Board composition, process, and activism: evidence within American firms

This study provided an empirical test of the effects of compositional and process variables on board activism. The attributes examined were functional area knowledge, independence, duality, and effort norms. The findings from this study provided support for the positive relationships between both functional area knowledge and effort norms and board activism. The strong relationship between effort norms and activism indicates the importance of process variables in board research and the need for additional research using process variables in a board context giving further insight into board activism and governance. Additionally, the relationship between functional area knowledge and board activism highlights how boards ability to meet cognitive demands is critical in board performance. These results as well as future research directions are examined in the discussion.board activism, board governance, board attributes, strategic management.

Moving beyond initial success: Promoting innovation in small businesses through high-performance work practices

After firms experience initial success, leaders frequently turn their attention toward producing and selling their products or services more efficiently, likely at the expense of ongoing innovation. This seemingly prudent decision may unintentionally lead firms to become one-hit wonders, effectively limiting their potential success over time. To help prevent a firm\u27s early success from being its only success, small business executives should adopt practices that promote innovation yet don\u27t come at substantial cost given limited financial resources. Focusing on the positive influences of ability, commitment, and feedback, we propose a system of high-performance work practices (HPWPs) as an economical means of encouraging innovative behavior that allows for efficiency without losing an emphasis on creativity and entrepreneurial action. This article outlines and discusses nine specific HPWPs targeted for smaller businesses that are expected to promote and fully realize the potential of employees as the driving force for innovation and sustained success

The mitigating effects of core self-evaluations in uncertain environments

Purpose – The purpose of this paper is to examine the impact of core self-evaluations (CSE) and change uncertainty on job satisfaction and turnover intentions within the context of an organizational change. Because individuals high in CSE are expected to be able to cope better with uncertainty, the authors also tested the mitigating effect of CSE on the change uncertainty-attitude relationships. Design/methodology/approach – Surveys were completed and returned by 398 employees in the midst of a merger containing measures of CSE, change uncertainty, job satisfaction, and turnover intentions. The survey was voluntary and administered cross-sectionally. Findings – Change uncertainty was found to negatively influence job satisfaction and positively influence turnover intentions. Additionally, CSE positively impacted job satisfaction and negatively impacted turnover intentions. High CSE was also found to minimize the negative impact of examined change uncertainty-job attitude relationships. Research limitations/implications – The research has implications for the role of CSE in attitude formation within a change context and adds to existing literature supporting the detrimental effects of change uncertainty on job attitudes. Also, the study provided evidence of how CSE interacts with change uncertainty reducing the detrimental impact on job attitudes. Future research should continue to examine the role of CSE in the way employees react to other change-related stressors. Originality/value – The relationships among change uncertainty, CSE, and job attitudes were explored through a theoretical lens and tested empirically using employees in the midst of an organizational change

The mitigating effects of core self-evaluations in uncertain environments

Purpose – The purpose of this paper is to examine the impact of core self-evaluations (CSE) and change uncertainty on job satisfaction and turnover intentions within the context of an organizational change. Because individuals high in CSE are expected to be able to cope better with uncertainty, the authors also tested the mitigating effect of CSE on the change uncertainty-attitude relationships. Design/methodology/approach – Surveys were completed and returned by 398 employees in the midst of a merger containing measures of CSE, change uncertainty, job satisfaction, and turnover intentions. The survey was voluntary and administered cross-sectionally. Findings – Change uncertainty was found to negatively influence job satisfaction and positively influence turnover intentions. Additionally, CSE positively impacted job satisfaction and negatively impacted turnover intentions. High CSE was also found to minimize the negative impact of examined change uncertainty-job attitude relationships. Research limitations/implications – The research has implications for the role of CSE in attitude formation within a change context and adds to existing literature supporting the detrimental effects of change uncertainty on job attitudes. Also, the study provided evidence of how CSE interacts with change uncertainty reducing the detrimental impact on job attitudes. Future research should continue to examine the role of CSE in the way employees react to other change-related stressors. Originality/value – The relationships among change uncertainty, CSE, and job attitudes were explored through a theoretical lens and tested empirically using employees in the midst of an organizational change

Fleet dynamics and behavior:lessons for fisheries management

We review fleet dynamics and fishermen behavior from an economic and sociological basis in developing fisheries, in mature fisheries near full exploitation, and in senescent fisheries that are overexploited and overcapitalized. In all cases, fishing fleets behave rationally within the imposed regulatory structures. Successful, generalist fishermen who take risks often pioneer developing fisheries. At this stage, regulations and subsidies tend to encourage excessive entry and investments, creating the potential for serial depletion. In mature fisheries, regulations often restrict season length, vessel and gear types, fishing areas, and fleet size, causing or exacerbating the race for fish and excessive investment, and are typically unsuccessful except when combined with dedicated access privileges (e.g., territorial rights, individual quotas). In senescent fisheries, vessel buyback programs must account for the fishing power of individuals and their vessels. Subsidies should be avoided as they prolong the transition towards alternative employment. Fisheries managers need to create individual incentives that align fleet dynamics and fishermen behavior with the intended societal goals. These incentives can be created both through management systems like dedicated access privileges and through market forces

Black Elites and Latino Immigrant Relations in a Southern City: Do Black Elites and the Black Masses Agree?

The United States is becoming more racially and ethnically diverse as a function of immigration, both legal and illegal, from Asia, Mexico, and Latin America. Latinos are the fastest growing population, and in 2000, Latinos replaced African Americans as the largest minority group in the United States. Although much of the media and scholarly attention has focused on demographic changes in traditional Latino immigrant destinations such as California, New Mexico, Texas, and Arizona, the rapid growth in Latino populations is occurring across the nation. The South has undergone a particularly dramatic alteration in terms of racial composition, with six of seven states tripling the size of their Latino populations between 1990 and 2000. This settlement of Latinos in the South is no more than ten to fifteen years old, and new immigrants from Mexico and Latin America are settling in states like North Carolina, Georgia, and Tennessee (Durand, Massey, and Carvet 2000). They bring ethnic and cultural diversity to areas previously defined exclusively as black and white. Not only have new Latino populations migrated to urban and suburban locations in the South, they also have settled in small towns and rural areas, reinforcing projections of the “Latinization” of the American South. Examples of these “New Latino Destinations” (Suro and Singer 2000) include cities such as Atlanta, Georgia; Charlotte, Greensboro-Winston Salem, and Raleigh-Durham, North Carolina; Nashville and Memphis, Tennessee; and Greenville, South Carolina