ORG: Other Decision Making最新文献

Location Choice and the Firm Performance in Developing Countries: The Exploration-Exploitation Perspective 发展中国家的区位选择与企业绩效:探索-开发视角

ORG: Other Decision Making Pub Date : 2021-01-08 DOI: 10.2139/ssrn.3828060

Hyungguen Park, J. Kwak, Yoonjeong Kang

{"title":"Location Choice and the Firm Performance in Developing Countries: The Exploration-Exploitation Perspective","authors":"Hyungguen Park, J. Kwak, Yoonjeong Kang","doi":"10.2139/ssrn.3828060","DOIUrl":"https://doi.org/10.2139/ssrn.3828060","url":null,"abstract":"Location choice has been one of the key elements to affect the performance of firms. While existing literature highlights the strategic value of agglomeration, we question whether the value also applies in the context of developing economies, considering the weak institutional environment would hamper the overall benefit of clusters. Based on the exploitation-exploration framework proposed by March (1991), this study posits that the exploration-oriented locations provide more opportunities for firms operating in developing countries. Reflecting the characteristics of developing countries that state intervention is common and strong, we hypothesize that the state ownership, opposite to the venturing spirit, flexibility, and agility on the private businesses, weakens the strategic fit with the exploration-oriented location choices. Using a dataset of Vietnamese firms listed in the Ho Chi Minh Stock Exchange, our statistical findings show that firms’ level of exploration orientation would have a positive effect on firm performance. Additionally, the level of state ownership would weaken the effect of exploration-oriented location choice on the performance. Overall, this study suggests that exploration-oriented locations may be the optimal choice for firms who would seek profitability and achieve competitive advantage in developing countries. At the same time, state ownership may prevent firms from efficiently utilizing the accessible resource in those locations.","PeriodicalId":430965,"journal":{"name":"ORG: Other Decision Making","volume":"60 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133858165","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}

引用次数: 0

Construct‐Based Approach to Developing a Short, Personality‐Based Measure of Integrity 以建构为基础的方法开发一个简短的、以人格为基础的诚信测量

ORG: Other Decision Making Pub Date : 2018-03-01 DOI: 10.1111/ijsa.12197

V. Catano, D. O’Keefe, R. Francis, Soo M. Owens

{"title":"Construct‐Based Approach to Developing a Short, Personality‐Based Measure of Integrity","authors":"V. Catano, D. O’Keefe, R. Francis, Soo M. Owens","doi":"10.1111/ijsa.12197","DOIUrl":"https://doi.org/10.1111/ijsa.12197","url":null,"abstract":"Covert integrity measures are thought to draw from the Big Five dimensions of conscientiousness, agreeableness, and emotional stability. Using a construct‐based approach, we had subject matter experts identify items from a Big Five personality measure, the Trait Self‐Descriptive Personality Inventory that reflected an operational definition of integrity. The resulting 10 items exhibited a three‐factor structure that corresponded to the three Big five dimensions associated with integrity. Study 1 used primary (N = 388) and archival (N = 429) data sets collected from Canadian Armed Forces recruits to establish the construct validity of the new test. With respect to convergent and discriminant validity, the Integrity scale was related to the Honesty–Humility scale of the HEXACO‐PI and was unrelated to organizational commitment. Hierarchical regression analyses provided evidence that the integrity scale predicted counterproductive work behavior and job performance over and above the Big Five. Study 2 replicated the results of Study 1 using a civilian sample (N = 200). The Integrity scale was related to the Hogan Reliability Index but not to the General Health Questionnaire. It predicted work engagement over and above the Big Five. We also tested the proposition that integrity is a second‐order factor based on conscientiousness, agreeableness, and emotional stability. Structural equation models in both studies confirmed that proposition. We discuss the implications of our results for both theory and practice.","PeriodicalId":430965,"journal":{"name":"ORG: Other Decision Making","volume":"8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122621291","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}

引用次数: 14

Self‐Promotion Statements in Video Resumes: Frequency, Intensity, and Gender Effects on Job Applicant Evaluation 视频简历中的自我推销陈述:频率、强度和性别对求职者评价的影响

ORG: Other Decision Making Pub Date : 2015-12-01 DOI: 10.1111/ijsa.12119

Marie Waung, R. Hymes, J. Beatty, Pam McAuslan

引用次数: 15

Network Centrality and Market Prices. An Empirical Note 网络中心和市场价格。经验笔记

ORG: Other Decision Making Pub Date : 2015-09-21 DOI: 10.2139/ssrn.2685598

Matthias Firgo, Dieter Pennerstorfer, C. Weiß

引用次数: 0

Specific Onboarding Practices for the Socialization of New Employees 新员工社会化的具体入职实践

ORG: Other Decision Making Pub Date : 2015-09-01 DOI: 10.1111/ijsa.12113

H. Klein, B. Polin, Kyra Sutton

引用次数: 82

A Meta‐Analysis of Letters of Recommendation in College and Graduate Admissions: Reasons for Hope 大学和研究生入学推荐信的荟萃分析:希望的理由

ORG: Other Decision Making Pub Date : 2014-03-01 DOI: 10.1111/ijsa.12060

N. Kuncel, R. Kochevar, D. Ones

引用次数: 56

Executive Networks and Firm Policies: Evidence from the Random Assignment of MBA Peers 高管网络与企业政策:来自MBA同行随机分配的证据

ORG: Other Decision Making Pub Date : 2013-01-12 DOI: 10.2139/ssrn.1973031

K. Shue

引用次数: 376

Taming the Leviathan - A New Approach to Risk for the Military Leader 驯服利维坦——军事领导人应对风险的新方法

ORG: Other Decision Making Pub Date : 2012-08-28 DOI: 10.2139/ssrn.2182321

Chris Bowen

引用次数: 0

Lifeguards and Physically Risky Prosocial Groups: A Comparison Based on Personality Theory 救生员与身体风险亲社会群体:基于人格理论的比较

ORG: Other Decision Making Pub Date : 2012-06-01 DOI: 10.1111/j.1468-2389.2012.00597.x

A. Wismeijer, M. Gomà-i-Freixanet

引用次数: 7

Being in Good Standing: The Value of a Corporate, Workplace & Social Reputation to Potential Executive Employees 良好的信誉:企业、工作场所和社会声誉对潜在高管员工的价值

ORG: Other Decision Making Pub Date : 2011-01-04 DOI: 10.2139/ssrn.1734605

P. Auger, T. Devinney, G. Dowling, C. Eckert, Nidthida Lin

{"title":"Being in Good Standing: The Value of a Corporate, Workplace & Social Reputation to Potential Executive Employees","authors":"P. Auger, T. Devinney, G. Dowling, C. Eckert, Nidthida Lin","doi":"10.2139/ssrn.1734605","DOIUrl":"https://doi.org/10.2139/ssrn.1734605","url":null,"abstract":"It has been readily accepted that prospective employees, including MBA students seeking jobs after graduation, put great stock in a potential employer’s reputation – particularly that relating to its social responsibility and workplace practices. However, other than potentially biased results from self-report surveys we have little information as to whether or not job seekers would actually trade-off salary and other utilitarian aspects of a job contract to work at firms with supposed greater reputational standing. In the present study we use a structured experimental approach to determine the extent to which the facets of reputation – corporate, social and workplace – drive job contract choice. We discover that while some aspects of corporate and workplace reputation matter marginally, MBA job seekers appear to put little value on social reputation. Even in the specific cases where we can discern individuals who do value social reputation, this is unrelated to their stated preferences revealed using standard survey methods. The implication is that firms seeking to entice potential executives should focus on utilitarian aspects of the employment contract that may impact their reputation rather than attempting to manipulate that reputation directly.","PeriodicalId":430965,"journal":{"name":"ORG: Other Decision Making","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2011-01-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114925251","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}

引用次数: 1