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This study examines strategic interactions between cross-ownership and managerial delegation contracts with environmental corporate social responsibility (ECSR) incentives in a mixed oligopoly. We find that private firms always utilize ECSR incentives in competing prices under cross-ownership, whereas public managers do so only when there is severe environmental damage. We also demonstrate that the ECSR incentives for welfare-weighted public managers are always lower than for their profit-weighted counterparts when they employ ECSR incentives, which leads to lower environmental damage and greater social welfare. Finally, we show that welfare-weighted public delegation increases the private firm's ECSR compared to no public delegation, which is reversed in the profit-weighted variant. Our findings suggest that the government should design an environmental incentive scheme to their public managers that can also induce private managers to behave more aggressively in abatement activities as the degree of cross-ownership increases. [ABSTRACT FROM AUTHOR]

By Richard F. Hirsh (Baltimore, Md.: John Hopkins University Press, 2022. Like the traditional rural electrification story he criticizes - even to the point, somewhat shockingly, of comparing it to the Lost Cause and the Stab in the Back myths - Hirsh's own account often takes interwar utility promoters at their word and conveys the tale they wanted to tell. Across thirteen chapters that primarily span the interwar years, Hirsh's study convincingly shows that, before the New Deal, private utilities did not wholly ignore farms, and in fact forged at least part of the path toward rural electrification. [Extracted from the article]

To explore whether managers' beliefs and attitudes influence gender inequality among their subordinates, we theorize about the relationship between managers' political ideology, situated on a liberal-conservative continuum, and differences in the hiring, work team selection, and promotion of male versus female subordinates, as well as how a manager's gender moderates this relationship. We analyze novel microdata from the U.S. legal industry from 2007 to 2012 and find that large law offices whose partners are more liberal hire a larger percentage of female associates, that more-liberal partners are more likely to select female associates to be members of their client teams, and that associates whose supervising partners are more liberal have greater gender parity in promotion rates. Further, we find that the ideology of male partners is significantly more influential than the ideology of female partners in affecting these differences. We find little evidence that sorting on the part of higher-quality female associates drives the results. [ABSTRACT FROM AUTHOR]

In this article, the author conducts an empirical diagnosis of managers' views and perceptions in the context of use of information obtained from marketing research in decision-making processes. It is argued that decision makers who take charge of management, despite their strong declarations and beliefs about the potential and usefulness of information in decisions, in reality prefer solutions based on intuition and irrational thinking. Therefore, the objective of the conducted study is to explore mechanisms of such paradoxes. However, through empirical research, the author endeavored to find the answers associated with the specific factors that are likely to favor such an unreasonable thinking and activities undertaken by managers in decision-making processes. Based on the sample (N = 213), which contained mainly information users, it was confirmed that managers, faced with a difficulty of information processing (e.g., due to information overloading problems and requirements of analytical thinking), or narrow cognitive capacities, limited memory, and strong reliance on personal experience, look for much simpler solutions in decision making. They preferably move toward the irrational sphere of making choices. Thus, the information, obtained from research, that is available to managers is rather neglected instead of being closely inspected (scrutinized). Moreover, the greater the surprise in information derived from marketing research (i.e., the wider is the discrepancy between the value of information provided by analysts and managers' expectations), the greater their inclination to reject any information and much greater exposure toward irrational thinking in decision making. As a matter of fact, the problems associated with information adaptation in decisions, as well as the problems of analytical thinking, put the question mark over the entire usefulness of information and further deliberate conducting of the marketing research. [ABSTRACT FROM AUTHOR]

This is the second paper of a two-part series on the barriers to prescribed fire use in the Great Plains of the USA. While the first part presented a systematic review of published papers on the barriers to prescribed fire use, specifically regarding perceptions and attitudes of land managers, this second part reviews the solutions that are employed to increase prescribed fire use by land managers in the Great Plains. First, the review compiled the solutions currently and ubiquitously employed to promote fire use and how they have been documented to address barriers. Second, potentially expandable solutions used in similar natural resource fields and communities were reviewed as possible solutions to the unaddressed aspects of remaining barriers that limit fire use. [ABSTRACT FROM AUTHOR]

Prescribed fire is increasingly being considered as a viable management tool by public and private land managers. Fully expanding prescribed fire use in a land management context, where it is an ecologically effective but not commonly applied tool, requires a comprehensive understanding of barriers that limit prescribed fire, especially in working rangelands of the North American Great Plains. While there is an emerging body of work on the perceptions of prescribed fire, there has yet to be a compilation of the research. We present a systematic review of the published literature on the perceptions and attitudes of land managers towards prescribed fire in the Great Plains in an effort to provide a social-ecological perspective on the issue. The aim is to share the methods used to assess social perceptions of prescribed fire in the Great Plains and regional distribution of these studies as well as to identify perceived barriers and limitations that restrict the use of prescribed fire by reviewing studies primarily located in the Great Plains ecoregion and focused on perceptions of fire. Surveys were the most commonly used method to assess social perceptions, with most research concentrated in the southern Great Plains. Barriers included a range of social, informational, practical, and regulatory concerns. This compilation of research synthesizes the current knowledge regarding social perceptions of and potential barriers to prescribed fire use so that fire practitioners and communities considering prescribed fire use for rangeland management have the most current information to make sound decisions. [ABSTRACT FROM AUTHOR]

Managerial attitudes are often seen as critical to sustainable employee participation practices, yet very little is known about how managers act within employee voice fora. We examine managements' decision to actively consult with employees, and by doing so contribute to industrial relations debates concerning the role of managerial prerogative and trust to better understand the attitudes of managers towards elected employee representatives. Using evidence from a 2‐year longitudinal study of non‐union employee representation, we report on how managements' perception of risk about sharing information with employee representatives influences their decision as to how to consult with employees. The findings show that managers can be unwilling to share information with employee representatives, which constrains the depth and scope of consultation. The role of management decision‐makers, typically the I&C fora Chairperson, is highlighted as champion for, or obstacle to, consultation. Lastly, the data illustrate that I&C is viewed by management as a lower strategic organizational priority, and how extending worker voice is constrained by the importance management place on maintaining their presumed prerogative of control. Implications for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of the paper is to identify the attitudes of young people representing the so-called generation Z, towards the concept of lifelong learning in the context of managers' expectations. Design/methodology/approach: The article includes both a literature review and the authors’ own primary research. The study applies the results of qualitative (an individual in-depth interview) and quantitative (CAWI) research conducted in 2021 in Wielkopolska [Greater Poland]. Findings: The research shows that there is a large discrepancy between the managers’ expectations and the attitudes of young people towards the necessity to participate in lifelong learning. Managers pay attention to the extreme importance of the necessity to constantly learn new things not only in contemporary, but especially in the future, labor market. At the same time there is a relatively low level of acceptance of this necessity among people representing the generation Z. Research limitations/implications: In the future it is worth repeating the research among the representatives of generation Z living in other provinces and even other countries. Social implications: The article indicates that the development of lifelong learning skills requires, among others, developing a comprehensive education policy and cooperation between the public, private and civic sectors. It is also connected with the necessity to promote this concept in various environments – among different generations of employees, as well as young people soon entering the labor market. Originality/value: The obtained results confirm a large discrepancy between the managers’ expectations and the attitudes of young people towards the necessity to participate in lifelong learning. The article provides recommendations for paying attention to the need to teach young people the methods of effective self-learning and promote this concept in various environments. [ABSTRACT FROM AUTHOR]

This study aims to bridge the gap between academia and the actual application of blockchain technology in the industry. In-depth interviews were undertaken with two blockchain online travel agency (OTA) operators, six hotel/bed and breakfast owners or managers as well as three end users who had booking experience with blockchain OTAs. The interviews explored the management perceptions regarding blockchain technology in five areas, including performance expectancy, effort expectancy, social influence, facilitating conditions, and how trust level influences the collaboration intention towards blockchain OTAs. Most managers agree blockchain enhances organisational performance and could simplify operation procedures. Blockchain OTAs could take up technical tasks and reduce small and medium-sized hospitality organisations’ investment and labour cost on IT systems. However, star-rated hotels hesitate to work with blockchain OTAs because they are start-ups. They do not trust these newly established business models could be sustainable in the tourism ecosystem. This study is the first study that empirically examines the perceptions of Taiwanese hotel managers and customers towards blockchain technology and blockchain OTAs. Further, it sheds light on managers’ attitudes towards collaborations with start-ups. [ABSTRACT FROM AUTHOR]

Research Summary: This study investigates category innovation, when firms introduce a new label to pioneer a market category. I propose two antecedent pathways. The first is based on firms' material developments. Firms that combine categories in their products and technologies are more likely to use category innovation to communicate their position is not peripheral, but at the center of an emerging category. The second is contextual, in response to category leniency, when a market category has ambiguous social meaning. Central and peripheral firms in lenient categories use category innovation to send a clearer signal of their position. These pathways are countervailing: the more lenient a firm's categories, the weaker the relationship between category combination and category innovation. Exploratory analyses show category innovation is associated with firm success. Managerial Summary: Firms use category labels to communicate the market they are in. This article studies the linguistic tactic category innovation: when firms introduce a new label to signal the firm is carving out a new market. I find firms use this tactic when they (a) develop novel, category‐combining products that do not fit into existing markets, or (b) are in a market that is not well‐defined (a lenient market category). I also find that for firms in lenient markets, the relationship between novel products and category innovation weakens. Preliminary evidence uncovers an association between firms that use category innovation and their likelihood to IPO, suggesting this linguistic tactic may be part of successful firm strategies. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to investigate the influence and impacts of stakeholders on the awareness and attitudes towards environmental management practices (EMPs) among hotel managers in Malaysia. Design/methodology/approach: A total of 159 hotel managers participated in the survey. Structural equation modelling using the partial least squares (PLS) technique was used to test the hypotheses. Findings: Owners and regulators influence hotel managers' environmental awareness and attitudes and their adoption of EMPs. Managers with a greater environmental awareness are more likely to adopt basic EMPs, while those with a greater environmental attitude are more likely to adopt advanced EMPs. In addition, stakeholder influence on managers' awareness and attitudes differs for hotels with and without an environmental policy. Research limitations/implications: Other types of accommodation and stakeholders, demographic variations of hotels and different data collection methods could provide additional insights into the hotel sustainability issue. Practical implications: Coercion may be needed to translate hotel managers' environmental awareness and attitudes into practices. Therefore, regulators should provide rules and penalties to enforce mandatory requirements and incentives to encourage environmental sustainability initiatives. Social implications: The joint effort among stakeholders could create a societal norm that appreciates and maintains a sustainable environment and tourism industry. Originality/value: This study emphasises the importance of stakeholder salience theory to understand the association between stakeholder influence on managers' awareness and attitudes and the adoption of EMPs by hotels in Malaysia. It is one of only a handful of studies that focuses on stakeholders' influence on environmental stewardship from managers' perspectives. [ABSTRACT FROM AUTHOR]

This paper examines how agents' response to macroeconomic uncertainty affects firms' revenues, expenses, and profitability in a global sample of firms spanning 1997 to 2018. Consistent with consumers reducing purchases and managers cutting costs, I find that increases in macroeconomic uncertainty lead to both lower revenues and lower expenses. The net short-term effect on profitability is positive as the reduction in expenses exceeds the fall in revenues. This favorable profitability effect is attenuated for firms whose institutional environment restrains cost-cutting, holds for both the cash and accrual components of earnings, and is robust to instrumental variable estimation employing exogenous variation in macroeconomic uncertainty arising from natural disasters, political unrest, revolutions, and terrorist attacks. JEL Classifications: E22; D81; M41. [ABSTRACT FROM AUTHOR]

Objectives. Previous research indicates that models for risk assessment of pressure equipment have not sufficiently or adequately integrated indicators of human factors and organizational factors. Methods. The goal of this article is to check the differences in attitudes of operators and managers engaged in the area of pressure equipment risk management. A questionnaire was designed and data were then collected from 253 operators and managers working with the same pressure equipment in Serbia. By applying a paired t test, differences in their attitudes were checked for issues described by the constructs of communication (COM), potentially hazardous materials and equipment (PHME), process safety (PS), safety and health at work (SHW), organizational change management (OCM), maintenance/inspection (MI) procedures, human error (HE), trainings and competences of employees for crisis situations (TCECS) and conducting research after accidents (CRAA). Results. It is statistically evident that the coincidence of attitudes accounted for less than 20% of questions. The highest coincidence is shown for PHME and TCECS, where one-half of the dimensions of the given constructs indicate that there are no statistically significant differences. Conclusions. The differences found could be used as an explanation for high-risk levels of pressure equipment exploitation and how they influence it. [ABSTRACT FROM AUTHOR]

This paper explores the current attitudes of managers and executives working in the energy sector towards the Data-Driven Organizational Model implied by Big Data. The aim is to explore and understand the current mindset of senior decision makers, since their success depends as much on cognitive and behavioral processes as on their technical competences. We adopt a grounded-theory approach, developing models of understanding and belief abductively, driven by the data obtained from participants through a reflection guide. We find that managers differ significantly in their understanding and engagement with their challenges; they display interest but differ in their commitment and enthusiasm; they identify a lack of strategy and skills as current barriers; and they are currently unwilling to trust data, treating evidence according to their own prior commitments. This is a significant barrier to establishing the Data-Driven Organizational Model. These findings raise concerns, and the paper concludes that by considering initiatives for implementing more agile and forward-looking approaches, establishing a data-driven organizational culture, and managing such changes effectively. [ABSTRACT FROM AUTHOR]

While past studies have enriched our understanding of the impact of returnee executives on firm market strategy and outcomes, we know relatively little about the relationship between returnee executives and firm nonmarket strategies. Grounded in upper echelons theory, this study explores the relationship between returnee executives and corporate philanthropy, the latter of which is an important nonmarket strategy in emerging economies such as China. Using data on publicly listed Chinese companies from 2010 to 2017, we find that the proportion of returnee executives is negative related to corporate philanthropy. We also find that this negative relationship is strengthened by executive ownership, but weakened by corporate prominence and political connections. Our study makes important theoretical contributions to strategic leadership research, upper echelons theory, and the literature of corporate philanthropy. The managerial implications are also discussed. [ABSTRACT FROM AUTHOR]

While human behavior is known to be one of the key causes of industrial accidents, existing approaches to personality assessment of blue-collar workers could not efficiently differentiate behavioral patterns associated with increased probability of an accident. Analysis of the largest man-made disasters, which occurred at the major petrochemical company in Russia throughout the last 2 years, revealed that risk appetite had led to the most severe disasters in terms of loss of human life, environmental impact, and financial losses. In order to identify risky individuals among the company workers, a multimethod approach with behavioral, cognitive, psychometric, and implicit measures has been utilized. Over hundred volunteers reported on life facts associated with risk propensity and underwent multimethod assessment. Results indicated that measures from all four groups of methods were able to reliably identify risky individuals. This study provides an example of efficient online multimethod assessment system introduced at a major petrochemical company in order to assist managers in personnel assessment and selection. [ABSTRACT FROM AUTHOR]

Positive service provider attitudes toward evidence-based programs, and evidence-supportive organizational environments are essential for effective implementation in community settings. Few studies have examined whether there are differences in attitudes between managers and providers. This study investigates attitudes toward evidence-based programs across three levels of manager and provider roles in an Australian place-based initiative for children delivered by a heterogenous, multiskilled social services workforce, and investigates whether attitudes are influenced by an evidence-supportive organizational environment. An online survey was conducted between 2018 and 2019, yielding 205 participants: 70 Facilitating Partner managers, 93 Community Partner managers, and 42 direct service providers. Nine attitudes toward evidence-based programs were assessed using multiple linear regression, with an evidence-supportive organizational environment included as a moderating variable. Differences in attitudes were found between the three roles, with direct service providers more likely to be supportive of evidence-based programs compared to Facilitating Partner managers. An evidence-supportive environment was a strong predictor of more positive attitudes, and moderated the effects for Facilitating Partner managers for three measures. This study highlights the importance of positive leadership and supportive organizational environments in social services community settings. Future studies could examine associations between attitudes, organizational environment and effective implementation for this workforce. [ABSTRACT FROM AUTHOR]

Social media technologies have been widely adopted by governments to increase civic engagement, promote openness, and extend services. Previous research finds that public managers' attitudes are important predictors of social media adoption and successful implementation. Managers' attitudes may vary due to different organizational structures, functions, and operations based on department type or because departments vary along with key dimensions. This research investigates the following questions: (1) Does department type significantly predict public managers' attitudes toward social media, (2) does department type moderate the effect of predictors of managers' attitudes toward social media found in previous research, and (3) do the predictors of managers' attitudes toward social media found in previous research mediate attitude differences observed across different kinds of departments. Using data collected from a 2014 national web survey in the United States on technology in city government, we find department type is an important predictor of managers' attitudes toward social media use. The effects of other predictors of attitudes toward social media use were not moderated by department type. Instead, those predictors had similar effects regardless of department type. Some of the variables related to organizational characteristics and culture (e.g., social media use, innovativeness, and use of e-services) helped to explain differences between the attitudes of managers from different departments. Our findings are important for developing strategies to target managers' negative attitudes toward using social media, thus removing one of the barriers to successful technology implementation. [ABSTRACT FROM AUTHOR]

The emotional perception of the new generation of Chinese construction workers is becoming stronger, and the traditional punishment-type management model is gradually failing. In order to address the safety hazards caused by the negative emotions generated after workers' conflict events, the motivation of workers to actively participate in the construction of safety climate is increased, and the safety performance of construction projects is enhanced. This paper introduces emotional event theory to assess workers' psychological perceptions and uses foreman as an intermediary for safety management to analyze the decision-making process between managers and work-groups in the safety management process. By establishing a tripartite evolutionary game model of manager, foreman, and worker, the evolutionary differences among the three parties when the manager is strict or appeasing are examined. The results of the study showed that managers who showed appeasement were more effective than those who showed stringency in accomplishing the safety goals of the project. As the workers' psychological perception index increased, workers were more inclined to adopt aggressive strategies, and their behavior was more influenced by their own moral identity as well as the foreman's attitude under the manager's appeasement attitude. This study can provide managers with suggestions on how to handle the situation after a conflict, which can help regulate the behavior of construction teams and eliminate safety risks. [ABSTRACT FROM AUTHOR]

The objective of this research is to examine the effect of proactive managerial behavior and international business networks on three dimensions of international performance exhibited by an SME. Specifically, the export intensity, speed, and geographical scope of the sales abroad. In addition, we evaluate if managers with international experience take more proactive stances and use international networks when dealing with foreign markets. We tested a research model applying structural equation modeling techniques to a sample of 130 Costa Rican exporting firms. The results reveal that the international experience is not related to the intense use of international networks to deal with foreign markets. Rather, international experience is associated with high levels of proactive stances towards foreign market opportunities, which in turn, positively affect an SME's export intensity. However, the geographical scope of its export sales and the speed of internationalization seem to be unrelated to a manager's level of proactiveness in foreign markets. [ABSTRACT FROM AUTHOR]

The mining company uses a variety of grinding machines to process minerals, whereas the most common type of machine is the Semi-Autogenous Grinding SAG Mill machine. This machine is employed for the mining process of hard rock as raw material into gold, copper, and silver. However, the SAG Mill machines are often broken, even suddenly not working, with an average loss time of 97.30 hours which impacts a decrease in efficiency and production quality of up to 40%. It can cause losses that do not reach the production target. This research aims to measure the effectiveness of the SAG Mill machine and determine the failure using the OEE and FMEA methods. The results showed that the SAG Mill machine is still under standardized based on the Japan Institute of Plant Maintenance (JIPM), which is 85%. The FMEA method and RPN value apply to analyze downtime losses, and idling is the loss that highly affects the effectiveness of SAG Mill machines. Recommendations for the company are to increase the number of equipment that aims to prolong the machine's age and accelerate production. This research contributes to another solution to help maintenance managers by measuring the effectiveness and determining the failure of the SAG Mill machine. [ABSTRACT FROM AUTHOR]

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Traditionally, mutual funds are mostly managed via an ad hoc approach, namely a terminal‐only optimization. Due to the intricate mathematical complexity of a continuum of constraints imposed, effects of the inter‐temporal reward for the managers are essentially neglected in the previous literature. For instance, the inter‐temporal optimal investment problem from the fund manager's viewpoint, who earns proportional management fees continuously (a golden rule in practice), has been outstanding for long. This article completely resolves this challenging question especially under generic running and terminal utilities, via the Dynamic Programming Principle which leads to a nonconventional, highly nonlinear HJB equation. We develop an original mathematical analysis to establish the unique existence of the classical solution of the primal problem. Further numerical calibrations and simulations for both the portfolio weight and the value functions illustrate the robustness of the optimal portfolio towards the manager's risk attitude, which allows different managers with various risk characteristics to sell essentially the same investment vehicle. Simulation studies also indicate that the policy of charging a substantial terminal‐only management fee can be replaced by another one with only a negligible amount over the interim period, which substantially reduces the total management fee paid by the clients without lowering the manager's satisfaction at all; this last observation echoes the magic of the alchemy of finance. [ABSTRACT FROM AUTHOR]

Since human resources are the most valuable factor for manufacturing, and the most important capital of every organization today, human resource planning (HRP) is one of the most underlying organizational plans. Planning to achieve skill and educational needs, and improvement of human resources can be the underlying factor for human resource planning. Over the years, human resources have been changed into the focus point of leading organizations and managers. It can be regarded as the most underlying organizational capital, for which no alternative can be considered. This study is aimed at presenting a model to measure the capabilities of human resources strategies. At first, wide library investigations were done in this field and existing models. Then, a basic model was selected to measure the capabilities of human resources within the governmental organizations to switch the study. Interviews were done with academic, and government experts and other scholars to test the validity and reliability of the model. the qualitative model validation was done using interviews, and the sampling method was snowball sampling. The model revision was done using qualitative methods. For model designation, the interpretive-structural modelling (ISM) technique, and fuzzy approach were used. The research instrument in this study was a questionnaire. According to obtained results, the experts counted essential factors affecting the capabilities of human resource strategy as follows: value, scarcity, being inimitable, without substitution, taking required behaviours, having required competencies, sufficient motivation of personnel, and productivity. [ABSTRACT FROM AUTHOR]

Today, recognizing and retaining customers is one of the major challenges of customer-oriented organizations, especially in the field of banking, which has attracted the attention of many researchers. With the increasing growth of customers and the use of electronic devices that have led to the production of large volumes of data, customer behavior analysis can be considered as a competitive factor for them. In this paper, considering the varied density and data growth that leads to computational overhead, a combined approach is used of the RFM method, density-based clustering algorithm and Map-Reduce(which is an efficient and low-cost framework for running synchronous algorithms) are used. The results show that the proposed algorithm is more accurate than VDMR-DBSCAN. Also, the output of the algorithm is in the form of 5 clusters, the results of which can help managers in identifying valuable customers, This method leads to increased revenue and reduce unnecessary costs that occur due to lack of recognition and incorrect segmentation of customers. [ABSTRACT FROM AUTHOR]

This paper is dedicated to the analysis of one of the current topics in the modern economy and human resources management. It explores the meaning and role of motivation as well as the importance of motivational factors in this process. The paper shows how managers motivate workers. Motivating is the most important thing managers face. Managers must direct and control the behavior of employees, and they will achieve this when they discover the factors that motivate workers. Looking throughout history, numerous theorists and psychologists have been engaged in researching the concept of motivation which can be related to the idea of a driving force that leads a person to a particular activity. In terms of historical facts, today's motivation can be defined as one of the most important components affecting work results, but at the same time one of the most difficult components to measure. Numerous theories of motivation have been developed throughout history, that is, theories that are based on different assumptions and emphasize different dimensions of human behavior. Managers' responsibility is to find the right combination between rewards that meet employee needs and motivation techniques while encouraging them to achieve higher performance. If managers want to become more effective, they need to control and understand the psychological factors in the work environment. They need to find out what factor motivates each individual to perform their job successfully. Only a satisfied employee can ensure success for his employer. If we want such an employee, we need to know his true needs. And if we want a satisfied team, we need to know the needs of each individual team member. [ABSTRACT FROM AUTHOR]

Although emotions have been investigated within strategic management literature from an internal perspective, managers' ability and willingness to understand consumers' emotions, with emphasis on the retail sector, is still a scarcely explored theme in management research. The aim of this paper is to explore the match between the supply of new analytical tools and retail managers' attitudes towards new tools to capture customers' emotions. To this end, Study 1 uses machine learning algorithms to develop a new system to analytically detect emotional responses from customers' static images (considering the exemplar emotions of happiness and sadness), whilst Study 2 consults management decision‐makers to explore the practical utility of such emotion recognition systems, finding a likely demand for a number of applications, albeit tempered by concern for ethical issues. While contributing to the retail management literature with regard to customers' emotions and big data analytics, the findings also provide a new framework to support retail managers in using new analytics to survive and thrive in difficult times. [ABSTRACT FROM AUTHOR]

Previous research on employee voice has aimed to understand the antecedents and outcomes of the frequency of speaking up. Yet, how these antecedents translate into outcomes may depend on what employees speak up about and its implications for implementation. We engage in three studies to explore what individuals speak up about, why they speak up about those things, and the consequences of voicing such content. First, through a qualitative field study, we find evidence for three dimensions of voice content: the importance of initiating change, the required resources to enact the desired change, and the interdependencies involved in implementing the desired change. Further, specific targets of identification--either one's local work unit or one's broader profession--shape whether the issues individuals raise take into account barriers related to resources and interdependencies. Next, in a quantitative field study, we find that voicing on issues related to one's work unit or profession mediates the relationship between employee identification and managers' valuation of voice. Finally, in an experiment, we manipulate importance, resources, and interdependencies of implementation and find these dimensions of voice content influence managerial value of voice. These results offer meaningful theoretical implications for the literatures on employee voice and identification. [ABSTRACT FROM AUTHOR]

We develop a dynamic agency model of a public corporation. Managers underinvest because of risk aversion. They smooth rents and payout. They do not exploit interest tax shields fully. The interactions of investment, debt and payout decisions can change drastically depending on manager's preferences. Managers with power utility set investment, debt and payout proportional to the firm's net worth, generating a constant (possibly negative) net debt ratio. With exponential utility, investment decisions are separated from decisions about debt and payout. More profitable firms become cash cows and less profitable firms accumulate debt, as in a pecking-order model. [ABSTRACT FROM AUTHOR]

We use novel monthly survey data from 1993 to 2012 on small business managerial perceptions of financial constraints and other conditions, matched with information on banks in their local markets. The data suggest that small banks have comparative advantages in alleviating these constraints. These advantages tend to be greater during adverse economic conditions and do not appear to decrease or increase secularly. Small banks also appear to have comparative advantages in providing liquidity insurance to small business customers of large banks experiencing liquidity shocks during financial crises. Our findings suggest a source of social costs from ongoing consolidation of the banking industry. [ABSTRACT FROM AUTHOR]

The article attempts to provide a practical analysis of the psychological basis for the incentives of personality motivation in education managers in the Ukrainian society, which still has clear signs of postmodernism. In particular, it highlights the results of an empirical study of verbal representations of motivational attitudes of education managers in terms of management effectiveness. It is found that verbal representations of motivational attitudes in students, in managers with up to 5 years of experience, in managers with more than 5 years of experience differs significantly. In the process of research of verbal representations of motivational attitudes, we determined the degree of influence of motivational tendencies "hope for success" and "fear of failure" on future and current managers. It should be noted that the following categories of analysis are quite representative: a) "a hope for success": "the need to succeed", "instrumental activities aimed at achieving success", "expectation of success", "positive emotional state associated with work"; b) "a fear of failure": "instrumental activities aimed at preventing failure", "condemnation and criticism due to failure". According to the results of the analysis of verbal representations of motivational attitudes it is proved: the leaders of the organizations with strong cooperation between staff and administration and united by a common desire for success, are dominated by the category "hope for success". And the leaders of such organizations where subordinates are in constant fear of dismissal and under sharp criticism regardless of their work quality, are dominated by the "fear of failure". It emphasizes that among the multiple and vague postmodernist discourses the education managers should try to develop the narrative "hope for success". [ABSTRACT FROM AUTHOR]

Motivation: Diagnosing the competences of human capital is a complex process, involving many approaches and steps leading to the recognition of the entire problem situations of the organization and its employees. Due to the increasingly higher and ever-growing position of the human capital formation system in the overall process of managing an organization, the analysis and diagnosis of management competencies is a process of particular importance. In the era of the knowledge-based economy, employee competencies are the key to competitive advantage. An important issue, therefore, is the constant monitoring of managers attitudes to improve their competences and conducting a systematic analysis of their component structure. Aim: This article aims objective of developing a factor structure of the rational dimension of management competencies based on knowledge, skills, and comprehension. Due to this objective, the factor structure of the knowledge and skills that managers have was determined. The practical level of self-assessment of the rational components of competence from the point of view of the influence of situational factors was also determined. Results: A questionnaire, an interview and literature studies were used for the research carried out in 2019–2020. The questionnaire was addressed to 282 employees of enterprises in the Lubusz Voivodeship of Poland. This allowed determining the degree of managers determination expressed in the need to adjust the competence potential they have to changeable situational factors. [ABSTRACT FROM AUTHOR]

Sustainability managers represent a key stakeholder in implementing and diffusing sustainability initiatives. However, there is a significant gap in the literature examining the impact of greenwashing on sustainability managers. This research examines the effects of greenwashing on sustainability managers' job satisfaction, commitment, turnover intentions, and job performance from a social identity/person–organization (P‐O) fit perspective. Our sample consists of practicing sustainability managers (n = 125) in high‐ (77%) or mid‐level (23%) positions. Results indicate that perceived greenwashing negatively affects the attitudinal outcomes and job performance of sustainability managers. The results also indicate that for sustainability managers whose social responsibility identity is higher than that of their firm, greenwashing has a significant association with lower satisfaction and job performance and higher intentions to leave. However, for managers whose social responsibility identity is lower than that of their firm, employer greenwashing had no effect on the sustainability managers' attitudes, even though they recognized their own poor job performance. The cumulative effect may be a situation in which managers in the best position to enhance a firm's CSR leave the firm, and vice versa. [ABSTRACT FROM AUTHOR]

Prior research indicates that managers' dark personality traits increase their tendency to engage in disruptive and unethical organizational behaviors including accounting earnings management. Other research suggests that the prevalence of dark personalities in management may represent an accidental byproduct of selecting managers with accompanying desirable attributes that fit the stereotype of a "strong leader." Our paper posits that organizations may hire some managers who have dark personality traits because their willingness to push ethical boundaries aligns with organizational objectives, particularly in the accounting context where ethical considerations are especially important. Using several validation studies and experiments, we find that experienced executives and recruiting professionals favor hiring a candidate with dark personality traits into an accounting management position over an otherwise better-qualified candidate when the hiring organization faces pressure to manage earnings. Our results help to illuminate why individuals with dark personality traits may effectively compete for high-level accounting positions. [ABSTRACT FROM AUTHOR]

This paper analyses how the legal consciousness of Chinese enterprise managers has transformed in the face of drastic changes brought along by major events in socialist China. During the past 70 years, there have been in place a series of radical and pervasive changes in the legal framework constituted by a communist system frequented by mass political campaigns, trailed by a massive liberalized move towards a market economy. By building upon the thesis of legal-consciousness narratives suggested by Ewick and Silbey, this paper discusses how Chinese managers have evolved through various states of "With the Law," "Against the Law," and "Under the Law" legal consciousness. It is suggested that, in the coming era of globalization under socialist China, Chinese enterprise managers may start to embrace a new narrative of legal consciousness—"In the Law"—by participating more actively in the socialist system with Chinese characteristics. [ABSTRACT FROM AUTHOR]

This study analyzes the effects of psychological capital and managerial attitudes on the relationship between budgetary participation and management performance in budgeting activities. The study addresses a gap that exists in the budgeting research, tackling the effects of individuals’ mental states and behaviors on the relationship between budgetary participation and management performance in an integrated way. The interactive effects of cognitive and personal, behavioral, and environmental factors enable us to understand the factors present within the budgetary context that influence the relationship between budgetary participation and management performance, which provides an explanation for the conflicting results found in the literature, denoting in which conditions the effects of participation on performance can be obtained. The research innovates by evaluating, based on an interactionist approach, predictive factors for management performance within the budgetary context, contemplating the analysis of cognitive and personal (psychological capital), behavioral (managerial attitudes), and environmental (budgetary participation) factors, providing an explanation for the effects of budgetary participation on management performance in budgeting activities. A survey was conducted with 245 controller professionals from industries in the South Region of Brazil, chosen using the LinkedIn social network, and the data were analyzed via structural equation modeling (SEM). This revealed the positive joint indirect effects of psychological capital and of managerial attitudes on the relationship between budgetary participation and performance. The results converge with the social cognitive theory (SCT) approach, as it can be inferred that cognitive and personal aspects influence human decisions and the level of effort employed by managers in activities carried out within the budgetary context. The results offer support for organizations to direct resources toward organizational practices that seek to improve managers’ positive mental states, which influence behavioral factors and their job performance. [ABSTRACT FROM AUTHOR]

This Article addresses how to increase funding to nonprofit organizations that are led by minorities or serve communities of color and how to hold corporations and private foundations who make public commitments to fund these organizations accountable for those commitments. The Article makes two policy recommendations to address these problems, while engaging with Supreme Court jurisprudence on mandatory disclosures to ensure that the proposals are narrowly tailored to institutional donors and include an opt-out provision so as not to chill the constitutional protection of the freedom of association. The first is for charities to publicly disclose their institutional donors in Schedule B of Internal Revenue Service (IRS) Form 990. The second is to modify IRS Form 990 to include information on the race and ethnicity of top managers, boards of directors, and the communities an organization serves. These disclosures are crucial for determining organizations that are minority led or that serve communities of color and the institutional donors who donate to them annually. The Article addresses the benefits and tradeoffs of disclosure and how to use nudges--watchdog organizations, certifications, and the public--to implement disclosures to increase funding to minority-led and minority-serving nonprofit charities. [ABSTRACT FROM AUTHOR]

This paper examines managerial perceptions of challenges for further food waste reduction within the restaurant industry. Although research gauged underlying drivers for food waste, the attitudes of foodservice managers toward practices and the corresponding operational barriers have received scant academic attention. This qualitative study thematically analyzed data from 14 managers and head chefs in Swiss-German restaurants through semi-structured interviews and compared responses against the model of the food waste hierarchy. For businesses, the paper highlights the importance of increased preventive practices and education of staff and customers. However, multiple inhibiting and enabling factors lie outside the organizations' control, depending on macro and societal contexts. Governmental interventions and facilitating waste collection are necessary, whereas the feasibility of food redistribution is perceived as limited. The study revealed great potential to implement additional practices through increased collaborations with various stakeholders and overall societal sensitization to change consumer behavior and facilitate responsible business practices. [ABSTRACT FROM AUTHOR]

Research Summary: Career paths depend not only on individuals' own competitiveness but also on the competitiveness of others in a position to advocate for them. In this article, we study competitiveness when rewards accrue to another individual. In particular, we ask how female and male managers' competitiveness changes when rewards from competition accrue to their female or male protégés, relative to when they accrue to themselves. Using an experimental approach, we find that when rewards accrue to protégés, male and female managers are equally competitive because female managers increase their competitiveness. However, male managers compete more for male rather than female protégés. This gap disappears when male managers know their protégés' risk preferences, suggesting a novel intervention to ensure equity in the sponsorship process. Managerial Summary: Sponsorship is key to individuals' career development and firms' human capital strategy. In this experimental study simulating an organizational setting, we investigate one aspect of sponsorship and ask whether managers' and protégés' genders affect managers' willingness to compete on behalf of their protégés. We find that when the rewards from competition accrue to protégés, female managers increase their competitiveness and eliminate the gender competitiveness gap present when rewards accrue to managers themselves. This suggests that, from a competitiveness standpoint, female and male managers are equally strong sponsors. However, male managers compete more for male, relative to female, protégés. This gap disappears when male managers have information about protégés' risks preferences, suggesting a novel approach that organizations can implement to reduce discrimination in sponsorship. [ABSTRACT FROM AUTHOR]

With the increasing pressure to perform and physical and mental strain on employees, health-promoting initiatives are becoming more popular. This study examines factors that influence managers regarding the introduction of workplace health promotion in the Austrian hospitality industry. For the investigation, eleven interviews with hotel managers were conducted. Results show that managers attitude, employer attractiveness, and company needs are reasons for implementing workplace health promotion. High costs, time, and the employee's unwillingness to participate are reasons against it. But in order to keep employees in hospitality industry happy, healthy, and productive, it will be even more important in the future. [ABSTRACT FROM AUTHOR]

Body-worn cameras (BWC) have diffused rapidly throughout policing as a means of promoting transparency and accountability. Yet, whether to release BWC footage to the public remains largely up to the discretion of police executives, and we know little about how they interpret and respond to BWC footage – particularly footage involving critical incidents. We asked a nationally representative sample of police executives (N = 476) how supportive they were of legislation that would mandate releasing BWC footage upon request as public information, and presented them with an experimental vignette about BWC capturing one of their officers fatally shooting an [armed/unarmed] [Black/White] suspect. Results indicated inconsistency in executives' attitudes and decision-making: (1) less than one-third of executives supported such legislation, (2) suspect race and armed/unarmed status shaped how executives felt media would cover the incident and whether they would state publicly that the shooting was justified, and (3) agency size conditioned the effects of armed/unarmed status on executives' perceptions. [ABSTRACT FROM AUTHOR]

This research investigates teachers overworking and associated stress. Teachers must deal with mixed, profound types of interactions and respond to requests by colleagues, managers, parents, and community members. The work of teachers is very complex, especially in the classroom, because it requires to be constantly alert to everything that happens in there both in terms of student behavior, their emotions and their accumulation of knowledge. Teachers spend a good part of their time at work, being involved in relationships both with the beneficiaries of the services provided (students) and with other teachers, principals, inspectors etc.. All these relationships require a great deal of emotional effort, intellectually, mentally and even physically. At the same time, the teaching activities (teaching, guidance, evaluation) also require a lot of effort. It takes several hours of study to prepare for the lesson, and over time it is time-consuming, with teachers often giving up personal activities in order to perform their duty. Teachers overworking occurs when they cannot achieve a balance between the many demands they have to face: professional, social, family and they feel that they cannot give enough time to any of them. They report experiencing very high stress related to overworking. Action can be taken once the effects of teachers overworking are understood. [ABSTRACT FROM AUTHOR]

Purpose: There is a growing interest in understanding family firms' strategic behavior using the socioemotional wealth (SEW) perspective. This study explores how family SEW dimensions influence non-family managers' attitudes toward risk in the context of product innovation. This study also examines whether managerial risk-taking mediates the relationship between SEW and product innovation. Design/methodology/approach: The study uses a sample of 150 family firms in the United Arab Emirates and collects data from family owners and non-family managers via self-administered questionnaires. The study uses SmartPLS structural equation modeling to test the conceptual model and the proposed hypotheses. Findings: The results indicate that multidimensional SEW influences non-family managers' risk-taking behavior in different magnitudes and directions, thus impacting firms' product innovation. Moreover, risk-taking partially mediates the relationship between SEW dimensions and product innovation. Originality/value: While product innovation could be seen as a loss scenario for family firms due to the potential loss of SEW, growth, continuity and reputation outweighed the desire to maintain control for the firms in this sample. Thus, these firms encourage non-family managers to take risks in product innovation. [ABSTRACT FROM AUTHOR]

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