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Purpose: Most of the characterizations of inequality or poverty indices assume some invariance condition, be that scale, translation, or intermediate, which imposes value judgments on the measurement. In the unidimensional approach, Zheng (2007a, 2007b) suggests replacing all these properties with the unit-consistency axiom, which requires that the inequality or poverty rankings, rather than their cardinal values, are not altered when income is measured in different monetary units. The aim of this paper is to introduce a multidimensional generalization of this axiom and characterize classes of multidimensional inequality and poverty measures that are unit consistent.

Design/methodology/approach: Zheng (2007a, 2007b) characterizes families of inequality and poverty measures that fulfil the unit-consistency axiom. Tsui (1999, 2002), in turn, derives families of the multidimensional relative inequality and poverty measures. Both of these contributions are the background taken to achieve our characterization results.

Findings: This paper merges these two generalizations to identify the canonical forms of all the multidimensional subgroup- and unit-consistent inequality and poverty measures. The inequality families we derive are generalizations of both the Zheng and Tsui inequality families. The poverty indices presented are generalizations of Tsui's relative poverty families as well as the families identified by Zheng.

Originality/value: The inequality and poverty families characterized in this paper are unit and subgroup consistent, both of them being appropriate requirements in empirical applications in which inequality or poverty in a population split into groups is measured. Then, in empirical applications, it makes sense to choose measures from the families we derive.

This study aims to compare the extent of voluntary strategy disclosure in the annual/integrated reports of listed companies in an emerging market with the extent of strategy disclosure in the annual/integrated reports of listed companies in a developed market.

A developed market sample that was made up of the top 50 companies on the New York Stock Exchange and the Australian Stock Exchange was compared to an emerging market sample that was made up of the top 50 companies on the Johannesburg Stock Exchange and the Bombay Stock Exchange. The comparison was conducted by scoring the amount of strategy disclosure reported in the annual/integrated reports of the companies for the years 2011, 2012 and 2013.

The emerging market companies had average to good strategy disclosures in their annual reports, whereas the annual reports of companies in the developed market showed low strategy disclosure.

This study expanded upon the limited research available on strategy disclosure by comparing the extent of strategy disclosures in two developmental markets (the developed and emerging market).

Because franchising is a popular and important business alternative, we propose that concerted effort be taken by organization scientists to develop and test theoretical perspectives relevant to this business form. Rather than risk “reinventing the wheel”, researchers should first consider findings from outside the franchising arena to assess their generalizability to franchisors. To this end, three common configurations of franchise organization are described and placed within Mintzberg’s (1979) framework, and the logic linking various organization, strategy, and environment features into an harmonious configuration is presented with respect to each. This configuration view is used to describe franchise organization transitions, and propositions to guide future study of franchise organizations are presented. Thus, both franchising and organization theory are extended by showing how the franchising phenomenon fits into a general perspective on organizations.

Human resource (HR) process research emerged as a response to questions about how (bundles of) HR practices related to organizational outcomes. The goal of HR process research is to explain variability in employee and organization outcomes by focusing on how HR practices are intended (adopted) by senior managers, the way that these HR practices are implemented and communicated by line managers, and how employees perceive, understand, and attribute these HR practices. In the first part of this chapter, we present a review of 20 years of HR process research from the start, to how it developed, and is now maturing. Within the body of HR process research, several different research theoretical streams have emerged, which are largely studied in isolation without benefiting from each other. Therefore, in the second part of this chapter, we draw on previous work to propose a staged process model in which we integrate the different research streams of HR process research, recognizing contingencies in the model. This leads us to an agenda for future research and practical implications in the final part of the chapter.

The purpose of this paper is to propose a comprehensive framework that delineates how human resource (HR) practices are differentially configured for exploitative and explorative innovation as well as how the sets of HR practices support these two types of innovation.

Based on the structural ambidexterity approach and a bottom-up process in the multilevel theories, this research derives the need for the differential managerial structures for exploitation and exploration at the unit level. In addition, the Input–Process–Outcome model of team effectiveness and multilevel theories are employed to discuss the internal nature (e.g. resources, work styles) of exploiting and exploring units. Finally, building on strategic HR management literature, this research configures exploitation-targeted and exploration-targeted HR systems and delves into how these differentiated HR systems generate differential inputs of human capital resources and thereby foster exploitative and explorative innovation processes.

This research proposes several factors for exploitation and exploration, including: necessary inputs (i.e. commitment, narrowness, and cohesion for exploitation vs thoughtfulness, breadth, and openness for exploration), idiosyncratic innovation processes (i.e. convergent collective cognition vs divergent collective cognition), and differentiated HR systems comprised of different forms of unit staffing (homogeneity vs heterogeneity), performance appraisal, incentives, and training and development (short-term vs long-term orientation).

The proposed theoretical framework contributes to an improved understanding of the psychological foundation of organizational ambidexterity and systematizing how diverse HR practices work together to elicit exploitative and explorative innovation from employees.

It is the purpose of this paper to analyze drivers of organizational change as well as their inhibitors with a particular focus on the influence of management and the environment.

The question will be addressed with the help of the case study of the New York Stock Exchange's (NYSE) move towards electronic trading. A system dynamical analysis of underlying forces and feedback will help elucidate the strength of mechanisms that drive or impede change.

The stepwise analysis of the model in accordance with different model boundaries reveals that neither the environment nor endogenous pressures from stakeholders and management alone are able to replicate the reference behavior; all three model elements are necessary to simulate the process of the NYSE's radical move. Additionally, with only minor changes in the underlying assumptions, the model is able to show the contrasting behaviors predicted by different streams of literature.

The paper's contribution is limited by the number of but one exemplary case it provides.

The paper contributes to one of the most prominent topics in the organizational change literature and adds a valuable example of representative drivers of change. It opens the black box of organizational change by its focus on the relationship of structure and behavior as well as on the process of change.

A study of the impact of globalisation on the structure and management of multinational enterprises, based upon research into twenty‐four manufacturing MNEs. Three research questions, developed from the literature, were used as the basis for an investigation into structure, control, knowledge transfer and culture in MNEs. The results confirm that there is a widespread move towards global integration, and that this is accompanied by changes in the relationships between managers from corporate and country units, and a tendency to encourage the development of best management practices across national boundaries.

This paper examines the notion of intermediate inequality and its measurement. Specifically, we investigate whether the intermediateness of an intermediate measure can be preserved through repeated (affine) inequality-neutral income transformation. For all existent intermediate measures of inequality, we show that the intermediateness cannot be preserved through the transformation; each intermediate measure tends to either a relative measure or an absolute measure. This observation is then generalized to the class of unit-consistent inequality measures. An inequality measure is unit-consistent if inequality rankings by the measure are not affected by the measuring units in which incomes are expressed. We show that the unit-consistent class of intermediate measure of inequality consists of generalizations of an existent intermediate measure and, hence, the intermediateness also cannot be retained in the limit through transformations.

The purpose of this paper is to analyze the advantages and disadvantages of several intermediate inequality measures, paying special attention to the unit-consistency axiom proposed by Zheng (2007). First, we demonstrate why one of the most referenced intermediate indices, proposed by Bossert and Pfingsten (1990), is not unit-consistent. Second, we explain why the invariance criterion proposed by Del Río and Ruiz-Castillo (2000), recently generalized by Del Río and Alonso-Villar (2008), leads instead to inequality measures that are unaffected by the currency unit. Third, we show that the intermediate measures proposed by Kolm (1976) may also violate unit-consistency. Finally, we reflect on the concept of intermediateness behind the above notions together with that proposed by Krtscha (1994). Special attention is paid to the geometric interpretations of our results.