Tenure Impacts on Livelihood, Income, Forest Condition, and Equity of an Upland Community in Negros Occidental, Philippines

This study examined the perceived impacts of the Integrated Social Forestry Program (ISFP) on the biophysical and socio-economic conditions of farmers in Barangay Patag, Silay City, Negros Occidental, Philippines. Specifically, it aimed to: (a) assess the perceived impacts of ISFP on local livelihood, income, forest condition, and equity (LIFE); and (b) identify the factors that are associated with perceived equity; and (c) determine the relationships between perceived equity and ISFP goals. Data were gathered through surveys and a focused group discussion. A total of 41 respondents composed the survey, while six key informants comprised the focused discussion group. Key findings showed that ISFP was perceived to have considerable beneficial impacts on livelihood and income sources. It also had positive impacts on forest condition particularly in the perceived increased of forest cover. Some beneficial impacts were likewise noted for equity across dimensions: gender; education; economic status; and membership. Finally, challenges in sustaining the program underscored the need for strategies to further enhance its positive impacts on the local community’s socio-ecological conditions

Social Equity Outcomes in Ethiopia

Community-based conservation (CBC), albeit lauded as a more just alternative than command-and-control conservation approaches, is riddled by equity concerns. This study measures perceptions of equity and examines how household, institutional, and program design characteristics affect multiple dimensions of equity in a CBC program in the Bale Mountains, Ethiopia. Informed by a prior in-depth qualitative study, we develop locally relevant indicators about perceptions of distributive, procedural, and recognition equity. We conduct 200 household surveys in four kebeles (smallest administrative unit), two from a ‘new CBC model’ that involves community-based power sharing and two kebeles from the ‘original CBC model’ that does not involve community-based power sharing. We find slightly negative perceptions of all three dimensions of equity across the four kebeles. Gender and wealth are strong determinants of perceptions of distributive equity, with women and poorer households having more negative perceptions. Social capital, both internal community cohesion (bonding social capital) and strong relationships with external organizations (linking social capital), positively affect all three dimensions of equity but have the largest impact on procedural and recognition equity. Finally, we find that communities in the ‘new CBC model’ have higher perceived equity than communities involved in the ‘original CBC model’. These findings highlight the need to strengthen weak ties with external organizations, facilitate intra-community cohesion, and design programs that emphasize power-sharing to facilitate more equitable conservation outcomes. Our results also suggest that more attention is still needed in incorporating marginalized groups into CBC programs.

Determinants of cohesion in smallholder farmer groups in Uganda

Cohesion is a fundamental determinant of performance in farmer groups in which collective action is pursued for the benefit of the members. The study examined the influence of individual members’ objectives, participation culture, group rewards, structure of tasks and perceived equity on cohesion of farmer groups that can promote access to agricultural extension services. Quantitative data were collected from 180 members of 19 farmer groups using questionnaires selected in a multi-stage process that combined purposive and random sampling. Qualitative data were gathered from 20 key informants in oral interviews and three focus group discussions. Regression analysis indicated that there were statistically significant negative relationships between individual members’ objectives, structure of the tasks, group reward system and cohesion of farmer groups. In contrast, perceived equity had a statistically significant positive relationship with cohesion in farmer groups. We recommend that, for sustainability of group cohesion, group facilitators work with the farmer groups to ensure alignment of group and NAADS institutions and performance indicators. A group dynamics perspective to understanding farmer group cohesion should be a helpful organizing principle.

The Italian Patients’ Mobility as Hospital Policies Assessment

Background: The analysis of mobility flows (movement of patients to hospital away from the place of residence) involves aspects of services quality (real/perceived), equity of access to healthcare and considerable financial flows. This work has a methodological meaning and summarizes the author’s experience over the years in order to demonstrate the usefulness of Gandy’s Nomogram (Cartesian graphic tool) to evaluate hospital patients’ mobility at MACRO, MESO and MICRO level. Materials and Methods: We analysed data of Hospital Discharge Cards (HDCs) produced by Italian hospital and provided by the HDCs Database of General Directorate for Health Planning of Ministry of Health from 1998 to 2019. We used also data produced by Management Control of Polyclinic of Siena from 1988 to 2007. The subjects of the analysis (catchment areas) were hospital networks of single Italian regions and in particular the Province of Siena. The study of flows was developed through Gandy’s Nomogram. The trend analysis was carried out through STATA 14. Results: Gandy’s Nomogram of inter-regional mobility showed that there was a concentration of critical situations, especially in southern Italy, where only Basilicata seemed to have embarked on a clear path for enhancing hospital supply during the studied period. The regions of Centre-North, in particular Lombardy, Emilia Romagna and Friuli-Venezia Giulia appeared to be in virtuous conditions. Conclusion: Gandy’s Nomogram, used to represent health mobility flows, has proven to be a practical graphical tool that can provide a geographical interpretation of access to health services and it is useful for health policy evaluation and planning

Are Chinese Entrepreneurs Happier than Employees? Evidence Based on a National Workforce Survey in China

Most studies consider entrepreneurship in Chinese a happier career choice, while the adverse effects of entrepreneurship on wellbeing have been overlooked. In this research, the effect of career choice on job-related wellbeing is explored using multiple indicators. Differences in the career choices of employees and entrepreneurs are examined in the first section of the study, and the motives for entrepreneurship are studied in the second section. Job-related wellbeing is regarded as consisting of job satisfaction, subjective wellbeing, and physical wellbeing. The data were obtained using the Chinese Labor-Force Dynamic Survey, and the sample consisted of 6108 employees and 2075 entrepreneurs from 29 provinces and cities in China. T-test, chi square test, and ordinal logistic regression were conducted. The analysis in the first section reveals significant differences in job-related wellbeing between employees and entrepreneurs along with differences in autonomy and perceived equity. Entrepreneurs are found to be less satisfied and unhappier than employees. The heterogeneity of the motives for entrepreneurship is highlighted in the second part, and its significant role in the wellbeing of entrepreneurs is explored. Subsistence entrepreneurs have been found to constitute up to 64% of all entrepreneurs. Subsistence entrepreneurship is negatively associated with job satisfaction and subjective wellbeing.

Outcomes of talent management: the role of perceived equity

PurposeTo date, the effects of two approaches – inclusive and exclusive – to talent management (TM) on employee outcomes are largely unexplored. This paper explores the role of perceived equity and theoretically examines the process through which these TM programs impact employee outcomes.Design/methodology/approachThis paper draws on the job demands-resources model and equity theory and proposes a typology of employee outcomes in the context of different approaches to TM.FindingsBased on the theoretical framework, the paper argues that in the context of both inclusive and exclusive TM, perceived equity is a valuable resource that motivates employees and results in favourable outcomes.Research limitations/implicationsFuture empirical studies should test the propositions put forth in this paper. The multilevel research design would allow for an in-depth analysis of organisational contexts, and qualitative studies using in-depth interviews can provide greater insights into employees' experiences and perspectives of TM programs.Practical implicationsThe paper presents implications for managers and human resource (HR) and TM professionals regarding how to get the most out of their TM programs. These implications are important since employee equity perceptions can influence the effectiveness of TM programs.Originality/valueIn this paper, the authors add to the literature by examining the role of employee equity perceptions in the context of inclusive and exclusive TM and to highlight how perceived (in)equity could lead to negative consequences, even among high potential (HiPo) employees.

The Evolution of Cost Rationalization—Explaining Cost Assessments

Earlier research identified that, although tribunals rarely cited legal authority and provided only minimal rationalization of their decisions, like the factor-dependent model, tribunals’ approaches varied. To facilitate an evidence-based dialogue about whether those findings persisted, Chapter 7 explores tribunals’ rationalization of cost decisions. It first assesses how many awards contained any rationalization for costs and identifies material gaps between non-final and final awards. Second, it conducts content analysis of tribunals’ costs rationalizations. Third, it explores whether tribunals’ ability to explain their cost decisions changed over time. While there was some evidence that tribunals improved in their cost rationalization, material gaps remained. Tribunals tended to focus upon parties’ relative success, perceived equity and reasonableness, and tribunal discretion, with part conduct during proceedings being of secondary consideration. Meanwhile, concerns involving public justice norms were rarely, if ever, used.

Specialist Competitor Referrals: How Salespeople can Use Competitor Referrals for Nonfocal Products to Increase Focal Product Sales

Intuition suggests that a salesperson should not refer consumers to a competitor for products that they both sell. However, myriad examples reveal salespeople doing just that. The authors study specialist competitor referrals, a sales strategy by which one increases consumers’ purchase likelihood of a focal product (e.g., a painting at an art gallery) by (1) referring consumers to a competitor (e.g., a frame warehouse store) that offers a nonfocal product (e.g., a frame) at a lower price, while (2) stating that the stores differ in their specializations (i.e., the stores concentrate their efforts on different goods). Using a study and survey with salespeople, experimental studies, an incentivized negotiation experiment, and a field study, the authors show that specialist competitor referrals can indeed benefit sellers. Specifically, they build on equity theory to show that specialist competitor referrals increase focal product sales by reducing consumers’ perceived overpayment risk for the focal product via increasing perceived equity in the exchange. The authors also show that competitor referrals for nonfocal products that do not justify the price difference on the nonfocal product are ineffective.

Gender and organizational climate

Purpose This paper aims to study gender differences on six organizational climate variables. Employees’ views on their identification level, clarity of goals, perceived equity, welfare measures and outward focus of the organization were solicited in two different studies, while supervisors’ views on subordinates’ deviant behavior was explored in one of the studies. Design/methodology/approach The research design incorporated getting data using a questionnaire from two large organizations in India: a government utility and a private sector company. In all, 545 responses from government utility and 8,853 responses from the private company were analyzed, which formed the basis for this study. Findings The paper demonstrates that gender differences in employee perceptions are not only socially determined for some variables but in fact may also depend on the organizational structural contexts in presence of explicit supporting policies. Gender differences in identification level and goal clarity were determined by larger social context in the absence of any structural arrangement in both organizations. However, gender differences regarding perceived climate of welfare measures, outward focus of the organization and fairness were contingent on the structural context of the two organizations on account of differing arrangements in both the organizations. Also, women participants were perceived by their supervisors to indulge less in deviant behavior as compared to male participants in one of the study. Research limitations/implications Although this research includes only two organizations and the findings may, thus, not be generalizable, a key finding that emerges is that to balance the needs of both genders, managers may need to be cognizant of both organizational and social contexts. Originality/value To the best of the authors’ knowledge, this study is first to consider a detailed analysis of organizational climate with respect to gender perception particularly in the Indian context. The context of the study in two structurally different large organizations further adds to the value of this research.