European Research on Management and Business Economics最新文献

This paper analyses the influence of job discretion on employees’ subjective well-being (SWB) from a gender-based approach. Specifically, it explores whether the level of discretion given to employees in performing their jobs influences their SWB and whether this impact differs between women and men. Data from 20 European countries from Round 8 of the European Social Survey (ESS) are used to undertake an ordered probit analysis. Job discretion is approached through autonomy at work, supervision of other employees and influence on organisational policy decisions. Additionally, the individual's educational level is controlled to further explore gendered differences of job characteristics on SWB. The results show that job discretion does indeed affect SWB, and this effect is different for women and men. Moreover, the effect of job discretion on SWB is not homogeneous across different education levels.

The mission statement(s) (MS) is one of the most-used tools for planning and management. Universities worldwide have implemented MS in their knowledge planning and management processes since the 1980s. Research studies have extensively explored the content and readability of MS and its effect on performance in firms, but their effect on public or nonprofit institutions such as universities has not been scrutinized with the same intensity. This study used Gunning's Fog Index score to determine the readability of a sample of worldwide universities’ MS and two rankings, i.e., Quacquarelli Symonds World University Ranking and SCImago Institutions Rankings, to determine their effect on performance. No significant readability differences were identified in regions, size, focus, research type, age band, or status. Logistic regression (cumulative link model) results showed that variables, such as universities’ age, focus, and size, have more-significant explanatory power on performance than MS readability.

In the literature on the firm-industry debate to explain organizational performance the firm effect has been more supported than the industry effect by empirical studies, mainly focused on manufacturing firms and long time periods. Unfortunately, little attention has been paid to the service sector. In this paper we study separately manufacturing and services in a broad sample of Spanish companies. We observe that in manufacturing the firm effect outweighs the industry effect while in services the opposite is the case in a ten-year period. However, when we split the time horizon into two five-year sub-periods, this behavior only remains in the second one, of moderate economic growth. In the first one, of strong economic growth, the firm effect prevails for both manufacturing and services. These findings underline the importance of the industry effect for services, suggesting that such effect may have been underestimated in the literature, as well as that of the level of economic growth specially for the decision-making of practitioners.

We examine the effect of parental entreprenurial role model in nascent entrepreneur's activity by gender perspective. We distinguish between father and mother entreprenurial role models and investigate how their influence on students’ decision to become nascent entreprenuer activity is moderated by gender We employ a logit model on a sample of 15.424 university students from Colombia GUESSS 2018. The findings show not only that the presence of parental entreprenurial role model impact the decision to become nascent entrepreneur, but also the effect of this impact is moderated by gender. This effect is significant in the case of father entrepreneurial role model. We discuss the implications of our findings for research on entrepreneurial families and parental role models.

Sustainable development is a priority to the United Nations. Moreover, investment managers consider environmental, social and governance score as an important variable in portfolios selection. The fifth goal in the 2030 Agenda is gender equality. Besides, European countries have established gender quotas on corporate boards to reduce the gender gap. Empirical studies about the influence of women directors on the company's corporate social responsibility (CSR) presented mixed results, especially in developing countries. This article compares the influence of gender diversity on corporate boards on CSR performance in developed and emerging European markets. We apply a panel data methodology with fixed effects to examine the companies listed in the MSCI Europe and MSCI EM Europe indices from 2010 to 2019. The results show that gender diversity on the board of directors influences CSR performance positively, and this influence is greater in developed countries. Consequently, legislation should promote gender policies.

This paper analyses whether the audience dynamics of one content provider can explain the audience dynamics of a different content provider, and the resulting network of connections among providers. The type of connections in this network determines whether the audience of one creator influences or is susceptible to other creators’ audience. Granger causality networks are applied to prestigious universities that provide online videos on YouTube and the structure of the Audience Dynamics Network is described. This network presents an unbalanced degree distribution and a core-periphery structure. The centrality of the universities in the network is discussed and universities with influential and susceptible roles are identified. We find that audience connection is determined by the differences in the online video impact between each pair of universities. Centrality in the network is associated with university prestige, but this relation is mediated by online video impact.

Nowadays, employees’ readiness for change plays a key role to implement many organizational change initiatives.

Using a sample of 510 bank employees in Jordan, this study seeks to analyze how high-performance human resource management practices and affective commitment impact employees’ readiness for change. We also seek to study the role of readiness for change in improving employee performance.

The results obtained through statistical analysis demonstrate a positive association between some high-performance human resource management practices with both affective commitment and readiness for change. Results also show a positive relationship between affective commitment and readiness for change.

We have also found that readiness for change is positively related to employees’ individual performance. Finally, our findings show that hierarchy culture positively moderates the relation of high-performance human resource management practices with affective commitment.

Purpose

The purpose of this study is to examine various configurations leading to job satisfaction (JS) in Mongolian private companies through five typical factors: perceived mission statement quality (MSQ), romanticism management philosophy (RMP), psychological ethical climate (PEC), ethical ambiguity (EA), and emotional competence (EC).

Method

This study conducts a fuzzy set qualitative comparative analysis (fsQCA) with 202 private sector employees in Mongolia. The current study comes up with three propositions, and the research procedure is divided into two stages. This new approach produces configurations sufficiently, leading to outcomes, equifinality, and conjunction.

Findings

This study explores six pathways leading to employee satisfaction. Each pathway consists of the combination of perceived mission statement quality, romanticism management philosophy, psychological ethical climate, low tendency of ethical ambiguity, and managers’ emotional competence. Among those, managers’ emotional competence is a core condition for high job satisfaction.

Implications

Our findings suggest that to satisfy employees, managers’ emotional competence plays a vital role in building sufficient conditions that lead to the desired outcomes. Thus, professional development and training are required to maintain and improve managers’ competence.

Originality/value

This study introduces a fresh theoretical perspective for understanding cause-effect relationships between critical conditions and job satisfaction.

Using the DART (dialogue, access, risk, and transparency) model as a core framework of value co-creation (VCC), and in the context of hospitality services, this study explores the role VCC might have in customers’ perceived value (PV). The study delineates two characteristics of PV—perceived quality and price—as sources for competitive strategy. It attempts to establish the existence of an effect of VCC implementation on these sources of strategy, as well as the intensity of the effect.

The study's data were collected via self-administered questionnaires from 484 tourists on their return home. Through structural equation modelling, we tested our research hypotheses. The research results indicate that transparency and risk affect a hotel guest's perceptions of price and quality, while access only determines the quality. Contrary to what we expected, dialogue did not have a positive influence on the perceived price or perceived quality. Finally, the results support the notion that perceived quality affects the perceived price.

As a firm-orientated model, the DART model was applied to the customer context for the first time in this study, which contributes to the marketing literature.

The aim of this paper is to carry out a systematic literature review about the relationships between quality management, innovation, and performance. For that end, a search was carried out in the Web of Science and Scopus databases, and 172 articles were selected. Results show that there is a positive relationship between quality management, product and process innovation (incremental and radical), and operational and financial performance, and direct and indirect relationships. Based on these results, a set of direct and indirect relationships between these variables is proposed. The study supplements the few previous investigations on these joint relationships.