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Three decades of academic and professional discourse on HR technologies (HRTs) have produced continued disagreement over construct definitions and research streams that are highly fragmented. These realities suggest that greater consistency in meanings is sorely needed if we are to integrate and upgrade knowledge in this area. This chapter draws on the findings of a systematic research review to properly define the content domains of human resource information systems (HRIS), virtual human resources (virtual HR), electronic human resource management (e-HRM), and business-to-employee (B2E) systems. An integrative synthesis was performed on 242 system-level writings that appeared in the literature from 1983 to 2017. The weight of the evidence strongly supports treating HRIS, virtual HR, e-HRM, and B2E systems as independent, complimentary constructs. While the first three comprise a firm’s HRT system, the fourth construct is more appropriately positioned in the business-collaborative system. The sample was further evaluated with an analytic framework to detect patterns of practice in research designs. This revealed that much more attention has been focused on system actions and outcomes than on attitudes and system characteristics. Different units of analysis were well represented aside from trans-organizational studies. Finally, a case is made for better contextualizing HRT research by recognizing differences in assimilation stage, functional penetration, and collective proficiency. These factors are rarely mentioned, let alone studied, raising additional concerns about measurement error. Detailed suggestions are offered on ways to incorporate them. Together, these materials should promote more sophisticated and generalizable assessments of technology, improving our ability to understand its impacts.

This chapter provides a context for The Emerald International Handbook of Activist Criminology. It offers an overview of the small, yet burgeoning literature dedicated to ‘criminology activism’, which includes engagement with public criminology and various brands of critical criminology, as well as zemiology or the study of social harm beyond narrow state-centric definitions of crime. Among other things, the chapter considers the role academics might play in addressing social and criminal injustice, and the new opportunities afforded to both academics and activists – including citizen journalists and media professionals – by digital technologies and social media when intervening in campaigns for justice and formal criminal legal processes. To answer the question, why now, the chapter argues we are currently in the midst of an unprecedented period of upheaval requiring action from activists and academics alike, including criminologists engaged in social scientific research operating beyond the delusions of objectivity and value-neutrality, that is, politically engaged research aiming to remedy not only the absence of meaningful state intervention in crime and harm but also expose the role of corporations and the state itself in prosecuting and perpetuating crime and harm.

The purpose of the study is to set a research agenda so that future conceptual and empirical research can improve the understanding of why CEO pay and CEO performance are decoupled.

The paper compiles and adds to many of the explanations provided by this special issue’s nine commentaries regarding why CEO pay and CEO performance are decoupled. These explanations were grouped into two categories: economic (e.g. marginal productivity theory, agency theory and behavioral agency model) and social-institutional-psychological (e.g. CEO individual differences and characteristics and CEO-organization interactions). Moreover, new analyses based on additional data were conducted to examine measurement-related explanations for the observed pay-performance decoupling.

Results based on alternative measures of pay and performance confirmed, once again, the existence of pay-performance decoupling.

This paper will stimulate research pitting theoretical explanations against each other to understand their relative validity in different contexts.

The paper informs ongoing efforts to link CEO pay to performance.

The paper also revisits the decoupling of CEO pay and firm performance from a normative and value-based perspective (i.e. regarding whether pay and performance should be related).

The paper clarifies that the articles in this special issue largely concluded that CEO pay is decoupled from CEO performance.

Objetivo – El objetivo es proponer una ageda de investigación de forma que la futura investigación conceptual y empírica pueda mejorar la comprensión sobre por qué la retribución y el rendimiento del CEO no están conectados.

Diseño/metodología/aproximación – El artículo compila y añade a la mayoría de las explicaciones proporcionados por los nueve comentarios publicados en este número especial acerca de porqué la retribución y el rendimiento del CEO están desconectados. Estas explicaciones se agrupan en dos categorías: económicas (e.g. teoría de la productividad marginal, teoría de agencia, modelo de agencia comportamental) y socio-institucional-psicológicas (e.g. diferencias y características individuales del CEO, interacción CEO-organización). Además, se llevan a cabo nuevos análisis sobre datos adicionales para examinar algunas explicaciones relativas a la medición para la falta de conexión entre retribución del CEO y su rendimiento.

Resultados – Los resultados basados en medidas alternativas de retribución y rendimiento confirman, una vez más, la existencia de una desconexión entre ambas magnitudes.

Limitaciones/implicaciones – Este artículo estimulará a investigación contraponiendo diferentes explicaciones teóricas para entender su validez relativa en diferentes contextos.

Implicaciones prácticas – El artículo informa sobre los esfuerzos actuals para relacionar la retribución del CEO y su rendimiento.

Implicaciones sociales – El artículo revisa la desconexión entre la retribución y el rendimiento del CEO desde una perspectiva normativa y de valor (i.e. sobre si la retribución y el rendimiento deben estar conectados).

Originalidad/valor – El artículo clarifica que los artículos en este número especial concluyen que la retribución del CEO está desconectada de su rendimiento.

O objetivo é estabelecer uma agenda de investigação para que futuros estudos conceptuais ou empíricos possam melhorar a compreensão do porquê de a compensação do CEO e o desempenho do CEO estarem dissociados.

Metodologia – O artigo compila e acrescenta às muitas explicações fornecidas pelos oito comentários deste número especial sobre as razões da dissociação da compensação e do desempenho do CEO. Estas explicações agrupam-se em duas categorias: económicas (eg., teoria da produtividade marginal, teoria da agência, modelo da agência comportamental) e Socio-institucional-psicológicas (eg., características e diferenças individuais do CEO, interações CEO-Organização). Além disso, conduziram-se novas análises baseadas em dados para examinar explicações baseadas em medições para a dissociação pagamento-desempenho.

Resultados – Resultados baseados em medidas alternativas de pagamento e desempenho confirmaram, uma vez mais, a existência da dissociação entre pagamento e performance.

Limitações/implicações – Este artigo estimula investigação que contraponha diferentes explicações teóricas, para perceber a sua validade relativa em diferentes contextos.

Implicações práticas – O artigo dá informação sobre esforços em curso para ligar a compensação do CEO ao desempenho.

Implicações sociais – O artigo revisita a dissociação do pagamento e desempenho da empresa Numa perspectiva normative e baseada em valores (ie, sobre se a compensação e a performance devem estar relacionadas).

Originalidade/valor – O paper clarifica que os artigos neste número especial basicamente concluiram que a compensação do CEO está dissociala do desempenho do CEO.

This study provides a comprehensive framework of adaptation in triadic business relationship settings in the service sector. The framework is based on the industrial network approach (see, e.g., Axelsson & Easton, 1992; Håkansson & Snehota, 1995a). The study describes how adaptations initiate, how they progress, and what the outcomes of these adaptations are. Furthermore, the framework takes into account how adaptations spread in triadic relationship settings. The empirical context is corporate travel management, which is a chain of activities where an industrial enterprise, and its preferred travel agency and service supplier partners combine their resources. The scientific philosophy, on which the knowledge creation is based, is realist ontology. Epistemologically, the study relies on constructionist processes and interpretation. Case studies with in-depth interviews are the main source of data.

The purpose of this paper is to ask why some organizations might be better than others at continuous innovation in the field of e‐enablement of human resource (e‐HR).

To answer this question, the notion of absorptive capacity (ACAP) is applied to explain some of the problems faced in moving from face‐to‐face HR to a technology‐mediated model.

Dynamic ACAP models are adapted to produce a more realistic, iterative framework in which realized capacities for e‐HR innovations contribute to, and constrain, potential capacities for further innovations.

The model is used to offer some research propositions for academics operating in this newly emerging field of human resource management (HRM).

Some theory‐driven advice are also offered for HR practitioners.

The specific contribution is to introduce the concept of ACAP to HRM scholars and practitioners interested in the field of e‐HR and Web 2.0 social media.

From the buying club’s perspective, the transfer of a player can be interpreted as an investment from which the club expects uncertain future benefits. This paper aims to develop a decision-oriented approach for the valuation of football players that could theoretically help clubs determine the subjective value of investing in a player to assess its potential economic advantage.

We build on a semi-investment-theoretical risk-value model and elaborate an approach that can be applied in imperfect markets under uncertainty. Furthermore, we illustrate the valuation process with a numerical example based on fictitious data. Due to this explicitly intended decision support, our approach differs fundamentally from a large part of the literature, which is empirically based and attempts to explain observable figures through various influencing factors.

We propose a semi-investment-theoretical valuation approach that is based on a two-step model, namely, a first valuation at the club level and a final calculation to determine the decision value for an individual player. In contrast to the previous literature, we do not rely on an econometric framework that attempts to explain observable past variables but rather present a general, forward-looking decision model that can support managers in their investment decisions.

This approach is the first to show managers how to make an economically rational investment decision by determining the maximum payable price. Nevertheless, there is no normative requirement for the decision-maker. The club will obviously have to supplement the calculus with nonfinancial objectives. Overall, our paper can constitute a first step toward decision-oriented player valuation and for theoretical comparison with practical investment decisions in football clubs, which obviously take into account other specific sports team decisions.