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Browsing School of Management (SoM) by Subject "3505 Human resources and industrial relations"
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Item Open Access Are prestigious directors mere attractive ornaments on the corporate Christmas tree?(Wiley, 2024-12) Khedar, Harsh; Agarwal, Vineet; Poshakwale, SunilUsing the UK’s unique institutional setting of Queen’s honours, we examine the influence of director prestige on both short-term and long-term firm performance. We find that the market reacts positively to the appointments of Prestigious Award-Winning Directors (PAWDs). Firms appointing PAWDs also show significantly improved long-term performance, and this performance change is higher when firms appoint PAWDs according to their needs. The evidence suggests that PAWDs make important contributions to the firm by providing effective monitoring, facilitating preferential access to resources, and offering legitimacy. We conclude that director prestige not only signals higher human and social capital but also incentivises effective monitoring of managerial decisions.Item Open Access Beyond binary: exploring the interplay of China’s digital transformation and firm performance through dual mechanism analysis(Taylor and Francis, 2024-12-31) Chen, Shunru; Alexiou, Constantinos; Lee, SeungraeUtilizing data from Chinese A-share listed firms we explore the paradoxical effects of digital transformation on firms’ financial and operational performance. Through text mining, mechanism and heterogeneity analyses, the study’s findings indicate that digital transformation may inflate operational costs and compromise firm performance. When considering financial restrictions and R&D, the productivity gains emanating from digital transformation, underscores the symbiotic potential of concurrent technological and financial strategies. Heterogeneity analyses reveal a differentiated impact: larger firms and specific sectors, such as technology, witness a significant boost in productivity, whereas state-owned entities and joint ventures are less susceptible to performance downturns.Item Open Access Common institutional ownership and corporate carbon emissions(Wiley, 2024) Qiang, Ji; Lei, Lei; Wood, Geoffrey; Zhang, DayongThere has been a growing interest in comparative work exploring when and why firms embark on green paths. It has been concluded that in national contexts where inter‐firm ties are stronger, progress has been stronger. In turn, this raises questions about the impact of inter‐firm ties within, rather than between, national contexts, and in settings where progress towards renewables has been uneven and contested. Accordingly, we explore how common institutional ownership may foster collaboration among firms within the same industry against climate change. Using a sample of US‐listed firms from 2006 to 2019, we obtain robust evidence that firms with industrial peers that are owned by the same institutional investors have lower carbon emissions. In addition, we find that a threshold exists for which the impact on carbon emissions holds only when firms are commonly connected with a substantial number of peers. The existence of this threshold suggests potential free‐riding issues and highlights the beneficial role of investors in promoting cross‐industry collaboration. Overall, our results highlight the role played by institutional investors in tackling climate issues, with important implications for both climate‐ and antitrust‐related regulations.Item Open Access Exploring the organizational value of international assignments: home versus host(Informa UK Limited, 2024) Renshaw, Phil St John; Parry, Emma; Dickmann, MichaelInternational assignments (IAs) are a common feature of international business and human resource management, yet evidence of their organizational value is mixed and contradictory. We argue, contrary to extant IA literature, that this is due to the need to investigate the value to each of the home and the host organizations separately. We apply such an approach in a public sector case study using a dynamic capabilities lens, relevant given its theoretical underpinnings in value creation. Extending the IA value literature, we find that the value to the home and host differs both in type and timing, that the value to one may be detrimental to the other, and that the funding of the underlying costs of an IA is a critical feature. Understanding and assessing these factors separately is key to managing the overall combined organizational value of IAs.Item Open Access Muslim employees’ religious and intersectional identities as sources of discrimination: how deeper understanding can improve managerial practice(Emerald, 2025-01-09) Gottardello, Debora; Cascón-Pereira, Rosalía; Anderson, DeirdrePurpose: This study aims to explore how intersecting identities shape experiences of workplace discrimination faced by Muslim employees in Catalonia, Spain. We seek to understand the interplay of religion, ethnicity, gender and age in their employment experiences in order to improve managerial practices. Design/methodology/approach: The research employs a qualitative approach, conducting in-depth interviews with 39 diverse Muslim employees in Catalonia through convenience and snowball sampling to support an intersectional analysis. Findings: Findings reveal that Muslim employees navigate a workplace environment where their experiences of discrimination are shaped by intersecting identities including religion, age, gender and ethnicity which become salient at various stages of their careers, prompted by HRM practices such as recruitment, selection and promotion. Their experiences as recipients of these practices illuminate the complex ways in which intersecting identities shape the experiences of discrimination. The study reveals the hiding of their religious identity, giving up on traditional career paths, seeking social support from other Muslims and emphasizing privileged identities, to deal with discrimination. Originality/value: This study deepens understanding of the complexity of religious identity in minorities and explores its role in workplace discrimination. In particular, the research sheds light on the psychological impact in the form of feelings of guilt and shame which arise from coping strategies such as concealing religious markers which are adopted by these employees in response to organizational and managerial practices. Lastly, the paper stresses the need for intersectional approaches in order to improve effectiveness of HR policies and managerial practices.