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Book part
Publication date: 23 May 2017

Duane Windsor

This chapter assembles the key literature on value creation for consideration in relationship to stakeholder theory. The literature review identifies and explains the core…

Abstract

This chapter assembles the key literature on value creation for consideration in relationship to stakeholder theory. The literature review identifies and explains the core topics concerning value creation and related ideas. The purpose is to stimulate research into the theory, practice, and social consequences of value creation in a stakeholder management framework. The construct of “value” lacks theoretical precision and empirical verification. The most fundamental and disputed question addressed is which value approach for the firm best contributes to overall (aggregate) social welfare. The vital issue is whether the managerial stakeholder theory is superior, at long-run value creation for multiple stakeholders including society at large, to the conventional agency theory. Business executives and directors are the ones who choose between agency and stakeholder approaches to management. Their actions influence organizational and social outcomes. Research is limited to a literature review, followed by a discussion of the likely role of value creation theory in future stakeholder research. The chapter first defines value. The basic approach is then to focus on key topics in the relevant literature. The last section addresses the role of value creation theory in future stakeholder research.

Details

Stakeholder Management
Type: Book
ISBN: 978-1-78714-407-1

Keywords

Article
Publication date: 1 October 1991

Phil B. Beaumont and R.J.D. Harris

The ‘conflictual’ explanation of union decline (centring around the extent and nature of management opposition to unions) has been well documented in the US literature in…

Abstract

The ‘conflictual’ explanation of union decline (centring around the extent and nature of management opposition to unions) has been well documented in the US literature in recent years. This perspective has been taken a stage further in a recent study (involving some cross‐country analysis of changes in the level of union density in the years 1973–85) which concluded that those countries where union density levels had fallen were characterised by management with an above incentive and/or ability to resist unions.

Details

Management Research News, vol. 14 no. 10
Type: Research Article
ISSN: 0140-9174

Book part
Publication date: 30 December 2004

Ross R. Vickers

Constructing and evaluating behavioral science models is a complex process. Decisions must be made about which variables to include, which variables are related to each…

Abstract

Constructing and evaluating behavioral science models is a complex process. Decisions must be made about which variables to include, which variables are related to each other, the functional forms of the relationships, and so on. The last 10 years have seen a substantial extension of the range of statistical tools available for use in the construction process. The progress in tool development has been accompanied by the publication of handbooks that introduce the methods in general terms (Arminger et al., 1995; Tinsley & Brown, 2000a). Each chapter in these handbooks cites a wide range of books and articles on specific analysis topics.

Details

The Science and Simulation of Human Performance
Type: Book
ISBN: 978-1-84950-296-2

Book part
Publication date: 19 May 2009

Michael D. Mumford, Samuel T. Hunter, Tamara L. Friedrich and Jay J. Caughron

Theories of outstanding, historically notable, leadership have traditionally emphasized charisma. Recent research, however, suggests that charisma may represent only one…

Abstract

Theories of outstanding, historically notable, leadership have traditionally emphasized charisma. Recent research, however, suggests that charisma may represent only one pathway to outstanding leadership. Outstanding leadership may also emerge from ideological and pragmatic leadership. In this article, we examine the conditions influencing the emergence and performance of charismatic, ideological, and pragmatic leaders. It is argued that different conditions operating at the environmental, organizational, group, and individual levels influence the emergence and performance of each of these three types of leaders. Implications for understanding the origins and impact of charismatic, ideological, and pragmatic leaders are discussed.

Details

Multi-Level Issues in Organizational Behavior and Leadership
Type: Book
ISBN: 978-1-84855-503-7

Book part
Publication date: 8 November 2010

Irena Stepanikova

This study applies a new taxonomy of racial/ethnic misclassification that considers shifts in racial/ethnic status to investigate physical and emotional responses to…

Abstract

This study applies a new taxonomy of racial/ethnic misclassification that considers shifts in racial/ethnic status to investigate physical and emotional responses to racial treatment among different misclassification types. It finds that the odds of reporting physical and emotional symptoms increase 3.3 and 2.9 times, respectively, among individuals who experience racial/ethnic status loss (i.e., are misclassified into a racial/ethnic category with lower status compared to their self-reported category) compared to their correctly classified counterparts. In contrast, individuals who experience racial/ethnic status gain (i.e., are misclassified into a racial/ethnic category with higher status compared to their self-reported category) are no more likely to suffer from symptoms compared to correctly classified individuals. The results suggest that being misclassified per se does not necessarily harm well-being, but the loss of social status inherent in some types of misclassification does.

Details

Advances in Group Processes
Type: Book
ISBN: 978-0-85724-329-4

Open Access
Article
Publication date: 11 April 2022

Shuangrui Fan and Cong Wang

The article aims to investigate the effects of ownership and capital structure on postacquisition operating performance.

Abstract

Purpose

The article aims to investigate the effects of ownership and capital structure on postacquisition operating performance.

Design/methodology/approach

The article extends the ongoing literature from an operating loss perspective and provides empirical evidence on the probability of acquirers’ operating loss in relation to ownership and capital structure. The operating performance of publicly listed manufacturing firms in China was tracked up to five years since the completion of the mergers and acquisitions (M&A) during 2003–2014.

Findings

The empirical results show that, in a five-year postacquisition period, state-owned enterprises (SOEs) are more likely to experience operating loss than non-SOEs. The likelihood of the operating loss is negatively associated with ownership concentration, implying that concentrated ownership may serve as an effective corporate governance mechanism in the emerging economy and improve postacquisition performance. The rise in leverage increases the likelihood of postacquisition operating loss, indicating that the costs of debt may outweigh the benefits.

Originality/value

The findings contribute to the literature on ownership, debt governance and post-M&A performance from an emerging economy perspective.

Details

China Accounting and Finance Review, vol. 24 no. 3
Type: Research Article
ISSN: 1029-807X

Keywords

Book part
Publication date: 29 July 2009

Aliya Saperstein

For nearly two decades, researchers across the disciplines of social science and medicine have grappled with how to conceptualize and measure race to better explain racial…

Abstract

For nearly two decades, researchers across the disciplines of social science and medicine have grappled with how to conceptualize and measure race to better explain racial inequality. Improvements have been made, but most scholars continue to assume that a “correct” measure of race exists or that different estimates between measures are essentially quantitative errors. However, obtaining different estimates from different measures of race might instead suggest that there are substantively different explanations for the disparities. I explore this possibility by revisiting conventional findings about racial differences in reported health screenings using data from the 1988 National Survey of Family Growth, which includes both the respondent's self-identification and how she was classified by the survey interviewer. Regression results indicate that differences in interviewer-classified race are more closely related to disparities in health screenings than self-identification; these findings complement recent research on the role of racial discrimination and implicit prejudice in clinical encounters and highlight the importance of using multiple measures of race in health care research.

Details

Social Sources of Disparities in Health and Health Care and Linkages to Policy, Population Concerns and Providers of Care
Type: Book
ISBN: 978-1-84855-835-9

Book part
Publication date: 25 July 2012

Jeffrey D. Ford and Laurie W. Ford

It has generally been assumed that effective leadership is a key to successful change. But, as some authors have noted, there is a dearth of empirical research regarding…

Abstract

It has generally been assumed that effective leadership is a key to successful change. But, as some authors have noted, there is a dearth of empirical research regarding the impact of leadership on organization change. In this chapter, we review the empirical evidence from the past 20 years in an attempt to determine the impact of leadership on the conduct and outcomes of organizational change. Our conclusions indicate that the leadership of change is more complex than envisioned, involving multiple forms of leadership engaged in different approaches, behaviors, and activities, only some of which are effective.

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-1-78052-807-6

Book part
Publication date: 30 December 2004

David M. Penetar and Karl E. Friedl

Understanding how health status and physiological factors affect performance is a daunting task. This chapter will discuss physiological, behavioral, and psychological…

Abstract

Understanding how health status and physiological factors affect performance is a daunting task. This chapter will discuss physiological, behavioral, and psychological factors that influence or determine the capacity to fight, and will consider metrics that can be used to measure their status. The premise of this discussion is that there is a set of physiological and psychological factors that intimately affect performance and that the relative contribution of these variables is individually unique. These factors can be identified and assessed, and are amenable to modification. A fuller understanding of these variables can lead the effort to maintain and improve performance in the adverse and challenging environments of military operations.

Details

The Science and Simulation of Human Performance
Type: Book
ISBN: 978-1-84950-296-2

Article
Publication date: 6 June 2022

Bharat Chandra Sahoo, Surendra Kumar Sia, Lalit Kumar Mishra and M.J. Antony Wilson

The current work explores the relationship between workplace ostracism, emotional intelligence (EI) and organizational change cynicism. This paper also aims to examine how…

Abstract

Purpose

The current work explores the relationship between workplace ostracism, emotional intelligence (EI) and organizational change cynicism. This paper also aims to examine how dimensions of EI moderate the relationship between workplace ostracism and organizational change cynicism.

Design/methodology/approach

This study intends to examine the contribution of independent variable as well as moderating variable towards the outcome. Therefore, Pearson product–moment correlation and moderated regression analyses have been carried out to verify the hypotheses. To validate the tools upon the employees of India, authors have carried out measurement model analyses through AMOS and checked their composite reliability, convergent validity (average variance extraction [AVE]) and discriminant validity (square root of AVE). This study followed a simple random sampling technique with 276 employees (Male: N = 150, Mage = 34.34, female: N = 126, Mage = 31.57) from three manufacturing units of Odisha, an Eastern part of India.

Findings

Results showed that workplace ostracism was positively related to organizational change cynicism. However, only two dimensions of EI, namely, appraisal and regulation of self-emotion (ARSE) and other’s emotional appraisal were negatively related to organizational change cynicism. Moderated regression analysis indicates that positive relationship between workplace ostracism and organizational change cynicism is stronger for employees with low ARSE and other emotional appraisals than those with higher scores.

Practical/implications

The researchers conclude this paper with inputs for developing a suitable training module on EI, specifically focusing on various emotional management skills.

Originality/value

To the best of the authors’ knowledge, this study is first of its kind on workplace ostracism and organizational change cynicism among Indian employees in the manufacturing sector. This study also examines the moderating role of EI on workplace ostracism and organizational change cynicism, which has been somehow inadequate in the present epoch.

Details

Journal of Asia Business Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1558-7894

Keywords

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