Suchergebnisse

This article studies the influence of the institutional environment on Chinese enterprises' selection of entry mode for overseas investment from three dimensions: regulation, normalisation and imitation mechanisms. The results show that the regulation mechanism has a significant influence on the choice of mode of entry for overseas investment. Chinese enterprises tend to make investments in the form of acquisitions and wholly-owned subsidiaries in countries with sound policies, laws and formal institutional factors. The normalisation mechanism takes into consideration the influence of informal institutional factors including cultural distance mainly through adjustment of ownership mode. The greater the cultural distance between the host country and China, the higher the possibility that Chinese enterprises will opt for the joint venture mode of entry. The imitation mechanism takes into account the degree of integration between parent and subsidiary companies. Chinese enterprises which are highly integrated are likely to enter the local market via greenfield investment. Unlike the transnational enterprises of many developed countries, international experience has no significant impact on Chinese enterprises' choice of mode of entry for overseas investment. (CIJ/GIGA)

PurposeThis study aims to examine how supervisor bottom-line mentality (BLM) influences subordinate unethical pro-organizational behavior (UPB), considering the mediating role of subordinate moral disengagement and the moderating role of their power-distance orientation.Design/methodology/approachThe theoretical model was tested using two-wave data collected from employees of five firms in southern China.FindingsSubordinate moral disengagement was found to mediate the positive relationship between supervisor BLM and subordinate UPB. Furthermore, for subordinates with high power-distance orientation, the positive relationship between supervisor BLM and subordinate moral disengagement and the indirect positive relationship between supervisor BLM and subordinate UPB were both strengthened.Practical implicationsFirst, organizations should train their employees to pursue goals ethically based on established standards and policies for acceptable behavior and to punish UPB. Second, organizations should strengthen employees' ethics and reduce their likelihood of moral disengagement. Finally, organizations should create an environment that allows subordinates to question their supervisors' BLM.Originality/valueFirst, the results demonstrate that supervisor BLM is an antecedent of subordinate UPB. Second, the study sheds important new light on how employees respond to supervisor BLM through cognitive processes. Third, it examines the moderating role of subordinate power-distance orientation between supervisor BLM, moral disengagement and UPB.

"In diesem Beitrag wird die oftmals Porter zugeschriebene These untersucht, dass sich Cluster mit hochgradig kooperativen Netzwerken und etablierten lokalen Lieferketten durch ein hohes Maß an Leistung auszeichnen. Ebenso wird die These untersucht, dass die hohe Leistung eines Clusters nicht mit dem industriellen Sektor verknüpft ist. Anhand der Daten einer Studie des britischen Department of Trade and Industry (DTI) über Cluster in Großbritannien wird die Auswirkung der Cluster-Tiefe, des Entwicklungsstands der lokalen Lieferketten und des industriellen Sektors auf die Leistung (Anstieg des Beschäftigungsniveaus und internationale Wettbewerbsfähigkeit) untersucht. Die Ergebnisse der Analyse der DTI-Daten über Cluster liefern keine überzeugenden Belege für die Thesen nach Art Porters zur Cluster-Politik. Zwar besteht ein Zusammenhang zwischen etablierten Clustern und Beschäftigungswachstum, aber keine Verbindung zwischen tiefen Clustern und Beschäftigungswachstum oder internationaler Wettbewerbsfähigkeit. Außerdem ist hohe Leistung bei Clustern in den Sektoren des Dienstleistungswesens, der Medien sowie der Computer- und Biotechnologie wahrscheinlicher als bei Clustern des Produktionswesens. Die wichtigsten politischen Konsequenzen dieser Ergebnisse werden unter Berücksichtigung der Literatur über die Bedeutung regionaler, nationaler und internationaler Netzwerke für die Leistungsfähigkeit von Clustern erörtert." (Autorenreferat, IAB-Doku)

Purpose
The purpose of this study is to investigate the relationship between supervisor bottom-line mentality (BLM) and employee work-to-family conflict (WFC) through employee psychological detachment, and the moderating role of employee trait optimism.


Design/methodology/approach
The research model was empirically tested using a sample of 225 two-wave data gathered from five Chinese companies.


Findings
The results revealed that employee psychological detachment mediated the impact of supervisor BLM on employee WFC. Moreover, employee trait optimism buffered the negative relationship between supervisor BLM and employee psychological detachment and the indirect effect of supervisor BLM on employee WFC through employee psychological detachment.


Practical implications
Supervisors should pay more attention to the spillover effect of supervisor BLM on employees' family life and take some training measures to help employees effectively psychological detach from supervisor BLM.


Originality/value
The findings, therefore, provide a more comprehensive understanding of the adverse effects of supervisor BLM beyond the work domain and the buffering role of employee trait optimism on work–family intervention.