management revue. Socio-economic Studies最新文献

{"title":"A Multi-dimensional Analysis of Managers’ Power – Functional, Socio-political, Interpretive-discursive, and Socio-cultural Approaches","authors":"T. Diefenbach, R. By, P. Klarner","doi":"10.1688/1861-9908_MREV_2009_04_DIEFENBACH","DOIUrl":"https://doi.org/10.1688/1861-9908_MREV_2009_04_DIEFENBACH","url":null,"abstract":"Managers’ power within organisations has been analysed by several approaches: Orthodox management and organisation studies (‘functional approach’), Critical Management Studies (‘socio-political approaches’), interpretive, discourse-oriented and constructivist concepts (‘interpretive-discursive approaches’), and anthropological, socio-psychological and sociological approaches (‘socio-cultural approaches’). In organisational reality functional, socio-political, interpretive-discursive, and socio-cultural aspects are closely related and intertwined. However, because of division of intellectual labour, probably more because of different worldviews, researchers often make use of these approaches quite selectively. Such focussing has its advantages but also weaknesses. This paper therefore argues that it often helps to investigate complex phenomena such as managers’ power in multi-dimensional ways.","PeriodicalId":422075,"journal":{"name":"management revue. Socio-economic Studies","volume":"20 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2009-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130991882","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}

{"title":"Operationalizing Career Complexity","authors":"G. Strunk","doi":"10.5771/0935-9915-2009-3-294","DOIUrl":"https://doi.org/10.5771/0935-9915-2009-3-294","url":null,"abstract":"There are a growing number of studies describing developments in the labour market, in employer-employee relationships, and in individual careers in a very similar way. The discussion about work force flexibility and the challenges for HRM to handle scattered arrangements is often justified by a growing complexity caused by the driving forces of globalization, virtualization, demographic developments or changes in values. However, so far there is no empirical evidence for that complexity hypothesis in individual careers. The primary aim of this article is to approach the complexity hypothesis of career research on the basis of a sound definition for complexity and to test the complexity hypothesis for data from the Vienna Career Panel Project.","PeriodicalId":422075,"journal":{"name":"management revue. Socio-economic Studies","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2009-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126465712","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}

{"title":"Whither Systemic Reform? A Critical Review of the Literature on the Distributional and Income Adequacy Effects of Systemic Pension Reforms **","authors":"M. Ferber, P. Simpson","doi":"10.5771/0935-9915-2009-3-254","DOIUrl":"https://doi.org/10.5771/0935-9915-2009-3-254","url":null,"abstract":"What is the relationship between the introduction of defined-contribution accounts into public pension systems and changes in elderly poverty and income inequality? The present study examines the current state of knowledge with regard to these relationships. The study is divided into four parts: 1) an overview of data indicating that elderly poverty began to rise at least in developed economies in recent years; 2) a discussion of a body of conceptual and empirical studies that suggests defined-contribution accounts will adversely impact elderly poverty and income inequality; 3) a review of confounding factors that make it difficult to project the direction of such relationships; 4) suggestions for future research.","PeriodicalId":422075,"journal":{"name":"management revue. Socio-economic Studies","volume":"45 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2009-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128425149","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}

{"title":"Managing Conflicts through Strength of Identity","authors":"C. Mayer","doi":"10.5771/0935-9915-2009-3-268","DOIUrl":"https://doi.org/10.5771/0935-9915-2009-3-268","url":null,"abstract":"Identity, in management sciences, comprises a newly popular research topic. This article assesses identity aspects based on intra- and inter-personal constructs, as well as conflict and the management thereof in a selected international automotive organization in South Africa. It introduces the recent theoretical research and presents selected qualitative research findings from a case study. The aim of this article, therefore, is to investigate managerial identity aspects, as well as their strengthening and weakening impacts with regard to conflict and its management. According to the research findings, managers construct identity and conflict which are simultaneously connected to strengthening and weakening internal and external impacts. These impacts influence the way in which managers resolve organizational conflicts and contribute, either positively or negatively, to their management. Multiple managerial identity aspects provide creativity spaces and flexibility in managing conflicts, whilst complex conflict and challenges in conflict management are connected to weakening identity aspects.","PeriodicalId":422075,"journal":{"name":"management revue. Socio-economic Studies","volume":"48 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2009-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"120951201","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}

{"title":"Incentive Effects in Tournaments with Heterogeneous Competitors - an Analysis of the Olympic Rowing Regatta in Sydney 2000**","authors":"Norbert Bach, O. Guertler, Joachim Prinz","doi":"10.5771/0935-9915-2009-3-239","DOIUrl":"https://doi.org/10.5771/0935-9915-2009-3-239","url":null,"abstract":"A large part of the theoretical tournament literature argues that rank-order tournaments only unfold their incentive effects if the contestants all have similar prospects of winning. In heterogeneous fields, the outcome of the tournament is relatively clear and the contestants reduce their effort. However, empirical evidence for this so-called contamination hypothesis is sparse. An analysis of 442 showings at the Olympic Rowing Regatta in Sydney 2000 gives evidence that oarsmen spare effort in heterogeneous heats. This implies that competition among staffs with heterogeneous skill levels does not bring about the intended effort levels. However, a separate subgroup analysis shows that only the tournament favourites hold back effort whereas underdogs bring out their best when competing against dominant rivals. A heterogeneous tournament could then be enriched by absolute performance standards to increase incentives of the favourites.","PeriodicalId":422075,"journal":{"name":"management revue. Socio-economic Studies","volume":"20 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2009-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129220377","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}

{"title":"Industrial Democracy: Introduction","authors":"W. Matiaske, Florian Schramm","doi":"10.5771/0935-9915-2008-4-258","DOIUrl":"https://doi.org/10.5771/0935-9915-2008-4-258","url":null,"abstract":"The term \"industrial democracy\" has a long tradition in idea-history of both labor movement and social sciences. The rise of the concept and contemporary opportunities designing institutions of industrial democracy in the European context have been topics of the 2nd annual Management Revue spring workshop. This special issue presents some of the workshop papers, enhanced by articles of authors who were unable to join the meeting. The opening paper of our compilation explores in a first step the different meanings of the term \"industrial democracy\" in the Anglo-Saxon and the German context. Going back to the first definition by Sidney and Beatrice Webb (1897), Walther Miiller-Jentsch works out the difference to the German term \"Wirtschaftsdemokratie\" which was coined by Fritz Naphtali and his collaborators. Whereas the Webbs emphasize the internal democracy of unions on the one hand and the external process of collective bargaining on the other, the German term \"Wirtschaftsdemokratie\" should be understood as co-determination. Miiller-Jentsch sketches the design and development of codetermination in Germany focusing the institution of works councils which has evolved from Cinderella to the most significant institutions of industrial relations in contemporary Germany. Finally the paper discusses the ideological permutations of co-determination from a socialist embeddedness to a major institution and success factor of social market economy. Andrea Jochmann-Doll and Hartmut Wachter also adapt the history of co-determination in Germany. But diese authors focus one medium-size enterprise and a model of worker participation which goes far beyond the legal framework of German co-determination. The enterprise of this case study, a car dealer and repair shop, introduces a new form of governance and profit sharing between employees and employer in 1961. During the sixties - in the atmosphere of departure to new horizons characterized by slogans \"dare more democracy\" on the political and \"humanization of work\" on the organizational level - this was not an isolated case. Worth noting is that this firm remains on course developing this new form of governance throughout the decades up to now. Half a century after the idea of a European Company comes up, the Societas Europaea (SE) was finally created in October 2001. The basic \"Council Regulation\" and the \"Directive\" on the statute for a SE had to be transposed into national law until autumn 2004. Several companies have made use of this legal form in the between time. The paper of Berndt Keller and Frank Werner describes some basic institutional aspects of the European Company emphasizing questions of employee involvement in particular. The statute implies only a procedural norm about employee involvement and prescribes no special institution. …","PeriodicalId":422075,"journal":{"name":"management revue. Socio-economic Studies","volume":"353 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114748272","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}

{"title":"Industrial Democracy: Historical Development and Current Challenges **","authors":"Walther Müller-Jentsch","doi":"10.5771/0935-9915-2008-4-260","DOIUrl":"https://doi.org/10.5771/0935-9915-2008-4-260","url":null,"abstract":"The following article gathers notes and comments on industrial democracy, its terminology, history and current developments. Industrial democracy is an enigmatic term whose spectrum of meanings is explored in the first section. The Anglo-Saxon terminology, going back to S. and B. Webb will be compared with the German vocabulary of Wirtschaftsdemokratie and co-determination. The following sections deal with the peculiarities of German co-determination. First the emergence of co-determination is explained by a conflictual interplay of employers, state and trade unions, followed by a sketchy number of the crucial steps of its development up to todayu2019s challenges. An additional section is devoted to the rationale of the works council, which has surprisingly evolved from a Cinderella to the most significant institution of industrial relations in contemporary Germany. The final discussion focuses on the ideological permutation of co-determination changing its socialist embeddedness into a market-economy one. The paper concludes with a proposal to couple the legitimacy of co-determination with the normative framework of social market economy.","PeriodicalId":422075,"journal":{"name":"management revue. Socio-economic Studies","volume":"8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129414695","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}

{"title":"Negotiated Forms of Worker Involvement in the European Company (SE) -First Empirical Evidence and Conclusions **","authors":"B. Keller, Frank M. Werner","doi":"10.5771/0935-9915-2008-4-291","DOIUrl":"https://doi.org/10.5771/0935-9915-2008-4-291","url":null,"abstract":"This article analyses the negotiations on worker involvement in the first almost four years of the European Company SE and their outcomes. First, some basic institutional aspects of the SE itself and its current empirical situation are described and explained. Then, the focus is on questions of employee involvement in this new legal form. Again some main institutional provisions on employee involvement are assessed, before a detailed empirical analysis on specific issues is presented. A final appraisal based on this assessment concludes the article.","PeriodicalId":422075,"journal":{"name":"management revue. Socio-economic Studies","volume":"84 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127694535","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}

{"title":"Employee Share Ownership as Moderator of the Relationship between Firm-Specific Human Capital Investments and Organizational Commitment","authors":"E. Kaarsemaker","doi":"10.5771/0935-9915-2008-4-324","DOIUrl":"https://doi.org/10.5771/0935-9915-2008-4-324","url":null,"abstract":"Tight labour markets and changing employment relationships make employees with high levels of firm-specific knowledge, skills, and abilities less dependent on and committed to their employer. Companies need to work harder in order to attract and retain employees and protect their mutual human capital investments. Using a dataset with survey data from employees in 11 companies (N = 777), the present study shows evidence that employee share ownership, provided that it is taken seriously as reflected by the presence of a small number of other HRM practices in the company, might be a worthwhile avenue for managers to explore.","PeriodicalId":422075,"journal":{"name":"management revue. Socio-economic Studies","volume":"151 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121010515","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}

{"title":"Understanding the effects of works councils on organizational performance : A theoretical model and results from initial case studies from the Netherlands","authors":"De, J. E. Wigboldus, J. Looise, A. Nijhof","doi":"10.5771/0935-9915-2008-4-307","DOIUrl":"https://doi.org/10.5771/0935-9915-2008-4-307","url":null,"abstract":"In this article, we present a conceptual model to understand the effects of works councils on organizational performance. The model is based on economic and HRM literature on employee participation and organizational performance, as well as on German and Dutch research into the economic and other effects of works councils. The model has been operationalized through a research approach and applied for the first time using in-depth case studies in a large insurance company in the Netherlands. In this paper we present the results of these case studies and the consequences for the model and the research approach. The findings show that works councils not only affect performance through changing employee attitudes and behavior u2013 in a not dissimilar way to HRM u2013 but also in a direct way by adding asymmetric information to the decision-making process and in an indirect way through influencing management attitudes and behavior. Thus the works council - performance relationship differs substantially from the HRM - performance relationship. The influence of the three potential mechanisms will depend to an extent on the characteristics of the works council and the organizational context. Further research is needed to determine how contextual conditions influence the positive effects of works councils on organizational performance.","PeriodicalId":422075,"journal":{"name":"management revue. Socio-economic Studies","volume":"19 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-09-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130468187","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}