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Esta investigación aborda el compromiso de los trabajadores públicos hacia el propósito institucional de la Diputación Foral de Guipúzcoa y examina el cumplimiento de los indicadores de gestión del talento más relevantes para construir una reputación interna sólida. Utilizando un enfoque cualitativo, se realizaron entrevistas en profundidad con miembros del equipo de gobierno y mandos intermedios para entender la adhesión a los planes estratégicos y modelos de gobernanza, específicamente el Etorkizuna Eraikiz. Las entrevistas se complementaron con una encuesta cuantitativa para comprobar las prioridades reales en la activación de la reputación interna. Los resultados muestran una fuerte identificación con el Plan Estratégico por parte de los líderes institucionales, quienes reconocen su importancia para el futuro regional. Sin embargo, se identificaron brechas internas significativas y una notable resistencia al cambio, factores que obstaculizan la implementación efectiva de las estrategias propuestas. Estas brechas internas se manifiestan en la falta de comunicación efectiva y dificultades en la implementación de procesos transversales. La investigación subraya la necesidad de un cambio cultural que fomente la colaboración y la transparencia, así como la adopción de tecnologías que faciliten la gestión eficiente. Además, destaca la importancia del desarrollo profesional y la capacitación continua para aumentar la adaptabilidad y el compromiso del personal.

Insufficient research exists on the impact of reputation in online health-care market communities, especially from the multilevel and cross-level perspectives. Based on prior research on individual and organizational reputation, we hypothesize multilevel and cross-level reputation determinants of physicians' performance in online health-care market communities. Using hierarchical linear modeling, we analyzed the data of 47,182 physicians from 660 hospitals in a Chinese online health-care market community to test our hypotheses. Our results suggest that the number of physicians' appointments is positively associated with their individual offline and online reputations, as well as the offline and online reputation of the hospital in which the physicians work. We also find that organizational reputation moderates the relationship between an individual's reputation and a physician's performance, in such a way that the hospital's offline reputation increases the importance of physicians' online reputation in promoting the number of physicians' appointments. However, the hospital's online reputation enhances the relationship between physicians' offline reputation and the number of appointments. Our study contributes to existing theories of reputation and the signaling theory, and also provides physicians with guidelines that support them in effectively improving their performance.

How can we know what stakeholders think and feel about brands in real time and over time? Most brand reputation measures are at the aggregate level (e.g., the Interbrand \"Best Global Brands\" list) or rely on customer brand perception surveys on a periodical basis (e.g., the Y&R Brand Asset Valuator). To answer this question, brand reputation measures must capture the voice of the stakeholders (not just ratings on brand attributes), reflect important brand events in real time, and connect to a brand's financial value to the firm. This article develops a new social media–based brand reputation tracker by mining Twitter comments for the world's top 100 brands using Rust–Zeithaml–Lemon's value–brand–relationship framework, on a weekly, monthly, and quarterly basis. The article demonstrates that brand reputation can be monitored in real time and longitudinally, managed by leveraging the reciprocal and virtuous relationships between the drivers, and connected to firm financial performance. The resulting measures are housed in an online longitudinal database and may be accessed by brand reputation researchers.

In this study, we examine the empirical association between corporate social responsibility (CSR) and information asymmetry by investigating their simultaneous and endogenous effects. Employing an extensive U.S. sample, we find an inverse association between CSR engagement and the proxies of information asymmetry after controlling for various firm characteristics. The results hold using 2SLS considering the reverse side of information asymmetry influencing CSR activities. The results also hold after mitigating endogeneity based on the dynamic panel system generalized method of moment. Furthermore, the CSR-information asymmetry relation is amplified in high-risk firms due to managers' efforts to build a good reputation. Last, we find that CSR engagement is inversely associated with reputational risk measure and lower predicted value of reputational risk is positively associated with lower information asymmetry measures. We interpret these results as supporting the stakeholder theory-based, reputation-building explanation that considers CSR engagement as a vehicle to build and maintain firm reputation thereby enhancing the information environment.

For the past 40 years, I have worked in executive search and I am currently a partner in a firm specializing in finding C-suite leaders for national and international technology and enterprise companies. Gratefully receiving business referrals from the Arkansas Economic Development Commission, I met with several companies and was enthusiastically welcomed at each stop.

Kişisel itibar, bireyin belirgin kişisel özelliklerini ve başarılarını gösterdiǧi ve bireyin doǧrudan gözlemlenen veya ikincil kaynaklardan bildirdiǧi davranışları yansıttıǧı algısal bir kimliktir. Günümüz rekabet dünyasında, örgütlerde itibar kavramı sıklıkla kullanılmaktadır. İtibarın mikro düzeyi olan kişisel itibarın önemi özellikle bireyin kariyeri, insan kaynakları kararları ve iş sonuçları üzerinde önemli etkiler göstermektedir. Uluslararası işletme literatüründe örgütlerde kişisel itibarı konu alan çalışmaların ilgili literatüre zenginlik katmaya devam ettiǧi; ulusal literatürde ise yeterince araştırma yapılmadıǧı tespit edilmiştir. Bu çalışmada, ulusal işletme literatüründe yetersiz olarak görülen kişisel itibarın kavramsallaştırılması ile birlikte itibarların nasıl geliştirildiǧi ve bir örgüte nasıl yayıldıǧı çeşitli teoriler aracılıǧıyla incelenmiştir. Buna ek olarak, kişisel itibarın bireylere ve örgütlere hangi faydaları saǧladıǧı açıklanmıştır. Son olarak genel bir deǧerlendirme yapılmış ve gelecekteki araştırmalar için öneriler sunulmuştur.

This study investigates the interaction between suppliers and fraudulent customer firms from the perspective of reputation damage and reputation recovery. Specifically, reputation damage from the regulatory penalty for corporate fraud induces the trust crisis and suppliers respond to fraudulent firms by reducing the trade credit supply. To repair a damaged reputation and rebuild the trust, fraudulent firms raise the ratio of prepayment to purchase volume when purchasing from small suppliers and increase the proportion of purchase from large suppliers in the next year. Channel analysis shows that the declining trust is one of potential mechanisms to reduce the trade credit. Furthermore, the negative effect is more pronounced for fraudulent firms with non-related party suppliers, higher supplier concentration, less analyst coverage, and for fraudulent firms located in regions with less-developed financial environment. Additionally, supplier sanctions have a spillover effect on non-fraudulent customer firms in the same industry. The conclusions are robust to a series of checks, including PSM–DiD, firm and year fixed effect, the alternative measure for trade credit financing, the industry-year fixed effect and the consideration of the monetary policy and financial crisis.

How do firms repair their reputations after a serious accounting restatement? To answer this question, we review firms' press releases and identify 1,765 reputation-building actions taken by: (1) 94 restating firms in the periods before and after their restatement; and (2) a set of matched control firms during contemporaneous periods. We posit that firms have incentives to target multiple stakeholders in a reputation repair strategy—including capital providers, customers, employees, and geographic communities—and that actions targeting each group generate positive market returns as reputation capital is repaired. Consistent with our predictions, the frequency of, and stock returns to, reputation-building actions are greater for restating firms in the period after their restatement than for the control groups. In addition, firm characteristics predict the types of stakeholders targeted by firms. Finally, actions targeted at both capital providers and other stakeholders are associated with improvements in the restating firm's financial reporting credibility.

Reputation is a firm's key intangible assets for shareholders' value creation. Reputation building is a firm's corporate strategy approach that is vital for the firm in order to sustain itself in this competitive global world. The influence of reputation on firm's performance, decision making, employee retainment, cost reduction, and partner selection have been studied and documented by academics. Despite this, there have been insufficient studies on reputation and mergers and acquisitions (M&A) activity. M&As are an important corporate strategy that firms use to survive and expand their global market. In the UK, both the number and value of domestic and cross-border M&As has increased significantly over the years. Drawing from the emerging popularity of reputation and the increased amount of M&A activity by UK acquirers, this thesis investigates the relation between reputation and UK acquirer M&A activity. This thesis focuses on three main issues: (1) the impact of reputation on acquirer cross-border M&A returns; (2) the relation between reputation and UK acquirer domestic and cross-border deal completion time; and (3) the relation between UK acquirer reputation and target's ownership nature. Firstly, event-time and calendar-time approaches are used to examine UK acquirer cross-border M&A returns. The result reveals a significant relation between reputation and acquirer M&A returns. The author finds high reputation acquirers earned significant cross-border event-time and calendar-time returns. Secondly, this study finds a significant positive relation between acquirer reputation and domestic and cross-border deal completion time. This result implies that a high reputation acquirer takes more time to complete a deal. Lastly, the author finds a high reputation acquirer is more likely to choose a public target over a private target in domestic and cross-border M&As. However, the author finds a mixed result for subsidiaries: a high reputation acquirer is more likely to choose a subsidiary for a cross-border M&A, and less likely to for a domestic M&A.

Management scholars have paid close attention to the construct of organizational or corporate reputation (CR), particularly in the applied business ethics and corporate social responsibility (CSR) fields. Extant research demonstrates that CR is one of the key mediators between CSR and important organizational outcomes, which ultimately improve organizational performance. Yet, hitherto the research focused on CR construct has been plagued by multiple definitions, conflicting conceptualizations, and unclear operationalizations. The purpose of this article is to provide theoretical ground for positioning of CR as an assessment construct that is modeled as a second-order factor affecting individual first-order dimensions (having a reflective nature), and to provide methodological and empirical support toward such conceptualization. We assert that intangible, socially complex, and causally ambiguous CR (latent construct) can be accurately estimated through its individual measurable dimensions. Using survey data from Peru, we empirically test the hypothesized second-order reflective model within a hierarchy of nested and non-nested models, and compare its model fit and predictive power (nomological validity) with alternative conceptualizations. Modeling CR as a second-order reflective construct relies on a set of theoretical propositions and yields several methodological advantages, including strong conceptual interpretability and parsimony when tested within a nomological context. We explicitly demonstrate positive organizational outcomes of CR: customer trust, corporate identification, in-role behavior, and extra-role behavior. Then, we demonstrate that the shorter scales of CR can be used as a good proxy for the full construct measure. The paper concludes by highlighting theoretical insights, and methodological and managerial implications of the findings.