Autonomy, Procedural Justice, and Information Systems Planning Effectiveness in Multinational Firms

Job characteristics and procedural justice theories offer an avenue through which to better understand information systems planning effectiveness in multinational firms. The first theory suggests that greater autonomy leads to greater perceptions of fair treatment, and the second suggests that perceptions of fair treatment lead to greater commitment and performance. A postal survey of 131 chief information officers of U.S. subsidiaries of multinational firms collected data to test hypotheses based on the theory. Data analysis revealed that autonomy for IS planning significantly predicted feelings of procedural justice, and procedural justice predicted IS planning with greater effectiveness. These findings not only lend support to the theories but, more importantly, also suggest that parent managers consider delegating greater planning autonomy to the managers of their foreign subsidiaries

MNC Organizational Form and Subsidiary Motivation Problems: Controlling Intervention Hazards in the Network MNC

The MNC literature treats the (parent) HQ as entirely benevolent with respect to their perceived and actual intentions when they intervene at lower levels of the MNC. However, HQ may intervene in subsidiaries in ways that demotivate subsidiary employees and managers (and therefore harm value-creation). This may happen even if such intervention is benevolent in its intentions. We argue that the movement away from more traditional hierarchical forms of the MNC and towards network MNCs placed in more dynamic environments gives rise to more occasions for potentially harmful intervention by HQ. Network MNCs should therefore be particularly careful to anticipate and take precautions against "intervention hazards". Following earlier research, we point to the role of normative integration and procedural justice, but argue that they also serve to control harmful HQ intervention (and not just subsidiary opportunism). (authors' abstract

Control in Multidivisional Firms: Levels Issues and Internal Differentiation.

Most large corporations are organized as multidivisional firms, consisting of a corporate headquarters and a number of semi-autonomous business units. The control of business units is crucial for the success of business units as well as the firm as a whole. In deciding on the appropriate control mechanisms both corporate factors and business level factors need to be taken into account. The multilevel nature of control and the complexities of using different styles of control within one multidivisional firm are the central topics of the dissertation.

What Do We Know About Corporate Headquarters? A Review, Integration, and Research Agenda

During the past five decades, scholars have studied the corporate headquarters (CHQ) – the multidivisional firm’s central organizational unit. The purpose of this article is to review the diverse and fragmented literature on the CHQ and to identify the variables of interest, the dominant relationships, and the contributions. We integrate, for the first time, the existing knowledge of the CHQ into an organizing framework. Based on a synthesis of the literature, we identify major shortcomings and gaps, and present an agenda for future research that contributes to our understanding of the CHQ and the multidivisional firm

The Political Economy of Commercial Arbitration: The Corporatization of U.S. Arbitration Law

Arbitration is not just about economic and business efficiency, as its advocates argue, reducing the costs and delays associated with litigation. As I shall illustrate in this thesis, corporations have used arbitration reform as a means of restructuring the regulatory state in ways that suit their interests. Drawing on the legislative history of the Federal Arbitration Act, as well as on documents detailing the rise of the corporate arbitration lobby, I show how corporations have used arbitration reform as a means of enacting conservative political change by non-political means. This corporate legal mobilization is animated by a libertarian conception of private law in which government plays a minimal role in the oversight of business disputes. The dissertation traces the development of this corporate arbitration movement and shows how it is actively reshaping arbitration law to protect the freedom of enterprise from outward challenge or encroachment, with important implications for the states ability to monitor and govern corporate behavior

Opening Pandora's Box: Everything We (Do Not) Know About the Global Strategy

Global strategy research is rapidly increasing in quantity but is found in divergent literature and disciplines. Now is the time to offer a comprehensive review that identifies, synthesizes, and integrates previous research and highlights knowledge gaps and the way forward. This methodical literature search helped to identify 338 articles in the Web of Science database published until 2018. Using a systematic and in-depth content analysis using bibliometric techniques, the authors reviewed the articles and identified the main theories used and the methodological guidelines in these articles. This review helps to identify significant knowledge gaps in terms of theoretical orientation and core content. The main contributions of this paper are to outline and summarize a multilevel analysis of emerging global strategy literature, integrate and extract potential theoretical contributions in this field, and indicate directions for future research.info:eu-repo/semantics/publishedVersio

Completing the adaptive turn: An integrative view of strategy implementation

Based on our review of the past forty years of strategy implementation research, we find that the focus of the research area has moved from the pioneering structural control view to a more adaptive conception of strategy implementation. While early research focused mainly on how to conceptualize strategy implementation plans and how to establish optimal structures, systems, incentives, and controls for strategy implementation, the adaptive turn has shifted the research emphasis on to how organizations make sense of and enact strategies in practice. Although this adaptive turn has contributed significantly to understanding how strategies are implemented and adapted, it has also led to a further fragmentation of the field. We put forward an integrative view that aims at combining the distinctive strengths of the two complementary views. Instead of focusing either on conceptualizing or on enacting, we call for researchers to examine the continuous interplay of conceptualizing and enacting strategies at multiple hierarchical levels and in multiple organizational units simultaneously. We hope that our review will inspire future strategy implementation research to complete the adaptive turn through an enhanced, integrative view of strategy implementation

Lifecycles of Competition Systems: Explaining Variation in the Implementation of New Regimes

The aim of the study was to investigate the crimes and punishments that were commonly occurring between the years 1601-1651, and how the distribution was between men and women represented in the court in district Sjuhundra and Njurunda district. To answer these questions, a quantitative examination of court records conducted in which the crimes and punishments have been categorized. The results that have emerged have been the basis for the conclusions issued in the essay. The results showed that the most common target types were various civil and propertycase and the most common punishments were sentenced to fines and settlements. It was predominantly men who were in the court, the proportion of women was between 13-22%. The conclusion is that men were increasingly confronted with the court than the women and the crimes and punishments in comparison to the two districts were relatively equal

Organizational environment best practices: Empirical evidence from the UAE

The present study is a modest attempt to bridge the gap between the rich western theories and the under-researched eastern contexts, namely UAE and to deeply explore the organizational practices and the quality of work-life using the Status-Certainty-Autonomy-Relatedness-Fairness (SCARF) construct. In this study, we first present the five core values that make up the SCARF model. This model is then used as the research lens for studying organizational practices. Data were collected using semi-structured interviews relating to the perceptions of nine managers from seven organizations. The data were analyzed and discussed qualitatively using an explanatory matrix with the assistance of a qualitative data analysis (QDA) computer software package, called NVIVO software Version 9. We examined the effectiveness of these five values empirically to gain insight into organizational practices in the context of the UAE. An explanatory matrix emerged from the data that gives deep insights into organizational practices and to provide a structured explanation on these prevailing practices. The matrix also serves as the foundation of a theoretical model that could be used in future research to assess the quality of organizational practices. The study may be considered the first in the UAE to discuss workplace practices and the quality of work life. The main contribution of this study was the use of the SCARF model to investigate organizational practices and the use of dimensional analysis to derive and construct a theoretical model