Pub Date : 2023-06-27DOI: 10.1177/01492063231178792
Janaki Gooty, Enrica N. Ruggs, Herman Aguinis, D. Bergeron, L. Eby, D. van Knippenberg, Corinne Post, D. Rupp, S. Thatcher, Scott Tonidandel, F. Yammarino
Gender equity and inclusion has taken center stage in business, science, and policy making. We reflect on three systemic challenges that might hinder the rise of qualified women scholars to leadership positions in business schools: (a) The masculine social structure of business schools, (b) a muddled approach to performance evaluation, and (c) an under-representation of research topics that affect women in the workplace. Drawing on the extant science in gender bias and gender equity, combined with the collective expertise and experience of the author team, we offer 12 actionable solutions for gender-inclusive leadership in business schools. We believe that addressing these challenges could benefit all members, not just women, because it could signal more equitable pathways to multiple business school stakeholders and intended beneficiaries, such as students, donors, practitioners, and policy makers.
{"title":"Stronger Together: A Call for Gender-Inclusive Leadership in Business Schools","authors":"Janaki Gooty, Enrica N. Ruggs, Herman Aguinis, D. Bergeron, L. Eby, D. van Knippenberg, Corinne Post, D. Rupp, S. Thatcher, Scott Tonidandel, F. Yammarino","doi":"10.1177/01492063231178792","DOIUrl":"https://doi.org/10.1177/01492063231178792","url":null,"abstract":"Gender equity and inclusion has taken center stage in business, science, and policy making. We reflect on three systemic challenges that might hinder the rise of qualified women scholars to leadership positions in business schools: (a) The masculine social structure of business schools, (b) a muddled approach to performance evaluation, and (c) an under-representation of research topics that affect women in the workplace. Drawing on the extant science in gender bias and gender equity, combined with the collective expertise and experience of the author team, we offer 12 actionable solutions for gender-inclusive leadership in business schools. We believe that addressing these challenges could benefit all members, not just women, because it could signal more equitable pathways to multiple business school stakeholders and intended beneficiaries, such as students, donors, practitioners, and policy makers.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"55 1","pages":""},"PeriodicalIF":0.5,"publicationDate":"2023-06-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91282892","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-15DOI: 10.1177/01492063231178027
Marina Palm, Priscilla S. Kraft, Nadine H. Kammerlander
Extant research has yielded conflicting theoretical and empirical predictions about whether family firm acquirers perform better or worse in mergers and acquisitions (M&As) than their nonfamily firm counterparts. To help resolve this controversy, we take a socioemotional wealth (SEW) perspective to theorize that family members’ desire to preserve their SEW favors the pursuit of M&A strategies that are both beneficial (industry-related M&As) and detrimental (domestic M&As) to M&A performance. We further theorize that the desire to preserve SEW leads to family firm idiosyncratic SEW resources that help family firm acquirers, on average, achieve better M&A performance than nonfamily firm acquirers. Meta-analytic results based on 51 primary studies covering 242,123 M&A deals are in line with our predictions. Thus, our study contributes to the literature on family firms and M&A performance by explaining how the different M&A strategies chosen by family firms have positive and negative consequences for M&A performance. Our theory and findings have implications for future family business and M&A research.
{"title":"Family Firms, M&A Strategies, and M&A Performance: A Meta-Analysis","authors":"Marina Palm, Priscilla S. Kraft, Nadine H. Kammerlander","doi":"10.1177/01492063231178027","DOIUrl":"https://doi.org/10.1177/01492063231178027","url":null,"abstract":"Extant research has yielded conflicting theoretical and empirical predictions about whether family firm acquirers perform better or worse in mergers and acquisitions (M&As) than their nonfamily firm counterparts. To help resolve this controversy, we take a socioemotional wealth (SEW) perspective to theorize that family members’ desire to preserve their SEW favors the pursuit of M&A strategies that are both beneficial (industry-related M&As) and detrimental (domestic M&As) to M&A performance. We further theorize that the desire to preserve SEW leads to family firm idiosyncratic SEW resources that help family firm acquirers, on average, achieve better M&A performance than nonfamily firm acquirers. Meta-analytic results based on 51 primary studies covering 242,123 M&A deals are in line with our predictions. Thus, our study contributes to the literature on family firms and M&A performance by explaining how the different M&A strategies chosen by family firms have positive and negative consequences for M&A performance. Our theory and findings have implications for future family business and M&A research.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"22 1","pages":""},"PeriodicalIF":0.5,"publicationDate":"2023-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83478074","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-15DOI: 10.1177/01492063231174873
Tanusree Jain, R. Zaman, M. Harjoto
Behavioral agency model (BAM) posits that executive risk preferences are influenced by losses to their current option wealth relative to gains from their prospective option wealth. Accordingly, current option wealth attenuates risk-taking while prospective option wealth amplifies risk-taking. In the context of corporate irresponsible behaviors, this study attempts to advance the BAM by theorizing how the presence of conditions that give rise to distributive and procedural injustice in CEO compensation can further amplify the positive effects of CEO prospective option wealth on risk-taking, thereby destroying stakeholder value. Our findings, based on a longitudinal cross-sectional sample of 8,669 firm-year observations for the period 2001 to 2018, support our theorization that CEO perceptions of unfairness in compensation amplify excessive risk-taking, thereby increasing the likelihood of corporate social irresponsibility. Our study has important implications for advancing the BAM and for the study and design of executive compensation.
{"title":"Behavioral Agency Model and Corporate Social Irresponsibility: Uncovering the Implication of Fairness in CEO Compensation","authors":"Tanusree Jain, R. Zaman, M. Harjoto","doi":"10.1177/01492063231174873","DOIUrl":"https://doi.org/10.1177/01492063231174873","url":null,"abstract":"Behavioral agency model (BAM) posits that executive risk preferences are influenced by losses to their current option wealth relative to gains from their prospective option wealth. Accordingly, current option wealth attenuates risk-taking while prospective option wealth amplifies risk-taking. In the context of corporate irresponsible behaviors, this study attempts to advance the BAM by theorizing how the presence of conditions that give rise to distributive and procedural injustice in CEO compensation can further amplify the positive effects of CEO prospective option wealth on risk-taking, thereby destroying stakeholder value. Our findings, based on a longitudinal cross-sectional sample of 8,669 firm-year observations for the period 2001 to 2018, support our theorization that CEO perceptions of unfairness in compensation amplify excessive risk-taking, thereby increasing the likelihood of corporate social irresponsibility. Our study has important implications for advancing the BAM and for the study and design of executive compensation.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"1 1","pages":""},"PeriodicalIF":0.5,"publicationDate":"2023-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82132598","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-06DOI: 10.1177/01492063231177232
Sebastian C. Schuh, Tae-Yeol Kim, Xing Wang, Zhiqiang Liu
In recent years, entrepreneurial orientation (EO) has emerged as a key concept in the management literature, with various studies demonstrating its positive effects on important firm-level outcomes. However, our understanding of whether and how EO shapes dynamics within organizations is still underdeveloped. Thus, by integrating EO and social information–processing theories, this study develops and tests a cross-level contingency model that describes how and when EO cascades through an organization—bridging firm, supervisor, and employee levels. We conducted a three-source, three-wave study involving 280 supervisors and 1,214 employees from 94 organizations to test our model. The results show that firm-level EO is positively related to employees’ creative performance and that supervisors’ and employees’ passion for inventing serves as the central serial mediators for these links. The results also reveal that these cascading effects of EO do not occur unconditionally but depend on an important boundary condition—that is, the extent to which supervisors identify with their organizations. A follow-up study of 238 supervisors from various firms provides further support for the social information–processing perspective of our model. It shows that the link between firm EO and supervisors’ passion for inventing is mediated by perceived normative expectations for creativity. Taken together, these findings offer a new perspective on the internal dynamics of EO, uncover a crucial boundary condition, and provide insights for the effective implementation of EO.
{"title":"Effects of Entrepreneurial Orientation Within Organizations: The Role of Passion for Inventing and Organizational Identification","authors":"Sebastian C. Schuh, Tae-Yeol Kim, Xing Wang, Zhiqiang Liu","doi":"10.1177/01492063231177232","DOIUrl":"https://doi.org/10.1177/01492063231177232","url":null,"abstract":"In recent years, entrepreneurial orientation (EO) has emerged as a key concept in the management literature, with various studies demonstrating its positive effects on important firm-level outcomes. However, our understanding of whether and how EO shapes dynamics within organizations is still underdeveloped. Thus, by integrating EO and social information–processing theories, this study develops and tests a cross-level contingency model that describes how and when EO cascades through an organization—bridging firm, supervisor, and employee levels. We conducted a three-source, three-wave study involving 280 supervisors and 1,214 employees from 94 organizations to test our model. The results show that firm-level EO is positively related to employees’ creative performance and that supervisors’ and employees’ passion for inventing serves as the central serial mediators for these links. The results also reveal that these cascading effects of EO do not occur unconditionally but depend on an important boundary condition—that is, the extent to which supervisors identify with their organizations. A follow-up study of 238 supervisors from various firms provides further support for the social information–processing perspective of our model. It shows that the link between firm EO and supervisors’ passion for inventing is mediated by perceived normative expectations for creativity. Taken together, these findings offer a new perspective on the internal dynamics of EO, uncover a crucial boundary condition, and provide insights for the effective implementation of EO.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"240 1","pages":""},"PeriodicalIF":0.5,"publicationDate":"2023-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76920207","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-04DOI: 10.1177/01492063231177446
S. Restubog, Pauline Schilpzand, Brent J Lyons, Catherine Midel Deen, Yaqing He
In this commentary, we argue that the work experiences of vulnerable workers merit scholarly attention. We elaborate on the concept of vulnerability in light of the person and context interaction. Additionally, we offer compelling reasons to highlight the significance of research on vulnerable workers in the realm of management research. Finally, we outline some of the challenges researchers face when studying this special population and suggest practical solutions to overcome methodological and logistical challenges towards developing and conducting research on the vulnerable workforce.
{"title":"The Vulnerable Workforce: A Call for Research","authors":"S. Restubog, Pauline Schilpzand, Brent J Lyons, Catherine Midel Deen, Yaqing He","doi":"10.1177/01492063231177446","DOIUrl":"https://doi.org/10.1177/01492063231177446","url":null,"abstract":"In this commentary, we argue that the work experiences of vulnerable workers merit scholarly attention. We elaborate on the concept of vulnerability in light of the person and context interaction. Additionally, we offer compelling reasons to highlight the significance of research on vulnerable workers in the realm of management research. Finally, we outline some of the challenges researchers face when studying this special population and suggest practical solutions to overcome methodological and logistical challenges towards developing and conducting research on the vulnerable workforce.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"46 1","pages":"2199 - 2207"},"PeriodicalIF":0.5,"publicationDate":"2023-06-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81414330","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-04DOI: 10.1177/01492063231177785
D. Ketchen, A. Y. Roccapriore, Brian L. Connelly
Researchers and gatekeepers lack clarity about the circumstances under which using old data to test hypotheses is appropriate or inappropriate. In response to this complex issue, we first define what makes data “old.” We then suggest that using old data is justifiable (a) when examining a past event, (b) when recent data are not available, or (c) when the data were collected painstakingly. Scholars should avoid using old data if none of these conditions exist. Further, authors should be forthcoming about the age of their data and, in the case of a rejected journal submission, update the data whenever possible.
{"title":"Using Old Data: When Is It Appropriate?","authors":"D. Ketchen, A. Y. Roccapriore, Brian L. Connelly","doi":"10.1177/01492063231177785","DOIUrl":"https://doi.org/10.1177/01492063231177785","url":null,"abstract":"Researchers and gatekeepers lack clarity about the circumstances under which using old data to test hypotheses is appropriate or inappropriate. In response to this complex issue, we first define what makes data “old.” We then suggest that using old data is justifiable (a) when examining a past event, (b) when recent data are not available, or (c) when the data were collected painstakingly. Scholars should avoid using old data if none of these conditions exist. Further, authors should be forthcoming about the age of their data and, in the case of a rejected journal submission, update the data whenever possible.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"20 1","pages":"2541 - 2548"},"PeriodicalIF":0.5,"publicationDate":"2023-06-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78580871","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-04DOI: 10.1177/01492063231173421
M. Wiersema, Marie Louise Mors
Despite increasing attention to gender diversity on corporate boards, we have only limited understanding of what occurs within the boardroom when women are present. Prior empirical research has used various theories to infer how board gender diversity may influence firm outcomes, but without identifying the theoretical mechanisms underlying women directors’ influence on the board. To address this gap, we conducted interviews with women and men who have collectively served as directors with over 200 publicly listed companies in the United States and Europe. While prior research has suggested that the diverse cognitive perspectives women directors bring influence board decision-making, our study reveals novel insights as to the underlying mechanisms. Specifically, we contribute to the board gender diversity literature with the finding that women behave in ways contrary to existing board norms. By coming to board meetings highly prepared, being willing to acknowledge that they do not know something, asking questions, and getting things on the table, women impact the dialogue and interactions in the boardroom. Thus, our study sheds light on how the presence of women influences board dynamics, which has implications for corporate governance. Our findings also challenge prevailing gender theories as to how women are likely to behave, in that we do not find that women conform to gender stereotypes. Yet, we also find impediments to women directors’ ability to gain influence, in that men directors may not always acknowledge them or afford them respect as equal board members.
{"title":"Women Directors and Board Dynamics: Qualitative Insights from the Boardroom","authors":"M. Wiersema, Marie Louise Mors","doi":"10.1177/01492063231173421","DOIUrl":"https://doi.org/10.1177/01492063231173421","url":null,"abstract":"Despite increasing attention to gender diversity on corporate boards, we have only limited understanding of what occurs within the boardroom when women are present. Prior empirical research has used various theories to infer how board gender diversity may influence firm outcomes, but without identifying the theoretical mechanisms underlying women directors’ influence on the board. To address this gap, we conducted interviews with women and men who have collectively served as directors with over 200 publicly listed companies in the United States and Europe. While prior research has suggested that the diverse cognitive perspectives women directors bring influence board decision-making, our study reveals novel insights as to the underlying mechanisms. Specifically, we contribute to the board gender diversity literature with the finding that women behave in ways contrary to existing board norms. By coming to board meetings highly prepared, being willing to acknowledge that they do not know something, asking questions, and getting things on the table, women impact the dialogue and interactions in the boardroom. Thus, our study sheds light on how the presence of women influences board dynamics, which has implications for corporate governance. Our findings also challenge prevailing gender theories as to how women are likely to behave, in that we do not find that women conform to gender stereotypes. Yet, we also find impediments to women directors’ ability to gain influence, in that men directors may not always acknowledge them or afford them respect as equal board members.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"36 1","pages":""},"PeriodicalIF":0.5,"publicationDate":"2023-06-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84417798","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-01DOI: 10.38104/vadyba.2023.1.05
The potential and impact of fintech on banks is becoming an increasingly important topic. Electronic banking, mobile phone payments and other innovative financial services have become an integral part of every person's life. FinTech is a new, fast-growing part of the financial services industry, so they have limited understanding of emerging phenomena (Anagnostopoulos, 2018). Fintech analyses are important not only for understanding financial innovation, but also for all aspects of finance in terms of consumer adaptation using fintech (Chen, 2016). Investments in FinTech are reaching record highs, so it is often said that FinTech institutions can change the banking system and reduce its popularity. Authors Jünger and Mietzner (2019) analysed in their article on the digitization of banking transactions that consumers tend to choose FinTech companies more than banks when it comes to transparency policies. In this context, the preferences and perceptions of the Mauritian population are analysed when it comes to adoption, awareness, current and future use of fintech services, which defines the scientific novelty of this topic. Consumer adoption attitudes of fintech services in Mauritius were analysed using an Extended Technology Acceptance Model (TAM). A questionnaire was designed and sent to the population of Mauritius where 176 responses were obtained. The data was analysed using Statistical Package for the Social Sciences (SPSS) and a multiple regression was used to test the hypotheses and find out if the independent variables (subjective norms, perceived usefulness, perceived ease of use, trust and perceived risk) have a positive influence on the dependent variable (attitude) of users in the adoption of fintech services. Next, subjective norms, perceived usefulness, perceived ease of use, and trust were found to positively influence consumer attitudes when choosing fintech services, while perceived risk did not of positive influence on consumer attitudes when adopting fintech services, which provides more information to the literature on fintech services personalization using TAM. Limitations and recommendations are discussed below.
{"title":"FINTECH CHALLENGES AND OPPORTUNITIES IN BANKING","authors":"","doi":"10.38104/vadyba.2023.1.05","DOIUrl":"https://doi.org/10.38104/vadyba.2023.1.05","url":null,"abstract":"The potential and impact of fintech on banks is becoming an increasingly important topic. Electronic banking, mobile phone payments and other\u0000innovative financial services have become an integral part of every person's life. FinTech is a new, fast-growing part of the financial services industry,\u0000so they have limited understanding of emerging phenomena (Anagnostopoulos, 2018). Fintech analyses are important not only for understanding\u0000financial innovation, but also for all aspects of finance in terms of consumer adaptation using fintech (Chen, 2016). Investments in FinTech are reaching\u0000record highs, so it is often said that FinTech institutions can change the banking system and reduce its popularity. Authors Jünger and Mietzner (2019)\u0000analysed in their article on the digitization of banking transactions that consumers tend to choose FinTech companies more than banks when it comes\u0000to transparency policies. In this context, the preferences and perceptions of the Mauritian population are analysed when it comes to adoption, awareness,\u0000current and future use of fintech services, which defines the scientific novelty of this topic. Consumer adoption attitudes of fintech services in Mauritius\u0000were analysed using an Extended Technology Acceptance Model (TAM). A questionnaire was designed and sent to the population of Mauritius where\u0000176 responses were obtained. The data was analysed using Statistical Package for the Social Sciences (SPSS) and a multiple regression was used to test\u0000the hypotheses and find out if the independent variables (subjective norms, perceived usefulness, perceived ease of use, trust and perceived risk) have\u0000a positive influence on the dependent variable (attitude) of users in the adoption of fintech services. Next, subjective norms, perceived usefulness,\u0000perceived ease of use, and trust were found to positively influence consumer attitudes when choosing fintech services, while perceived risk did not of\u0000positive influence on consumer attitudes when adopting fintech services, which provides more information to the literature on fintech services\u0000personalization using TAM. Limitations and recommendations are discussed below.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"140 1","pages":""},"PeriodicalIF":0.5,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77388304","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-01DOI: 10.38104/vadyba.2023.1.04
In a world that is becoming more globalized, education is one of the top priorities for nations. Countries have started to invest more money into global education. Numerous short and long-term education and exchange arrangements are created with this aim. One of the most popular of these exchange agreements is the Erasmus+ Exchange Program. Based on this, the study sought to examine the causes, incentives, expectations, and experiences that led students participating in the Erasmus+ Exchange Program in Klaipėda, Lithuania, to participate in Erasmus as well as the benefits of Erasmus to students. The study used a qualitative research methodology, and the semi-structured interviewing approach was utilized to gather data. Comparative analysis and content analysis were used for the gathered data. The analyses conducted revealed that most of the expectations of the Erasmus-participating students were similar. For example, traveling in Europe, socializing, experiencing a different educational system, and language development. Additionally, it has been observed that Erasmus affects students in both positive and negative ways. It has been observed that these effects are within the framework of personal development, education, socialization, language development, and cultural experience. Students who enrol in Erasmus with similar goals and expectations may experience the program in quite diverse ways from one another. It has been noted that most students choose the country for Erasmus, particularly considering economic considerations, and it has been emphasized that in some cases their economic predictions may not come true.
{"title":"ERASMUS DEVELOPMENT FROM THE PERSPECTIVE OF STUDENTS: THE CASE OF KLAIPĖDA CITY","authors":"","doi":"10.38104/vadyba.2023.1.04","DOIUrl":"https://doi.org/10.38104/vadyba.2023.1.04","url":null,"abstract":"In a world that is becoming more globalized, education is one of the top priorities for nations. Countries have started to invest more money into global education. Numerous short and long-term education and exchange arrangements are created with this aim. One of the most popular of these exchange agreements is the Erasmus+ Exchange Program. Based on this, the study sought to examine the causes, incentives, expectations, and experiences that led students participating in the Erasmus+ Exchange Program in Klaipėda, Lithuania, to participate in Erasmus as well as the benefits of Erasmus to students. The study used a qualitative research methodology, and the semi-structured interviewing approach was utilized to gather data. Comparative analysis and content analysis were used for the gathered data. The analyses conducted revealed that most of the expectations of the Erasmus-participating students were similar. For example, traveling in Europe, socializing, experiencing a different educational system, and language development. Additionally, it has been observed that Erasmus affects students in both positive and negative ways. It has been observed that these effects are within the framework of personal development, education, socialization, language development, and cultural experience. Students who enrol in Erasmus with similar goals and expectations may experience the program in quite diverse ways from one another. It has been noted that most students choose the country for Erasmus, particularly considering economic considerations, and it has been emphasized that in some cases their economic predictions may not come true.","PeriodicalId":52018,"journal":{"name":"Irish Journal of Management","volume":"14 1","pages":""},"PeriodicalIF":0.5,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74887887","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-01DOI: 10.38104/vadyba.2023.1.08
In these times, purposeful organizations are more likely to create significant long-term value, leading to better financial performance, greater employee engagement, and greater customer trust (Komm, Pollner, Schaninger, and Sikka, 2021). According to the authors, a lot of attention is paid to the role of human resources management and what result it creates in the organization. A key factor in the success of today’s organization is competent employees in which proper investment is required in order to get the desired performance results. Armstrong (2010) presents the concept of a high-performance work system, emphasizing that a high-performance work system becomes a tool that determines the effective performance results of both individual employees and the organization as a whole. In the article, the problematics of the research of the influence of highperformance work system practices on the performance results of employees is revealed, and the theoretical approach to the influence of highperformance work system practices on employee performance is conceptualized. Based on the constructed theoretical model, the research methodology of the influence of high-performance work system practices on the performance results of employees is based, and the methodology has been developed and the influence of high-performance work system practices on the performance results of employees has been empirically evaluated. Based on the results of a quantitative research (n=476), a model of high-performance work system practices influencing employee performance was adjusted, which includes three practices: recruitment and selection; reward policy; the results of employee performance evaluation, task performance, and adaptive performance. This model can be implemented in organizations to improve employee performance by ensuring high employee productivity.
在这个时代，有目的的组织更有可能创造显著的长期价值，从而带来更好的财务绩效、更高的员工敬业度和更高的客户信任(Komm, Pollner, Schaninger, and Sikka, 2021)。根据作者的说法，很多人都关注人力资源管理的作用以及它在组织中创造的结果。当今组织成功的一个关键因素是有能力的员工，为了获得预期的绩效结果，需要适当的投资。Armstrong(2010)提出了高性能工作系统的概念，强调高性能工作系统成为决定员工个人和组织整体有效绩效结果的工具。本文揭示了高绩效工作制度实践对员工绩效结果影响研究中存在的问题，并对高绩效工作制度实践对员工绩效影响的理论途径进行了概念化。在构建的理论模型基础上，构建了高绩效工作制度实践对员工绩效结果影响的研究方法论，并开发了该方法论，对高绩效工作制度实践对员工绩效结果的影响进行了实证评价。基于定量研究(n=476)的结果，调整了一个影响员工绩效的高绩效工作系统实践模型，该模型包括三个实践:招聘和选择;奖励政策;员工绩效评估结果、任务绩效、适应性绩效。该模型可以在组织中实施，通过确保员工的高生产率来提高员工绩效。
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