Over the past decade, a succession of business professors, management consultants, journalists, and futurists have spent considerable time preaching the gospel of “renewal,”…
Abstract
Over the past decade, a succession of business professors, management consultants, journalists, and futurists have spent considerable time preaching the gospel of “renewal,” “revitalization,” and “transformation,” telling senior executives how to convert sluggish corporate behemoths into agile competitors. But despite all the effort, maintaining the status quo appears to be winning out. Why do so many efforts at change produce disappointing results?
George B. Graen and William A. Schiemann
The purpose of this paper is to review and extend leader‐member‐exchange theory (LMX). It also describes the new “Leadership‐Motivated Excellence Theory” (LMX‐T), and its…
Abstract
Purpose
The purpose of this paper is to review and extend leader‐member‐exchange theory (LMX). It also describes the new “Leadership‐Motivated Excellence Theory” (LMX‐T), and its implications for managing members of new generations.
Design/methodology/approach
This is a conceptual paper and does not employ research methods.
Findings
Recent findings included in this review and extension of LMX theory suggest that members of the millennial generation (born 1978‐1996) are having difficulties in finding a common ground with their chosen career organization after college. The new LMX‐T suggests that forming unique strategic alliances with team members may increase the inclusion of these generational members, and help them tackle common organizational problems.
Practical implications
The review of the new Leadership‐Motivated Excellence Theory suggests that managers may want to redesign their managerial leadership climate to make it more “millennial friendly”.
Originality/value
This review provides a unique perspective on the employee development needed for new generations of employees.
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In the new economics of competition, what matters most is not inputs and scale, but productivity—and that is true in all industries. The term high‐tech, normally used to refer to…
Abstract
In the new economics of competition, what matters most is not inputs and scale, but productivity—and that is true in all industries. The term high‐tech, normally used to refer to fields such as information technology and biotechnology, has distorted thinking about competition, creating the misconception that only a hand‐ful of businesses compete in sophisticated ways.
Investigates the importance of English language sources ofFriedrich Theodor Althoff (1839‐1908), a German of great influence bothin his own country and, indirectly, in the United…
Abstract
Investigates the importance of English language sources of Friedrich Theodor Althoff (1839‐1908), a German of great influence both in his own country and, indirectly, in the United States. Explores some measures of his influence in education and international understanding. Examines a wide variety of sources. Explains how it could happen that an influential person would end up in intellectual history with almost no recognition. Challenges several conventional assessments. Althoff′s most important contributions are in print and more almost certainly exist in university archives, but the material is scattered and unorganized. Because we do not yet have the full story of this remarkable and complex man, firm conclusions about his influence are not yet possible.
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William Forte, Jon Tucker, Gaetano Matonti and Giuseppe Nicolò
The purpose of this paper is to investigate the relationship between intellectual capital (IC), measured in terms of the market to book (MTB) ratio, and potential key determinants…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between intellectual capital (IC), measured in terms of the market to book (MTB) ratio, and potential key determinants of IC value such as intangible assets (IA) and a range of other factors.
Design/methodology/approach
The study is conducted for a sample of 140 Italian corporations over the period 2009-2013. Applying a holistic market-based approach, the relationship between IC value and selected determinants from the extant literature is tested. Five hypotheses are tested using a pooled OLS regression model, while controlling for time. ROE is employed as a useful firm profitability indicator from the perspective of an equity investor. Moreover, four robustness tests are undertaken.
Findings
The results show that IA, profitability, leverage, industry type, auditor type, and family ownership positively affect IC value, whereas SIZE and AGE negatively affect IC value. Moreover, the findings of the robustness tests suggest that all firms, and not just knowledge-intensive business service industry firms, manage knowledge.
Research limitations/implications
The validity of the findings is limited to the Italian context, as the study focuses on a sample of companies listed on the Milan Stock Exchange, all of which prepare their individual financial statements according to IFRS. Further limitations are related to the use of market value in the short term, as it is influenced by market volatility. The study may allow academic researchers to investigate the impact of other non-accounting sources of information on market value within a multidisciplinary perspective.
Practical implications
This paper also has implications for managers and practitioners. The findings suggest that managers should not take for granted that firm growth (an increase in SIZE) alone will lead to an increase in IC value, in the absence of a consistent IC-oriented investment strategy. Managers should also avoid smoothing their IC investment as the company grows, in order to maintain a stable MTB ratio. Further, standard setters should seek to explore better means of disclosing non-accounting information relating to IC value.
Originality/value
This paper contributes to the IC literature as it is the first study which applies the market capitalization approach to analyze IC value determinants in the Italian context, within the framework of IFRS. The findings reveal some interesting relationships between the MTB ratio and recognized intangible investments, which are found to be insignificant in previous studies, confirming that, through the holistic effect, the MTB ratio may be a good proxy for IC.
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The essential investments in new product development (NPD) made by industrial companies entail effective management of NPD activities. In this context, performance measurement is…
Abstract
The essential investments in new product development (NPD) made by industrial companies entail effective management of NPD activities. In this context, performance measurement is one of the means that can be employed in the pursuit of effectiveness.
The purpose of this article was to discuss the phenomenon of international talent mobility and competition in relation to China's engagement in the “talent war” for attracting…
Abstract
Purpose
The purpose of this article was to discuss the phenomenon of international talent mobility and competition in relation to China's engagement in the “talent war” for attracting, retaining and managing global talents, from a policy perspective.
Design/methodology/approach
The author adopts an approach combining literature review and international comparative analysis.
Findings
Factors explaining global talent mobility have been predominantly economic. This paper argues that China should also focus on other critical non-economic aspects for attracting and retaining talents in the long-term. The Chinese Government may learn from the experience of other competing countries in developing a national strategy for attracting and retaining global talents. While China has an advantage in attracting overseas Chinese who are attached to its cultural roots and are other competing countries' residents or citizens, its existing talent policy may not be able to create effective local and institutional environment in attracting and retaining needed talents.
Practical implications
An attractive policy is key to winning the global talent war and determining the future development path of a nation. The talent policy at a national level should address not only economic factors but also personal, professional and institutional factors.
Originality/value
Winning the global talent war is a policy competition among countries. The Chinese Government may succeed in the war for talent by adopting a multi-pronged, multi-level and long-term talent strategy. This paper calls for China to reconsider its recent reform on permanent residence (green card) policy reform from a global talent competition perspective.
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Lenna V. Shulga and James A. Busser
The purpose of this paper is to critically assess the state of substantive, methodological and conceptual development of talent management (TM) within hospitality and business…
Abstract
Purpose
The purpose of this paper is to critically assess the state of substantive, methodological and conceptual development of talent management (TM) within hospitality and business research and to identify gaps, examine debates and provide hospitality research direction.
Design/methodology/approach
After identifying 545 articles from 22 peer-reviewed journals from Google Scholar using “talent management,” only articles directly related to TM (n = 149) were analyzed using the validity network schema (VNS). The advantage of the VNS approach is in-depth analysis of the three research domains – substantive, methodological, and conceptual – and evaluation of the pathways between domains emerging in a unique hospitality TM perspective.
Findings
Substantive domain TM discourse analysis identified 12 general and 5 hospitality-related topics. The resulting research framework depicted how global trends, organizational, employee-specific factors and organizational-management tactics affect (1) organizational, (2) personal, (3) societal, and (4) customer outcomes. Methodological domain analysis revealed business TM research in the mature stage, while hospitality TM research is in the embryonic stage of development. TM researchers predominantly used observational, descriptive and industry-specific data, advancing the field with associated research frameworks. Conceptual domain analysis uncovered opportunities to advance theoretical foundations and test causal relationships.
Originality/value
VNS analysis identified the importance of conceptual, methodological and substantive domains of TM research. The comprehensive TM research framework was proposed with eight research pathways to guide future hospitality studies. This paper advances the unique hospitality industry-specific scholarship and practice, focused on employee well-being rather than solely organizational gain.
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Augusta C. Yrle, Sandra Hartman and William P. Galle
In this research, the authors examine the relationships between findings from several potentially‐related literature streams including a prescriptive body of communication theory…
Abstract
In this research, the authors examine the relationships between findings from several potentially‐related literature streams including a prescriptive body of communication theory involving supervisor‐subordinate communication, contingency ideas involving use of coaching/directive vs counselling/participative leader communication styles, and leader‐member exchange (LMX) theory from the management literature. LMX suggests that supervisors may afford differing treatment, and thus possibly use different communications tactics, with subordinates in higherquality exchange relationships than with those in lower‐quality relationships. This literature, however, leaves unresolved whether supervisors should treat employees differently. In contrast, much of the communication literature has emphasised development of “best” practices which, presumably, should be used with all employees. In this research the authors consider whether there are consistencies between leader communication practices and the perceived quality of the leader‐member exchange. They report evidence that employees perceive differences, especially in the level of participation‐related communication, depending upon whether they believe they are in a higher‐ or lower‐quality LMX relationship. Moreover, they find weak evidence for congruence between supervisor and subordinate perceptions of the quality of the exchange and no significant evidence that similarity of the dyad influences the quality of the exchange.