Search results

This paper aims to explain the economic impact of the change in the degree of contract enforcement in the USA since August 2008. This change, from solid enforcement (hard contracts), to uncertain enforcement (fuzzy contracts), is a result of political expediency during an economic crisis. The purpose of the paper is to point out that political decisions are not made in an economic vacuum, and that there is an economic impact to the move away from hard contracts.

The paper uses a time value of money, net present value approach with specific emphasis on the investor's adjustment to the required rate of return in the face of uncertain contract enforcement. Both closed and open economic systems are addressed.

The paper finds that in the shift to a fuzzy contract environment, investors will increase the required rate of return on future investment contracts, thereby lowering the value of those assets. Both individually, and in the aggregate, asset values will fall.

The paper makes no attempt to evaluate reasons for or against the institutional changes that produced the move to fuzzy contracts. The paper examines only the resulting impact of the change on asset valuations.

Reducing the certainty of contract enforcement reduces asset valuations and investment.

This paper fulfills a need to be cognizant of the fact that actions of politicians can have unintended economic consequences, using the specific example of the shift in contract enforcement in the USA since August 2008.

The purpose of this paper is to identify the underlying organisational features, according to the gendered organisation theory, that have contributed to high levels of representation of women executives, contrary to the trend in the South African financial services industry.

A critical realist approach was employed, using semi-structured interviews, based on a theoretical framework of the gendered organisation. Data were aligned to the theoretical levels of critical realism.

The research found that the pool from which the successful candidates were appointed was influenced by two features. The first was the perceived attractiveness of the organisation as an employer, composed of organisational prestige, opportunity for altruism, and the sex of the CEO. The second was the role of the CEO as gatekeeper, most notably the CEO’s network and the impact of the similar-to-me paradigm during selection.

The utilisation of critical realism as an approach allowed for organisational features embedded in the theory of the gendered organisation to be identified and gives an indication of how the number of women at executive management level may be increased. The salient factors are the role the woman CEO played in the inclusion of more women at the executive level by virtue of her being a woman, and the attractiveness of the organisation to women employees. Organisational features identified were gendered towards the feminine.

The purpose of this study is to investigate motives for engaging in electronic word of mouth (eWOM) about organizations on social media sites. This study explores motives for posting positive eWOM and motives for posting negative eWOM. It also investigates whether existing WOM frameworks adequately capture consumers’ motives for spreading eWOM within the context of social media. This study seeks to confirm established motives in literature while also identifying new motives specific to social media.

A qualitative study was conducted using the critical incident technique. In all, 64 positive incidents and 60 negative incidents were analyzed.

This study provides a typology for understanding consumers’ motivations for engaging in positive and negative WOM within the context of social media. Four new motives for sharing eWOM are identified; eight established WOM motives are re-confirmed; and new subcategories for eWOM motives are proposed. The study also finds that further refinement of WOM motives and scales within a social media context is needed.

An integrated conceptual framework of both positive and negative motives is developed to illustrate a more comprehensive model of motives of eWOM within social media. Managerial implications for managing negative eWOM and amplifying positive eWOM are discussed. A limitation is that the study is exploratory in nature.

This study identifies new motives for sharing eWOM, re-labels existing WOM and eWOM motives with more descriptive and comprehensive titles and confirms established WOM and eWOM motives within the context of social media. This study is conducted across multiple firms and industries, leading to more generalizable results.

This paper aims to draw on the agency theory to examine the relationship between corporate governance and integrated reporting on a sample of 120 listed French companies making up the SBF 120 Index during the period 2016–2019.

The methodology adopted in the present study consists of the hypothetico-deductive approach. Thus, as part of this quantitative approach, the authors aim at investigating the hypotheses concerning the impact of corporate governance mechanisms on integrated reporting. Moreover, the applied data are analyzed using the multiple linear regressions.

The finding of this study is that the cognitive diversity and audit committees have a positive and significant effect on integrated reporting. However, the chief executive officer’s duality and the board’s size have a positive and non-significant effect on integrated reporting.

In fact, this study contributes to the literature on the practices of integrated reporting. Faced with the rarity of studies linking the corporate governance mechanisms and the integrated reporting, this study makes a huge contribution to the determinants of integrated reporting.

The classic essay, “Can the Subaltern Speak?” by Gayatri Chakravorty Spivak takes leftist western intellectuals to task for essentializing subaltern subjectivity. I say this as someone who is guilty of this very thing and is struggling with this very question in my work as qualitative researcher. While Spivak concludes the essay with a resounding, “No,” she does provide us with a blueprint for conduction effective qualitative analysis using Derridean deconstruction. But after the deconstruction is done, how might I think about intellectual uncertainty and regret? Reflecting on a study of domestic workers I disbanded, in this paper I examine these questions and further query the limits of intellectual representation. The paper aims to discuss these issues.

This essay uses ethnography as an approach.

Through an engagement of the seminal essay, “Can the Subaltern Speak,” I argue that in the ethnographic relationship, researchers will be sure to come up against their own limitations, but that does not mean they should refrain from the work. Rather, being open to seeing our errors, and working through uncertainty and regret, reveals something vitally important about the participants of our study and about ourselves.

This essay adds to the academic discussion on the ethics of researching subaltern subjects, and expands on Antonio Gramsci’s concept of contradictory consciousness.

The purpose of this paper is to explore the connections between sexual harassment and ostracism both before and after the modern day #MeToo movement. It outlines how the birth of the #MeToo movement lessened the impact of ostracism, empowering victims to report their abusers.

This paper provides an overview of the ostracism literature, and discusses why ostracism has historically prevented individuals from disclosing workplace abuse. It also examines recent and historical cases of sexual harassment where ostracism has both inhibited targets of sexual harassment from reporting and harmed those who stood up for their right not to be harassed.

Both purposeful and non-purposeful ostracism have negative impacts on employees and organizations as a whole, and the fear of ostracism prevented many from disclosing harassment and abuse in the workplace. The #MeToo movement, by nature, is antithetical to ostracism by building community and freeing people to seek justice. This paper makes practical recommendations for organizations that wish to help prevent ostracism as a response to workplace sexual harassment disclosure.

Both purposeful and non-purposeful ostracism have negative impacts on employees and organizations as a whole, and the fear of ostracism prevent many from disclosing harassment and abuse in the workplace. The #MeToo movement by nature is antithetical to ostracism, building community and freeing people to seek justice. This paper makes practical recommendations for organizations that wish to prevent ostracism as a response to workplace sexual harassment disclosure. Additionally, it provides future research directions to explore the empirical link between the disclosure of sexual harassment and ostracism.

This paper analyzes a crucial barrier to reporting sexual harassment. It both examines the consequences of ostracism and highlights how the threat of ostracism can be overcome through intentional organizational efforts.

This study aims to extend the understanding of the role of authentic leadership in encouraging subordinates to become internal whistleblowers. The current study aims to seek whether authentic leadership can encourage internal whistleblowing (IW) through employee controlled motivation for IW and moral courage.

The samples of this study were 221 employees working at 26 government organizations in one of the provinces located on Sumatera Island, Indonesia. Based on the cross-sectional survey method, this study used partial least square-structural equation modeling analysis with SmartPLS 3 software to test the hypotheses.

The result revealed that employee controlled motivation for whistleblowing and moral courage significantly mediates the effect of authentic leadership toward IW. This result also indicates that the two mediating variables in this study fully mediate the effect of authentic leadership toward IW.

This study highlights the critical role played by leaders in encouraging subordinates to IW in the workplace. The role of an authentic leader will have positively affected enhancing IW by employees, which has significant implications for the organization that particularly in manage organization wrongdoing in terms of eliminating or preventing unethical practice.

Theoretically, the current study extends the understanding of the mechanism underlying the relationship between authentic leadership and IW. This study proposes employee controlled motivation for IW and moral courage as the new mediator variables to explain how and why authentic leadership may encourage IW. Empirically, the current study chooses the Indonesian Government as a context that rarely conducts in the prior study.