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We examine the relationship between high-performance work system (HPWS) and job satisfaction, drawing on the ‘too much of a good thing’ theory, to establish whether a non-linear relationship can explain conflicts in previous findings. Moreover, we extend the study by exploring the mediating role of work overload and the moderating role of person–organization fit (P–O fit). Based on a cross-sectional data set of 220 employees and a longitudinal data set of 373 employees from organizations in China, the empirical findings show an inverted U-shaped relationship between HPWS and job satisfaction. Results also indicate that the relationship between HPWS and job satisfaction is fully mediated by work overload, and that P–O fit negatively moderates HPWS-work overload and HPWS-job satisfaction relationships. These results shed new light on how HPWS impacts employee outcomes and practical implications for managers are discussed.
Using a regression-discontinuity design and within lender–borrower variation, we analyze how credit default swaps (CDSs) affect bank incentives and borrower outcomes in renegotiations after covenant violations. While existing studies document an investment decline after covenant violations, we find that covenant-violating firms maintain their investment subsequent to the introduction of CDS trading. Moreover, after CDS introduction, covenant-violating firms are less likely to default. Our results suggest that in the private debt markets, CDSs discipline borrowers, while the empty creditor problem due to CDS is mitigated because of lenders’ reputation concerns and lower coordination frictions.
Personalization is the branding choice of the day. In a world of nearly endless choices, brands want to make consumers feel like their product is uniquely for them, and universities are no exception to this marketing ploy. The rise of individualization and a saturated marketplace have led to the “personalized generic” brand, where you are both “one of a kind” and “a kind of one.” For example, many universities in the UK began using the term “MyUniversity” as part of their educational platform, which doubles as a branding tool. The rise of this branding technique is partly due to increasingly consumer-specific data tracking and collection systems coupled with the wise-use of linguistic shifter language, such as “my.” As the market continues to be inundated with more of the same, the competition to distinguish one from the rest of the pack will be crucial to universities. Their branding model focused on personalization may be what it takes to prevail.
The brands of universities are best understood not as trademarks, but as geographical indications. The conventional American theory of trademarks has always been an ill fit for the merchandising uses that universities enforce their brands to protect, because those uses are grounded in anti-misappropriation impulses that traditional American trademark law has always looked on with ambivalence. But the use of a signifier to channel material support from consumers to a productive community (such as a university), out of support for the community itself rather than out of market demand for the community’s outputs, is perfectly consistent with the justifications typically offered for protection of geographical indications. While understanding university brands as geographical indications provides analytical clarity, it also reveals such brands have a potential dark side: they may give the community’s most generous and idiosyncratic benefactors an outsize role in deciding disputes over the community’s priorities and values.
The tempered radical enjoys their work and is committed to their organisation. Yet, something important to them, like their values or identity, makes them feel different from their workplace's dominant culture. This sense of difference, and their tempered approach to radical change, allow them to work unnoticed in organisations as invisible champions of inclusion. This study examines how tempered radicals use their abilities as change agents to foster inclusion. It takes advantage of manufacturing industries' highly collaborative, richly diverse and rapidly changing employment environment. Drawing participants from all organisational levels demonstrates the broad influence of the tempered radical. Twenty-four qualitative interviews were conducted using a narrative inquiry methodology and interpreted through thematic analysis. This study builds on current theory and makes a valuable contribution by proposing a framework to illustrate the key characteristics of the tempered radical incorporating inclusion in the workplace.
Faced with budgetary pressures, American universities have embraced propaganda within their athletics programs in order to maintain lucrative partnerships with global corporations. These university administrators become, in effect, educators-as-corporate-propagandists. This chapter examines the controversial relationship between Nike and the University of Oregon. Nike has constructed the University’s brand identity, taken control over its communications and public relations, and spread its habits and impulses to every facet of University operations. But private interests do not always overlap with public or educational ones – even to the point of violating state and federal law. The partnership between Nike and the University of Oregon casts two very different shadows over the question of usefulness of propaganda in a democratic society. On the one hand, its efficacy is unquestionable, especially in the realms of politics, business, activism, and education. On the other hand, propaganda’s utility for democracy is questionable, and in the realm of public education is often incompatible with democratic ends. America’s financially struggling public universities may need to reimagine their use of propaganda. Their success or failure may depend, ironically, on the effects of propaganda elsewhere in society: What use is a university, after all, in a society which has no use for truth?
The 2019 college admissions bribery scandal revealed uncomfortable truths about elite higher education and its conspicuous consumption. In this chapter, I explore the legal implications of treating higher education as a luxury good reflecting wealth and status. Like luxury goods companies, elite universities are regarded as owners of luxury brands. Just as companies such as Louis Vuitton, Ferrari, and Hermès own brands that enjoy a high level of exclusivity and serve conspicuous consumption, so too do elite universities. In the minds of many, Harvard, Stanford, and Yale are analogous to Louis Vuitton, Ferrari, and Hermès. This “luxurification” of higher education, however, perpetuates class division and violates the right to education.
This article proposes to see the history of the international law on foreign investment as about the promotion of investor rights as much as the resistance to investor obligations. The argument is that the divide between investment protection and the responsibility of foreign investors is one of the most significant features of international investment law. The article shows that the different treatment of rights and obligations is grounded in the same business project and legal imagination. Maintaining this divide has never been easy, as this model faced resistance, particularly from Latin America, trade unions and human rights activists. The analysis concludes by noting that academics can contribute to reimagining the international law on foreign investment by bringing investment treaty law and business and human rights closer. This shift is already happening.
Online education both does and does not radically transform higher education and higher education brands. On the one hand, providing courses online potentially allows universities to reach a worldwide audience, helps them globalize their brand, changes the cost structure for both students and institutions, and could reshape the competitive branding landscape among universities. On the other hand, university brands are surprisingly regional, low student–faculty ratios are still necessary for truly high-quality education, and the online competitive landscape might ultimately simply replicate reputational hierarchies forged over decades in the world of on-campus education. Thus, although the idea that online learning will completely “disrupt” the higher education model and existing university branding hierarchies is almost certainly overstated, online education will inevitably become more and more integral to universities, and over time the distinction between on-campus and online education is likely to become increasingly blurred. As a result, online education brings both promise and peril for universities as they manage their brands while increasingly adopting online education modalities. This chapter first provides an overview of the online education landscape in higher education. Then, it outlines some of the core issues that universities must address as they consider and implement online education strategies while managing their brand.
This paper examines professional and organizational-level antecedents of public sector innovation using findings from a 9-month ethnography conducted within the marketing department of a large UK postal organization. The analysis centres on vignettes of two cross-functional projects to develop product and service innovations that involved external design agencies. The data are based on observation of the marketing teams, semi-structured interviews, and documentary analysis. The study highlights that social practices characteristic of communities of practice are antecedent to the generation of absorptive capacity, but also shows that the learning produced by communities of practice is mediated by relations of power associated with these groups and interaction with organizational absorptive capacity. This paper develops the theory of absorptive capacity by shifting attention away from ‘prior knowledge’ in enabling acquisition of external knowledge to highlighting the role of intensive interaction, organizational context, and power relations in shaping knowledge creation for learning and innovation.
It is hard to reconcile the research university’s supposed reason for being – the reasoned pursuit of knowledge – with its methods for building brand awareness and equity. Just like pitches for other luxury goods, the selling of higher education depends on irrational appeals devoid of information and marketing missives meant to hug the line between legally protected puffery and outright fraud. Although universities have always borrowed from the selling strategies of the commercial sphere, in recent years, there has been a sea change in the prevalence and degree of less-than-truthful content in higher educational self-promotion. How do university constituents – administrators, professors, students – interpret this gap between their institutions’ traditionally understood role and the logic of today’s academic branding strategies? The chapter chronicles the main rationalizations these actors deploy to reduce the tension between academic mission and academic marketing. By telling themselves that their school’s advertising efforts can be quarantined from the university’s larger purpose or actually provide tangible and truthful information to outside audiences or are a necessary evil, university constituents reduce their internal dissonance but fail to confront the realities of academic branding.
Higher education misunderstands branding. Fears that embracing branding leads to commodification show the problem. When higher education institutions strive to meet ranking systems’ metrics, they take the path to commodification and cede power to outsiders. Branding, however, does not force such an outcome. Instead, applying the logic of branding to the realities of higher education today opens a way, especially for public institutions and systems, to define their purpose. This change can free schools from traps set by following systems that quantify education in the hope that it can be analyzed in economic terms. This chapter explains problems with ranking systems and examines California’s approach to higher education as a template for a broader understanding of education.
The average maturity of newly issued corporate bonds has declined substantially over the past 40 years, and the traditional determinants of debt maturity fail to explain this decline fully. We show that the changing composition of investors in the corporate bond market influences bond maturities. The results of a Granger causality test, an instrumental variable approach, and a natural experiment suggest that a decline in the insurance companies’ – which prefer long-term bonds – ownership share in the corporate bond market explains a significant part of the unexplained maturity decline. These findings illustrate how investor preferences can have real effects on corporations.
In response to a forced labour review by the International Labour Organization (ILO) that threatened to turn into a formal international inquiry,1 the government of Qatar commenced an ambitious programme of labour reforms aimed largely at addressing concerns about its treatment of migrant workers. About 2.4 million men and women,2 an estimated 88.4 per cent of the small Gulf nation’s population,3 are migrant workers. It has the second largest known gas reserves in the world, and its airbases are home to the largest United States military installation in the Middle East.4 Yet, the small Gulf emirate garnered little international scrutiny until it was awarded in 2010 the right to host the Fédération Internationale de Football Association (FIFA) men’s Football World Cup tournament in 2022.