What factors influence training opportunities for older workers? Three factorial surveys exploring the attitudes of HR professionals

The core research questions addressed in this paper are: what factors influence HR professionals in deciding whether to approve training proposals for older workers? What kind of training are they more likely to recommend for older employees and in which organizational contexts? We administered three factorial surveys to 66 HR professionals in Italy. Participants made specific training decisions based on profiles of hypothetical older workers. Multilevel analyses indicated that access to training decreases strongly with age, while highly-skilled older employees with low absenteeism rates are more likely to enjoy training opportunities. In addition, older workers displaying positive performance are more likely to receive training than older workers who perform poorly, suggesting that training late in working life may serve as a reward for good performance rather than as a means of enhancing productivity. The older the HR professional evaluating training proposals, the higher the probability that older workers will be recommended for training. keywords: training; older workers; HR professionals; factorial survey; multilevel model

Am I the right candidate? Self-ascribed fit of women and men to a leadership position

Women are assumed to show a self-ascribed lack-of-fit to leadership positions compared to men (Heilman, 1983). The present study examined whether this gender difference would diminish when agency is accounted for and whether a stimulus person’s gender would alter women’s self-ascribed fit. German management students (91 women, 95 men) received a fictitious recruitment advertisement for a leadership position that portrayed a man, a woman, or both a man and a woman. Participants indicated their perceptions of agency and suitability to the advertised position. As predicted, women judged themselves as less suitable for the leadership position than men and participants’ self-reported agency mediated this effect. Furthermore, all participants felt most suitable if a male and a female stimulus person were portrayed

Long-Time Tails and Anomalous Slowing Down in the Relaxation of Spatially Inhomogeneous Excitations in Quantum Spin Chains

Exact analytic calculations in spin-1/2 XY chains, show the presence of long-time tails in the asymptotic dynamics of spatially inhomogeneous excitations. The decay of inhomogeneities, for $t\to \infty$, is given in the form of a power law $$(t/\tau_{Q}) ^{-\nu_{Q}}$$ where the relaxation time $\tau_{Q}$ and the exponent $\nu_{Q}$ depend on the wave vector $Q$, characterizing the spatial modulation of the initial excitation. We consider several variants of the XY model (dimerized, with staggered magnetic field, with bond alternation, and with isotropic and uniform interactions), that are grouped into two families, whether the energy spectrum has a gap or not. Once the initial condition is given, the non-equilibrium problem for the magnetization is solved in closed form, without any other assumption. The long-time behavior for $t\to \infty$ can be obtained systematically in a form of an asymptotic series through the stationary phase method. We found that gapped models show critical behavior with respect to $Q$, in the sense that there exist critical values $Q_{c}$, where the relaxation time $\tau_{Q}$ diverges and the exponent $\nu_{Q}$ changes discontinuously. At those points, a slowing down of the relaxation process is induced, similarly to phenomena occurring near phase transitions. Long-lived excitations are identified as incommensurate spin density waves that emerge in systems undergoing the Peierls transition. In contrast, gapless models do not present the above anomalies as a function of the wave vector $Q$.Comment: 25 pages, 2 postscript figures. Manuscript submitted to Physical Review

Ethnic entrepreneurs and online home-based businesses: an exploratory study

This exploratory, qualitative study considers how online home-based businesses offer opportunities for ethnic entrepreneurs to ‘break out’ of traditional highly competitive and low margin sectors. Previous studies have found a positive association between ethnic minorities’ high levels of entrepreneurship and home computer use in ethnic groups. Despite these associations, previous studies have overlooked the particular opportunities offered by home-based online businesses to ethnic entrepreneurs. The study adopts mixed embeddedness as a theoretical lens to guide interviews with 22 ethnic entrepreneurs who have started online home-based businesses in the UK. We find online home-based businesses offer ethnic entrepreneurs novel opportunities to draw on their ethnic advantages and address the constraints they face. The unique affordances of this type of business allow entrepreneurs to develop the necessary IT skills by self-learning and experimentation and to sub-contract more difficult or time consuming aspects to others. The findings also show that, consistent with the theory of mixed embeddedness, whilst the entrepreneurs are influenced by social, economic and institutional forces, online businesses allow them to exert their own agency and provide opportunities to uniquely shape these forces

Customer emotions in service failure and recovery encounters

Emotions play a significant role in the workplace, and considerable attention has been given to the study of employee emotions. Customers also play a central function in organizations, but much less is known about customer emotions. This chapter reviews the growing literature on customer emotions in employee–customer interfaces with a focus on service failure and recovery encounters, where emotions are heightened. It highlights emerging themes and key findings, addresses the measurement, modeling, and management of customer emotions, and identifies future research streams. Attention is given to emotional contagion, relationships between affective and cognitive processes, customer anger, customer rage, and individual differences

Women on boards of Malaysian firms: Impact on market and accounting performance

We seek to offer some reconciliation for the conflicting theoretical arguments and empirical findings regarding the impact of women’s participation in boards on firms’ performance.We suggest that this impact differs in relation to market- and accounting-performance, and it is firm-specific, and varies by firms’ ownership type and the composition of their boards.These arguments find theoretical underpinnings in agency and resource-dependency theories, combined with behavioral and discrimination theories that articulate women behavior in the workplace and market perception of gender equality.The empirical analysis is based on a dataset of 841 publicly-listed firms in Malaysia.The results show positive impact of women’s participation on accounting-performance and negative impact on market-performance, suggesting that women directors create economic value, which is undervalued by the market. We interpret the findings with reference to the perception of women’s role in society and business in Malaysia, and the nature of corporate governance and ownership types prevalent among Malaysian firms.We suggest that the relationships might be context-specific, and hence the desired level of women’s participation varies across countries.We discuss the normative implications of the findings for government authorities considering legislation of gender-quota on boards, and for firms

Forgone, but not forgotten: Toward a theory of forgone professional identities

Through an inductive, qualitative study, I developed a process model of how people deal with professional identities they have forgone by choice or constraint. I show that, when forgone professional identities are linked to unfulfilled values, people look for ways to enact them and retain them in the self-concept. I further identify three strategies that people use to enact foregone professional identities: (1) real enactment (i.e., enacting the forgone identity through real activities and social interactions either at work or during leisure time), (2) imagined enactment (i.e., enacting the forgone identity through imagined activities and interactions, either in an alternate present or in the future), and (3) vicarious enactment (i.e., enacting the forgone identity by observing and imagining close others enacting it and internalizing these experiences). These findings expand our conceptualization of professional identity beyond identities enacted through activities and interactions that are part of formal work roles, and illuminate the key role of imagination and vicarious experiences in identity construction and maintenance