The influence of the CEO’s business education on the performance of hybrid organizations: the case of the global microfinance industry

Pascal, Daudi; Mersland, Roy; Mori, Neema

doi:10.1007/s11187-016-9824-8

Cited by 19 publications

(17 citation statements)

References 51 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…In addition, post-hoc analysis revealed that the MBA program ranking had no effect on CEP" (Slater, Dixon-Fowler, 2010). However, the results of the research carried out by Pascal, Mersland and Mori (2017) that included 353 Microfinance institutions (MFIs) from across the globe indicate that "only" 55% of the MFIs have a chief executive officer (CEO) with a business education. The empirical results indicate that MFIs with CEOs who have a business education perform significantly better, financially and socially, than MFIs managed by CEOs with other types of educational backgrounds.…”

Section: Conducting Research and Resultsmentioning

confidence: 99%

Management Culture as Part of Organizational Culture in the Context of Corporate Social Responsibility Implementation

Vveinhardt¹,

Andriukaitienė²

2017

Economics &Amp; Sociology

View full text Add to dashboard Cite

ABSTRACT. The article is theoretically based on management culture as part of the formal organizational culture, separately reviewing some of its elements. Expert evaluation organization, process and results of the instrument shaped by the authors and meant for qualitative research are briefly presented. The structure of the instrument is detailed by presenting its component parts and explanations. The research was carried out by interviewing the top managers of two big manufacturing company groups consisting of six enterprises. The article presents passages of an interview with the top managers of the six companies, revealing management culture as part of the formal organizational culture expression aiming to implement corporate social responsibility. It should be emphasized that the companies of both groups are preparing to become socially responsible and this results in the timeliness and importance of the research. Structured interviewing method was applied for the research, and the substantive content of the interview included strategy, organizational structure, rules and regulations, technologies, processes, information systems, control and incentive issues. The results of the research show that in both groups of the manufacturing companies management culture and corporate social responsibility, analysing them in terms of formal organizational culture, are perceived in very narrow aspects and their development is not part of the organizations' strategic goals. The results of the study suggest that the ideas of corporate social responsibility cannot be implemented in a consistent way unless they are integrated into the formal part of organisational culture which plays an instrumental role.JEL Classification: M12, M14, M19

show abstract

Section: Conducting Research and Resultsmentioning

confidence: 99%

Management Culture as Part of Organizational Culture in the Context of Corporate Social Responsibility Implementation

Vveinhardt¹,

Andriukaitienė²

2017

Economics &Amp; Sociology

View full text Add to dashboard Cite

show abstract

“…On the basis of existing papers researching the effects of entrepreneur innovation on firm performance and economic growth (such as Hamböck et al , 2017; McKenzie, 2017; Pascal et al , 2017; Ehrlich et al , 2017; Feki and Mnif, 2016), there are three kinds of different methods measuring entrepreneur innovation. The first are regional-level measures representing entrepreneur innovation in some given districts, such as the new business density (ND) by the Doing Business Project of the World Bank, and the number of patents filed by residents and non-residents (PAT) (Feki and Mnif, 2016).…”

Section: Methodsmentioning

confidence: 99%

“…In empirical analyses, many recent papers discuss the effects of entrepreneur innovation on firm performance (Hamböck et al , 2017; McKenzie, 2017; Pascal et al , 2017; Ehrlich et al , 2017; Feki and Mnif, 2016). These papers point out that entrepreneur innovation have significant impacts on firms’ management model, corporation culture, their performance and even the corporation culture at firms (Lazear and Oyer, 2012; Jones, 2010; Jones and Weinberg, 2011).…”

Section: Introductionmentioning

confidence: 99%

More entrepreneur innovation and less labor conflicts – empirical evidence from China employer–employee survey

Tang

Deng

et al. 2018

IJCMA

View full text Add to dashboard Cite

Purpose Labor conflict has become a serious problem in recent China. From the perspective of entrepreneur innovation, this paper aims to find an effective path to eliminate this conflict. On the basis of theoretical analyses and regression analyses, this paper finds that, with legal environment and other conditions identical, entrepreneur innovation will significantly facilitate elimination of labor conflicts. Design/methodology/approach Using theoretical analyses based on entrepreneurship theory, this paper puts forward a series of hypotheses about the effects of entrepreneur innovation on labor conflicts. With panel data during 2013-2015 from China Employer–Employee Survey, this paper examines the effects of entrepreneur innovation on labor conflicts. Using interaction term regressions, this paper examines heterogeneous effects of entrepreneur innovation on labor conflicts by ownership, market power and export behavior. With mediating effect model, this paper examine whether workers’ participation in corporation governance is an important channel in which entrepreneurial innovation can impact on labor conflicts. Findings First, using benchmark regressions and robustness checks, this paper finds that there exist significantly positive effects of entrepreneur innovation on workers’ job satisfaction, incentive, social security, job development and job stability, which will reduce potential risks of labor conflict effectively. Second, using interaction term regressions, this paper finds that there exist heterogeneous effects of entrepreneur innovation on labor conflicts by ownership, market power and export behaviors. The study finds that the effects of entrepreneur innovation are more concentrated in private firms, firms with stronger market power and non-exporters. Third, using a mediating effect model, the study finds that workers’ participation in corporation governance is an important channel in which entrepreneur innovation can have impacts on labor conflicts. Originality/value The paper enriches the existing research about how to eliminate labor conflicts in China. On the basis of China Employer–Employee Survey data, this paper finds the importance of entrepreneur innovation on Chinese transition, which not only has positive impacts on firm performance, but also has impacts on eliminating labor conflicts and establishing better labor relationship. Therefore, stimulating entrepreneur innovation is very important for solving conflicts during Chinese transition.

show abstract

“…Microfinance institutions are hybrid organizations that pursue several social missions (Pascal et al, 2017;Defourny and Nyssens, 2017;Varendh-Mansson et al, 2019), including financial services for disadvantaged populations, the empowerment of women, and rural development (Battilana and Dorado, 2010;Périlleux et al, 2016;Hudon et al, 2020). The financial cooperatives that we studied are microfinance institutions governed by democratic rules.…”

Section: Relevant Literaturementioning

confidence: 99%

Women in the boardroom: a bottom–up approach to the trickle-down effect

Périlleux

Szafarz

2021

Small Bus Econ

View full text Add to dashboard Cite

This paper argues that role modeling can explain the impact of boardroom gender diversity on corporate performance. It theorizes that female workers are boosted by female leadership, gain increased motivation, and achieve greater productivity, thereby making their female directors more effective. We test this bottom-up approach to the trickle-down hypothesis on data hand-collected among local cooperatives providing microcredit in Senegal. All the organizations surveyed are similar and small, which allows us to use a homogenous performance metric. All of them outsource their human resource management to the same third party, which mitigates the risk of endogeneity. The data cover over 100,000 triads composed of: gender dominance on the board, gender of CEO, and gender of credit officer. A better financial performance is achieved when the triad is gender-uniform-be it male or female-confirming the importance of role modeling and suggesting that the performance of female board members depends on the gender composition of the workforce.

show abstract

The influence of the CEO’s business education on the performance of hybrid organizations: the case of the global microfinance industry

Cited by 19 publications

References 51 publications

Management Culture as Part of Organizational Culture in the Context of Corporate Social Responsibility Implementation

Management Culture as Part of Organizational Culture in the Context of Corporate Social Responsibility Implementation

More entrepreneur innovation and less labor conflicts – empirical evidence from China employer–employee survey

Women in the boardroom: a bottom–up approach to the trickle-down effect

Contact Info

Product

Resources

About