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To analyze the direct and combined effects of the communication media and time pressure in group work on the affective responses of team members while performing intellective tasks

A laboratory experiment was carried out with 124 subjects working in 31 groups. The task performed by the groups was an intellective one. A 2 × 3 factorial design with three media (face‐to‐face, video‐conference, and e‐mail) and time pressure (with and without time pressure) was used to determine the direct and combined effects of these two variables on group members' satisfaction with the process and with the results, and on members' commitment with the decision.

Results show a direct effect of communication media on satisfaction with the process, which confirms the prediction of the media‐task fit model, and a negative effect of time pressure on satisfaction with group results and commitment to those results. Most interestingly, the interaction effects for the three dependent variables are significant and show that the most deleterious effects of time pressure are produced in groups working face‐to‐face, while groups mediated by video‐conference improve their affective responses under time pressure.

Some limitations are the use of a student sample, so generalizability of the findings is limited, and the use of only one task type.

It can help one to know how to design work to improve satisfaction and implication of workers.

This paper shows some innovations as the combined effects of media and time pressure, controlling for the task type on group members' affective responses to their work and achievements.

The purpose of this paper is to examine the relationships between both job insecurity and fairness and employees' attitudes (job satisfaction, organisational commitment and turnover intention). Moreover, of even greater interest, it aims to test whether fairness mitigates the negative correlates associated with job insecurity.

The aproach takes the form of a cross‐sectional study based on self‐reported data. The sample was composed of 697 employees from a Spanish public organisation.

The findings showed that job insecurity is detrimental to employees' attitudes, whereas fairness is beneficial. Moreover, the results showed the negative correlates of job insecurity to be less strong in the presence of fairness.

First, this is a cross‐sectional study, and therefore no causal relationships can be assumed. Second, the study is based on self‐reported data, which could lead to common variance source and method problems.

Job insecurity is a widespread concern in contemporary societies. Thus, research on how to palliate its negative correlates is valued. This study suggests fairness judgements might buffer the negative correlates associated with job insecurity.

Previous research has shown job insecurity to be detrimental to both individuals and organisations (e.g. job satisfaction, organisational commitment and turnover intention). Nonetheless, differences observed across studies in the strength of these relationships suggest the presence of moderating factors. The study provides evidence on the moderating role of fairness judgements.

The aim of this work is to explain the final negotiated prices for some of the most famous transfers of football players over the last twelve years (2007–2018).

The article analyses different values for forwards taken from the sports website Transfermarkt, developing a statistical model based on personal, performance, risk, environmental and popularity variables. From those values, the article finds an explanation for the final prices paid for 20 superstar players based on a combination of real option valuations, incorporating the players' life cycles and game theory.

The authors find that in a large percentage (70%) of the analysed cases, the price paid was higher than the intrinsic market value resulting from Transfermarkt, implying the existence of monopolistic rents, paid as “growth options” on prices from different negotiating conditions. On occasions, the final prices also exceed the value of the growth option, calculated under neutral bargaining conditions, highlighting the lack of economic viability of important transfers, leading to financial difficulties for the clubs involved.

The algorithm provides more flexibility and realism than previous proposals, based on the life cycle of football players, introducing the uncertainty and volatility of projections through Monte Carlo simulation, the capacity of clubs to bargain a price at any point of the contract and finally, the buyer's ability to transfer the player if his subsequent performance is not as expected.

This research proposes analytical valuation models throughout football players' life cycles based on crowd valuations from social media to produce dynamic sporting human capital disclosures, and therefore, supplying further useful information to capture the intellectual capital (IC) of football clubs.

This work is carried out using an econometric model that includes 658 observations of crowd judgments versus their transfer fees, for the best footballers of the three major European Leagues between 2006 and 2018. To make the model more parsimonious, the set of independent variables that really add value has been found across the stepwise methodology.

The significant differences between both models are analyzed, integrating previous academic literature based on the existence of negotiation elements in prices, and in the capacity of crowdsourcing to explain assessments of football players, from a dynamic perspective, alongside a new variable: injuries, which has not been explained before.

The broader assessments from crowdsourcing should be integrated in intellectual capital disclosures (ICD), from a critical, novel and dynamic perspective, creating a virtuous cycle between managers and fans, to increase transparency of financial information for stakeholders and society.

This study examines the relationships between the foreign entry mode (FEM) used by a company, its global corporate social responsibility (CSR) and the host country's local CSR environment in Spanish quoted firms. Additionally, it seeks to explore the moderating role of the host country's CSR in the relationship between firm's global CSR and FEM.

To test the proposed hypotheses, binary logistic regression is used with a sample of 418 foreign direct investment (FDI) operations between 2002 and 2008. This period is chosen with the aim of knowing what happened after the boom in Spanish investments abroad in the 1990s and the uncertainty of the early 2000s.

The results reveal firm patterns of behaviour regarding the FEM of companies and the two types of CSR according to the proposed hypotheses. Furthermore, it is found that the host country's local CSR may not only have a direct influence on the FEM decision but may also moderate the relationship between the firm's global CSR and firm's entry mode in a host country.

This is one of the first studies to propose as explanatory variables of FEM two types of CSR (firm's global CSR and host country's local CSR). This has been possible by the creation of an ad-hoc database with data from different information sources of FDI (Instituto Español de Comercio Exterior) and CSR [Eikon™ and AccountAbility National Corporate Responsibility Index (NCRI)].

Se examina las relaciones entre el modo de entrada en el exterior (MEE) de una empresa, su responsabilidad social corporativa (RSC) global y el entorno de RSC local del país de destino en empresas cotizadas en España. Además, analiza el papel moderador de la RSC del país de destino en la relación entre la RSC global de la empresa y el MEE.

Se utiliza la regresión logística binaria con una muestra de 418 operaciones de inversión directa exterior (IED) entre 2002–2008. Este período se elige para conocer qué sucedió durante el auge de las inversiones españolas en el exterior a principios de 2000.

Los resultados revelan patrones de comportamiento en relación al MEE de las empresas y los dos tipos de RSC según las hipótesis propuestas. Además, se encuentra que la RSC local del país de destino puede también moderar la relación entre la RSC global de la empresa y el MEE.

Este es uno de los primeros estudios en proponer como variables explicativas del MEE, dos tipos de RSC (RSC global de la empresa y RSC local del país de destino), gracias a la creación de una base de datos ad-hoc con datos de diferentes fuentes de información de IED (ICEX) y RSC (Eikon ™ y AccountAbility NCRI).

In this chapter, we develop and present the Multi-Perspective Multilevel Model of emotional labor in organizations. This model is based on three perspectives: (1) a service requirement, (2) an intra-psychic process, and (3) an emotional display, each involving five levels of analysis: within-person, between persons, in interpersonal exchanges, in groups, and across the organization as a whole. Our model is differentiated from earlier characterizations of emotional labor in that we propose that the phenomenon begins with energy generation instead of energy depletion; and is neither a one-way nor a one-by-one service episode. We further proffer that the intra-psychic processes embedded in emotional labor represent a form of social self-regulation that impacts across multiple levels within service organizations. We conclude by discussing the implications and limitations of our model for emotional labor research.

This is one of the first long‐term studies on entrepreneurial intentions (EIs) and their role in predicting start‐up. In entrepreneurship, the usefulness of intention models depends crucially on their stability over time. The purpose of this paper is to explore this issue in a cohort of university graduates.

Using a structural equation model (SEM), it addresses three research questions: whether EI and perceptions are stable over time; whether the pattern of relationships of the variables in the model remains stable over a three‐year period; and whether intention accurately predicts entry into self‐employment. A two‐wave study was conducted with respondents being final year students at time 1 (T1), and part of the working/active adult population at time 2 (T2).

The results suggest that construct scores and the pattern of relationships between the variables are notably stable over the three‐year period. The only partial exception is that of perceived behavioral control. Finally, EIs are found to significantly explain actual start‐up behavior. Implications are derived for future research and entrepreneurship education and policy.

The generalizability of the results cannot be claimed until these findings are replicated by additional samples from different segments of the population and in different contexts. In particular, the number of new entrepreneurs at T2 is small and results in this respect are to be taken with caution.

The value of this paper resides in its clarifying the conditions under which EIs and their antecedents remain stable over time, thus enabling actual start‐up behavior.

Éste es uno de los primeros estudios a largo plazo sobre intenciones emprendedoras y su papel para predecir la creación de una empresa. En los estudios sobre emprendimiento, la utilidad de los modelos de intención depende crucialmente de su estabilidad a lo largo del tiempo. Este artículo explora esta cuestión en una cohorte de graduados universitarios.

Gracias a un modelo de ecuación estructural, se abordan tres preguntas de investigación: si la intención y las percepciones emprendedoras son estables en el tiempo; si el patrón de relaciones entre las variables del modelo permanece estable en un periodo de tres años; y si la intención predice con precisión la entrada en el autoempleo. Se ha llevado a cabo un estudio en dos etapas, en la primera los encuestados eran estudiantes universitarios de último año (T1) y en la segunda formaban parte de la población adulta activa/trabajadora (T2).

El trabajo realizado sugiere que tanto las puntuaciones asignadas a cada constructo, como el patrón de relaciones entre las variables son notablemente estables en el periodo de tres años. La única excepción parcial es el control conductual percibido. Finalmente, podemos indicar que las intenciones emprendedoras explican significativamente el comportamiento emprendedor efectivo. Se analizan las implicaciones para futuras investigaciones y para la política sobre educación emprendedora.

Los resultados no se pueden generalizar hasta que éstos no sean replicados en diferentes muestras con otros segmentos de población y en diferentes contextos. En particular, el número de nuevos emprendedores en T2 es pequeño y los resultados en este aspecto deben tomarse con cautela.

El valor de este artículo reside en la clarificación de las condiciones bajo las cuales la intención emprendedora y sus antecedentes permanecen estables en el tiempo, haciendo así posible la efectiva realización del comportamiento emprendedor.

In this paper we address the question of how telecommunications affect economic growth, by estimating the effect of direct investment in telecommunications infrastructures on aggregate output, employment, and investment in Spain. In contrast with previous studies, the problem is analyzed in a dynamic multivariate framework which allows for explicit consideration of feedbacks among all the variables. We find significant effects of the investment in infrastructures of telecommunications on aggregate output, employment and investment which extend for several years. This might justify a policy for stimulating investment in this sector.

We propose a research design involving the use of Bloom’s taxonomy both in facilitating the teaching–learning process and in the educator assessing students’ final grades. The latter are compared with students’ self-acknowledged grades. Testing is done by considering a sample of accounting students enrolled for the Controlling course in Romania.

The employed research methodology relies on two instruments: a questionnaire and the examination process. Cluster analysis is used in analyzing students’ grades. Determinants of students’ academic performance are discussed by using factor analysis.

Comparing students’ self-acknowledged grades with those assessed by the educator, we document the necessity of further work in enhancing students’ ability to better assess their academic performance. Questions belonging to the application and analysis levels seem to be preferred by students.

We raise a series of theoretical questions in the area of examination performance. The obtained results in relation to the assessment of accounting students’ academic performance and its determinants offer useful insights for accounting educators.

Our chapter tests the use of Bloom’s taxonomy in the context of an emerging country’s educational system that lacked consistency and faced significant challenges throughout history. We also consider two measures for students’ academic performance as perceptions upon what should be the same result of the teaching–learning process. The chapter addresses the evolutions and particularities of the Romanian academic environment in the area of economics, developing a brief analysis meant to position the testing of the proposed research design.

Scholars and practitioners in the OB literature nowadays appreciate that emotions and emotional regulation constitute an inseparable part of work life, but the HRM literature has lagged in addressing the emotional dimensions of life at work. In this chapter therefore, beginning with a multi-level perspective taken from the OB literature, we introduce the roles played by emotions and emotional regulation in the workplace and discuss their implications for HRM. We do so by considering five levels of analysis: (1) within-person temporal variations, (2) between persons (individual differences), (3) interpersonal processes; (4) groups and teams, and (5) the organization as a whole. We focus especially on processes of emotional regulation in both self and others, including discussion of emotional labor and emotional intelligence. In the opening sections of the chapter, we discuss the nature of emotions and emotional regulation from an OB perspective by introducing the five-level model, and explaining in particular how emotions and emotional regulation play a role at each of the levels. We then apply these ideas to four major domains of concern to HR managers: (1) recruitment, selection, and socialization; (2) performance management; (3) training and development; and (4) compensation and benefits. In concluding, we stress the interconnectedness of emotions and emotional regulation across the five levels of the model, arguing that emotions and emotional regulation at each level can influence effects at other levels, ultimately culminating in the organization’s affective climate.