Browsing by Subject "PREM2018_06"

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  • Kumar Paras, Manoj; Ekwall, Daniel; Pal, Rudrajeet; Curteza, Antonela; Chen, Yan; Wang, Lichuan (2018)
    The present paper aims to explore the current clothes reuse business in order to develop a charity-driven model for the reuse-based clothing value chain. An exploratory study was carried out in Sweden to understand the business flow of clothes reuse. This study builds on the insights gained from the multiple charities involved in the reuse-based clothing value chain. Semi-structured interviews along with direct and participatory observation were used for data collection. In the current study of Swedish charities, the founders and senior managers of the organizations were interviewed. This paper provides several insights in the form of propositions and a model related to different drivers of the reuse-based clothing value chain. In this model, business factors (system, legislation, and awareness), product factors (design, quality, and price), and consumer attitude as donor/buyer are found to be key drivers. Product design, quality, and price depend upon clothes brand, construction, and material, which are collectively important for the sale of used products. In the future, researchers are encouraged to test the present set of propositions and the proposed model across different cultural settings. The model can serve as a framework for practitioners and will be helpful for designing business strategies based on the different factors identified in this study
  • Khoreva, Violetta; Wechtler, Heidi (2018)
  • Bae, Hee-Sung; Grant, David B. (2018)
    This paper presents an empirical study of the effect of organisational culture and learning capability factors on environmental collaboration and performance in green supply chains. A conceptual model and variables were derived from organisational culture, learning, and collaboration theory and tested with Korean exporting firms. Learning capability was found to positively affect environmental collaboration as staff behaviour, attitudes and learning about environmental practices in a focal firm can be increased from suppliers and customers and then disseminated internally. Further, environmental collaboration was found to positively affect environmental performance due to a focal firm sharing these learned capabilities about the environment with other supply chain partners. However, organisational culture was not found to positively affect environmental collaboration. The findings suggest firms can improve environmental capabilities and performance through shared learning with supply chain partners and ensuring they are internally disseminated in the focal organisation.
  • Haga, Jesper Per Alexander; Ittonen, Kim; Tronnes, Per Christen; Wong, Leon (2018)
    We argue that managers’ choice to manage earnings depends on the trade-off in the present value of expected future net benefits associated with that choice. Specifically, we examine if discount rates are associated with the likelihood that managers engage in earnings management to meet or beat various earnings targets. We find that discount rates are positively associated with income-increasing earnings management. This means that managers increase both accrual-based and real earnings management when discount rates are higher. However, the economic magnitude of this association is relatively moderate.
  • Vesa, Mikko; den Hond, Frank; Harviainen, J. Tuomas (2018)
    In terms of reversal theory, both dominant and alternative explanations of the initiation of organizational wrongdoing assume that its perpetrators act in a telic state of mind. This leaves us with explanations that are insufficiently appreciative of the agent’s experience. The human mind can be creative and imaginative, too, and people can fully immerse in their activity. We suggest that the paratelic state of mind is relevant for the phenomenological understanding of the initiation of original, creative, daring courses of action, and that the paratelic state of mind may originate courses of action that social control agents, at a later moment in time, may label as organizational wrongdoing. Our proposal is especially relevant when organizational agents are on a course of exploration, facing uncertainty, complexity, and unavailability of information.
  • Laakso, Mikael; Polonioli, Andrea (2018)
    The current state of open access to journal publications within research areas belonging to the humanities has received relatively little research attention. This study provides a detailed mapping of the bibliometric state of open access to journal publications among ethicists, taking into account not only open access publishing in journals directly, but also where and in what form ethicists make their journal articles available elsewhere on the web. As part of the study 297 ethicists affiliated with top-ranking philosophy departments were identified and their journal publication information for the years 2010–2015 were recorded (1682 unique articles). The journal articles were then queried for through Google Scholar in order to establish open access status (web locations, document versions) of each publication record. Publication records belonging to the 20 most frequently used journal outlets (subset of 597 unique articles) were put under closer inspection with regards to alignment with publisher copyright restrictions as well as measuring unused potential to share articles. The results show that slightly over half of recent journal publications are available to read for free. PhilPapers and academic social networks (Academia.edu and ResearchGate) were found to be key platforms for research dissemination in ethics research. The representation of institutional repositories as providers of access was found to be weak, receiving the second lowest frequency rating among the eight discrete web location categories. Further, the study reveals that ethicists are at the same time prone to copyright infringement and undersharing their scholarly work.
  • Salin, Denise; Cowan, Renee L.; Adewumi, Oluwakemi; Apospori, Eleni; Bochantin, Jaime; D'Cruz, Premilla; Djurkovic, Nikola; Durniat, Katarzyna; Escartín, Jordi; Guo, Jing; Isik, Idil; Koeszegi, Sabine T.; McCormack, Darcy; Monserrat, Silvia Inés; Olivas-Luján, Miguel R.; Zedlacher, Eva (2018)
    The aim of this study was to analyze Human Resource Professionals’ reflections on the prevention of and intervention in workplace bullying across different countries. More specifically, the study sought to identify what actions were, in the experience of human resource professionals, best to prevent and intervene in bullying and uncover organizations’ motives for engaging in such work. The study was conducted through semi-structured interviews (n = 214) in 14 different countries/regions, representing all continents and all GLOBE cultural clusters. Qualitative content analysis was performed to analyze the material. The findings indicate that bullying was largely conceptualized as a productivity and cost issue, and that was largely driving efforts to counter bullying. Training and policies were highlighted as preferred means to prevent bullying across countries. In contrast, there were large national differences in terms of preferences for either disciplinary or reconciliatory approaches to intervene in bullying. This study advances our understanding of what human resource professionals consider preferred ways of managing workplace bullying, and adds to our understanding of cross-national differences and similarities in views of this phenomenon. As such, the results are of relevance to both practitioners and scholars.
  • Ehrnrooth, Mats; Björkman, Ingmar; Mäkelä, Kristiina; Smale, Adam; Sumelius, Jennie; Taimitarha, Susanna (2018-03-24)
    How to manage talent effectively is a key question in organisations. Yet we still know relatively little about talent's psychological reactions to their exclusive status. Based on psychological contract theory and research on status, this study analyses a sample of 321 employees identified as talent by their organisations, only some of whom were aware of their exclusive talent status. The results provide evidence that talent status awareness moderates the relationship between a range of employer inducements and talent obligations, such that it increases the importance of some inducements while diminishing that of others. The study contributes to the talent management literature by isolating specific effects of talent status awareness and calling into question extant evidence of its direct positive effects on talent attitudes. The findings also have implications for talent status communication, talent management, and future theorising of talent reactions to their exclusive status.