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Book part
Publication date: 19 September 2014

Christian Landau

We investigate whether active involvement of private equity firms in their portfolio companies during the holding period of a later-stage private equity investment is related to…

Abstract

We investigate whether active involvement of private equity firms in their portfolio companies during the holding period of a later-stage private equity investment is related to increased levels in operating performance of these companies. Our analysis of unique survey data on 267 European buyouts and secondary performance data on 29 portfolio companies using partial least squares structural equation modeling indicates that private equity firms, that is, their board representatives, can increase operating performance not only by monitoring the behavior of top managers of portfolio companies, but also by becoming involved in strategic decisions and supporting top managers through the provision of strategic resources. Strategic resources, in particular expertise and networks, provided by private equity firm representatives in the form of financial and strategic involvement are associated with increases in the financial performance and competitive prospects of portfolio companies. Operational involvement, however, is not related to changes in operating performance. In addition to empirical insights into the different types of involvement and their effects, this chapter contributes to the buyout literature by providing support for the suggested broadening of the theoretical discussion beyond the dominant perspective of agency theory through developing and testing a complementary resource-based view of involvement. This allows taking into account not only the monitoring, but also the more entrepreneurial supporting element of involvement by private equity firms.

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Book part
Publication date: 7 September 2023

Karin Sanders, Rebecca Hewett and Huadong Yang

Human resource (HR) process research emerged as a response to questions about how (bundles of) HR practices related to organizational outcomes. The goal of HR process research is…

Abstract

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

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Book part
Publication date: 16 July 2018

Patrick M. Wright, Anthony J. Nyberg and Robert E. Ployhart

Research in strategic human resource management (SHRM) has evolved over the past 30 years to become more theory based and to exhibit greater empirical rigor. However, much has…

Abstract

Research in strategic human resource management (SHRM) has evolved over the past 30 years to become more theory based and to exhibit greater empirical rigor. However, much has changed in the external environment that makes the existing theories, approaches, and methodologies inappropriate for addressing the questions that organizations face in managing their human resources today. In this chapter we discuss a number of environmental changes impacting organizations and identify tensions that researchers have faced in exploring how firms seek to manage their people as a source of competitive advantage. We argue that past research has focused on only one side of the tension at a time, thus limiting the usefulness of the answers that research provides. We advocate for research that simultaneously addresses both sides of the tensions in a way that can revolutionize research in SHRM.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78756-322-3

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Book part
Publication date: 19 December 2012

Francesco Bravo, Juan Carlos Escanciano and Taisuke Otsu

This chapter proposes a simple, fairly general, test for global identification of unconditional moment restrictions implied from point-identified conditional moment restrictions…

Abstract

This chapter proposes a simple, fairly general, test for global identification of unconditional moment restrictions implied from point-identified conditional moment restrictions. The test is a Hausman-type test based on the Hausdorff distance between an estimator that is consistent even under global identification failure of the unconditional moment restrictions, and an estimator of the identified set of the unconditional moment restrictions. The proposed test has a χ2 limiting distribution and is also able to detect weak identification. Some Monte Carlo experiments show that the proposed test has competitive finite sample properties already for moderate sample sizes.

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Article
Publication date: 1 March 2012

Marshal H. Wright, Mihai C. Bocarnea and Julie K. Huntley

This study examined donor development processes in a faithbased, 501(c)(3) publicly-supported, tax-exempt organizational setting. The conceptual framework is relationship…

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Abstract

This study examined donor development processes in a faithbased, 501(c)(3) publicly-supported, tax-exempt organizational setting. The conceptual framework is relationship marketing theory as informed from a systems theory alignment perspective. Organization-public relationship (OPR) dynamically predicts donor willingness to contribute unrestricted funds. It is proffered that the discrepancy variable, “values-fit incongruence,” significantly affects this dynamic. This contention is explored by asking the following two questions: (a) does donor-organization values-fit incongruence significantly negatively predict donor willingness to contribute unrestricted funds, and b) is the OPR construct strengthened with the patent inclusion of values-fit incongruence as an interactive moderator variable. Results suggest values-fit incongruence significantly negatively predicts donor willingness to contribute unrestricted funds. The results also suggest the OPR model is not strengthened by patently including the values-fit incongruence variable, as it may already be latently accounted for.

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International Journal of Organization Theory & Behavior, vol. 15 no. 1
Type: Research Article
ISSN: 1093-4537

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Book part
Publication date: 31 January 2025

Sandro Segre

This chapter discusses and evaluates Erik Olin Wright's reception of Max Weber. To this end, it presents Wright's and Weber's class theories and focuses on and counter poses their…

Abstract

This chapter discusses and evaluates Erik Olin Wright's reception of Max Weber. To this end, it presents Wright's and Weber's class theories and focuses on and counter poses their respective notions of emancipation, exploitation, inequality, and democracy. The article, furthermore, critically evaluates Wright's assessment of Weber by referring them to Weber's own texts and argues that Weber's notion of exploitation connotes the sphere of production, not that of exchange; that exploitation for Weber hinges on differences in life chances that cause obstacles in mobility between social classes; and that for Weber exploitation may be found in other modes of production in addition to capitalism. Finally, this chapter traces the differences in these authors' respective notions of exploitation to their different understanding of emancipation.

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The Future of Agency
Type: Book
ISBN: 978-1-83608-978-0

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Book part
Publication date: 30 June 2016

P. Matthijs Bal and Paul G. W. Jansen

As demographic changes impact the workplace, governments, organizations, and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility…

Abstract

As demographic changes impact the workplace, governments, organizations, and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility has been introduced as a potential way workers can have more satisfying working lives until their retirement ages. This chapter presents a critical review of the literature on workplace flexibility across the lifespan. It discusses how flexibility has been conceptualized across different disciplines, and postulates a definition that captures the joint roles of employer and employee in negotiating workplace flexibility that contributes to both employee and organization benefits. Moreover, it reviews how flexibility has been theorized and investigated in relation to older workers. The chapter ends with a future research agenda for advancing understanding of how workplace flexibility may enhance working experiences of older workers, and in particular focuses on the critical investigation of uses of flexibility in relation to older workers.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78635-263-7

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Book part
Publication date: 15 July 2019

Johnna Capitano, Kristie L. McAlpine and Jeffrey H. Greenhaus

A core concept of work–home interface research is boundary permeability – the frequency with which elements from one domain cross, or permeate, the boundary of another domain…

Abstract

A core concept of work–home interface research is boundary permeability – the frequency with which elements from one domain cross, or permeate, the boundary of another domain. Yet, there remains ambiguity as to what these elements are and how these permeations impact important outcomes such as role satisfaction and role performance. The authors introduce a multidimensional perspective of work–home boundary permeability, identifying five forms of boundary permeation: task, psychological, role referencing, object, and people. Furthermore, based on the notion that employee control over boundary permeability behavior is the key to achieving role satisfaction and role performance, the authors examine how organizations’ HR practices, leadership, and norms impact employee control over boundary permeability in the work and home domains. The authors conclude with an agenda for future research.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78973-852-0

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Article
Publication date: 1 September 1941

P. Kötzschke

Since the outbreak of war, a number of enemy aircraft have fallen into German hands, either shot down, forced to land, or captured in occupied territory. Thus, in addition to the…

53

Abstract

Since the outbreak of war, a number of enemy aircraft have fallen into German hands, either shot down, forced to land, or captured in occupied territory. Thus, in addition to the aircraft, their armament and equipment, various types of engines of the enemy Powers—English, French and American — have become available for examination. Research on the materials has been carried out on behalf of the Reich Air Ministry by various German engine builders, and makers of components, and by the D.V.L.—the German Aeronautical Research Institute. The present report summarizes the principal results of this research; in view of the magnitude of the collected material, only the more important features of the engines will be dealt with.

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Aircraft Engineering and Aerospace Technology, vol. 13 no. 9
Type: Research Article
ISSN: 0002-2667

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Article
Publication date: 31 January 2025

Nikolai Tsvetkov, Yannis Pierrakis and Yaghoub Abdi

This paper explores the intersection of Management Buyouts (MBOs), Management Buy-ins (MBIs), and Open Innovation (OI). While MBOs have been associated with innovation in numerous…

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Abstract

Purpose

This paper explores the intersection of Management Buyouts (MBOs), Management Buy-ins (MBIs), and Open Innovation (OI). While MBOs have been associated with innovation in numerous studies, MBIs and their role in fostering OI remain underexplored, especially in the context of small and medium-sized enterprises (SMEs).

Design/methodology/approach

A Bibliometric-Systematic Literature Review (B-SLR) was conducted, analyzing 89 peer-reviewed articles from Scopus and Web of Science (1989–2022). Keyword co-occurrence analysis identified thematic clusters, including governance reforms, leadership entrepreneurship, and strategic partnerships, as critical enablers of OI in MBOs and MBIs.

Findings

The study highlights research directions, such as OI mechanisms, cross-industry comparisons, and performance evaluation frameworks. It underscores the differences in innovation outputs and organizational resilience between MBOs and MBIs, suggesting tailored strategies to optimize OI adoption.

Research limitations/implications

The study is limited to literature from Scopus and Web of Science and focuses on conceptual frameworks rather than empirical testing. Future research should explore sector-specific dynamics and long-term innovation outcomes.

Practical implications

MBO/MBI managers can leverage the insights to foster OI, address innovation barriers, and build resilient businesses by adopting strategic partnerships and effective governance structures.

Social implications

The research highlights the potential of MBOs/MBIs to drive innovation and economic growth in SMEs, particularly in industries requiring collaborative innovation strategies.

Originality/value

This study fills a significant gap by connecting MBIs to OI, offering a conceptual framework and a research agenda that align buyout strategies with sustainable innovation practices.

Details

Management Decision, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0025-1747

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