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1 – 10 of 658Shifang Zhao, Xu Jiang and Yoojung Ahn
Research on the effect of executive equity incentives is equivocal. Based on agency theory, some scholars take the convergence of interest logic to highlight the benefits of…
Abstract
Purpose
Research on the effect of executive equity incentives is equivocal. Based on agency theory, some scholars take the convergence of interest logic to highlight the benefits of executive equity incentives. In contrast, others adopt the entrenchment logic to emphasize the increased agency costs. This study attempts to reconcile the debate on executive equity incentives and integrates the opposing views to unveil how executive equity incentives impact corporate social responsibility (CSR) performance.
Design/methodology/approach
Using the panel dataset of Chinese A-share listed firms from 2006 to 2022, this study integrates the convergence of interest and entrenchment logic to examine how executive equity incentives affect CSR performance.
Findings
We find that the relationship between executive equity incentives and CSR performance follows an inverted U-shaped form. According to the convergence of interest logic, executive equity incentives reduce agency costs when allocating resources to engage in CSR activities and enable firms to increase their CSR investments, ultimately realizing increased CSR performance. After a threshold, however, the accumulation of extensive equity incentives causes the entrenchment effect, resulting in declined CSR performance. Our empirical results also shed new light on its contingent perspective – the inverted U-shaped relationship is attenuated when firms’ stock liquidity is high.
Originality/value
This study attempts to reconcile the debate on executive equity incentives and integrates the opposing views to unveil the inverted U-shaped relationship between executive equity incentives and CSR performance. Our study opens promising avenues for further research on corporate governance and CSR strategies.
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Ayman Ahmed Ezzat Othman and Rodayna Ehab Hegazy
This research aims to develop and validate a framework for eradicating women’s discrimination in architectural design firms (ADFs) in Egypt and propose strategies for prospective…
Abstract
Purpose
This research aims to develop and validate a framework for eradicating women’s discrimination in architectural design firms (ADFs) in Egypt and propose strategies for prospective adoption in the Gulf Cooperation Council (GCC) countries to increase the transformational impact of women on the architectural and urban developments of the Gulf region.
Design/methodology/approach
A combined qualitative and quantitative research approach was designed to accomplish four objectives. Firstly, to investigate the nature of business in ADFs, women’s discrimination and policies for gender equity (PGE) in architecture. Secondly, to analyse three case studies to validate the identified causes and impacts of women’s discrimination and examine the role of PGE towards eradicating women’s discrimination in ADFs. Thirdly, to conduct a survey questionnaire with a representative sample of ADFs to investigate their perception of women’s discrimination and the correlation between PGE towards eradicating women’s discrimination in ADFs. Based on the above, the research developed and validated a framework to eradicate women’s discrimination in ADFs in Egypt and suggested strategies for potential application in the GCC countries to increase the transformational role of women in the architectural and urban developments of the Gulf region.
Findings
Through literature review and case studies, the research identified and validated the causes and impacts of women’s discrimination as well as PGE in Architecture. The findings of data analysis showed that the highest-ranked causes of women discrimination in ADFs were “customs and beliefs” followed by “Underestimating women’s work” and “Recruiting males more than females”. Moreover, the highest-ranked impacts of women’s discrimination were “career shift and leaving the profession” followed by “decrease in creativity and innovation” and “decrease in economic growth”. Furthermore, the Spearman correlation test showed that while some PGE were correlated, others were not. These findings helped in the development of the proposed framework and proposed strategies.
Practical implications
This research presents a practical framework to eliminate women’s discrimination in ADFs in Egypt based on the findings of literature review, case studies and survey questionnaire. The framework explained in a workable way the objectives of the framework functions; activities; tools and techniques; involved personnel and needed resources as well as enforcing mechanisms. It was validated by a representative sample of ADFs in Egypt to ensure its practicability and viability and suggested strategies for implementation in the GCC countries to increase women’s role in architectural and urban development.
Originality/value
The research identified and validated the causes and impacts of women’s discrimination as well as PGE in Architecture. Moreover, the research investigated the perception of women’s discrimination and the correlation between PGE through conducting a survey questionnaire with a representative of ADFs in Egypt. The research tackled a topic that received scant attention in construction literature, especially in Egypt and the GCC countries. The research developed and validated a framework to eradicate women’s discrimination in ADFs in Egypt. It represents a synthesis that is novel and creative in thought and adds value to the knowledge in a manner that has not previously occurred. The research suggested several strategies for the prospective implementation of the framework in the GCC countries as an approach to enhancing the transformational role of women in the architectural and urban developments of the Gulf region.
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Ram Shankar Uraon and Ravikumar Kumarasamy
The paper aims to examine the effect of justice perceptions of performance appraisal (JPPA) practices (i.e. distributive, procedural, informational and interpersonal justice) on…
Abstract
Purpose
The paper aims to examine the effect of justice perceptions of performance appraisal (JPPA) practices (i.e. distributive, procedural, informational and interpersonal justice) on organizational citizenship behavior (OCB) and affective commitment (AC) and the effect of AC on OCB. Further, it investigates the mediating role of AC in the relationship between JPPA practices and OCB. Moreover, this study examines the moderating effect of job level on the relationship between JPPA practices and OCB.
Design/methodology/approach
The data were collected using a self-reported structured questionnaire. A total of 650 questionnaires were distributed among the employees of 50 information technology (IT) companies in India, and 503 samples were obtained. The conceptual framework was tested using the partial least squares structural equation modeling (PLS-SEM) method, and the moderating effect was tested using process macro.
Findings
The findings of this study reveal that the JPPA practices positively affect OCB and AC and AC affects OCB. Further, AC partially mediates this relationship between JPPA practices and OCB. Furthermore, the direct effect of JPPA practices on OCB happens to be strengthened when the job level decreases, thus confirming the moderating role of job level.
Research limitations/implications
The findings of this study augment the social exchange theory (SET) by suggesting that individuals perceiving justice or fairness in performance appraisal practices are likely to have a greater AC that ultimately engages employees in OCB.
Practical implications
This study will be helpful for human resource practitioners in IT companies who are responsible for the fairness of performance appraisal practices and expect their employees to be emotionally attached to the organization and engaged in OCB.
Originality/value
The study adds to the body of knowledge of how justice in performance appraisal practices links to OCB through AC and moderates by job level in an emerging economy in Asia.
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Chander Mohan Gupta, Petter Gottschalk and Maryam Kamaei
This paper aims to understand the involvement of women in white-collar crime (WCC) also referred to as pink-collar crimes. WCC is present around the globe and has created a word…
Abstract
Purpose
This paper aims to understand the involvement of women in white-collar crime (WCC) also referred to as pink-collar crimes. WCC is present around the globe and has created a word for itself.
Design/methodology/approach
The paper is designed by studying the WCC in the area of Iran, Portugal, Norway, India and the USA.
Findings
The paper attempts to move beyond the traditional perspectives of emancipation versus focal concern, which argue that less inequality will increase women involvement in WCC versus women socializing into accepting responsibilities for social concerns by caring for others.
Research limitations/implications
As the data is restricted, this study is based on the limited data available on the internet.
Originality/value
This paper is an original work of the authors.
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Ormonde Cragun, Jason Kautz and Lin Xiu
This study aims to explore how individual-level and organizational-level factors interact to influence pay information (PI) seeking and PI sharing preferences in PI conversations…
Abstract
Purpose
This study aims to explore how individual-level and organizational-level factors interact to influence pay information (PI) seeking and PI sharing preferences in PI conversations (i.e. the face-to-face communications context). The authors examine how an individual’s judgment of their pay relative to others – or pay equity perception – affects their PI seeking and PI sharing preferences and how those relationships are affected by organizationally created pay transparency policies and pay transparency practices.
Design/methodology/approach
Using a 2 × 2 × 2 experimental design on the MTurk platform, the authors used a scenario-based prompt method to manipulate employee perceptions of pay equity and organizational pay transparency and tested those effects on employee pay disclosure preferences. The authors consider both pay policy and pay practice dimensions of pay transparency and both PI seeking and PI sharing dimensions of pay disclosure preferences. The final sample had 597 participants.
Findings
The authors find employees’ pay equity perceptions are negatively related to PI seeking behaviors and are even more so when organizations have restrictive pay transparency policies. Also, both pay transparency policy and pay transparency practice increase PI sharing preferences.
Originality/value
The authors provide insight into how individual perceptions drive pay disclosure motivations and the role of organizational policy and practice in influencing pay disclosure preferences within PI conversations. The authors provide insight into the antecedents that shape pay disclosure preferences, which lead to a both PI conversations among coworkers and an increase in one’s pay understanding. This study shows the contextual nature of PI seeking and PI sharing preferences, which are a motivational antecedent to pay-related sensemaking behaviors.
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Tuba Tokucoglu Yumusak, Kadri Gokhan Yilmaz, Seyda Z. Deligonul and Tamer Cavusgil
The slow food movement has become increasingly widespread globally in recent years. This paper focuses on explaining how Turkish cuisine, which has a deep-rooted history, meshes…
Abstract
Purpose
The slow food movement has become increasingly widespread globally in recent years. This paper focuses on explaining how Turkish cuisine, which has a deep-rooted history, meshes with the slow food movement and how this movement affects consumer behavior.
Design/methodology/approach
Based on expert opinion analysis with academics knowledgeable about the food industry and gastronomy, this paper explores how the slow food movement in Turkiye is evolving and how consumers perceive it. Content analysis was applied to the data obtained from the personal interviews.
Findings
The authors find that the slow food movement creates a strong brand image for businesses that rely on emphasizing the responsibility to the ecological system while appealing to the five senses of consumers. It already shows great potential even in emerging markets where typical household discretionary income is modest.
Practical implications
Based on key theories regarding all sales activism cases, the authors have offered insights into the dynamics, motivations and techniques of the case. Ensuring the preservation of the slow food movement, framing and creating associations need to be examined.
Originality/value
Slow food is a movement that emerged against the standard, fast, tasty, but unhealthy products of the fast-food industry. It entails product variety, local flavors and preference for the single-flavor focus embedded in the fast-food movement. The movement started with considerations of gastronomy and later was institutionalized as a social movement phenomenon. Later, it expanded its base to activism, targeting various social issues.
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Mohammad Alqahtani, Desmond Tutu Ayentimi and Kantha Dayaram
Saudi Arabia (SA) is amongst the few countries with a significant foreign workforce who are employed in the higher education sector. More specifically, 39% of SA's academic staff…
Abstract
Purpose
Saudi Arabia (SA) is amongst the few countries with a significant foreign workforce who are employed in the higher education sector. More specifically, 39% of SA's academic staff members are foreign nationals and 63% of that proportion occupy professorial positions. Drawing from a workforce localisation perspective, the study was framed as an exploration of equity and social justice amongst Saudi nationals and foreign nationals in a university work setting. The authors employ the lens of how human resource development (HRD) opportunities are administered.
Design/methodology/approach
Following the choice of an exploratory qualitative study, the authors employed a multi-case study approach where each of the six universities represented a unit of analysis.
Findings
The authors found that nationality differences influenced access to HRD opportunities. These differences are reinforced by practices associated with procedural processes, managerial discretion and selective restrictions in accessing HRD opportunities.
Social implications
The findings have both practical and social implications, specifically for the SA government's strategic vision of developing local human capabilities.
Originality/value
The workforce localisation agenda within the higher education sector has both a compounding effect on local human capital and supports SA's 2030 Vision and human capital target. Nonetheless, perceived inequity and injustice in accessing HRD opportunities by foreign nationals potentially undermine morale, academic quality standards and research performance, which impacts the development of future human capital and the ‘Saudization’ goals.
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Cristina-Alexandra Trifan, Roxane de Waegh, Yunzi Zhang and Can-Seng Ooi
This paper explores the collaborative dynamics and dimensions within a virtual multi-cultural and interdisciplinary workplace. The study focusses on the use of online…
Abstract
Purpose
This paper explores the collaborative dynamics and dimensions within a virtual multi-cultural and interdisciplinary workplace. The study focusses on the use of online communication technologies to enhance social inclusion and networking within academia.
Design/methodology/approach
This study uses an autoethnographic approach to draw on the personal experiences of a team of four scholars, including three early-career researchers and a senior scholar. Their reflections on their academic positionality and the institutional constraints reveal both the strengths and vulnerabilities of collaborating in a virtual workplace.
Findings
The findings offer insights into the complexities of navigating social dynamics, such as delegating responsibilities, organising meetings across various time zones and encouraging continuous collaboration, inclusivity and effective communication during an extensive timeline. As a result, their experiences revealed that a virtual workplace culture with similar and different attributes to a “normal” workplace emerged.
Originality/value
The paper demonstrates how to create an effective and inclusive virtual workplace by exemplifying best practices in academia and providing practical guidance for individuals and institutions based on honest, co-produced autoethnographic reflections of the authors’ lived experiences.
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Avinash D. Pathardikar, Praveen Kumar Mishra and Sangeeta Sahu
The purpose of this study is to determine the impact of distributive justice on normative commitment, both directly and indirectly through job satisfaction. Instead of integrating…
Abstract
Purpose
The purpose of this study is to determine the impact of distributive justice on normative commitment, both directly and indirectly through job satisfaction. Instead of integrating all the components of justice and commitment, distributive justice and normative commitment have been given prominence.
Design/methodology/approach
The data were collected through standardised scales from the 305 executives working in the top eight cement organisations located in the central part of the Indian subcontinent. Structural equation modelling (SEM) with bootstrapping was employed to evaluate the hypotheses.
Findings
The results proved that distributive justice helps increase normative commitment and affects job satisfaction positively. Additionally, job satisfaction acts as a mediator between distributive justice and normative commitment.
Research limitations/implications
Due to the adaptation of self-reported questionnaires, the chances of method bias cannot be completely denied. However, the Harman’s single-factor analysis was conducted to handle it. Moreover, the data were obtained from a single source, i.e. the cement industry.
Practical implications
HR practitioners may use the outcomes of this study to promote distributive justice while allocating their sources. It also helps in implementing specific strategies to improve job satisfaction and commitment.
Originality/value
The study proposed a more complex linear model that included job satisfaction as a mediator. Moreover, the study is conducted in emerging economies, which addresses the research gaps in the existing body of literature.
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Achraf Ghorbel, Sahar Loukil and Walid Bahloul
This paper analyzes the connectedness with network among the major cryptocurrencies, the G7 stock indexes and the gold price over the coronavirus disease 2019 (COVID-19) pandemic…
Abstract
Purpose
This paper analyzes the connectedness with network among the major cryptocurrencies, the G7 stock indexes and the gold price over the coronavirus disease 2019 (COVID-19) pandemic period, in 2020.
Design/methodology/approach
This study used a multivariate approach proposed by Diebold and Yilmaz (2009, 2012 and 2014).
Findings
For a stock index portfolio, the results of static connectedness showed a higher independence between the stock markets during the COVID-19 crisis. It is worth noting that in general, cryptocurrencies are diversifiers for a stock index portfolio, which enable to reduce volatility especially in the crisis period. Dynamic connectedness results do not significantly differ from those of the static connectedness, the authors just mention that the Bitcoin Gold becomes a net receiver. The scope of connectedness was maintained after the shock for most of the cryptocurrencies, except for the Dash and the Bitcoin Gold, which joined a previous level. In fact, the Bitcoin has always been the biggest net transmitter of volatility connectedness or spillovers during the crisis period. Maker is the biggest net-receiver of volatility from the global system. As for gold, the authors notice that it has remained a net receiver with a significant increase in the network reception during the crisis period, which confirms its safe haven.
Originality/value
Overall, the authors conclude that connectedness is shown to be conditional on the extent of economic and financial uncertainties marked by the propagation of the coronavirus while the Bitcoin Gold and Litecoin are the least receivers, leading to the conclusion that they can be diversifiers.
研究目的
本文分析於2020年2019冠狀病毒病肆虐期間、主要的加密貨幣、七國集團 (G7) 股價指數與黃金價格三者之間在網絡上的連通性。
研究設計/方法/理念
分析使用迪博爾德和耶爾馬茲 (Diebold and Yilmaz (2009, 2012, 2014)) 提出的多變量分析法。
研究結果
就一個股票指數投資組合而言,靜態連結的結果顯示、在2019冠狀病毒病肆虐期間,股票市場之間有更高的獨立性。值得我們注意的是:一般來說,加密貨幣在股票指數投資組合起著多元化投資作用,這可減低不穩定性,尤其是在危機時期。動態連結的結果與靜態連結的結果沒有顯著的分別。我們剛提到、比特幣黃金已成為純接收者。除了處於先前水平的達世幣和比特幣黃金外,就大部分的加密貨幣而言,連通的範圍在衝擊後都得以維持。事實上,在這危機時期,比特幣一直是波動性連結或溢出的最大淨傳播者。掛單者 (Maker) 是從全球系統中出現的最大波動淨接收者。至於黃金,我們注意到在危機時期、它仍然是在網絡接收方面擁有顯著增長的淨接收者,這確認其為安全的避難所。
研究的原創性/價值
總的來說,我們的結論是:連通性被確認為取決於標誌著受廣泛傳播的冠狀病毒影響下的經濟和金融欠缺穩定的程度,而比特幣黃金和萊特幣則是最小的接收者,這帶出一個結論、就是:比特幣黃金和萊特幣、可以成為多元化投資項目。
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