Report a review of the concepts and definitions of the various forms of relational contracting

Partnering has been defined in many ways. It can be considered as an individual project mechanism or can be considered as a long term strategy. Alliancing is normally assumed to be a long term business strategy linking together client, contractor and supply chain. Relational contracting goes further than this and brings in the whole philosophy of the value chain and the linking of the interdependent parts within the construction project as a key business objective. This document aims to review existing definitions of these three concepts and present and overview of the current state of-the-art in terms of their use and implementation. The document should be useful for all of those project team members looking to sharpen their understanding of the various concepts and will also provide a platform for debating the current state of the definitions and implementations being used in Main Roads and Public Works Departments

Happiness, Social Preferences and Economic Policy

Two recent research branches have called into question the hypothesis that the economic subject is rational and egoist, that is to say, that his/her sole objective is to maximize his/her own personal material interests. In the first place, the literature on the so-called happiness paradox has seriously put in question the given, widely diffused not only in the doctrine but also in the common perception, that a higher level of material welfare necessarily leads to a greater level of personal well being or happiness, on an individual level but even more so on a collective one. In the second place, experimental economics has produced a wealth of results that, vice versa, confirm something that the common sense and the personal observation of many had already suspected: economic subjects do not all and not always pursue exclusively the maximization of their own personal interests. This work critically discusses these two approaches and analyzes their interesting implications in economic policy

Understanding and Managing Behavioural Risks -The Case of Food Risks Caused by Malpractice in Poultry Production

The probability that actors in economic relationships break rules increases with the profits they thus expect to earn. It decreases with the probability and level of short- and long-term losses resulting from disclosure. It also decreases with the level of social context factors and intrinsic values which shield actors from yielding to economic temptations. This paper assesses the relative merits of various scientific approaches concerned with risks in economic relationships and outlines their contribution to the study of opportunistic rule-breaking. Since the identification of (misdirected) economic incentives faced by firms and individuals represents the starting point for a systematic analysis of opportunism in any field, we also outline a microeconomic approach that systematically provides this crucial information. The approach is applied to the problem of food quality and safety threatened by opportunistic malpractice of food business operators. Its essentials are illustrated through a study which systematically searches for the temptations to break production-related rules in the poultry industries.asymmetric information, control theories, economic misconduct, game theory, moral hazard, principal-agent model, opportunism, protective factors, relational risks, Food Consumption/Nutrition/Food Safety, A13, K32, K42,

Incentives, job satisfaction and performance: empirical evidence in italian social enterprises

The paper offers a contribution to the understanding of the relations between incentives, satisfaction and performance of employees in social enterprises. It starts by criticizing the general hypotheses of the principal-agent theory and especially that employee satisfaction is determined exclusively by the level of salary received. These criticisms are explained both by looking to the organizational definition of job satisfaction by Locke and by taking a behavioural economics perspective. Job satisfaction is thus assumed to derive from a composed mix of incentives received on the job, equity perceived and employee motivations. It is no longer possible to assume that the wage is the sole (not even the most important) variable influencing worker performance. This claim is especially valid in social enterprises, where worker performance is difficult to monitor and evaluate, while high intrinsic motivations can better explain job satisfaction. The empirical analysis helps to shed light on the determinants of job satisfaction and individual performance. Data was collected on 4,134 employees working in 320 Italian social cooperatives. The paper introduces the methodologies of categorical principal components analysis, factor analysis, and Rasch models to group the items of intrinsic and extrinsic satisfaction, motivations and fairness. The data was then analysed by means of linear regression where the dependent variables are not only the stated degree of job satisfaction, but also satisfaction with extrinsic and intrinsic aspects of the job. The models come to demonstrate the particular relevance of employee motivations and fairness perceived in explaining job satisfaction and its sub-dimensions. Furthermore, organizational perceptions and the work environment are found to be significant as are individual perceptions and motivations.

Job performance and job satisfaction: an integrated survey

The empirical evidence from the econometrics of self-reported job satisfaction and from organisational psychology on job performance confronts economic theory with some puzzling results. Job performance is found to be positively correlated with job satisfaction, whereas effort is assumed to be a disutility in the theory. Economic incentives are not found to be the main motivations of job performance; in some cases, indeed, they are even counterproductive. Interest in the job is found to account better for job satisfaction. This paper proposes an integrated approach to these issues by (i) conducting an interdisciplinary critical survey, (ii) proposing a simple economic framework within which to explain the puzzles. The key idea behind this framework is that intrinsic motivations and self-esteem help explain both job satisfaction and job performance. The employer can thus adopt other, more friendly actions, besides using incentives and controls to enhance performance by employees.job performance, job satisfaction, intrinsic motivations

The Use of Online Panel Data in Management Research: A Review and Recommendations

Management scholars have long depended on convenience samples to conduct research involving human participants. However, the past decade has seen an emergence of a new convenience sample: online panels and online panel participants. The data these participants provide—online panel data (OPD)—has been embraced by many management scholars owing to the numerous benefits it provides over “traditional” convenience samples. Despite those advantages, OPD has not been warmly received by all. Currently, there is a divide in the field over the appropriateness of OPD in management scholarship. Our review takes aim at the divide with the goal of providing a common understanding of OPD and its utility and providing recommendations regarding when and how to use OPD and how and where to publish it. To accomplish these goals, we inventoried and reviewed OPD use across 13 management journals spanning 2006 to 2017. Our search resulted in 804 OPD-based studies across 439 articles. Notably, our search also identified 26 online panel platforms (“brokers”) used to connect researchers with online panel participants. Importantly, we offer specific guidance to authors, reviewers, and editors, having implications for both micro and macro management scholars

Sharing Economy Last Mile Delivery: Three Essays Addressing Operational Challenges, Customer Expectations, and Supply Uncertainty

Last mile delivery has become a critical competitive dimension facing retail supply chains. At the same time, the emergence of sharing economy platforms has introduced unique operational challenges and benefits that enable and inhibit retailers’ last mile delivery goals. This dissertation investigates key challenges faced by crowdshipping platforms used in last mile delivery related to crowdsourced delivery drivers, driver-customer interaction, and customer expectations. We investigate the research questions of this dissertation through a multi-method design approach, complementing a rich archival dataset comprised of several million orders retrieved from a Fortune 100 retail crowdshipping platform, with scenario-based experiments. Specifically, the first study analyzes the impact of delivery task remuneration and operational characteristics that impact drivers’ pre-task, task, and post-task behaviors. We found that monetary incentives are not the sole factor influencing drivers’ behaviors. Drivers also consider the operational characteristics of the task when accepting, performing, and evaluating a delivery task. The second study examines a driver’s learning experience relative to a delivery task and the context where it takes place. Results show the positive impact of driver familiarity on delivery time performance, and that learning enhances the positive effect. Finally, the third study focuses on how delivery performance shape customers’ experience and future engagement with the retailer, examining important contingency factors in these relationships. Findings support the notion that consumers time-related expectations on the last mile delivery service influence their perceptions of the delivery performance, and their repurchase behaviors. Overall, this dissertation provides new insights in this emerging field that advance theory and practice

Sharing Economy Last Mile Delivery: Three Essays Addressing Operational Challenges, Customer Expectations, and Supply Uncertainty

Last mile delivery has become a critical competitive dimension facing retail supply chains. At the same time, the emergence of sharing economy platforms has introduced unique operational challenges and benefits that enable and inhibit retailers’ last mile delivery goals. This dissertation investigates key challenges faced by crowdshipping platforms used in last mile delivery related to crowdsourced delivery drivers, driver-customer interaction, and customer expectations. We investigate the research questions of this dissertation through a multi-method design approach, complementing a rich archival dataset comprised of several million orders retrieved from a Fortune 100 retail crowdshipping platform, with scenario-based experiments. Specifically, the first study analyzes the impact of delivery task remuneration and operational characteristics that impact drivers’ pre-task, task, and post-task behaviors. We found that monetary incentives are not the sole factor influencing drivers’ behaviors. Drivers also consider the operational characteristics of the task when accepting, performing, and evaluating a delivery task. The second study examines a driver’s learning experience relative to a delivery task and the context where it takes place. Results show the positive impact of driver familiarity on delivery time performance, and that learning enhances the positive effect. Finally, the third study focuses on how delivery performance shape customers’ experience and future engagement with the retailer, examining important contingency factors in these relationships. Findings support the notion that consumers time-related expectations on the last mile delivery service influence their perceptions of the delivery performance, and their repurchase behaviors. Overall, this dissertation provides new insights in this emerging field that advance theory and practice

Behavioral assumptions and management ability

The paper explores the consequences that relying on different behavioral assumptions in training managers may have on their future performance. We argue that training with an emphasis on the standard assumptions used in economics (rationality and self-interest) is good for technical posts but may also lead future managers to rely excessively on rational and explicit safeguarding, crowding out instinctive relational heuristics and signaling a “bad” human type to potential partners. In contrast, human assumptions used in management theories, because of their diverse, implicit and even contradictory nature, do not conflict with the innate set of cooperative tools and may provide a good training ground for such tools. We present tentative confirmatory evidence by examining how the weight given to behavioral assumptions in the core courses of the top 100 business schools influences the average salaries of their MBA graduates. Controlling for the self-selected average quality of their students and some other schools’ characteristics, average salaries are seen to be significantly greater for schools whose core MBA courses contain a higher proportion of management courses as opposed to courses based on economics or technical disciplines.Evolutionary psychology, economics, management, relational heuristics, rationality, self-interest.