bluuebunny/crossref_metadata_2025_split huggingface dataset:
Integrity Testing
Authors: Sackett Paul R. 
Published: January 2015

Abstract
Integrity (or honesty) tests are paper‐and‐pencil instruments administered primarily to job applicants for the purpose of predicting counterproductive work behavior. Recent estimates suggest that several million such tests are administered in the US annually, primarily to applicants for entry‐level jobs with access to money or merchandise (e.g., retailing, financial services). Early integrity tests were billed as paper‐and‐pencil surrogates for polygraph testing. Current research, however, downplays or eliminates the link to the polygraph. It focuses not only on the prediction of employee theft but also on a wide variety of counterproductive behaviors, to include violation of work rules, fraudulent workers' compensation claims, and absenteeism.
Two basic types of tests can be identified. Overt tests measure attitudes toward theft and other forms of counterproductivity. They commonly ask for a self‐report of applicant involvement in various illegal and/or counterproductive behaviors. Personality‐oriented tests are considerably broader in focus and are not explicitly aimed at theft. They may include items dealing with dependability, conscientiousness, social conformity, thrill‐seeking, trouble with authority, and hostility.
Lean Production
Authors: Jürgens Ulrich 
Published: January 2015

Abstract
The term “lean production” was introduced in the late 1980s to characterize Japanese production system contrasting them with Western mass production systems. The model for the lean production system (LPS) is the Toyota production system. Central to LPS, besides certain principles concerning the layout and management of production processes is the reliance on employee empowerment and teamwork. The diffusion of LPS has been accompanied by controversies about the impact on working conditions through the intensification and standardization of work.
Part‐Time Work
Authors: Rubery Jill 
Published: January 2015

AbstractPart‐time work has been increasing in OECD countries but its incidence remains highly variable. This growth is often attributed to the growth of service work, employers' need for flexibility and women's increasing participation but these apply to all OECD countries. Different institutional arrangements, social norms and gender relations account for more of the variable incidence. Part‐time work in some contexts offers convenient hours for those with caring responsibilities but much part‐time work is driven by employers' flexibility requirements, resulting in highly variable hours that are difficult to combine with childcare. Part‐time work opportunities are not a prerequisite in all societies for a high female participation rate, even among mothers. However, where work is organized on a part‐time basis it tends to be done mainly by women. Options to work part‐time may enable women to have more continuous employment careers but often at the cost of low pay and reduced training and career opportunities. Improving the employment conditions of part‐timers may require both higher minimum employment rights such as minimum wages and rights to work reduced hours within all standard employment contracts, to avoid the concentration of part‐time opportunities in low skilled jobs and low paying organizations.
Minimum Wage
Authors: de Coulon Augustin 
Published: January 2015

Abstract
A majority of developed countries have adopted minimum wage laws. A large literature aims at determining whether those laws cause employment's losses. The issue remains contentious even though studies that finds negative effects only identify very small impact, possibly close to zero. There is, however, a growing literature showing that minimum wages have a visible and larger impact on wage inequality. Minimum wage laws will reduce wage inequality in countries where a substantial part of the workforce is paid very low wages directly. This will typically be the case for countries with greater wage inequality. And the reduction in wage inequality will also be larger, when firms tend to increase the wages of employees situated higher up that at the minimum level. Recent work have found that indeed employers tend to increases wages of workers who earn wages up to the 25% percentile of the distribution.
Absorptive Capacity
Authors: Athanassiou Nicholas 
Published: January 2015

Abstract
Absorptive Capacity is a critical component of innovative capabilities that enables the firm to exploit external knowledge. It allows a firm to recognize the value of new information, assimilate it, and apply it to commercial ends. Firms' absorptive capacity is part of their dynamic capabilities and can be conceptualized as having four dimensions: acquisition, assimilation, transformation, and exploitation. Another way to further understand a firm's absorptive capacity is to think of it as a quality that is derived by the firm's level tacit knowledge.
Change
Authors: Regnér Patrick , Yildiz Harun E. 
Published: January 2015

Abstract

The unique attributes of the internal and external contexts of multinational corporations (
MNC
s) make effective management of organizational change not only a necessity but also a challenge for these firms. The key to success lies in ensuring that the content, context, and process of change efforts are aligned and coherent. In this chapter, we will review each of these change dimensions with a particular focus on the specific issues and concerns faced by
MNC
s.
Context
Authors: McNett Jeanne M. 
Published: January 2015

Abstract

The term
context
is used in several ways in international management. In the more general way, context describes the environment around a specific focus, such as the geographic area, business conditions, cultural assumptions, and unique history. Context also is used more specifically to describe the communication process environment across cultures. Cultures vary to the extent that they use language itself and not environment to convey meaning, as explained by Hall.
Corporate Social Responsibility
Authors: Muller Alan 
Published: January 2015

Abstract
CSR is a multifaceted concept encompassing a wide range of organizational actions intended to further some social good. In terms of the antecedents of CSR, some perspectives view CSR as a response to institutional pressures; that is, expectations of the society in which the organization operates. Yet other perspectives focus more on managers' intrinsic motives, rooted in morality. In terms of the consequences of CSR, a considerable body of literature has explored the relationship between CSR and the financial performance of the firm. In the international context, research is most often directed toward understanding cross‐country variation in CSR activities and performance within multinational enterprises (MNEs).
Cross‐Cultural Role Theory
Authors: Peterson Mark F. 
Published: January 2015

AbstractRole theory considers the influence that role set members have on a focal person. Boundary spanning roles are important for research about multinational organizations, while the relationship of national values to roles and role relationships are part of comparative research. Cognitive theory has recently been applied to suggest that generalized role expectations be reconceptualized as sources of meaning or guidance that people occupying particular roles utilize to make sense of work events.
Economic Crisis
Authors: Gevorkyan Aleksandr V. 
Published: January 2015

AbstractAn economic crisis is a breakdown, of established social relations, manifested in dry economic indicators of employment, growth, and inflation. There is much theoretical research on the nature of the economic crises that is relevant to modern economic growth. The unity of pure technical, business, financial, but also political and social factors that economic crisis brings, perhaps has been one of the hardest lessons contemporary economists are relearning, in the wake of the latest economic and financial collapse trying to battle double‐digit unemployment rates and declining productive capacities. If history is any guide, the world is now set for a qualitatively new transformation in business, production methods, financial flows, and social awareness.
Family Firms
Authors: Singal Manisha 
Published: January 2015

AbstractFamily firms are the most common organization form of business in the world. They are characterized by the overlap of family, management, and ownership roles of its members. While unique advantages like increased resources in the form of family's social, financial and emotional capital and lower agency and transactions costs due to trust in family relationships are often offset by disadvantages like lack of professionalization and succession conflict in future generations, public family firms in the United States have demonstrated superior financial performance than other firms.
Financial Institutions
Authors: Becker Jochen 
Published: January 2015

Abstract

Financial Institutions are legal entities enabling the transfer of funds from subjects who provide payment surplus, so‐called capital providers, to subjects who demand payment instruments, the so‐called capital seekers. Both capital providers and capital seekers may be either natural or legal persons. The relationship between the two parties is determined by
financial contracts
that represent certain claims for current and future payments (Harris and Raviv, 1991; Hart, 1995). Hence, financial institutions can be classified into two categories based on the facilitation they provide: financial markets (see encyclopedia entry:
financial markets
) and financial intermediaries.
Global Mindset
Authors: Levy Orly , Beechler Schon , Taylor Sully , Boyacigiller Nakiye A. 
Published: January 2015

Abstract
In the past two decades, global mindset has emerged as a key individual capability and a critical source of long‐term competitive advantage of firms. There are three major perspectives on global mindset: cultural, strategic, and multidimensional, each offering a different conceptualization of global mindset. As a result, there is still a considerable confusion about the core properties of global mindset, its dimensionality, and level of analysis. Recent works attempt to reconcile the myriad approaches to global mindset, suggesting that it is a highly complex individual‐level cognitive structure characterized by cosmopolitanism and cognitive complexity. As such, global mindset involves three complementary aspects: (i) an openness to and awareness of multiple spheres of meaning and action; (ii) complex representation and articulation of cultural and strategic dynamics; and (iii) mediation and integration of ideals and actions oriented both to the global and the local. These works also suggest that global mindset leads to effective managerial action in a global context because it affects the information processing capabilities of key decision makers.
Corporate Governance Through Codes
Authors: Haxhi Ilir , Aguilera Ruth V. 
Published: January 2015

AbstractThe UK's 1992 Cadbury Report defines corporate governance (CG) as the system by which businesses are directed and controlled. CG codes are a set of best practices designed to address deficiencies in the formal contracts and institutions by suggesting prescriptions on the preferred role and composition of the board of directors, relationships with shareholders and top management, auditing and information disclosure, and the remuneration and dismissal of directors. Codes can be distinguished from other modes of regulation in that they are formally non binding, exemplified in the widely used comply‐or‐explain principle, issued by committees of experts, flexible in their application, built on the market mechanism for evaluation of deviations and evolutionary in nature.Several scholars consider the Cadbury Code (1992) as the original code, although the first code was created in 1978 in the US. Today about 90 nations worldwide have issued their own code(s). Regulating CG through codes is seen as a process, where “soft rules” for example codes, are favored over traditional “hard rules”. However, unlike “hard” law regulation, for example, Sarbanes‐Oxley Act of 2002, codes may not lead to the optimal CG; that is they merely reduce the worst corporate behavior but do not foster the best practices through strict compliance.
Incubator
Authors: Liu Kai 
Published: January 2015

Abstract
This short article starts from tracing the origin of the term incubator and explains why the term now is closely associated with the support of early stage ventures. It provides a definition for business incubator and also point out differences between incubators and science/technology parks by highlighting its exclusive focus on early stage ventures. It outlines the four key components which an incubator normally possess and also summarize the various goals of establishing an incubator from public and private sector perspective. It concludes that the past researches show business incubators are instrumental and effective in enhancing the survival rate of start‐ups.
Individualism and Collectivism
Authors: Lun Janetta , Lee Tiane 
Published: January 2015

Abstract

Individualism and collectivism (IC) are cultural constructs that illustrate the extent to which individuals are autonomous or embedded in their groups. These constructs have been used to explain a wide range of cultural differences observed in human psychology and behavior. A brief historical background and theoretical and empirical development of these constructs are discussed. The article also provides an overview of research on
IC
in organizations and management.
Information Technology
Authors: Moreno Valter , Padovani Fernando 
Published: January 2015

Abstract
Over the past decades, advances in information technology (IT) have shaped the way firms do business around the world. As they support, integrate, and optimize work and information flows inside and across organizations, IT solutions have become inextricably intertwined with almost all business practices conducted by organizational agents. In this article, we specifically address issues related to the role of IT in the management of internationalized companies. We start by defining IT and information systems (IS) and presenting some of the main research issues pertaining to their management in organizations. Next, we discuss the essential challenges faced by international companies, as far as IT is concerned. We conclude by presenting empirical results and gaps in the scholarly IS/international management literature.
Intellectual Property Rights
Authors: von Bismarck Alexandra , Berger Matthias 
Published: January 2015

Abstract
The main basis of progress in all economic fields is ideas. Ideas are generally not protectable themselves but only their expression, namely, by intellectual property (IP) rights. These rights provide their creators with exclusive rights over their work to prevent third parties from using it without permission by their creator. By granting those rights, the stimulation of the creation of new ideas and economic progress is pursued. The most important IP rights are covered by patents, industrial designs, trademarks, copyrights, and trade secrets.
Islamic Microfinance
Authors: Oseni Umar A. , Hassan M. Kabir 
Published: January 2015

Abstract
With the exponential growth in Sharī'ah‐compliant assets, which has recently surpassed a $1.7 trillion mark, there is an increasing call for the assessment of the impact of this growth on the less privileged in the society, particularly, in Muslim countries. Both the classical history and the most recent history of Islamic finance reveal elements of microfinance as the crux of the initiatives. Against this backdrop, this article examines Islamic microfinance as a major component of the global Islamic finance industry. As a value‐oriented industry guided by specific rules, the Islamic finance industry has at its core the objectives of microfinance, which represents the original value proposition of Islamic financial intermediation. While examining the key Islamic finance products that are utilized in the existing microfinance initiatives, it is argued that Islamic financial institutions should brace up to play its original role of financing microenterprises. The ethical objective of Islamic finance and the imperativeness of social responsibility are the essential values that drive the Islamic microfinance framework. The article concludes that considering the original value proposition of Islamic financial intermediation, Islamic microfinance is structured to fulfill the social and developmental expectations of the financially excluded people.
Licensing
Authors: Abhijit Roy 
Published: January 2015

Abstract

Licensing
involves a contractual agreement between a firm (the licensor) who makes a legally protected asset available to others (the licensees) in return for royalties, license fees, and other forms of compensations. The licensed asset is usually a company name, brand name, patent, trade secret, or product formulation. Special licensing arrangements can involve
contract manufacturing
, whereby the licensor provides technical specifications to a subcontractor or local manufacturer, who in turn oversees the production, or
franchising
, whereby a contract signed by a franchisor and a franchisee, which allows the later to operate a business developed by the former in return for a fee and adherence to policies and practices set by them.
Organizational Behavior
Authors: Osland Joyce , Devine Kay , Turner Marlene 
Published: January 2015

AbstractThe field of organizational behavior, its international dimensions, and the subfield of organization development (OD) are described. OD values are more congruent with some cultures' values than others, and culture influences various aspects of the planned change process. Thus, global OD initiatives and practices have to be contextualized to fit local conditions. Globalization and the needs of global organizations determined the topics that receive most attention in international organizational behavior. Examples of recent international research include studies of manager impact on employees in two regional clusters and job satisfaction. Two ongoing debates are described: whether money buys happiness in the psychological well‐being field, and whether cultural behavior and multinational enterprise practices are converging or diverging.
Paternalistic Leadership
Authors: Aycan Zeynep 
Published: January 2015

Abstract
Paternalistic leadership (PL), commonly practiced in collectivistic and high power distant cultures, refers to the hierarchical superior–subordinate relationship where the leader provides care, nurturance, and guidance to employees in their professional and personal lives in a parental manner, and, in exchange, expects loyalty and deference from the employees (Aycan, 2006). Depending on the cultural context PL may be perceived as oppressive and exploitative versus caring and empowering. Cultural and organizational contingencies may also determine the extent to which PL is associated with positive or negative organizational outcomes.
Relational Models Theory
Authors: Vodosek Markus 
Published: January 2015

Abstract
Relational models theory posits that people use four elementary relational models for generating social action; for understanding and evaluating social behavior; and for coordinating, planning, encoding, and remembering social interactions. The four models are communal sharing, authority ranking, equality matching, and market pricing. Metarelational models govern the configuration of relational models among multiple social entities such as individuals and institutions, in contrast to relational models that govern dyadic relations among individual social entities.
Social Identity
Authors: Klaus Nicola , Sackmann Sonja 
Published: January 2015

AbstractThe term “social identity” is used to refer to an individual's sense of self based on his or her actual or perceived membership in social groups, such as a company, division, work group, sports club, region, ethnic group, and so on. Through the process of social identification, individuals perceive themselves as members of those groups and attribute the characteristics typical of these groups to their self. Social identity has many implications for organizations including corporate culture, human resource management and marketing.
Stereotypes
Authors: Dietz Joerg , Kleinlogel Emmanuelle P. , Chui Celia W. S. 
Published: January 2015

AbstractStereotypes are descriptive “pictures in our heads” (Lippman, 1922) about members of other social groups, such as people of a different ethnic or national origin. Individuals can draw on stereotypes in a controlled, conscious manner (explicit stereotypes), but they are not always aware of their automatic activation (implicit stereotypes) and subsequent influence on perception. This automatic activation is also critical for the cognitive efficiency function and the prejudice justification function of stereotypes. In the international business domain, stereotypes about members of other cultures are relevant, but research on such stereotypes is comparatively sparse.
World Trade Organization (
WTO
)
Authors: Calle Maria‐Alejandra 
Published: January 2015

Abstract

The World Trade Organization (
WTO
),established in 1995 as a result of the Uruguay Round of Multilateral Trade Negotiations, is the global international organization administering the rules of international trade. These rules include, among others: the General Agreement on Tariffs and Trade (
GATT
), the General Agreement on Trade in Services (
GATS
), the Agreement on Trade Related Aspects of Intellectual Property Rights (
TRIPS
), and the Agreement on the Application of Sanitary and Phytosanitary Measures (
SPS
Agreement). With the objective of ensuring a predictable and transparent multilateral trading system, the WTO monitors the implementation of trade rules, serves as a forum for multilateral trade negotiations, administers the Trade Policy Review Mechanism (
TPRM
) and provides a mechanism for dispute settlement.

The most important challenge of the WTOup to date, remains the completion of the Doha Round of multilateral negotiations.
Strategic Use ofIT
Authors: Titah Ryad , de Guinea Ana Ortiz 
Published: January 2015

AbstractThe strategic use of information technology (IT) is critical in linking the use of IT to organizational benefits. The objective of this article is to provide a succinct overview of the research investigating the strategic use of IT in organizations. To do so, this article defines the concept of strategic use of IT and summarizes the three main theoretical perspectives from which strategic IT use has been investigated. First, the traditional microeconomic perspective, which analyzes the strategic use of IT according to five industry forces and the value chain activities of a given firm. Second, the resource‐based view of the firm, which emphasizes that the use of IT can only lead to competitive advantage when complemented with other critical resources to create rare, valuable, and inimitable resources. Third, the dynamic capability perspective, grounded in Schumpeterian economics, which highlights that the strategic use of IT should serve to enhance the capability of a firm to reconfigure its competencies to rapidly respond to changing business conditions. The article ends with a brief discussion on future avenues for research.
Enterprise Systems
Authors: Amrani Redouane E.L. , Truex Duane 
Published: January 2015

Abstract

The purpose of this article is to present the main issues related to Enterprise Systems (ES). These systems manage large volumes of transactions and offer information sharing across functional processes and between organizational layers. However, they continue to be associated with organizational transformation and offer significant challenges to organizations. To overcome common issues and provide enduring value, we present the role of a new organizational structure called
Enterprise System Competency Center
.