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Using a large sample of diversified firms from 38 countries we investigate the influence of several national-level institutional factors or “institutional voids” on the value of corporate diversification. Specifically, we explore whether the presence of frictions in a country’s capital markets, labor markets, and product markets, affects the excess value of diversified firms. We find that the value of diversified firms relative to their single-segment peers is higher in countries with less-efficient capital and labor markets, but find no evidence that product market efficiency affects the relative value of diversification. These results provide support for the theory of internal capital markets that argues that internal capital allocation would be relatively more beneficial in the presence of frictions in the external capital markets. In addition, the results show that diversification can be beneficial in the presence of frictions in the labor market.

Using data from a top-five global executive placement firm, the authors explore how an organization's financial misconduct may affect pay for former employees not implicated in wrongdoing. Drawing on stigma theory, they hypothesize that although such alumni did not participate in the financial misconduct and they had left the organization years before the misconduct, these alumni experience a compensation penalty. The stigma effect increases in relation to the job function proximity to the misconduct, recency of the misconduct, and an employee's seniority. Collectively, results suggest that the stigma of financial misconduct could reach alumni employees and need not be confined to executives and directors that oversaw the organization during the misconduct.

The purpose of this chapter is to evaluate the role of business schools in corporate social responsibility (CSR) and responsible management education from the business school students’ perspective, and to develop a framework for effective CSR education that meets the Polish students’ expectations.

The chapter starts with a review of CSR concept evolution and importance, with a strong focus on Poland. Next, the review of the responsible management education state in Europe and Poland is presented. Then, an evaluation of CSR and responsible management education in Polish business schools from the students’ perspective is conducted. The evaluation is based on a survey amongst business students of a non-public Polish business school. The practical dimension of the chapter takes the form of a framework of effective CSR education in Polish business schools, presented at the end.

To sum up, the demand for CSR competencies and responsible management is on the rise, both amongst students and employers. The existing international initiatives and accreditation standards give a general idea about the shape of responsible management education, but the exact model must be developed on the regional/country level, as it must include various factors such as the economy, history, culture, academia-business relations or even the dominating teaching model.

The chapter provides a conceptual framework for CSR and responsible management education for those business schools operating in the Polish business context.

Extant research presents firms’ purpose as a consensual and positive attribute. This paper introduces an alternative perspective, which sees firms’ purposefulness as defined in relation to specific audiences. A firm’s purposefulness to a focal audience can be either positive or negative. Audiences find firms with which they share a common prioritization of issues more purposeful in absolute terms. Audiences find firms with which they share a common understanding of issues positively purposeful. Conversely, audiences find firms with an opposite understanding of issues negatively purposeful. Audiences harness specific resources to support firms they find positively purposeful and to oppose firms they find negatively purposeful. This paper introduces topic modeling and word embeddings as two techniques to operationalize this audience-based approach to purposefulness.

The increasing prevalence and availability of big data represent a potentially revolutionary development for human resource management (HRM) scholars. Despite this, the current literature provides eclectic and often contradictory guidance for scholars attempting to conceptualize big data and subsequently incorporate it into relevant theoretical frameworks. The authors attempt to bridge this gap by discussing key considerations relevant to understanding and integrating big data into the existing theoretical landscape. Building on a novel, integrative definition of big data, the authors propose a parsimonious theoretical framework utilizing the established dimensions of complexity and dynamism as meta-attributes to bring order to the various attributes that have been proposed as central to defining big data (e.g., volume, variety, velocity, and variability). Throughout, the authors highlight numerous theoretical and empirical opportunities and considerations that this perspective holds for future HRM scholarship.

This chapter covers a full picture of the remaining chapters. The first part discusses the gap in the literature and the main objectives of this book. The next section overviews the book's design and methodology which includes the conceptual model, the research design and the research methodology. The final section in this chapter is the book's theoretical and practical contributions.