across studies. Amassing a pooled database consisting of 81 studies, 272 effect sizes, and 212,777 firm- year observations between 1991 and 2008, we endeavor to fill this gap by conducting the first meta-analysis on the China literature with two focuses. 5

7 First, we assess the impact of (i) board independence, (ii) board leadership structure, and (iii) managerial incentives on firm performance, as these elements have been central to both agency theory as well as to Chinese corporate governance reforms. Second, we extend current theorizing by showing support for the temporal hypothesis, which states that over time, with the improvement in the quality of market institutions, the monitoring mechanisms of the board become more important whereas the incentive mechanisms lose their significance. In addition, we also find that agency theory is more strongly supported in China than in most developed economies. Same but Different? Similarities and Fundamental Differences of Informal Social Networks in China (Guanxi) and Korea (Yongo) Sven Horak, St. John s University Markus Taube, Duisurg-Essen University This research reports about similarities and distinctive differences of informal social networks in China (Guanxi) and Korea (Yongo). Within an analytical framework derived from social capital and institutional theory, structural forms and characteristics of both network forms are compared. Although we observe some similarities, surprisingly both networks show several fundamental differences. Both are large, society spanning constructs, developed and maintained by reciprocal action that creates trust and trustworthiness and serves as a major factor of network cohesion. Both networks are confined to the outside, whereas insiders can connect other insiders with each other (i.e. internal bridging of structural holes). However, in comparison, Guanxi networks are in principle accessible to outsiders and draw on a diverse base of ties; Yongo networks are predefined, partly by birth, and are hence homogeneous and highly exclusive. Guanxi networks can benefit by spillover effects through bridging between different networks; Yongo networks cannot, as there is antipathy, competition and partly hostility between networks. The results add knowledge to social network theory in general and in particular to informal social networks in East Asia. Moreover, in reference to the current debate whether informal networks will disappear in the future, we argue Yongo is culturally driven, hence it may most likely persist. 6

8 Governance Structure, Institutions and Political Ties in Emerging Economies Chi-Nien Chung, National University of Singapore Hongjin Zhu, McMaster University Political ties bear significant implications for firms strategy and performance, but it remains unclear why firms build political ties with the political regime. In this study, we examine how the governance structure of firms in emerging economies shapes their political ties. We propose that business group membership and family ownership and control positively affect the establishment of political ties and such effects diminish as market infrastructures and regulatory institutions develop. We also offer a framework and analysis for why business group affiliates and family owners prefer diverse portfolios of ties with competing or rival political parties amidst democratization. Results of a longitudinal study on political ties of Taiwanese firms from 1996 through 2005 support our arguments. Our results highlight the dynamic influence of governance structure of the firm and institutional contexts on the formation and evolution of political ties. Session 4: Leadership and Empowerment (AAOM) Reference Relationships and Their Impact on Supervisor Empowerment within the Work Group Kenneth Law, The Chinese University of Hong Kong Lin Wang, Sun Yat-sen University, Lingnan (University) College Melody Jun Zhang, The Chinese University of Hong Kong Drawing on reference group theory, we investigate the reference relationships among group members, informal leader and the supervisor of the work group. These reference relationships are postulated as key resources and determinants of power dependence within the group under the power dependence theory and resource dependence theory. Based on the general premise that the supervisor try to maximize his resources under the conservation of resources theory, we analyze the effect of four cases of reference relationships and examine their effects on the 7

9 supervisors empowerment behaviors to the informal leader and group members. The distinctness and boundary conditions of our model are discussed. Is Being a Leader a Mixed Blessing? Dual Pathways Linking Leadership Role Occupancy to Well-being Wendong Li, Kansas State University John Schaubroeck, Michigan State University Jia Lin Xie, University of Toronto The question of how occupying a leadership position affects a job holder's well-being has attracted researchers' attention for decades. Conventional research suggests that serving as a leader is negatively related to the incumbent s well-being because job demands often increase dramatically with ascension to leadership positions. Recent research, however, suggests a positive relationship between leadership role occupancy and well-being due to the stress-alleviating effects of the sense of control conferred by holding leadership positions. The present research aims to reconcile these two opposing views by examining both job demands and job control as mediators linking leadership role occupancy to job incumbents' well-being. We present results from three studies using a national representative U.S. sample, a Chinese sample, and a probability Japanese sample. These studies together assess a variety of psychological and physiological indexes of well-being. Our findings demonstrate that because job demands and job control have sharply different relationships with indexes of well-being, they have countervailing mediating roles that together generally produce an insubstantial relationship between leadership role occupancy and well-being. We discuss research and practical implications of our findings to organizations, employees, and leaders. The Effect of LMX on Work-related Flow: A Moderated Mediation Model of Psychological Empowerment and Emotional Intelligence Junbang Lan, Hong Kong Baptist University Chi-Sum Wong, The Chinese University of Hong Kong Chunyan Jiang, Nanjing University Yina Mao, Nanjing University 8

10 There is some preliminary evidence about the impact of LMX on work-related flow, a core concept in positive psychology. However, the exact process of how this relationship takes place is unknown. Based on the Job-Demand-Resource model and self-determination theory, we hypothesize a moderation mediation model in which psychological empowerment is the mediator while emotional intelligence is the moderator. Using samples from two different industries representing different emotional labor level (service sample N= 219; manufacturing sample N=208), we found full support in the service sample and partial support in the manufacturing sample. Implications and future directions are discussed. Session 5: Knowledge Sharing and Innovation (TAOM) The Effective Learning Mechanism for Sustainable Innovation: A Lesson from an Empirical Study from Asia Jeewhan Yoon, California State University Innovation becomes one of the key elements for organizational success. A growing emphasis on innovation brings our scholastic and managerial attention to understand antecedents for sustainable innovation. Based on social learning theory, this paper focuses on individual learning, one of key motivators of innovation, and explores the theoretical mechanism explaining antecedents that influence individual learning. Based on the original data set of 23 work teams in a hospital that recently went through organizational change and restructuring in South Korea, one of the rapidly growing Asian countries, the current study empirically examined the team learning and individual efficacy as important mediators between team efficacy and individual learning relationship. Theoretical and practical implications are discussed for understanding how team efficacy, individual efficacy, and team learning behavior make significant contribution to the individual learning, thus promoting innovation. Effects of Knowledge Diversity on Shared Knowledge Vision: The Mediation of Knowledge Creation Mechanisms Fu-Sheng Tsai, Chang Shou University Chen-Wei Yang, Fooyin University 9

11 We study the influences of knowledge diversity on shared knowledge vision, a neglected reverse causal relationship between these two constructs. We also investigate on the role played by knowledge creation mechanisms. Analyses were based on data collected over two time points from 153 new product development teams. Empirical evidences support that knowledge diversity negatively influences shared knowledge vision, while knowledge creation mechanisms mediates in such relationship and significantly altered the effect of knowledge diversity on shared knowledge vision. Implications were discussed for theory and practices. Coping with a Firm and Its Rivals Earnings Pressure in Exploratory Innovation Heng-Yu Chang, Chang Gung University Cheng-Yu Lee, Southern Taiwan University of Science and Technology Yun-Ping Amber Lee, National University of Tainan While earnings expectation has been shown to determine a firm's investment decisions, little is known about how such expectation influences its investment horizon for innovation. This paper examines the impact of earnings pressure and cross-rival effect on firm behavior towards exploratory innovation while considering a firm s financial slack. By using data from S&P 1500 companies in high technology industries and patent information from UPSTO database for 2000 to 2012, the results indicate that stock analysts, as information intermediaries between innovation firms and the capital market, impose pressure through earnings forecasts on a firm s exploratory innovation. Besides, a firm tends to increase exploratory innovation by taking advantage of its rivals handicaps. Furthermore, a firm s financial slack not only relaxes earnings pressure but also broadens the innovation gap between two competing firms. This paper suggests that managers should take the competitive effect into account when a strategic investment decision is deployed. Session 6: Family Business (AAOM) Increased Non-family Large Shareholders in Family-controlled Firms: Do They Affect Precipitate CEO Turnover? 10

12 Shuping Li, Kansas State University Will Mitchell, University of Toronto This paper investigates the impact of increased non-family large shareholders in family- controlled firms on CEOs forced and abrupt voluntary exits, which we refer to as precipitate CEO turnover. Taking into account distinct interests between family and non-family large shareholders, we argue that increased presence of non-family large shareholders increases precipitate CEO turnover by enhancing a firm s reference to market efficiency in evaluating the CEOs. Longitudinal analyses based on 599 family-controlled Taiwanese firms from 2000 to 2011 reveal that precipitate CEO turnover increases with the presence of non-family large shareholders in the firms. The relationship is stronger in firms with pyramid ownership structure, lower governance transparency, and CEO affiliation with family controllers. Our study contributes to the family business literature by assessing the governance consequence of non- family large shareholders. Ownership Structure and Affiliate Firm Performance in Diversified Family Business Groups: A Generational Perspective Hsi-Mei Chung, I-Shou University Employing generational perspective, this research examines the effects of ownership structure and diversification on affiliate firm performance in family business groups. Utilizing a unique longitudinal and cross-level data, this research indicates that the pyramidal ownership structure will generate differential performance implications under the founder or descendant generation in a family business group. Additionally, the higher level of diversification will strengthen (or positively moderate) the negative relationship between pyramidal ownership structure and affiliate firm performance in a descendant-led family business group while diversification decision will weaken (or negatively moderate) the positive relationship between pyramidal ownership structure and affiliate firm performance in a founder-led family business group. This research contributes to the understanding of the family ownership and diversification impact from the consideration of the generation context in a family business group. 11

13 Contact Hitters or Power Hitters? R&D Behavior of Family Firms in the Japanese Pharmaceutical Industry Shigeru Asaba, Waseda University Tetsuo Wada, Gakushuin University While prior studies have found that family firms invest less in R&D, many family firms actually exist in R&D intensive industries. Our analysis on R&D behavior of the Japanese pharmaceutical firms finds that R&D behavior of family firms is not inactive but different from that of non-family firms. We confirm lower R&D intensity of family firms, but find family firms produce at least as many patent applications per R&D expenditure as non-family firms. Further analysis finds that family-owned firms can use R&D investment more efficiently by limiting technological areas of research. We also find that, due to family managers risk aversion, family-managed firms allocate R&D resources to develop many patents of low quality instead of very important technology. In contrast, non-family pharmaceutical firms, which are forced to follow shareholders preference to raise fund, prefer the project of high return with low probability for success and of large loss with high probability like power hitters. It is consistent with cumulative prospect theory that external investors overweight unlikely extreme outcomes. It is as if non-family firms try to hit a home run, at the sacrifice of a high batting average while family firms behave as contact hitters trying to hit as many singles as possible. The results suggest that owners preference or risk attitudes have significant impacts on firms R&D behavior. Expatriate Decision behind the Family in Multinational Family Business Groups: An Integrated Framework Hsi-Mei Chung, I-Shou University Employing agency and resource-based theory, this research examines the impact of host country uncertainty on the likelihood of utilizing family management to manage the foreign affiliations in multinational family business groups. Utilizing multi-level and longitudinal data, the results indicate that the higher degree of 12

14 economic and cultural differences between the home and the host country, the higher possibility to utilize family management to manage a foreign affiliation in family business groups. Moreover, evaluating the choice between qualified family management versus qualified professional management, the higher degree of economic differences in foreign affiliations will increase the likelihood of assigning qualified professional management rather than qualified family management in family business groups. However, the higher degree of cultural differences in foreign affiliations will increase the likelihood of assigning qualified family management rather than qualified professional management in family business groups. These results indicate that the different environmental dimensions will exert distinctive impact on the expatriate decision in multinational family business groups. This research provides referable value in addressing expatriate issues in multinational family enterprises. Session 7: Multinational Firms and FDI (AAOM) Facing Changes in Political Environments and Political Capabilities of Multinational Corporations Naoki Yasuda, Rikkyo University This study applies the process view of experience to investigate the relationship between a multinational corporation s (MNC s) experience of change with respect to a host country s government and its politically risky behaviors. The aim is to explicate a mechanism by which MNCs develop political capabilities. The realms of organizational experience in facing change in foreign political environments are conceptualized as (1) quick retreat, (2) silent observation, and (3) active engagement. Using MNCs in the global mining industry as the target sample, data are collected regarding MNC foreign operations, foreign asset procurement, and the changes of government in the host countries. Following analysis for , this study finds that the experience of quick retreat impairs political capabilities, whereas silent observation and active engagement contribute partially and fully respectively to the development of political capabilities. 13

15 The Sectorial and Spatial Impacts of Inward Foreign Direct Investment on Indigenous New Firm Creation in the Republic of Korea Laixiang Sun, University of Maryland In Hyeock (Ian), Loyola University Chicago Eunsuk Hong, SOAS, University of London This paper examines the impact of inward foreign direct investment (FDI) on the variation in the creation of new firms across high- versus low-technology industrial sectors and geographic space. Using a dataset of 44,434 newly created small firms in 234 regions of South Korea in , this study finds that while the spillover impacts of FDI in the low-tech industry are positive and significant across almost all four possible combinations of the intra-/inter-regional and intra-/inter-sectoral channels, the impacts in the high-tech industry are largely intra-sectoral within the host region and across neighboring regions. Moreover, all statistically significant spillover effects follow an inverted U -shaped curvilinear trend. Past Performance and FDI by Indian Software Firms Nitin Pangarkar, National University of Singapore Naveen Kumar, University of Akron Lin Yuan, University of Macau Vikas Kumar, University of Sydney In this paper, we explore the interfirm variation in the opening of international global development centers (GDCs) by Indian software firms. We examine how the past performance of firms, their degree of internationalization, possession of a valuable resource in the form of CMMI level 5 certification and rivals establishment of GDCs, influence the number of GDCs opened by them. We draw on the organizational learning theory, the resource based view and the institutional theory and base our analyses on a unique dataset about the opening of GDCs by 32 leading Indian software firms during Our analyses support most hypotheses. Session 8: Culture, Value and Executive Compensation (AAOM) 14

16 Subnational Institutional Contingencies and Executive Pay Dispersion Lerong He, State University of New York at Brockport Junxiong Fang, Fudan University This paper investigates the impact of subnational institutional contingencies on executive pay dispersion structure as well as the relationship between pay dispersion and firm performance. Using executive compensation data on Chinese listed firms between 2000 and 2011, we find that executive pay dispersion is significantly lower during the voluntary compensation disclosure period and in state-owned enterprises, while is significantly higher in cross-listed firms, and to a smaller extent in firms located in more developed regions. After controlling for endogeneity of pay determination, we find that executive pay dispersion is positively associated with firm performance. Such a relationship is further moderated by ownership structure and regional development level. Specifically, the linkage between executive pay dispersion and firm performance is stronger in non-soes and firms located in more developed regions. Our findings are also robust to alternative measures of pay dispersion and firm performance. Stock Option Exercises of Chinese Executives Kun Yao, University of Illinois, Urbana-Champaign I investigate stock option exercises by executives in Chinese state-owned firms, a behavior considered deviant from the institutional norms of the Chinese state bureaucracy. I seek to answer the following questions: When individual beliefs and actions are deeply embedded in their institutional context, as in the case of Chinese executives in overseas-listed firms, who break with the institutional status quo and what are the reasons? Contrary to the existing status-based theory of social deviance, institutional disengagement among Chinese executives often takes place in the middle of an institutional status hierarchy. Characteristics of the institutional environment and the individual biography further interact with individual positions in affecting the likelihood that an executive will diverge from the institutional expectation of not exercising stock options. 15

17 The Joint Effects of Societal Culture and Individual Values on Job Attribute Preferences: Evidence from Eight Nations Ji Li, Hong Kong Baptist University Chris Chu, University of Surrey Tao Liu, Southwest University Hong Zhu, Tongji University Jieying Xu, Hong Kong Baptist University Based on the theory of universal human values proposed by Schwartz (1992, 1994), we conducted a cross-national comparison of how values at two levels (cultural values at the societal level and personal values at the individual level) affect job attribute preferences (hereafter JAPS). Comparing samples from East Asian collectivistic cultures and major Western individualistic cultures, we predict that JAPS among men and women can be influenced by both societal values and individual values. Analyzing data from three large scale cross-cultural studies, the World Value Survey (WVS), GLOBE, and the IBM study, revealed several interesting findings: i) For predicting preferences for major job attributes, two societal values (collectivism and masculinity) are useful only when their effects do not conflict with the effect of the most relevant individual value; ii) The effects of individual values are ordered by their relative importance to a given issue; iii) individual values influence JAPS among men and women in an asymmetric way. For instance, while the value of gender stereotypes against females discourages women from selecting achievement as their job attribute, this value does not encourage more men to select the same job attribute. This new gender asymmetry may help explain other asymmetries observed in studies on gender, such as asymmetries in sex roles and the effects of gender diversity. Supervisors Social Class, Cultural Values and Ethics Chung-wen Chen, National Taiwan University of Science and Technology This study tested Merton s (1968) anomie theory. Merton argued that people s deviance is determined jointly by their social background and cultural contexts. We proposed that supervisors from a lower social class are more likely to justify 16

18 ethically suspect behaviors than are supervisors from a higher social class, and the individual-level association is influenced by cultural values including assertiveness, in-group collectivism, future orientation, humane orientation, and the importance of the economy. The results showed that the social-class ethics association transforms based on the cultural dimensions of assertiveness, future orientation, humane orientation, and the importance of the economy. Session 9: Does Organizational Climate Matter? (AAOM) High Performance Work Systems and Organizational Service Performance: The Roles of Different Organizational Climates Nien-Chi Liu, National Central University, Taiwan Yi-Ting Lin, National Central University, Taiwan Prior research on high-performance work systems (HPWSs) has extensively examined the effects of HPWSs on establishment or firm-level performance in manufacturing settings. This study extends the literature to examine how HPWSs relate to organizational performance in a service setting. Further, literature in strategic human resource management also declares that organizational climates play critical roles when exploring the relationships between HPWSs and organizational performance. However, little research has been done to examine the roles of different organizational climates on the HPWSs-performance relationships. Extending prior research that examined the mediating effect of service climate between organizational practices and service performance, we include flexibility climate of the management team as a moderating indicator of the HPWSs-service climate link. Data collected from multiple sources involving 166 managers and 483 management team members of 166 restaurants reveal that service climate constitutes the mediating role of the relationship. Both skill-enhancing and motivation enhancing HPWSs can lead to service performance; however, motivation-enhancing HPWS can initiate greater consensus of service requirements (i.e. service climate) among organizational employees. Interestingly, we find negatively moderating effects of management team flexibility climate on the relationship between motivation-enhancing HPWS and service climate. This result implies that management team flexibility climate cannot complement HPWs to 17

19 create positive synergy to facilitate service climate. Instead, management team flexibility climate and motivation-enhancing HPWS are substitutes. The existing of one type of organizational climate may impede the formation of the other, and then to influence the subsequent organizational outcomes. An Affective Perspective on the Cross-level Influence of Procedural Justice Climate Xiaowan Lin, University of Macau This study explored how procedural justice climate influences an individual s attitudes and behavior from an affective perspective. The results showed that procedural justice climate was related to group affective tone and explained additional variations in individual affect beyond that explained by individual perception of justice. In support of my arguments related to the role of emotional contagion in this process, individual differences in susceptibility to emotional contagion moderated the relationship between procedural justice climate and individual affect. The positive relationship between procedural justice climate and individual positive affect and its negative relationship with individual negative affect were stronger among individuals with high rather than low susceptibility to emotional contagion. Task interdependence also strengthened the relationship between procedural justice climate and positive affective tone at the group level. Furthermore, the indirect relationships between procedural justice climate and individual outcomes, including turnover intention, job satisfaction and knowledge sharing through individual affect and group affective tone were supported. A Multilevel Examination of the Effect of Service Climate on Resident Loyalty Mei-Ling Wang, Tamkang University Min-Shi Liu, Soochow University Based on the service profit chain, the present study evaluates the effect of service climate on resident loyalty by reviewing and incorporating residents perceptions of service quality regarding their interaction with staff members in the nursing home. The research also explores the mediating role of perceived service quality between service climate and resident loyalty. A conceptual two-level model linking service 18

20 climate to resident loyalty was developed and analyzed using data collected from 197 nursing staff members and 477 residents in 44 private nursing homes in Taiwan. The results show that service climate helps nursing homes improve perceived service quality, and positively influences resident loyalty and provides empirical support for the hypothesis that service climate helps nursing homes improve resident loyalty by improving perceived service quality. Both theoretical and practical implications are discussed as well as future research directions. A Study of Strategic Promotion: Exploring its Influence on Organizational Justice Climate and Employee Role Performance Jin Feng Uen, National Sun Yat-sen University Shu-Yuan Chen, National United University Jhih-Ren Jheng, National Sun Yat-sen University Employee promotion practices are suggested for its importance to help firms identify the talents and ability these years. However, employee fairness perception always plays the key role influencing the effectiveness of promotion practices. While a number of documented studies have suggested the promotion practices or selection methods, few have explored the factors influencing a fair promotion decision process, and provide empirical evidences. This study developed the strategic promotion, identified the key factors and examined the influence of strategic promotion on organizational justice climate and employee role performance. In addition, the mediation effects of procedural and interpersonal justice climate are also examined in this study. The data were collected from the 378 individual samples from 40 companies in manufacturing and service industries in Taiwan. This study provided the theoretical and methodological contributions to identify the importance of strategic promotion and suggest the related factors and provide empirical evidences for the potential influence of strategic promotion. The practical contributions are also discussed as important reference for organizations. Session 10: 價 值 創 造 (TAOM) 永 續 價 值 的 創 造 與 移 轉 以 資 源 基 礎 觀 點 探 討 女 性 家 族 成 員 對 事 業 家 族 無 形 資 產 之 世 代 傳 承 的 影 響 19

English-taught courses offered in 2015 spring term

English-taught courses offered in 2015 spring term English-taught courses offered in 2015 spring term NO. Education Plan Academic Credits Terms for Course Academic school hours opening 1 Strategic Management 40 4 spring semester School of Management 2

More information

HONG ZHU (SUSAN) EMPLOYMENT EDUCATION RESEARCH HONORS & AWARDS the best paper award & the best paper award JOURNAL PUBLICATIONS

HONG ZHU (SUSAN) EMPLOYMENT EDUCATION RESEARCH HONORS & AWARDS the best paper award & the best paper award JOURNAL PUBLICATIONS HONG ZHU (SUSAN) Assistant Professor, HSBC Business School, Peking University University Town, NanShan District, Shenzhen, 518055, China Phone: 86-755-2603-3781, Email: zhuhong@phbs.pku.edu.cn EMPLOYMENT

More information

Joint Conference Call for Papers

Joint Conference Call for Papers Joint Conference Call for Papers Program Co-Chairs: AAOM: Rico Lam, University of Macau; Ajai Gaur, Rutgers University TAOM: Shyh-jer Chen, National Sun Yat-sen University; Liang-Chih Huang, National Chung

More information

All available Global Online MBA routes have a set of core modules required to be completed in order to achieve an MBA. Those modules are:

All available Global Online MBA routes have a set of core modules required to be completed in order to achieve an MBA. Those modules are: All available Global Online MBA routes have a set of core modules required to be completed in order to achieve an MBA. Those modules are: Management and Organizational Change (P.4) Leading Strategic Decision

More information

All available Global Online MBA routes have a set of core modules required to be completed in order to achieve an MBA.

All available Global Online MBA routes have a set of core modules required to be completed in order to achieve an MBA. All available Global Online MBA routes have a set of core modules required to be completed in order to achieve an MBA. Those modules are: Building High Performance Organisations Management and Organisational

More information

Seminar in Chinese Organizational Behavior Fall 2015 (Tentative) Instructor: Shu-Cheng Steve Chi Office Hrs: by appointment

Seminar in Chinese Organizational Behavior Fall 2015 (Tentative) Instructor: Shu-Cheng Steve Chi Office Hrs: by appointment Seminar in Chinese Organizational Behavior Fall 2015 (Tentative) Instructor: Shu-Cheng Steve Chi Office Hrs: by appointment Introduction: There has been an increased emphasis on the study of organizational

More information

An analysis of cultural impact on international business performance via foreign market entry mode: case of South Korean MNCs

An analysis of cultural impact on international business performance via foreign market entry mode: case of South Korean MNCs ABSTRACT An analysis of cultural impact on international business performance via foreign market entry mode: case of South Korean MNCs Cheong-A Lee Pusan National University Ho-Yeol Bang Pusan National

More information

Bridging Micro and Macro Domains: Workforce Differentiation and Strategic Human Resource Management

Bridging Micro and Macro Domains: Workforce Differentiation and Strategic Human Resource Management Special Issue: Bridging Micro and Macro Domains Journal of Management Vol. 37 No. 2, March 2011 421-428 DOI: 10.1177/0149206310373400 The Author(s) 2011 Reprints and permission: http://www. sagepub.com/journalspermissions.nav

More information

The Relationship of Paternalistic Leadership and Organizational Citizenship Behavior: The Mediating Effect of Upward Communication

The Relationship of Paternalistic Leadership and Organizational Citizenship Behavior: The Mediating Effect of Upward Communication The Relationship of Paternalistic Leadership and Organizational Citizenship Behavior: The Mediating Effect of Upward Communication Chu Paoching, Assistant professor of Department of Creative Fashion Design

More information

nisa Centre for Human Resource Management Experience. The Difference.

nisa Centre for Human Resource Management Experience. The Difference. nisa Centre for Human Resource Management Experience. The Difference. Our vision. Improving organisational effectiveness through Human Resource Management practices, creating positive outcomes and enhancing

More information

DAEJEONG CHOI. Email: daejeong-choi@uiowa.edu

DAEJEONG CHOI. Email: daejeong-choi@uiowa.edu Curriculum Vitae - Daejeong Choi 1 DAEJEONG CHOI Email: daejeong-choi@uiowa.edu Office: Department of Management & Organizations W317, 108 Papajohn Business Building Iowa City, IA 52242-1000 Office Phone:

More information

SolBridge International School of Business

SolBridge International School of Business SolBridge International School of Business MBA Curriculum for Members: Sung Tae Kim* Chia-Hsing Huang YoungHack Song Tahir Hameed 1/15 SolBridge International School of Business Master of Business Administration

More information

Workplace Diversity: Is National or Organizational Culture Predominant?

Workplace Diversity: Is National or Organizational Culture Predominant? THE LINKAGE LEADER Workplace Diversity: Is National or Organizational Culture Predominant? By Ashley M. Guidroz, Lindsey M. Kotrba, and Daniel R. Denison Ashley M. Guidroz, PhD is a member of the Research

More information

What is, and to what Purpose do we Study, International Business? 1. Klaus E. Meyer. China Europe International Business School (CEIBS)

What is, and to what Purpose do we Study, International Business? 1. Klaus E. Meyer. China Europe International Business School (CEIBS) What is, and to what Purpose do we Study, International Business? 1 Klaus E. Meyer China Europe International Business School (CEIBS) AIB Vice President (Programme 2014) www.klausmeyer.co.uk Shanghai,

More information

Executive Leadership MBA Course Descriptions

Executive Leadership MBA Course Descriptions Executive Leadership MBA Course Descriptions MBA 608: Interpersonal Leadership and Managing Organizational Behavior (3 credits) This course provides rising stars learning opportunities to take the next

More information

IJSM, Volume 14, Number 2, 2014 ISSN: 1555-2411 ABSTRACTS 1. FORMALIZATION OF MANAGEMENT ACCOUNTING: A BAYESIAN APPROACH

IJSM, Volume 14, Number 2, 2014 ISSN: 1555-2411 ABSTRACTS 1. FORMALIZATION OF MANAGEMENT ACCOUNTING: A BAYESIAN APPROACH S 1. FORMALIZATION OF MANAGEMENT ACCOUNTING: A BAYESIAN APPROACH Christine Duller, Johannes Kepler University, Linz, AUSTRIA Daniela Pauger, Johannes Kepler University, Linz, AUSTRIA Helga Wagner, Johannes

More information

ROMANIAN - AMERICAN UNIVERSITY. School of Domestic and International Business, Banking and Finance

ROMANIAN - AMERICAN UNIVERSITY. School of Domestic and International Business, Banking and Finance Invest in People! Project co-financed by European Social Fund through the Sectoral Operational Programme Human Resource Development 2007 2013 Priority Axis: 1. Education and training in support for growth

More information

Executive Leadership MBA Course Descriptions

Executive Leadership MBA Course Descriptions Executive Leadership MBA Course Descriptions MBA 608: Interpersonal Leadership and Managing Organizational Behavior (3 credits) This course provides rising stars learning opportunities to take the next

More information

Miracle Integrating Knowledge Management and Business Intelligence

Miracle Integrating Knowledge Management and Business Intelligence ALLGEMEINE FORST UND JAGDZEITUNG (ISSN: 0002-5852) Available online www.sauerlander-verlag.com/ Miracle Integrating Knowledge Management and Business Intelligence Nursel van der Haas Technical University

More information

Capital Market Integration and Stock Exchange Consolidation in the Asia-Pacific

Capital Market Integration and Stock Exchange Consolidation in the Asia-Pacific Joint Statement Asian Shadow Financial Regulatory Committee and Australia-New Zealand Shadow Financial Regulatory Committee Queenstown, New Zealand 6 April, 2011 * Capital Market Integration and Stock

More information

UNIVERSITY OF SOUTH ALABAMA MANAGEMENT

UNIVERSITY OF SOUTH ALABAMA MANAGEMENT UNIVERSITY OF SOUTH ALABAMA MANAGEMENT 1 Management MGT 300 Management Theory and Practice 3 cr Theories of organizational structures, practices, and behavior, and the effective management of organizations.

More information

Category and Item Commentary

Category and Item Commentary 2013 2014 Baldrige Criteria for Performance Excellence Category and Item This commentary provides brief summaries of the Criteria categories and items. It also includes examples and guidance to supplement

More information

ANZAM 2015 Streams and Keywords

ANZAM 2015 Streams and Keywords ANZAM 2015 Streams and Keywords Stream Keywords 01. Managing for Peak Performance strategic HRM strategic change technological change global business environment innovation managing across cultures international

More information

Lin Xiu. Workplace diversity, work-life balance, compensation management, and strategic HRM in the context of globalization

Lin Xiu. Workplace diversity, work-life balance, compensation management, and strategic HRM in the context of globalization Assistant Professor of Human Resource Management Labovitz School of Business and Economics University of Minnesota, Duluth Campus 1318 Kirby Drive, LSBE 365H, Duluth, MN Phone: 218-726-6721 Cell: 218-626-7218

More information

Comparing Ethical Attitudes of Expatriates working in UAE. K.S. Sujit. Institute of Management Technology, Dubai Email: kssujit@gmail.com.

Comparing Ethical Attitudes of Expatriates working in UAE. K.S. Sujit. Institute of Management Technology, Dubai Email: kssujit@gmail.com. Comparing Ethical Attitudes of Expatriates working in UAE K.S. Sujit Institute of Management Technology, Dubai Email: kssujit@gmail.com Abstract UAE is a multi cultural country with 80% of the population

More information

Strategic Human Resource Management Catherine Truss, David Mankin & Clare Kelliher

Strategic Human Resource Management Catherine Truss, David Mankin & Clare Kelliher Catherine Truss, David Mankin & Clare Kelliher Oxford University Press (2012) ISBN: 978-0199583065 Theme of the Book What makes a good HR strategy and how does one develop it? These are just two of the

More information

Effectively Leading Public Agencies in a Global Environment

Effectively Leading Public Agencies in a Global Environment 第 1 頁, 共 14 頁 Effectively Leading Public Agencies in a Global Environment Robert C. Myrtle 1 If there is one word that characterizes the last two decades it is Globalization. Yet as Shaw (1997) notes that

More information

Workforce Management Plan 2013-2017

Workforce Management Plan 2013-2017 Workforce Management Plan 2013-2017 Adopted on Wednesday 19 June 2013 Contents Message from the General Manager 5 city Plan: Cascade of Plans 6 our Vision, Mission and Community Outcomes 7 Introduction

More information

PROPOSED DOCTORATE RESEARCH

PROPOSED DOCTORATE RESEARCH PROPOSED DOCTORATE RESEARCH Socialization Tactics and Newcomer Adjustment: The Role of Organizational Culture, Team Dynamics, and Personality Dimensions PURPOSE Socialization Tactics and Newcomer Adjustment:

More information

Impact of Foreign Direct Investment, Imports and Exports

Impact of Foreign Direct Investment, Imports and Exports Impact of Foreign Direct Investment, Imports and Exports Dr. A. Jayakumar, Professor of Commerce, Periyar University, Salem, India. Kannan.L, Research Scholar, Department of Commerce, Periyar University,

More information

Employee Work Passion Connecting the Dots

Employee Work Passion Connecting the Dots PE R S PECTIVE S Employee Work Passion: Volume 3 Employee Work Passion Connecting the Dots By Drea Zigarmi, Dobie Houson, David Witt, and Jim Diehl For years, researchers, organizations, and leaders have

More information

International Human Resource Management

International Human Resource Management Chapter 20 International Human Resource Management Learning Objectives Describe the major differences between domestic and international HRM. Describe the major challenges faced in international HRM relating

More information

and understandings along with the preparation and analysis of financial statements.

and understandings along with the preparation and analysis of financial statements. Bloch Executive MBA Year One Courses Leadership Residency The Leadership Residency launches the Bloch Executive MBA, and provides students with an appreciation of the integrative nature of leadership and

More information

Stock Market Reaction to Information Technology Investments in the USA and Poland: A Comparative Event Study

Stock Market Reaction to Information Technology Investments in the USA and Poland: A Comparative Event Study 2012 45th Hawaii International Conference on System Sciences Stock Market Reaction to Information Technology Investments in the USA and Poland: A Comparative Event Study Narcyz Roztocki School of Business

More information

Component Wise Comparison of the Degree of Organizational Commitment.

Component Wise Comparison of the Degree of Organizational Commitment. Component Wise Comparison of the Degree of Organizational Commitment. MOHAMMAD TUFAIL Lecturer, AWKUM, Buner Campus. Email: tuphail@yahoo.com NAVEED FAROOQ Assistant Professor, AWKUM, Pabbi Campus Abstract

More information

Recruitment forecasting. Employer branding. Sourcing strategies. Selection processes. Assessment methodologies. On boarding of new hires

Recruitment forecasting. Employer branding. Sourcing strategies. Selection processes. Assessment methodologies. On boarding of new hires hudson RPO ASIA pacific Recruitment Process Outsourcing Hudson RPO Asia Pacific is proud to be the winner of a number of industry rated awards including: HRO Today s Global Baker s Dozen List, 2010, 2011

More information

MBA COURSES MBA-ACC 501: Managerial Accounting Required, Finance certificate requirement MBA-STAT 505: Applied Statistics for Business Decisions

MBA COURSES MBA-ACC 501: Managerial Accounting Required, Finance certificate requirement MBA-STAT 505: Applied Statistics for Business Decisions MBA COURSES MBA-ACC 501: Managerial Accounting This course introduces the use and analysis of accounting data so that managers may better conduct planning, controlling, and decision-making. In the first

More information

WHO GLOBAL COMPETENCY MODEL

WHO GLOBAL COMPETENCY MODEL 1. Core Competencies WHO GLOBAL COMPETENCY MODEL 1) COMMUNICATING IN A CREDIBLE AND EFFECTIVE WAY Definition: Expresses oneself clearly in conversations and interactions with others; listens actively.

More information

Optimizing Rewards and Employee Engagement

Optimizing Rewards and Employee Engagement Optimizing Rewards and Employee Engagement Improving employee motivation and engagement, and identifying the right total rewards strategy to influence workforce effectiveness. Kevin Aselstine, Towers Perrin

More information

Chapter 1. Human Resource Management: Gaining a Competitive Advantage. True/False Questions

Chapter 1. Human Resource Management: Gaining a Competitive Advantage. True/False Questions Chapter 1 Human Resource Management: Gaining a Competitive Advantage True/False Questions 1-1. The human resource function at Texas Instruments is an equal partner with line management and the financial

More information

Achieving Competitive Advantage through Employees

Achieving Competitive Advantage through Employees Page66 ABSTRACT: Achieving Competitive Advantage through Employees Poornima Mathur Ph. D Scholar, Department of Management Studies, The IIS University, Jaipur Success of the organization depends upon the

More information

Considering the Cultural Issues of Web Design in Implementing Web-Based E-Commerce for International Customers

Considering the Cultural Issues of Web Design in Implementing Web-Based E-Commerce for International Customers Considering the Cultural Issues of Web Design in Implementing Web-Based E-Commerce for International Customers Kyeong. S. Kang The First International Conference on Electronic Business, Faculty of Information

More information

TOPIC 2B: MNE ENTRY AND EXPANSION STRATEGIES

TOPIC 2B: MNE ENTRY AND EXPANSION STRATEGIES TOPIC 2B: MNE ENTRY AND EXPANSION STRATEGIES 1. By strategy, we mean a deliberate choice taken by the owners or managers of firms to organize the resources and capabilities within their control to achieve

More information

Roy Chua Harvard Business School Morgan Hall 345, Boston, MA 02163 rchua@hbs.edu; 917-825-5346. February 2014

Roy Chua Harvard Business School Morgan Hall 345, Boston, MA 02163 rchua@hbs.edu; 917-825-5346. February 2014 Roy Chua Harvard Business School Morgan Hall 345, Boston, MA 02163 rchua@hbs.edu; 917-825-5346 EDUCATION Ph.D., Management (Organizational Behavior) Columbia Business School, Columbia University, New York

More information

Kffective. Techniques Cross-Cultural Interviewing in the Hiring Process: Challenges and Strategies

Kffective. Techniques Cross-Cultural Interviewing in the Hiring Process: Challenges and Strategies Kffective. Techniques Cross-Cultural Interviewing in the Hiring Process: Challenges and Strategies Choon-Hwa Lim Richard Winter Christopher C. A. Chan Although interviews arc used widely in the selection

More information

Selected Thesis Topics for BScBA students Bachelor s Thesis 2015-2016

Selected Thesis Topics for BScBA students Bachelor s Thesis 2015-2016 Selected Thesis Topics for BScBA students Bachelor s Thesis 2015-2016 Please use this list of the fields of International Business for thesis work and potential thesis topics when choosing and informing

More information

ADDENDUM D: NEW COURSES: THEIR DESCRIPTIONS AND LEARNING GOALS

ADDENDUM D: NEW COURSES: THEIR DESCRIPTIONS AND LEARNING GOALS ADDENDUM D: NEW COURSES: THEIR DESCRIPTIONS AND LEARNING GOALS Applicable to All New Courses: 1. All courses will be offered primarily for business majors. 2. All courses will have a one-unit value. 3.

More information

Cost of capital in the financial turmoil: how should utilities deal with it?

Cost of capital in the financial turmoil: how should utilities deal with it? Cost of capital in the financial turmoil: how should utilities deal with it? Virat Patel Partner Marco Venneri Manager As a direct result of the current credit crisis, the Weighted Average Cost of Capital

More information

Is There a Correlation for Companies With a Strong Employment Brand Between Employee Engagement Levels and Bottom Line Results?

Is There a Correlation for Companies With a Strong Employment Brand Between Employee Engagement Levels and Bottom Line Results? Cornell University ILR School DigitalCommons@ILR Student Works ILR Collection Spring 2013 Is There a Correlation for Companies With a Strong Employment Brand Between Employee Engagement Levels and Bottom

More information

International Human Resource Management (IHRM) Nature and concepts of IHRM

International Human Resource Management (IHRM) Nature and concepts of IHRM International Human Resource Management (IHRM) Dr. Shyamal Gomes Chapter 2: Nature and concepts of IHRM Introduction: The advent of the era of liberalization and globalization along with the advancements

More information

An Examination of the Degree of Management Control Used by American and Japanese Multinational Corporations on their Subsidiaries in Thailand

An Examination of the Degree of Management Control Used by American and Japanese Multinational Corporations on their Subsidiaries in Thailand An Examination of the Degree of Management Control Used by American and Japanese Multinational Corporations on their Subsidiaries in Thailand Santidhorn Pooripakdee ABSTRACT As businesses continue to expand

More information

Special Issue on: Designing Internal Organization for External Knowledge Sourcing. Call for papers Submission deadline: 30 th June 2010

Special Issue on: Designing Internal Organization for External Knowledge Sourcing. Call for papers Submission deadline: 30 th June 2010 Special Issue on: Designing Internal Organization for External Knowledge Sourcing Call for papers Submission deadline: 30 th June 2010 Purpose The aim of this Special Issue is to shed light on the relationship

More information

MBA-ECO 510: Managerial Economics MBA-MAN 520: Organizational Behavior MBA-MKTG 530: Marketing Management MBA-FIN 540: Corporate Finance

MBA-ECO 510: Managerial Economics MBA-MAN 520: Organizational Behavior MBA-MKTG 530: Marketing Management MBA-FIN 540: Corporate Finance MBA Program of Study Semester One (October-February) Quarter One Quarter Two MBA-ACCT 501: Managerial Accounting MBA-STAT 505: Applied Statistics for Business Decisions MBA-COM 515: Leadership Communication

More information

Competitiveness Through Clustering / Collaborative Networks

Competitiveness Through Clustering / Collaborative Networks Competitiveness Through Clustering / Collaborative Networks Professor Michael J. Enright University of Hong Kong and Enright, Scott & Associates Belfast, May 2005 1 The competitiveness challenge Competitiveness*

More information

INTRODUCTION. Should you have comments on this compilation, please call us at 723-07-06 local 113/114 or send message to lpuslrc_main@yahoo.com.

INTRODUCTION. Should you have comments on this compilation, please call us at 723-07-06 local 113/114 or send message to lpuslrc_main@yahoo.com. 0 INTRODUCTION This compilation of abstracts will serve as a research guide to support faculty and students in their search for recorded literature in selected journals. Full texts of cited articles are

More information

MANAGEMENT AND MARKETING

MANAGEMENT AND MARKETING MANAGEMENT AND MARKETING The Department of Management and Marketing comprises some 18 full-time members of staff, academic and administrative, and over 2,000 students are currently registered for modules

More information

Gonzaga MBA Electives

Gonzaga MBA Electives Gonzaga MBA Electives MBA & MACC PROGRAMS Gonzaga MBA students complete a third of their program, 11 credits, in elective coursework, allowing them the flexibility to tailor the program based on personal

More information

BC Public Service Competencies

BC Public Service Competencies BC Public Service Competencies Competencies that support LEADING PEOPLE For Executive and Directors: Motivating for Peak Performance Motivating for peak performance involves knowledge and skills in using

More information

Job description. Hong Kong Graduate Program Assurance Audit Staff Accountant (for applicants graduating in 2016) Who we are

Job description. Hong Kong Graduate Program Assurance Audit Staff Accountant (for applicants graduating in 2016) Who we are Assurance Audit Staff Accountant (for applicants graduating in 2016) Background to Assurance Assurance professionals play a vital role in the economy by providing companies, investors and regulators with

More information

Leadership & People Management WSQ

Leadership & People Management WSQ Our frontline leaders in SIA are empowered to lead our service teams to achieve the highest levels of service excellence. They are trained in core functional skills as well as given the opportunity to

More information

DOCTOR OF PHILOSOPHY IN BUSINESS BBA 920: ECONOMIC ANALYSIS FOR BUSINESS DECISIONS. Course Description

DOCTOR OF PHILOSOPHY IN BUSINESS BBA 920: ECONOMIC ANALYSIS FOR BUSINESS DECISIONS. Course Description DOCTOR OF PHILOSOPHY IN BUSINESS BBA 920: ECONOMIC ANALYSIS FOR BUSINESS DECISIONS Basic concepts and techniques of microeconomic analysis; Utility and demand; Theory of Production and costs; Market structures

More information

Supervisor Psychological Contract Management

Supervisor Psychological Contract Management Maida Petersitzke Supervisor Psychological Contract Management Developing an Integrated Perspective on Managing Employee Perceptions of Obligations With a Foreword by Prof. Dr. Michel E. Domsch GABLER

More information

The real value of corporate governance

The real value of corporate governance Volume 9 No. 1 The real value of corporate governance (c) Copyright 2007, The University of Auckland. Permission to make digital or hard copies of all or part of this work for personal or classroom use

More information

Gurhan Uysal. Ondokuz Mayıs University, Samsun, Turkey

Gurhan Uysal. Ondokuz Mayıs University, Samsun, Turkey Journal of US-China Public Administration, ISSN 1548-6591 July 2013, Vol. 10, No. 7, 720-726 D DAVID PUBLISHING Dimensions of American SHRM: Human Capital, HR Systems and Firm Performance Gurhan Uysal

More information

Criteria Category and Item Commentary

Criteria Category and Item Commentary 2015 2016 Baldrige Performance Excellence Framework Criteria Category and Item This commentary provides brief summaries of the Baldrige Criteria for Performance Excellence categories and items. It also

More information

Institutional Entrepreneurs 1

Institutional Entrepreneurs 1 Preliminary draft Comments are welcome Institutional Entrepreneurs 1 David Daokui Li Tsinghua University Hong Kong University of Science and Technology Junxin Feng Hongping Jiang Tsinghua University December

More information

THE EFFECT OF ORGANIZATIONAL CHANGE ON TEAM CREATIVITY, JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, AND WORK PERFORMANCE

THE EFFECT OF ORGANIZATIONAL CHANGE ON TEAM CREATIVITY, JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, AND WORK PERFORMANCE THE EFFECT OF ORGANIZATIONAL CHANGE ON TEAM CREATIVITY, JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, AND WORK PERFORMANCE Angela Shin-yih Chen National Chung-Hsing University, Taiwan, ROC angela@dragon.nchu.edu.tw

More information

Master Thesis Exposé. Submitted at. European Master in Business Studies Master Program

Master Thesis Exposé. Submitted at. European Master in Business Studies Master Program Master Thesis Exposé Submitted at European Master in Business Studies Master Program Submitted at 29 October 2012 Title of the thesis: Cultural differences in the non-verbal communication within the cross-cultural

More information

JOURNAL RECOMMENDATIONS FOR ACADEMIC PUBLICATION. Alphabetical order

JOURNAL RECOMMENDATIONS FOR ACADEMIC PUBLICATION. Alphabetical order JOURNAL RECOMMENDATIONS FOR ACADEMIC PUBLICATION Alphabetical order Ninth Edition February 2012 INTRODUCTION This list provides guidelines for staff on which journals they should consider submitting their

More information

First Dimension: Political, Social, Economic and Cultural Environment

First Dimension: Political, Social, Economic and Cultural Environment Different factors affect the performance of these collaboration projects. These factors are related either to the project's macro, meso or micro environments, to the partners involved, to the collaboration

More information

Courses September 2016 entry MSc International Business and Management (Management)

Courses September 2016 entry MSc International Business and Management (Management) Courses September 2016 entry MSc International Business and Management (Management) Course structure All taught course units are 15 credits. Semester 1 Comparative Business Management This course introduces

More information

Strategic Human Resource Management. True/False Questions

Strategic Human Resource Management. True/False Questions Chapter 2 Strategic Human Resource Management True/False Questions 2-1. The goal of strategic management in an organization is to deploy and allocate resources in a way that provides it with a competitive

More information

GLOBAL EXECUTIVE MBA ELECTIVE COURSES

GLOBAL EXECUTIVE MBA ELECTIVE COURSES GLOBAL EXECUTIVE MBA ELECTIVE COURSES The Elective Courses allow you to go deeper into some of the disciplines covered in the Core Courses and a few new areas, depending on your personal interests. Choose

More information

COURSE OUTLINE GRADUATE DIPLOMA IN BUSINESS & MANAGEMENT LEVEL ONE

COURSE OUTLINE GRADUATE DIPLOMA IN BUSINESS & MANAGEMENT LEVEL ONE INTRODUCTION In its capacity as an Examination and Professional Body, the Society of Business Practitioners provides a range of internationally recognised academic and vocational qualifications at Diploma,

More information

JIANMIN (JAMES) SUN. Professor and Associate Dean School of Labor and Human Resource Renmin University of China, Beijing, China

JIANMIN (JAMES) SUN. Professor and Associate Dean School of Labor and Human Resource Renmin University of China, Beijing, China JIANMIN (JAMES) SUN Professor and Associate Dean School of Labor and Human Resource Renmin University of China, Beijing, China Adjunct professor School of Business Renmin University of China, Beijing,

More information

PhD Vacancies 2014. Nottingham University Business School. Accounting. www.nottingham.ac.uk/business/phd

PhD Vacancies 2014. Nottingham University Business School. Accounting. www.nottingham.ac.uk/business/phd The following PhD vacancies and research topics within were compiled in November 2013 and were correct at the time of publication. For further information on academic staff within, and their areas of expertise

More information

Management and Marketing Course Descriptions

Management and Marketing Course Descriptions Management and Marketing Course Descriptions Management Course Descriptions HRM 301 Human Resources Management (3-0-3) Covers all activities and processes of the human resources function that include recruitment,

More information

Master of Business Administration Program in the Faculty of Business Administration and Economics

Master of Business Administration Program in the Faculty of Business Administration and Economics Master of Business Administration Program in the Faculty of Business Administration and Economics The Faculty of Business Administration and Economics at Haigazian University offers a degree program leading

More information

GLOBAL TREND REPORT MARKETING 2015 OUTLOOK

GLOBAL TREND REPORT MARKETING 2015 OUTLOOK GLOBAL TREND REPORT MARKETING 015 2015 OUTLOOK A HIGHLY POSITIVE OUTLOOK FOR MARKETING PROFESSIONALS The Marketing discipline has been evolving rapidly over the past few years. The emphasis on digital

More information

Comparison Between Joint Commission Standards, Malcolm Baldrige National Quality Award Criteria, and Magnet Recognition Program Components

Comparison Between Joint Commission Standards, Malcolm Baldrige National Quality Award Criteria, and Magnet Recognition Program Components Comparison Between Joint Commission Standards, Malcolm Baldrige National Quality Award Criteria, and Magnet Recognition Program Components The Joint Commission accreditation standards, the National Institute

More information

Master of Business Administration Program in the Faculty of Business Administration and Economics

Master of Business Administration Program in the Faculty of Business Administration and Economics Master of Business Administration Program in the Faculty of Business Administration and Economics The Faculty of Business Administration and Economics at Haigazian University offers a degree program leading

More information

Department of Management

Department of Management Department of Management Head of Department: Jiatao LI, Chair Professor of Management UNDERGRADUATE PROGRAM The responsibility of managers is the effective and efficient management of individuals and groups

More information

Kevin C. W. CHEN ( 陳 建 文 ) BA National Taiwan; MSc, PhD Univ of Illinois, Urbana-Champaign Chair Professor

Kevin C. W. CHEN ( 陳 建 文 ) BA National Taiwan; MSc, PhD Univ of Illinois, Urbana-Champaign Chair Professor Faculty Gary C. BIDDLE ( 白 國 禮 ) BA Ohio State; MBA, PhD Chicago Chair Professor, Head of Department, Associate Dean of Business and Management, and Director of China Corporate Governance Center Securities

More information

Improving Performance by Breaking Down Organizational Silos. Understanding Organizational Barriers

Improving Performance by Breaking Down Organizational Silos. Understanding Organizational Barriers Select Strategy www.selectstrategy.com 1 877 HR ASSET 1 877 472 7738 Improving Performance by Breaking Down Organizational Silos Understanding Organizational Barriers Restructuring initiatives have become

More information

Turnover on Information Security Professionals: Findings from Korea

Turnover on Information Security Professionals: Findings from Korea HyeWon Yoo, TaeSung Kim 169 Turnover on Information Security Professionals: Findings from Korea HyeWon Yoo *, TaeSung Kim Department of Management Information Systems College of Business, Chungbuk National

More information

The Influence of Working Capital and Organization on the Financial Performance of Small-Sized Enterprises in Jayapura City

The Influence of Working Capital and Organization on the Financial Performance of Small-Sized Enterprises in Jayapura City Journal of Economics and Behavioral Studies Vol. 7, No. 3, pp. 104-109, June 2015 (ISSN: 2220-6140) The Influence of Working Capital and Organization on the Financial Performance of Small-Sized Enterprises

More information

Center for Effective Organizations

Center for Effective Organizations Center for Effective Organizations WHAT MAKES HR A STRATEGIC PARTNER? CEO PUBLICATION G 09-01 (555) EDWARD E. LAWLER III Center for Effective Organizations Marshall School of Business University of Southern

More information

HONG KONG October December 2004. The Hudson Report EMPLOYMENT & HR TRENDS

HONG KONG October December 2004. The Hudson Report EMPLOYMENT & HR TRENDS HONG KONG October December 2004 The Hudson Report EMPLOYMENT & HR TRENDS Introduction The Hudson Report has established a reputation as a key socioeconomic indicator in today s marketplace. It has been

More information

Using Workforce Analytics to Reduce Employee Turnover

Using Workforce Analytics to Reduce Employee Turnover Using Workforce Analytics to Reduce Employee Turnover White Paper This White Paper describes the challenges of reducing employee turnover in shift based organizations, and introduces Otipo s innovative

More information

MBA. Specialization. 601 Prerequisites: None. 05B Prerequisites: None. 609 Prerequisites: BUS508. MIB International Business

MBA. Specialization. 601 Prerequisites: None. 05B Prerequisites: None. 609 Prerequisites: BUS508. MIB International Business MBA s Management MIB International Business 601 Prerequisites: None The course provides an overview of the means of conducting international business. The course will explore the effects of social, political

More information

Selected Thesis Topics for BScBA students Bachelor s Thesis 2014-2015

Selected Thesis Topics for BScBA students Bachelor s Thesis 2014-2015 Selected Thesis Topics for BScBA students Bachelor s Thesis 2014-2015 Please use this list of the fields of International Business for thesis work and potential thesis topics when choosing and informing

More information

Multinational Firms, FDI Flows and Imperfect Capital Markets

Multinational Firms, FDI Flows and Imperfect Capital Markets Multinational Firms, FDI Flows and Imperfect Capital Markets Pol Antràs Mihir Desai C. Fritz Foley Harvard University and NBER Brown Economics December 2006 Motivation (1) Great interest in contracting

More information

A PANEL STUDY FOR THE INFLUENTIAL FACTORS OF THE ADOPTION OF CUSTOMER RELATIONSHIP MANAGEMENT SYSTEM

A PANEL STUDY FOR THE INFLUENTIAL FACTORS OF THE ADOPTION OF CUSTOMER RELATIONSHIP MANAGEMENT SYSTEM 410 International Journal of Electronic Business Management, Vol. 4, No. 5, pp. 410-418 (2006) A PANEL STUDY FOR THE INFLUENTIAL FACTORS OF THE ADOPTION OF CUSTOMER RELATIONSHIP MANAGEMENT SYSTEM Jan-Yan

More information

Tunis, 5-6 June 2014

Tunis, 5-6 June 2014 Three decades of Strategic Human Resource Management: Complex research and ironic outcomes Dr. Nizar Mansour Assistant Professor of HRM Director of Institutional Research and QA Emirates College of Technology-

More information

E: Business support and access to finance

E: Business support and access to finance E: Business support and access to finance 41 The North East Local Enterprise Partnership area benefits from a committed workforce, a good business environment and a competitive cost base. However, the

More information

Probe into Modes of International Human Resource Management in Chinese Small and Medium Enterprises

Probe into Modes of International Human Resource Management in Chinese Small and Medium Enterprises International Review of Business Research Papers Volume 6. Number 5. November 2010. Pp. 263 273 Probe into Modes of International Human Resource Management in Chinese Small and Medium Enterprises Yan Gao

More information

1.1 Motivation and positioning of the study

1.1 Motivation and positioning of the study 1 1 Introduction The strategic situation of most companies is constituted by an intense national as well as international competition. Due to the ongoing globalization, companies have to fight globally

More information

The Influence of Stressful Life Events of College Students on Subjective Well-Being: The Mediation Effect of the Operational Effectiveness

The Influence of Stressful Life Events of College Students on Subjective Well-Being: The Mediation Effect of the Operational Effectiveness Open Journal of Social Sciences, 2016, 4, 70-76 Published Online June 2016 in SciRes. http://www.scirp.org/journal/jss http://dx.doi.org/10.4236/jss.2016.46008 The Influence of Stressful Life Events of

More information

What you will study on the BA(Hons) Business Administration (online)

What you will study on the BA(Hons) Business Administration (online) What you will study on the BA(Hons) Business Administration (online) Module details Level 4 The Business Professional (Part 1 & 2) (Online) 4FBS1119/ 4FBS1120 The module provides you with a series of academic

More information

ORGANIZATIONAL CULTURE - AN ESSENTIAL FACTOR FOR INCREASING THE COMPETITIVENESS OF A COMPANY

ORGANIZATIONAL CULTURE - AN ESSENTIAL FACTOR FOR INCREASING THE COMPETITIVENESS OF A COMPANY ROMANIAN ACADEMY COSTIN C. KIRIŢESCU NATIONAL INSTITUTE OF ECONOMIC RESEARCH ORGANIZATIONAL CULTURE - AN ESSENTIAL FACTOR FOR INCREASING THE COMPETITIVENESS OF A COMPANY Thesis Coordinator Prof. Univ.

More information