Pub Date : 2021-01-01DOI: 10.5771/0949-6181-2021-4-706
Anja Küpper, T. Dauth
The diversity of top management teams is a topic of increasing scholarly and practical interest. It is argued that globalisation requires international operating firms to staff their management teams with international and diverse members. We investigate the influence of institutional environments on gender and internationality diversity in boards to shed light on the question “Why do top management teams look the way they do?” Our sample includes top management team members of the largest stock listed firms in Germany and Poland. The sample consists of 60 firms and 852 individuals from 2019. Our findings suggest that the presence of non-natives and women on corporate boards and the international orientation of board members, in terms of education, work experience and directorships, are attributable to national institutional systems. While Germany´s top managers are becoming increasingly internationally diverse and have increasing gender diversification, the figures for Poland are also increasing, but on a much smaller scale. We argue that country-level institutions play an important role in shaping the diversity of corporate boards. Future research should place more emphasis on the external national environment when investigating board diversity.
{"title":"Top Management Gender Diversity and Internationalisation in Different Institutional Contexts: Evidence from Germany and Poland","authors":"Anja Küpper, T. Dauth","doi":"10.5771/0949-6181-2021-4-706","DOIUrl":"https://doi.org/10.5771/0949-6181-2021-4-706","url":null,"abstract":"The diversity of top management teams is a topic of increasing scholarly and practical interest. It is argued that globalisation requires international operating firms to staff their management teams with international and diverse members. We investigate the influence of institutional environments on gender and internationality diversity in boards to shed light on the question “Why do top management teams look the way they do?” Our sample includes top management team members of the largest stock listed firms in Germany and Poland. The sample consists of 60 firms and 852 individuals from 2019. Our findings suggest that the presence of non-natives and women on corporate boards and the international orientation of board members, in terms of education, work experience and directorships, are attributable to national institutional systems. While Germany´s top managers are becoming increasingly internationally diverse and have increasing gender diversification, the figures for Poland are also increasing, but on a much smaller scale. We argue that country-level institutions play an important role in shaping the diversity of corporate boards. Future research should place more emphasis on the external national environment when investigating board diversity.","PeriodicalId":45202,"journal":{"name":"Journal of East European Management Studies","volume":"27 1","pages":""},"PeriodicalIF":0.7,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77926923","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-01-01DOI: 10.5771/0949-6181-2021-3-545
Katul Yousef
This article analyzes implementation of English as a lingua franca, and the way it induces the power relations within a company, through the example of a Hungarian multinational. Specifically, the article contributes to the field of cross-cultural management. Semi-structured, in-depth interviews were conducted with 11 company members, and grounded theory was used for data analyses. Findings show how a common language can be seen as source of power and raises challenges, especially when the chosen lingua franca is not the headquarters’ language. The absence of initial support processes can cause the loss of shared values and common company goals.
{"title":"Implementing language mandates: English as lingua franca in a Hungarian multinational company","authors":"Katul Yousef","doi":"10.5771/0949-6181-2021-3-545","DOIUrl":"https://doi.org/10.5771/0949-6181-2021-3-545","url":null,"abstract":"This article analyzes implementation of English as a lingua franca, and the way it induces the power relations within a company, through the example of a Hungarian multinational. Specifically, the article contributes to the field of cross-cultural management. Semi-structured, in-depth interviews were conducted with 11 company members, and grounded theory was used for data analyses. Findings show how a common language can be seen as source of power and raises challenges, especially when the chosen lingua franca is not the headquarters’ language. The absence of initial support processes can cause the loss of shared values and common company goals.","PeriodicalId":45202,"journal":{"name":"Journal of East European Management Studies","volume":"61 1","pages":""},"PeriodicalIF":0.7,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78898781","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-01-01DOI: 10.5771/0949-6181-2021-2-198
S. Winch
The article elaborates on a thesis that development of new functions of the Human Resource Business Partner (HR BP) generates conflicts in three areas of operation of an enterprise: the structure, organizational culture, and goal attainment strategy. A commentary on the concept of the HR BP is provided and the functions propounded within its framework are discussed. Based on qualitative research on three large enterprises in Poland, the following strategies for the introduction of changes in the HR BP are the subject of analysis, that is: maintaining the status quo in power relations, expansion of influence over time, and the policy of small steps. It was concluded that an important factor affecting selection of a strategy is the organizational culture described from the perspective of the concept of Trompenaars and Hampden-Turner.
{"title":"Human Resource Business Partner as a Source of Conflicts in an Enterprise – Research Results","authors":"S. Winch","doi":"10.5771/0949-6181-2021-2-198","DOIUrl":"https://doi.org/10.5771/0949-6181-2021-2-198","url":null,"abstract":"The article elaborates on a thesis that development of new functions of the Human Resource Business Partner (HR BP) generates conflicts in three areas of operation of an enterprise: the structure, organizational culture, and goal attainment strategy. A commentary on the concept of the HR BP is provided and the functions propounded within its framework are discussed. Based on qualitative research on three large enterprises in Poland, the following strategies for the introduction of changes in the HR BP are the subject of analysis, that is: maintaining the status quo in power relations, expansion of influence over time, and the policy of small steps. It was concluded that an important factor affecting selection of a strategy is the organizational culture described from the perspective of the concept of Trompenaars and Hampden-Turner.","PeriodicalId":45202,"journal":{"name":"Journal of East European Management Studies","volume":"99 1","pages":""},"PeriodicalIF":0.7,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79264615","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-01-01DOI: 10.5771/0949-6181-2021-1-7
{"title":"Editorial Statistics 2020","authors":"","doi":"10.5771/0949-6181-2021-1-7","DOIUrl":"https://doi.org/10.5771/0949-6181-2021-1-7","url":null,"abstract":"","PeriodicalId":45202,"journal":{"name":"Journal of East European Management Studies","volume":"14 1","pages":""},"PeriodicalIF":0.7,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85013494","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-01-01DOI: 10.5771/0949-6181-2021-2-339
M. Plaček, C. Campo, M. Půček, František Ochrana, Milan Krapek, J. Nemec
The article analyzes the influence of particular instruments of the New Public Management reforms on the performance of Czech museums. We examine the impact of administrative decentralization, management autonomy, and performance management tools, using a survey, two-stage data envelopment analysis, and focus groups. Using these methods, we have been able to confirm the significative impact of administrative decentralization and substantial autonomy. However, the statistical significance of financial autonomy was not confirmed, neither was the way in which objectives are set, nor the use of quality management methods to achieve performance.
{"title":"New Public Management and Its Influence on Museum Performance: The Case of Czech Republic","authors":"M. Plaček, C. Campo, M. Půček, František Ochrana, Milan Krapek, J. Nemec","doi":"10.5771/0949-6181-2021-2-339","DOIUrl":"https://doi.org/10.5771/0949-6181-2021-2-339","url":null,"abstract":"The article analyzes the influence of particular instruments of the New Public Management reforms on the performance of Czech museums. We examine the impact of administrative decentralization, management autonomy, and performance management tools, using a survey, two-stage data envelopment analysis, and focus groups. Using these methods, we have been able to confirm the significative impact of administrative decentralization and substantial autonomy. However, the statistical significance of financial autonomy was not confirmed, neither was the way in which objectives are set, nor the use of quality management methods to achieve performance.","PeriodicalId":45202,"journal":{"name":"Journal of East European Management Studies","volume":"2 1","pages":""},"PeriodicalIF":0.7,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79010944","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-01-01DOI: 10.5771/0949-6181-2021-2-275
M. Knežević, Maja B. Mijatov, S. Kovačić
{"title":"Achievement Motivation and Locus of Control as Factors of Entrepreneurial Orientation in Tourism and Healthcare Services","authors":"M. Knežević, Maja B. Mijatov, S. Kovačić","doi":"10.5771/0949-6181-2021-2-275","DOIUrl":"https://doi.org/10.5771/0949-6181-2021-2-275","url":null,"abstract":"<p />","PeriodicalId":45202,"journal":{"name":"Journal of East European Management Studies","volume":"19 1","pages":""},"PeriodicalIF":0.7,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86585746","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-01-01DOI: 10.5771/0949-6181-2021-3-521
M. Juchnowicz, Boguslavas Gruževskis, Hanna Kinowska
This paper analyses the relation between organisational justice in its three aspects: distributive, procedural and interactional, and employees’ subjective perception of remuneration justice using the case studies of Poland and Lithuania. Assessment of remuneration justice was inferred with regards to the theory of organisational justice. The conditions of the labour markets in Poland and Lithuania act as the background for the analysis of empirical data. We identified the factors influencing the perception of the fairness of remuneration by Polish and Lithuanian employees. Our results indicate that the assessment is carried out in a comprehensive manner. Comparisons between Poland and Lithuania show that the evaluation criteria are not universal. In the case of Polish employees, the perception of remuneration justice was influenced by the conviction regarding the adequacy of pay relative to the tasks performed, equal pay for similar work and solicitude of the superior. The Lithuanians’ assessment was dependent on the adequacy of remuneration in relation to the work performed and the degree of care exercised by the superior.
{"title":"Does consistency of pay levels, knowledge of principles and perception of the superior affect the assessment of remuneration justice? – Evidence from Poland and Lithuania","authors":"M. Juchnowicz, Boguslavas Gruževskis, Hanna Kinowska","doi":"10.5771/0949-6181-2021-3-521","DOIUrl":"https://doi.org/10.5771/0949-6181-2021-3-521","url":null,"abstract":"This paper analyses the relation between organisational justice in its three aspects: distributive, procedural and interactional, and employees’ subjective perception of remuneration justice using the case studies of Poland and Lithuania. Assessment of remuneration justice was inferred with regards to the theory of organisational justice. The conditions of the labour markets in Poland and Lithuania act as the background for the analysis of empirical data. We identified the factors influencing the perception of the fairness of remuneration by Polish and Lithuanian employees. Our results indicate that the assessment is carried out in a comprehensive manner. Comparisons between Poland and Lithuania show that the evaluation criteria are not universal. In the case of Polish employees, the perception of remuneration justice was influenced by the conviction regarding the adequacy of pay relative to the tasks performed, equal pay for similar work and solicitude of the superior. The Lithuanians’ assessment was dependent on the adequacy of remuneration in relation to the work performed and the degree of care exercised by the superior.","PeriodicalId":45202,"journal":{"name":"Journal of East European Management Studies","volume":"55 1","pages":""},"PeriodicalIF":0.7,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77489253","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-12-06DOI: 10.5771/0949-6181-2020-4-792
Pavlína Honsová, J. Passmore, E. Jarošová, H. Brown
The Visegrad Four countries (the Czech Republic, Slovakia, Poland, and Hungary) share common traits in economics (Capik/Drahokoupil 2011), common history (Fawn 2013) and some political and social challenges (Förster/György Tòth 1997). In this article, we seek to determine common trends in the relatively narrow field of (executive) coaching. In the introduction, we explain the psychological background rooted in different learning theories (e.g., Kolb model, ELT) and psychotherapeutic approaches related to coaching such as humanistic psychology or solution-focused approach. The study itself formed part of a European-wide research project, where almost 3000 respondents from 51 European countries answered a questionnaire regarding professional coaching and mentoring. Answers from 419 Visegrad coaches and 1745 coaches from other European countries were compared to determine the trends and traits of the Visegrad Group-based coaching. Key insights from the study included significant differences in the use of methods of reflection such as reading coaching research, attending peer networks, using a mentor or attending webinars. There were also significant differences in the areas in which coaches pursue. Visegrad Four coaches coach significantly more in the area of life and well-being coaching and education coaching and less in the area of performance coaching. We also explored the coaching approaches and found that cognitive-behavioral coaching, NLP, transactional analysis and gestalt coaching are significantly more popular in the European sample while a solution-focused approach is used more in the Visegrad Four countries sample.
{"title":"Coaching in Visegrad Four Countries: A Comparison to other European countries","authors":"Pavlína Honsová, J. Passmore, E. Jarošová, H. Brown","doi":"10.5771/0949-6181-2020-4-792","DOIUrl":"https://doi.org/10.5771/0949-6181-2020-4-792","url":null,"abstract":"The Visegrad Four countries (the Czech Republic, Slovakia, Poland, and Hungary) share common traits in economics (Capik/Drahokoupil 2011), common history (Fawn 2013) and some political and social challenges (Förster/György Tòth 1997). In this article, we seek to determine common trends in the relatively narrow field of (executive) coaching. In the introduction, we explain the psychological background rooted in different learning theories (e.g., Kolb model, ELT) and psychotherapeutic approaches related to coaching such as humanistic psychology or solution-focused approach. The study itself formed part of a European-wide research project, where almost 3000 respondents from 51 European countries answered a questionnaire regarding professional coaching and mentoring. Answers from 419 Visegrad coaches and 1745 coaches from other European countries were compared to determine the trends and traits of the Visegrad Group-based coaching. Key insights from the study included significant differences in the use of methods of reflection such as reading coaching research, attending peer networks, using a mentor or attending webinars. There were also significant differences in the areas in which coaches pursue. Visegrad Four coaches coach significantly more in the area of life and well-being coaching and education coaching and less in the area of performance coaching. We also explored the coaching approaches and found that cognitive-behavioral coaching, NLP, transactional analysis and gestalt coaching are significantly more popular in the European sample while a solution-focused approach is used more in the Visegrad Four countries sample.","PeriodicalId":45202,"journal":{"name":"Journal of East European Management Studies","volume":"98 1","pages":""},"PeriodicalIF":0.7,"publicationDate":"2020-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81266244","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-12-06DOI: 10.5771/0949-6181-2020-4-608
Susana Callao, J. Jarne, D. Wroblewski
The paper studies earnings management in developing European countries. We investigated if membership in the European Union and the recent global financial crisis affected the decisions of managers in Eastern European countries to engage in earnings management. By analyzing a sample of 4,627 firms from four developing Eastern European countries (the Czech Republic, Poland, Hungary, and Slovakia) over the period of 2002-2009, our findings suggest there was a decrease in earnings management over the period leading up to the accession of these countries to the European Union. Additionally, we found that there was an increase in earnings management after the burst of the financial crisis. The results contribute to the debate in the accounting literature regarding the variations in earnings management related to the changes in environmental factors influencing companies. These results have several implications for standard setters and regulators; in particular, companies’ incentives are strongly influenced by the general conditions and circumstance of their home countries. Additionally, the study explores the still unexplored developing markets of Eastern European countries.
{"title":"Do the burst of financial crisis and European Union membership impact Earnings Management. Evidence from emerging Eastern European countries","authors":"Susana Callao, J. Jarne, D. Wroblewski","doi":"10.5771/0949-6181-2020-4-608","DOIUrl":"https://doi.org/10.5771/0949-6181-2020-4-608","url":null,"abstract":"The paper studies earnings management in developing European countries. We investigated if membership in the European Union and the recent global financial crisis affected the decisions of managers in Eastern European countries to engage in earnings management. By analyzing a sample of 4,627 firms from four developing Eastern European countries (the Czech Republic, Poland, Hungary, and Slovakia) over the period of 2002-2009, our findings suggest there was a decrease in earnings management over the period leading up to the accession of these countries to the European Union. Additionally, we found that there was an increase in earnings management after the burst of the financial crisis. The results contribute to the debate in the accounting literature regarding the variations in earnings management related to the changes in environmental factors influencing companies. These results have several implications for standard setters and regulators; in particular, companies’ incentives are strongly influenced by the general conditions and circumstance of their home countries. Additionally, the study explores the still unexplored developing markets of Eastern European countries.","PeriodicalId":45202,"journal":{"name":"Journal of East European Management Studies","volume":"3 1","pages":""},"PeriodicalIF":0.7,"publicationDate":"2020-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82383074","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-09-03DOI: 10.5771/0949-6181-2020-3-469
A. Andrieș, S. Mehdian, O. Stoica
This paper investigates the impact of board diversity on the performance and riskiness of banks across Central and Eastern European (CEE) countries. We emphasize identifying features of the board structure that could increase performance and lower the possible losses of banks. Using a unique, hand-collected dataset of 156 banks from CEE countries during 2005-2012, we assess whether banks with more female directors or chairwomen display lower risk and higher performance. The analysis first shows that banks with a chairwoman and a higher proportion of females among the members of a bank's board record a higher level of profitability and tend to have a lower level of credit losses. Additionally, the results suggest that the higher proportion of females among members on bank boards, on average, the higher the level of bank stability during the financial crisis of 2008. Our results also reveal that the regulatory framework in the host-country affects the relationship between board gender diversity and bank performance and risk.
{"title":"Gender Diversity, Banks‘ Performance, and Stability across Central and Eastern European Countries","authors":"A. Andrieș, S. Mehdian, O. Stoica","doi":"10.5771/0949-6181-2020-3-469","DOIUrl":"https://doi.org/10.5771/0949-6181-2020-3-469","url":null,"abstract":"This paper investigates the impact of board diversity on the performance and riskiness of banks across Central and Eastern European (CEE) countries. We emphasize identifying features of the board structure that could increase performance and lower the possible losses of banks. Using a unique, hand-collected dataset of 156 banks from CEE countries during 2005-2012, we assess whether banks with more female directors or chairwomen display lower risk and higher performance. The analysis first shows that banks with a chairwoman and a higher proportion of females among the members of a bank's board record a higher level of profitability and tend to have a lower level of credit losses. Additionally, the results suggest that the higher proportion of females among members on bank boards, on average, the higher the level of bank stability during the financial crisis of 2008. Our results also reveal that the regulatory framework in the host-country affects the relationship between board gender diversity and bank performance and risk.","PeriodicalId":45202,"journal":{"name":"Journal of East European Management Studies","volume":"208 1","pages":""},"PeriodicalIF":0.7,"publicationDate":"2020-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82827587","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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