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The purpose of this paper is to examine formal and informal types of power, and identify the characteristics of corporate communications managers who are in the dominant coalition.

The paper reports on results of a survey sent to a representative sample of S&P 500 corporate communications managers and CEOs in the USA Data about industry sector, company size, annual revenue and profitability were collected for the responding companies and a random sample of 100 non‐responding companies. The responding companies (n=161) did not significantly differ from the non‐responding companies

The paper finds that four attributes of informal power differentiate communications managers who are in the dominant coalition from those who are not: reciprocal trust, strategic business decision‐making, social inclusion and communication expertise.

Future research should explore whether any of the 37 percent of communications managers in the dominant coalition at these top companies come from backgrounds significantly different from those of the executive elite.

The paper supports the organizational theory of the importance of informal power as a prerequisite to be in the dominant coalition – particularly friendship and “being included.” Communications managers who are in the dominant coalition are in a better position to institute ethical and excellent (symmetrical) communication practices. The findings of this study have implications for the likely success (or lack thereof) of managers with diverse backgrounds of being included in the dominant coalition.

The paper provides quantitative, generalizable results based on a representative sample where many previous studies have relied on qualitative data alone.

The purpose of this paper is to identify and classify the various initiatives developed and implemented across the globe for the abatement of maritime air emissions.

In this paper, an extensive survey of various sources was conducted, including the official reports of international and regional institutions, government policy documents, port authority websites, classification society pages, private firms’ sites and the academic literature. The initiatives were then categorized in accordance with the classification of the Swedish Environmental Protection Agency and analyzed using the SPSS Statistics software to give some insight into their frequencies and the interrelationships between them.

This exploratory review resulted in the establishment of a comprehensive global database of initiatives encouraged by the whole range of shipping stakeholders and decision-makers for the reduction of shipping air emissions. According to the findings, economic incentives that provide motivation for the adoption of less environmentally damaging practices are the most commonly used initiative, followed by infrastructure investments and informative policies.

The results provide implications for further research that include an in-depth analysis of ports’ policies, as well as an evaluation of initiatives applied on a large scale to map their emissions reduction potential for shipping.

The main contribution of this paper is the identification and analysis of all the diverse initiatives implemented globally in a comprehensive way and its dealing with air pollution from shipping as a whole.

This paper aims to examine the tourist business and marketing strategies of a US agribusiness giant, the United Fruit Company (UFCO), between its incorporation in 1899 and 1940. It considers how tourist marketing served the company’s public-relations interest and tourism’s broader connection to narratives of US ascendancy in the Caribbean Basin.

This study is based on original research in a series of published company materials, including annual reports and a wide variety of marketing materials, as well as a variety of rare primary sources documenting the experiences of US tourists on UFCO cruises.

From its incorporation in 1899, the UFCO developed a Caribbean cruise business as a vital part of its strategies of vertical integration and expansion around the region. Marketing tropical travel at a time when tropical disease dominated US perceptions of such places required a thorough conceptual makeover, and UFCO publicity played an important part in this process. The company advertised Caribbean destinations first for their therapeutic possibilities, but by the 1920s, a framework of anachronistic space and picturesque primitivism predominated in marketing campaigns. The structure of this narrative naturalized the company’s, and more broadly, US, hegemony in the region. While on cruises, tourists became witnesses to and participants in a series of spectacles and activities highlighting the company’s technological prowess and benevolence.

This analysis centers on a largely overlooked dimension of the famed banana company’s enterprise. It is grounded in a wide collection of primary sources largely untapped by researchers, a source base that brings tourist perception and experience into the story of this company’s marketing efforts. This research brings tourism and leisure into the historical discussion of US power in early-twentieth-century Latin America.

To understand whether the three dimensions of work–family culture, namely managerial support, negative consequences and organizational time demands relate in different ways with different types of commitment; affective, continuance and normative. The relationships were examined in a three-country cross-national context.

Questionnaire survey was conducted in India, Peru and Spain among executives and managers drawn from both the manufacturing and the services sectors.

The three countries were both similar and different with Peru and Spain more similar to each other than with India. Managerial support dimension of work–family culture predicted affective commitment across all the three countries. Differences were found with respect to predictors of normative commitment. Managerial support predicted normative commitment for Spain. Lower negative career consequences resulted in decreased normative commitment among the managers in Peru and Spain.

The study has limitations of generalizability and common method variance.

Human resource managers will find the study useful to determine which dimensions of work–family culture would predict the outcomes desired. The study has implications for the design of human resource practices in the industry.

The study is the first that addresses the three dimensions of work–family culture and organizational commitment in a cross-national context. The study suggests that the way in which work–family culture is conceptualized and experienced by employees may vary even among countries classified as “collectivist.”

The purpose of this paper is to assess differences between employees of family and non-family firms regarding their perceptions of employer branding and psychological contract levels. Moreover, focusing on family firms, the authors assess the relation between the employees’ perceptions of employer branding and the psychological contract levels.

The empirical evidence is provided by a sample of 165 Portuguese employees, 76 employees of family firms and 89 non-family firms’ employees, who responded to a questionnaire that included employer branding and psychological contract measures. All respondents study in small and medium-sized private companies.

The results confirmed the research hypotheses, suggesting that employees of family companies show higher perceptions of employer branding and psychological contract levels than employees of non-family companies. Results also reveal that the perceptions of employer branding are positively related to the psychological contract levels of the family firm’s employees.

This paper aims to contribute to the literature by addressing two contemporary organizational aspects yet under-addressed in the comparison between family and non-family firms while pursuing to offer insights on the relationship between the perceptions of employer branding and levels of the psychological contract of employees working in family firms.

O objetivo deste artigo é avaliar diferenças entre colaboradores de empresas familiares e não familiares no que respeita às suas perceções das práticas de employer branding e níveis de contrato psicológico. Além disso, com foco nas empresas familiares, foi avaliada a relação entre as perceções de employer branding dos colaboradores e os níveis de contrato psicológico.

A evidência empírica é baseada numa amostra de 165 trabalhadores portugueses, 76 colaboradores de empresas familiares e 89 de empresas não familiares. Os participantes responderam a um questionário que avaliou as perceções sobre as práticas de employer branding e os níveis de contrato psicológico. Todos os respondentes trabalham em empresas privadas de pequena e média dimensão.

Os resultados confirmaram as hipóteses de investigação, sugerindo que os colaboradores de empresas familiares apresentam perceções de employer branding e níveis de contrato psicológico mais elevados do que os colaboradores de empresas não familiares. Os resultados revelaram ainda que as perceções de employer branding estão positivamente relacionadas com os níveis de contrato psicológico dos colaboradores de empresas familiares.

Este artigo tem como objetivo contribuir para a literatura ao abordar dois aspetos organizacionais contemporâneos ainda pouco estudados na comparação entre empresas familiares e não familiares. Procurando, ainda, que oferecer insights sobre a relação entre as perceções de employer branding e os níveis de contrato psicológico dos colaboradores de empresas familiares.

El propósito de este artículo científico es evaluar las diferencias entre los empleados de empresas familiares y no familiares, con respecto a sus percepciones de las prácticas de employer branding y los niveles de contrato psicológico. Además, centrándonos en las empresas familiares, evaluamos la relación entre las percepciones de los empleados sobre las prácticas de employer branding y los niveles de contrato psicológico.

La muestra de esta pesquisa incluye 165 empleados portugueses, de los cuales 76 son empleados de empresas familiares y 89 son empleados de empresas no familiares. Los participantes respondieron a un cuestionario que evaluaba sus percepciones de las prácticas de employer branding y los niveles de contrato psicológico. Todos los encuestados trabajan en pequeñas y medianas empresas privadas.

Los resultados confirmaron las hipótesis de la investigación. Los empleados de empresas familiares muestran una mayor percepción de las prácticas de employer branding y los niveles de contrato psicológico que los empleados de empresas no familiares. Los resultados también revelan que las percepciones de las prácticas de employer branding están relacionadas positivamente con los niveles de contrato psicológico de los empleados de las empresas familiares.

Este artículo tiene como objetivo contribuir a la literatura abordando dos aspectos organizativos contemporáneos, aún poco abordados en la comparación entre empresas familiares y no familiares. Al mismo tiempo, este artículo busca ofrecer ideas sobre la relación entre las prácticas de employer branding y los niveles de contrato psicológico de los empleados que trabajan en empresas familiares.

In this paper we analyze the influence of transaction costs on the stock market reaction to global alliance formation. In particular, we analyze to what extent the stock market reacts negatively to the presence of attributes that increase motivation or coordination costs. We adopt a relational framework, analyzing the direct impact of these attributes not only on transaction costs but also on the potential synergies of the alliance and the incentives to invest in the relationship. Our results show that the stock market reacts negatively to transaction costs only in connection with free riding hazards.

The purpose of this paper is to study the impact of ethics and social responsibility on employees’ affective commitment in the context of small and medium-sized enterprises (SMEs).

This is a quantitative research. The authors employ multistage sampling technique, non-probability and judgmental sampling method. Data were collected through questionnaire survey to measure the respondents’ perceptions of the ethics and social responsibility, as well as internal corporate social responsibility (CSR) practices. The data obtained were analyzed through variance-based structural equation modeling (SEM), i.e., partial least square SEM.

The findings reveal that perceived role of ethics and social responsibility (PRESOR) and internal CSR are positively related to employees’ affective commitment. Job satisfaction is found to be mediating the relationship between PRESOR and affective commitment. The result also showed that internal CSR practices mediate the relationship between PRESOR and affective commitment.

There are few limitations in the present research. First, present research merely investigates the practices of ethics and social responsibility by SMEs and did not perform a comparison with larger organizations. Second, the use of non-probability sampling method is unable to generalize results for the entire population. Future research could address the shortcoming of present research in order to further contribute to the academic and business world.

The findings provide insights to entrepreneurs and SMEs on the manifestation of ethics and social responsibility in enhancing employees’ affective commitment. In turn, it reduces employees’ turnover intention and enhances SMEs sustainability to strive in the competitive environment.

These findings highlight the positive chain effects of enterprises in discharging their moral obligation as well as their social responsibility. The enterprises are benefited from the good reputation which may act as a magnet to attract talent-employees and also sustaining their enterprises through employees’ retention.

This research paper contributes to current knowledge by painting a better picture on the importance of ethics and social responsibility and internal CSR from the employees’ perception. As to date, employees’ perception of ethics and social responsibility and internal CSR practices are still under-investigated. Moreover, past research often focuses the impact of ethics and social responsibility in the larger corporation but scant research is conducted in the smaller organization such as SMEs.

The aims of this paper are to share how one cohort of tourism practitioners viewed the transformative change needed within the tourism industry and to explore the implications for leadership in the future.

The research design is based on a virtual whiteboard brainstorming activity incorporating both the individual and collective thinking of 20 participants in a global cohort class. Using conversational techniques to elicit cognitive knowledge and felt experience, the methodology generates shared understandings about the opportunities and challenges of implementing regenerative tourism.

The conversations reported in the findings of this paper provide important insights into the challenges and opportunities faced by tourism professionals as enablers of regenerative tourism. Findings included, first, that participants within the course demonstrated characteristics of transformational leadership including a strong moral positioning, embodied self-awareness, collaboration and collective action. Second, specific points of inertia that impede regenerative tourism are identified including embedded culture, power and organisational structures. Third, professionals are calling for practical tools, new frames of reference, and examples to help communicate regenerative tourism.

This is a viewpoint, not a research paper. Nonetheless, it provides a rich vein of future research in terms of disruptive pedagogy, potentially gendered interest in regenerative tourism, issues of transforming the next generation and power.

Governance, organisational, destination management strategies, planning and policy frameworks, individual issues as well as contradictions within the tourism system were revealed. Transformative change in an uncertain future requires transformational leadership, characterised by moral character and behaviours that trigger empowered responses.

This paper shares insights from a unique global cohort class of tourism professionals wherein the challenges and opportunities for regenerative tourism are identified. The methodology is unusual in that it incorporates both individual and collective thinking through which shared understandings emerge.

Glycidyl terminated rigid‐rod monomers can be cured in a liquid crystalline state. The resulting thermoset offers high potential as protective coating thanks to its outstanding properties. In particular a superior fracture toughness and a reduced internal stress are two typical parameters offered by this new class of compounds. Transport properties are not strongly affected by the state of order of the cross‐linked resin, in the sense that gas permeabilities are of the same order of magnitude of conventional epoxy resins.

The purpose of this paper is to describe the design and function of Fred. Olsen's wave energy converter (WEC) system Lifesaver with special focus on the stand-alone electrical system that is implemented for operation without grid-connection.

The paper focus on the detailed design of the DC-Link system that drives the industrial 400 VAC inverters and generators for the production system. The DC-Link is stabilized by an ultra capacitor bank and has no external source or grid-connection.

The system has been tested through extensive sea trials since April 2012 and has proved its function. Some results from real sea testing are presented.

This paper proves the viability of the specified design and may serve as a basis for the design if similar systems in the future.

This paper presents a WEC system that has proven successful operation through practical tests, and is therefore regarded as a high-value paper as there is limited experience on this subject.