the shadow of death analysing the pre exit productivity of portuguese manufacturing firms the pre exiting productivity profile of mature firms relative to survivors is examined along with an evaluation of how productivity affects the probability of exit along various dimensions an empirical approach based on an unbalanced panel of portuguese manufacturing firms covering a 10 year period is used the findings confirm that market selection forces low productivity firms to exit but there is also evidence that a sizeable portion of low productivity firms do not shut down conversely there is a non negligible fraction of high productivity firms that do actually close consistent with some key theoretical predictions our analysis reveals that exiting firms have a falling productivity level over a number of years prior to exit finally the results from the survival model show that both small firms and ones with low productivity are relatively much more likely to exit the market industry and macro environment are also found to have a non negligible role on the exit of mature firms

understanding corporate coherence theory and evidence abstract multiproduct firms are perceived to be coherent in their scope yet there is no strong theoretical foundations to explain coherence in modern industrial organization theory this paper shows that as u s manufacturing firms grow more diverse they maintain a constant level of coherence between neighboring activities this finding runs counter to the idea that firms with many activities are generally more incoherent a framework is then presented which appeals to the nature of enterprise learning path dependencies and the nature of the selection environment to explain the ubiquity of coherent diversifiers

political economic context and sensitivity to equity differences between the united states and the transition economies of central and eastern europe recent labor economics studies suggest that low enterprise productivity in former socialist economies can be corrected by adopting reward systems emphasizing compensation for performance we used t

converging or diverging a comparative analysis of trends in contingent employment practice in europe over a decade this paper makes a unique contribution to the hrm convergence divergence debate by examining whether organisations operating in europe over the 10 year time period preceding 2000 are converging in their adoption of contingent employment practice the susceptibility of contingent employment practice to both convergent and divergent pressures acts as a useful analytical lens data are drawn from organisations operating in germany spain sweden the netherlands and the uk in 1991 2918 organisations 1995 2048 organisations and 2000 1555 organisations the results suggest that convergence is limited by the institutional embeddedness of organisations

differences in managerial values a study of u s hong kong and prc managers in this study of convergence divergence of managerial values four western developed measures machiavellianism locus of control intolerance of ambiguity and dogmatism and the four dimensions of the eastern developed chinese value survey confucian dynamism human heartedness integration and moral discipline were the measures used the findings indicate that often times both culture and the business environment interact to create a unique set of managerial values in a country

sunk costs uncertainty and market exit a real options perspective in this article we examine whether the option value of keeping an operation alive will deter firms from exiting an industry we find that uncertainty dissuades firms from exiting an industry but only when the sunk costs of entering and exiting that industry are sizeable moreover we argue and find that sunk costs can be influenced by the technological intensity of an industry by the extent to which a firm competes on the basis of innovation and by the firm s diversification strategy copyright 2009 the author 2009 published by oxford university press on behalf of associazione icc all rights reserved oxford university press

country and organizational level adaptation to foreign workplace ideologies a comparative study of distributive justice values in china russia and the united states drawing from concepts of cultural distance and cultural propensity to change we predict the convergence divergence or crossvergence of distributive justice values in china and russia as compared with us managers using institutional theory we predict responses by organizational type joint ventures foreign owned vs state owned enterprises soes lastly we develop predictions based on the interaction of culture and organizational type results indicate divergence in china regardless of organizational type in contrast differences by organizational type were observed among russian managers with convergence among managers in joint ventures but continuing divergence among managers in soes implications for theory are discussed

organizational inertia and momentum a dynamic model of strategic change this study provides an empirical test of hannan and freeman s theory of structural inertia we examined the changes organizations undertook in response to a major environmental change in addition

institutional theory and mnc subsidiary hrm practices evidence from a three country study this study sets out to explore human resource management hrm practices in multinational corporation mnc subsidiaries within an institutional theory framework based on a sample of 158 subsidiaries of mncs operating in the united states russia and finland the paper examines factors hypothesised to influence the hrm practices adapted in us japanese and european mnc subsidiaries located in russia finland and the us the results indicate significant differences in hrm practices used across host countries both the status of the subsidiary human resource department and the degree to which the subsidiary was involved in knowledge transfer with other parts of the mnc had a significant impact on the selection of hrm practices

heterogeneous preferences and new innovation cycles in mature industries the amateur camera industry 1955 1974 this paper examines the amateur camera industry between 1955 and 1974 the case raises important issues for our understanding of the product lifecycle first an industry can experience more than one round of radical product and process innovation in its history second there is not a strict sequence of product innovation followed by process innovation third the existence of a dominant design depends on there being a relatively homogeneous set of consumers heterogeneous consumer preferences support different camera designs in two distinct market niches in the amateur camera industry fourth new rounds of entry and exit and new industry shake outs can occur with new innovative entrants displacing old firms fifth when the new firms are from developing countries a shift in global production occurs the success of new japanese entrants in this period lay in their being more successful innovators not in their exploiting wage cost advantages

crossvergence 10 years on impact and further potential the 1997 jibs paper by ralston holt terpstra and yu was instrumental in anchoring and extending the construct of crossvergence in cross cultural research ten years on the paper has lost none of its relevance and continues to offer important opportunities for further theory development and attendant empirical research scope for further work seems to exist especially in three areas the meaning of crossvergence national culture and economic ideology and processes of change

understanding compensation practice variations across firms the impact of national culture with operations spread worldwide firms that find themselves competing in a global marketplace are looking at the implications of the admonition when in rome this raises the question do cultures of countries have an impact on the generally accepted methods of managing human resources the answer to this question is the focus of this article by developing culture specific propositions for four categories of compensation practices based on status performance social benefits and programs and employee ownership plans we seek to determine the extent to which hofstede s four dimensions of culture are associated with specific compensation practices support is found for most of the propositions the implications of the finding for the management of human resources by multinational firms are discussed

the death of firms exploring the effects of environment and birth cohort on firm survival in sweden this paper investigates the death of firms and seizes a long term perspective it investigates the life spans of nearly 2 200 firms in seven birth cohorts of swedish joint stock companies founded during seven separate years between 1899 and 1950 research has traditionally emphasized individual and micro oriented factors in explaining post entry performance or has often focused on the influence of firm specific structural factors firm age and size a less attended field recognizes environmental forces this paper focuses on the interaction between the micro and macro levels and combines structural and environmental factors employing a cohort approach it relates firm survival to firm age and size as well as to the effect of cohort affiliation and environmental change over time period effects during macroeconomic expansion the risk of death decreases cohort effects are also evident firms founded during times of economic crisis exhibit lower survival rates consequently cohort affiliation and environmental forces i e period effects can explain differences in death rates in different firm populations

fostering corporate entrepreneurship cross cultural comparisons of the importance of individualism versus collectivism this study reports on results of a cross cultural empirical investigation designed to assess the impact of individualism collectivism upon organizational entrepreneurship the findings indicate individualism collectivism is an important factor in understanding entrepreneurial behavior in the firm implications of these findings are discussed

the effect of national culture on the choice of entry mode characteristics of national cultures have frequently been claimed to influence the selection of entry modes this article investigates this claim by developing a theoretical argument for why culture should influence the choice of entry two hypotheses are derived which relate culture to entry mode choice one focusing on the cultural distance between countries the other on attitudes towards uncertainty avoidance using a multinomial logit model and controlling for other effects the hypotheses are tested by analysing data on 228 entries into the united states market by acquisition wholly owned greenfield and joint venture empirical support for the effect of national culture on entry choice is found

on the future of international joint venture research international joint ventures ijvs are an important type of international strategic alliance isa and have been studied by scholars for decades resulting in a plethora of empirical studies publications and reviews yet an inadequate accumulation of knowledge exists as a closer look reveals much more than providing a summary and critical assessment of past contributions this paper develops an expansive research agenda based upon a deep understanding of past research and comprehensive frameworks that distill this research we identify a number of research opportunities that would not only advance ijv research but also closely related literatures and disciplines such as isas theories of the multinational firm international business research and strategic management

the impact of natural culture and economic ideology on managerial work values a study of the united states russia japan and china this study assesses the impact of economic ideology and national culture on the individual work values of managers in the united states russia japan and china the convergence divergence crossvergence cdc framework was used as theoretical framework for the study while the schwartz value survey svs was used to operationalize over investigation of managerial work values across these four countries the findings largely support the crossvergence prospective while also confirming the role of national culture implications from the findings are drawn for the convergence divergence crossvergence of values as well as for the feasibility of multidomestic or global strategies for a corporate culture

establishment exits in germany the role of size and age using comprehensive data for west germany this paper investigates the determinants of establishment exit we find that between 1975 and 2006 the average exit rate has risen considerably in order to test various liabilities of establishment survival identified in the literature we analyzed the impact of establishment size and put a special focus on differences between young and mature establishments our empirical analysis shows that the mortality risk falls with establishment size which confirms the liability of smallness the probability of exit is substantially higher for young establishments which are not more than 5 years old thus confirming the liability of newness there also exists a liability of aging since exit rates first decline over time reaching a minimum at ages 15 18 and then rise again somewhat the determinants of exit differ substantially between young and mature establishments suggesting that young establishments are more vulnerable in a number of ways

culture and congruence the fit between management practices and national culture the financial performance of european and asian work units of one multinational company is examined as a function of the congruence between management practices and national culture using hofstede s five national culture dimensions and analogous management practices we find that work unit financial performance is higher when management practices in the work unit are congruent with the national culture

what differences in the cultural backgrounds of partners are detrimental for international joint ventures an international joint venture implies that a firm has to cooperate with a partner with a different cultural background in this study hypotheses about which differences in national culture are most disruptive for international joint ventures were developed and tested using hofstede s five dimensions the study focused on how these dimensions affect the survival of international joint ventures as well as their incidence relative to wholly owned subsidiaries the hypotheses were tested on longitudinal data about 828 foreign entries of twenty five dutch multinational in seventy two countries between 1966 and 1994 the database which spans almost three decades was also used to provide new evidence on a key assumption of hofstede s work that cultural values are stable over time

the life history of cohorts of exits from german manufacturing an investigation of the life history of three cohorts of exits based on longitudinal data covering the population of all manufacturing firms in a german federal state reveals three empirical regularities 1 although the probability of exit tends to decline with age ceteris paribus only about a quarter of all exits is from the group of young firms aged five years or less 2 only a minor fraction of exits lived through a period of continous decline of employment for five years or more before closing down 3 the impact effect of job loss due to exits can differ sharply from the long run effect

opening the black box of the relationship between hrm practices and firm performance a comparison of mne subsidiaries in the usa finland and russia this paper investigates the extent to which different human resource management hrm practices work better in different countries we also try to open the black box between hrm and multinational enterprise mne subsidiary performance by considering mechanisms through which hrm practices affect mne subsidiary performance the study utilizes a unique data set consisting of subsidiaries of 241 mnes operating in russia usa and finland in the partial least square analysis used to examine our hypotheses we demonstrate that different hrm practices are preferable in different countries and that motivation and ability are important mediating variables in the hrm mne subsidiary performance relationship

lingering illness or sudden death pre exit employment developments in german establishments using a large administrative data set for germany this article compares employment developments in exiting and surviving establishments applying a matching approach we find a clear shadow of death effect reflecting lingering illness in both west and east germany establishments shrink dramatically already several years before closure employment growth rates differ strongly between exiting and surviving establishments and this difference becomes stronger as exit approaches moreover we provide first evidence that prior to exit the workforce becomes on average more skilled more female and older in exiting compared to surviving establishments these effects are more clearly visible in west than in east germany

the post entry performance of new small firms in german manufacturing industries while recent years have witnessed a growing interest in research on market entry by new firms evidence regarding their postentry performance is scarce this paper uses longitudinal data for small firms that entered german manufacturing industries between 1979 and 1982 and monitors their performance until 1990 entrants face a high risk of failure hazard rates tend to increase during the first years and to decrease afterwards decline of employment in a cohort due to exits and shrinking firms is compensated by growing survivors no clear cut nexus between start up size and probability of survival shows up copyright 1994 by blackwell publishing ltd

pay for performance in emerging markets insights from china with the rapid increase in the application of western hr practices in emerging markets it is crucial to investigate how non western employees react to western hr practices such as pay for performance pfp we investigate employee reactions to pfp in emerging markets using china as a case our multilevel analyses based on data from 574 engineers in 22 domestic firms and eight foreign firms in china demonstrated that pfp was positively associated with conscientiousness at the individual level in contrast pfp was negatively related to employees organizational commitment and interpersonal helping at the organization level this study suggests that the impact of culture distance associated with western hr practices may be more likely to manifest itself in the collective entity than at the individual level employees of domestic firms reported significantly higher levels of performance appraisal satisfaction and justice perceptions than employees of foreign firms which might explain why pfp was more widely implemented in domestic firms in china the present results demonstrated that in addition to the culture distance the context distance between domestic and foreign firms may play a critical role in accruing benefits from pfp indicating that pfp can be more beneficial to domestic firms than to foreign firms the present findings provide practical implications for foreign firms operating in emerging markets

diversification ricardian rents and tobin s q according to prevailing theory firms diversify in response to excess capacity of factors that are subject to market failure by probing into the heterogeneity of these factors we develop the corollary that firms that elect to diversify most widely should expect the lowest average rents an empirical test with tobin s q as the measure of rents is consistent with this theory