Author: Yasunari TamadaPublisher:
ISBN:
Category :
Languages : en
Pages : 176
Book Description
Three Essays in Managerial Career Concern and Organization Theory
Author: Yasunari TamadaThree Essays on Organizational Politics, Search, and Learning
Author: Scott Cohn GanzPublisher:
ISBN:
Category :
Languages : en
Pages :
Book Description
My dissertation consists of three papers that develop new theory at the nexus of organizational politics and organization learning. Each paper attempts to integrate the disparate approaches to group decision-making in organizational theory and political economics. The first paper examines how preference conflict in organizations impacts the likelihood that organizations will learn about the performance of existing policies prior to making changes to organizational strategy. The second paper looks at how career concerns of managers inside of organizations impact the character and informativeness of offline experimentation. The third paper uses existing theory on delegation and informational influence in political economics to better understand how social movements utilize policy expertise to get access to the political process.
Three Essays of Firm Productivity, Technology Spillovers, and Foreign Direct Investment
Author: Feng LiangThree Essays on Management and Organization
Author: Bryan HongPublisher:
ISBN:
Category :
Languages : en
Pages : 72
Book Description
This dissertation examines how managers influence firm behavior and performance. Managers play an important role in the performance and activities of firms, given their decision-making role within organizations. I conduct three separate empirical analyses examining specific factors that influence the impact that managers have on firm behavior and performance. The first chapter investigates the following question: How does the performance impact of supervisor changes differ across levels in a hierarchy? In my results, I find that supervisor changes at higher levels result in more severe performance declines relative to lower levels in the hierarchy, even when accounting for differences in span of control. The findings suggest that reassignment and turnover of managers at higher levels may be more costly for firms, independent of their ability and other individual characteristics. The second chapter examines the following: What is the effect of replacing experienced managers with rookie managers on firm performance? And, how does this change if they are instead replaced with experienced managers? At the individual store level, I observe the behavior and performance effects of management changes when successors are newly promoted store managers, and compare this to changes where successors are experienced store managers that are reassigned. In my results, newly promoted store managers systematically cut costs that briefly lead to profit increases, but ultimately result in profit declines in subsequent months. By contrast, successors that have prior experience as a manager do not make any changes observable in my data, and I find no evidence of performance changes. These findings suggest that inexperienced managers within firms may engage in well-intentioned behavior that may be costly for firms, at least in the short run. However, managerial experience may reduce the likelihood that the same costly behavior is repeated. The results shed additional insight into how managerial experience may matter for performance, and provide a tangible estimate of the performance costs of being a rookie manager. In the final essay, I investigate the influence of top managers on corporate social responsibility (CSR). A growing body of literature suggests that individual managers may play a critical role in determining corporate social responsibility (CSR) activities. However, attempts to quantitatively measure the individual influence managers have on CSR face significant empirical challenges. Estimation methods unable to adequately control for firm-specific factors influencing CSR are likely to overstate the importance of individual managers in their findings. To address these concerns, I use an identification approach allowing for the simultaneous estimation of manager and firm fixed effects, and provide quantitative estimates of the degree to which individual managers might influence CSR. The results suggest that managers do exert some degree of individual influence on CSR outside of firm-specific factors, but that the magnitude of their effect is relatively small. Also, when managers switch firms, I find no evidence of a relationship between their influence on CSR in their first and second firm, suggesting that managers do not exert a persistent influence on CSR independent of the firm where they are employed.
American Doctoral Dissertations
Author: Publisher:
ISBN:
Category : Dissertation abstracts
Languages : en
Pages : 776
Book Description
The Oxford Handbook of Talent Management
Author: David G CollingsPublisher: Oxford University Press
ISBN: 0191075833
Category : Business & Economics
Languages : en
Pages : 584
Book Description
The Oxford Handbook of Talent Management offers academic researchers, advanced postgraduate students, and reflective practitioners a state-of-the-art overview of the key themes, topics, and debates in talent management. The Handbook is designed with a multi-disciplinary perspective in mind and draws upon perspectives from, inter alia, human resource management, psychology, and strategy to chart the topography of the area of talent management and to establish the base of knowledge in the field. Furthermore, each chapter concludes by identifying key gaps in our understanding of the area of focus. The Handbook is ambitious in its scope, with 28 chapters structured around five sections. These include the context of talent management, talent and performance, talent teams and networks, managing talent flows, and contemporary issues in talent management. Each chapter is written by a leading international scholar in the area and thus the volume represents the authoritative reference for anyone working in the area of talent management.
Journal of Economic Literature
Author: The Encyclopedia of Human Resource Management, Volume 3
Author: William J. RothwellPublisher: John Wiley & Sons
ISBN: 1118189736
Category : Business & Economics
Languages : en
Pages : 463
Book Description
The three volumes in The Encyclopedia of Human Resource Management offer a comprehensive review of the essential issues and most important information available on the topic. Each volume in the encyclopedia contains contributions from some of the most celebrated names in the field of human resource management (HRM) and addresses the myriad challenges faced by today's human resource professionals. Volume 3 highlights three main topics HR professionals have identified as critical issues in today's workplace: Leadership and Learning; Strategy and Measurement; and The Evolution of Human Resources. Many of the articles in this volume provide an in-depth discussion of a current human resource topic while others introduce a new way of approaching a familiar HR challenge. Each article is designed to stimulate critical thinking and reflection. The topics covered include: Best Practices in Leadership Development; Leadership is Going Global; Web 2.0 Applications in Corporate Training; The Social Construction of Productive Organizations; Leadership Versatility; Strategy and Measurement; Strategic Business Partner Role; Human Resource Metrics; The HR Transition to Strategic Partner; Workplace Bullying; Lost Wisdom, Lost ROI; The Role of HR in Fostering Innovation in Organizations; Closing Critical Skills Gaps; Employee Engagement and Corporate Social Responsibility; The Implications of Situational Strength for HRM; and more. The Encyclopedia of Human Resource Management gives human resource professionals the knowledge, information, and tools needed to implement the best practices in the field.
Personnel Literature
Author: United States. Office of Personnel Management. LibraryPublisher:
ISBN:
Category : Civil service
Languages : en
Pages : 620
Book Description
The Oxford Handbook of Professional Service Firms
Author: Laura EmpsonPublisher: Oxford University Press, USA
ISBN: 0199682399
Category : Business & Economics
Languages : en
Pages : 561
Book Description
The Oxford Handbook of Professional Service Firms discusses firms providing services in the traditional professions such as law, accounting, and architecture as well as newer sectors such as, management consulting, advertising, and engineering. It provides a critical overview of contemporary research on PSFs, and suggests avenues of future inquiry.