a column by Yong Suk Lee, Benjamin Cedric Larsen, Michael Webb and Mariano-Florentino Cuéllar for VOX: CEPR’s Policy Portal
As artificial intelligence becomes more widespread and its performance improves, it will likely have significant long-term consequences for jobs, inequality, organisations, and competition. Regulation may be used to address its risks and possibilities, but little is known about how AI-related regulation might affect firm behaviour.
This column examines the impact of actual and potential AI regulations on business managers through a randomised online survey experiment. It finds that exposure to information about regulation decreases managers’ reported intent to adopt AI technologies in their firm’s business processes.
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There are four very useful figures which provide visual information (my favourite way of absorbing facts) but without the text they do not make a great deal of sense!
Showing posts with label firm_performance. Show all posts
Showing posts with label firm_performance. Show all posts
Friday, 20 December 2019
Wednesday, 7 August 2019
Employee wellbeing: the impact on productivity and firm performance
an article by Jan-Emmanuel De Neve, Christian Krekel and George Ward ;published in CentrePiece Volume24 Issue 2 (July 2019)
Abstract
Does having happier staff mean higher productivity and improvements in companies’ bottom line? A study of over 1.8 million employees across 73 countries by Christian Krekel, George Ward and Jan-Emmanuel De Neve detects a strong positive correlation between employee well-being, productivity and firm performance.
JEL Classification: I31, J24, J25
Read full CentrePiece article (PDF 4pp)
This article summarises 'Employee Wellbeing, Productivity and Firm Performance' by Christian Krekel, George Ward and Jan-Emmanuel De Neve, CEP Discussion Paper No. 1605 (PDF 45pp)
Abstract
Does having happier staff mean higher productivity and improvements in companies’ bottom line? A study of over 1.8 million employees across 73 countries by Christian Krekel, George Ward and Jan-Emmanuel De Neve detects a strong positive correlation between employee well-being, productivity and firm performance.
JEL Classification: I31, J24, J25
Read full CentrePiece article (PDF 4pp)
This article summarises 'Employee Wellbeing, Productivity and Firm Performance' by Christian Krekel, George Ward and Jan-Emmanuel De Neve, CEP Discussion Paper No. 1605 (PDF 45pp)
Sunday, 22 October 2017
Distances, multinational organisational learning, and firm performance: a new perspective
an article by Philipp Metz
(Dresden University of Technology, Germany) published in International Journal of Business Environment Volume 9 Number 2 (2017)
Abstract
In the international business literature, the impact of organisational learning on firm performance in the multinational context is broadly discussed. However, oversimplifications and inconsistencies in theories and empirical analyses to explain the phenomenon hinder overall understanding of a supposed beneficial influence.
The purpose of this paper is to discuss when multinational organisational learning generates positive implications for firm performance, in contrast to an observable taken-for-granted positive impact inherent in current research.
Drawing on distance dimensions' influence, I revisit the assumptions of the effect of traditional geographic, cultural, and psychic distances on the positive impact of multinational organisational learning on firm performance and offer revised assumptions of the effect of newly identified, contemporary strategic, communication, and content distances. I thus address the importance of the strategic roles of organisational units, their connectivity, and perceptions of various knowledge contents.
The implications for further research and practice are also discussed.
Abstract
In the international business literature, the impact of organisational learning on firm performance in the multinational context is broadly discussed. However, oversimplifications and inconsistencies in theories and empirical analyses to explain the phenomenon hinder overall understanding of a supposed beneficial influence.
The purpose of this paper is to discuss when multinational organisational learning generates positive implications for firm performance, in contrast to an observable taken-for-granted positive impact inherent in current research.
Drawing on distance dimensions' influence, I revisit the assumptions of the effect of traditional geographic, cultural, and psychic distances on the positive impact of multinational organisational learning on firm performance and offer revised assumptions of the effect of newly identified, contemporary strategic, communication, and content distances. I thus address the importance of the strategic roles of organisational units, their connectivity, and perceptions of various knowledge contents.
The implications for further research and practice are also discussed.
Tuesday, 22 January 2013
High-performer turnover and firm performance: The moderating role of human capital investment and firm reputation
an article by Kiwook Kwon (Konkuk University, Seoul, Korea) and Deborah E. Rupp (Purdue University, West Lafayette, Indiana, USA) published in Journal of Organizational Behavior
Volume 34 Issue 1 (January 2013)
Summary
Research has shown a complex relationship between turnover and firm performance. Not only does it matter who leaves (e.g., high-performing versus low-performing employees), but the context also stands to influence this effect in complex ways.
We apply human capital theory, social capital theory, and the cost–benefit perspective to propose two boundary conditions to the high-performer turnover and firm performance relationship.
Specifically, we predict that the negative impact of high-performer turnover on firm performance will be the strongest for reputable firms and for firms who invest less in human capital (e.g., selection, training, and incentive-based pay).
We present data from 155 South Korean firms that support the hypothesized model.
We discuss findings in terms of current and future theory, practical implications, and subsequent research needs.
Copyright © 2012 John Wiley & Sons, Ltd.
Summary
Research has shown a complex relationship between turnover and firm performance. Not only does it matter who leaves (e.g., high-performing versus low-performing employees), but the context also stands to influence this effect in complex ways.
We apply human capital theory, social capital theory, and the cost–benefit perspective to propose two boundary conditions to the high-performer turnover and firm performance relationship.
Specifically, we predict that the negative impact of high-performer turnover on firm performance will be the strongest for reputable firms and for firms who invest less in human capital (e.g., selection, training, and incentive-based pay).
We present data from 155 South Korean firms that support the hypothesized model.
We discuss findings in terms of current and future theory, practical implications, and subsequent research needs.
Copyright © 2012 John Wiley & Sons, Ltd.
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