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During the COVID-19 pandemic, working from home (WFH) has become the norm for many employees and their families in Germany. Although WFH has been suggested as a form of flexible work to foster work–life integration (especially for workers with greater care responsibilities), studies have also pointed to its risks when the boundaries between these two life spheres become blurred. To help disentangle these inconsistent findings in relation to work–family conflict, this study focuses on two main concerns: the relevance of additional forms of flexibility for those who work from home (i.e., temporal flexibility, job autonomy, fixed rules about availability) and the implications of WFH for employees’ social relationships with co-workers and supervisors. Based on linked employer–employee data collected in the spring of 2021, the study examined work-to-family conflict (WFC) and family-to-work conflict (FWC) among a sample of 885 employees who worked from home. The results indicate that three factors – temporal flexibility, job autonomy, and fixed rules about availability as a way to set boundaries between work and family life – are important predictors of fewer work–family conflict. This equally applies to employees with caring obligations who overall experience more work–family conflicts while WFH. For those who cared for relatives, autonomy contributed even to fewer work–family conflicts. Supportive relationships with supervisors and co-workers are certainly directly beneficial when it comes to avoiding conflict, but they also reinforce the positive implications of flexible work, whereas poor relationships counteract the benefits of such flexibility. Thus, employers need to provide additional forms of flexibility to employees who work from home and should pay attention to social relationships among their employees as a way to support families and other individuals.

This chapter provides an alternative conception of universities and the higher education systems in which they operate in an attempt to comprehend the ways in which such institutions and systems adapt and maintain themselves over time. Conceptually, it builds on complex systems theory, most notably critical insights from the study of complexity. We base our empirical analysis on developments across the European continent in the light of recent efforts to modernize university systems in the context of rising competition and pressures toward vertical and horizontal differentiation. We contrast two models of the university – strategic versus resilient – and critically reflect on the implications their differences have for the development of systems and universities and future research work in the area.

This chapter examines whether Type 1 and Type 2 models of Multi-Level Governance (MLG) are suitable frameworks for analysing the operation of local enterprise partnerships (LEPs) as significant new partnerships at the sub-national level of governance in England. In doing so it bridges some gaps in knowledge, largely absent from MLG literature, by demonstrating how actors in economic development attempt to solve governance problems through co-operation rather than central steering and control.

The approach follows Stubbs (2005) who called for more political anthropological or ethnographic analyses, and the chapter draws on primary interview data and secondary documentary evidence from two LEPs in the north east of England.

Some advocates of MLG believe that governance should serve citizen needs but it is clear from the contents of this chapter that MLG has a number of weaknesses in this respect, as well as neglecting power relationships and misinterpretations of the concept of territory. The conclusion shows that LEPs as multi-agency partnerships need to be accountable and it is essential to adopt models that facilitate a clearer understanding of new spaces of interactions and multiple accountabilities. Using a stakeholder analysis fills some gaps in understanding of how partnerships work and who they are accountable to, as well as assessing how public services delivery models operate within a multi-level governance setting. All 39 LEPs have varying levels of trust between partners, as well as responding to multiple accountabilities. Neither Type I nor Type II MLG is sufficient on its own as an explanatory framework for analysing LEPs, but each does offer a useful entrée into this important field of enquiry.

The MLG concept is a helpful starting point, but its utility is governed by how it is augmented with other, more appropriate models of analysis. LEPs are a challenge to the dynamics of public accountability as they involve private actors at the heart of public service delivery; they are also interesting examples of persistent contestation between actors with different mind sets on outcomes and on legitimacy, accountability and representativeness. Stakeholder analysis allows a deeper appreciation of the interactions in space and multiple accountabilities of actors in LEPs.

LEPs in England are the preferred instrument for driving economic growth in regions and sub-regions. The findings help to explain more fully some of the intricate power and trust relationships in these partnerships. The chapter also examines multiple accountabilities and how actors connect within territories.

Critically the findings show an absence of real citizen engagement or expression of public opinions and feedback loops to citizens/publics/individuals/other organisations within such diffuse partnership arrangements. In an era of Localism it is essential for partnerships to be accountable to a wider group of societal stakeholders

The chapter takes a novel approach to analysing LEPs and builds on some existing work on MLG to obtain a deeper analysis of some of the complex inter-relationships and connections between actors on LEPs.

This paper aims to empirically assess the impact of gender diversity and board of directors’ size on Islamic banks’ performance.

Hand-collected data set including 27 banks from 2005 to 2013 is used to investigate the effect of the above mechanisms on banks’ performance as measured by return on equities and return on assets. The study uses pooling regression, which requires estimating a single equation on different cross-sectional data. Specifically, ordinary least squares is used to estimate the model.

Obtained results suggest that the presence of women on the board of directors does not have a significant influence on banks’ performance. However, gender diversity in the management department is found to have a negative and significant impact. Besides, the findings prove that the board of directors’ size adversely affects banks’ performance.

Findings of this study will enhance a better understanding of the interrelationships between performance measures and determinants, which can improve estimations of key inputs in the decision-making process. Such deeper understanding should provide policy and decision makers with an important part of the framework needed to provide quality outcomes. In addition, the results of this study provide some beneficial insights on performance determinants to the policymakers, industry leaders and bank managers. Accordingly, those parties could enhance the profitability of Sudanese Islamic banks by improving capitalisation and assets utilisation and by improving banks operation efficiency, leverage and by reducing the size of the board of directors. Industry leaders and bank managers could also benefit from the findings on bank age, which suggest that they can learn from the experience of newly established banks, as the latter are shown to be able to use their resources to generate more profits.

Results suggest that in the future, Islamic banks should focus on how to weaken the negative performance effect of female executives’ participation. Besides, banks should work to decrease labour market discrimination and increase long-term career commitment amongst women.

After reviewing the literature, the research objective was not accounted for by the existing empirical works. Indeed, the role of gender diversity and board of directors’ size on a bank’s performance was not examined in the case of Sudanese Islamic banks.

The purpose of this paper is to enhance understanding of the conceptualisation and operationalisation of public value in practice by applying Moore's (1995) strategic triangle as an analytical framework to study strategic management and management control practices in relation to public value.

The paper uses an interpretative longitudinal case study approach including qualitative methods of document studies and interviews between 2017 and 2019.

In the strategic triangle, the three nodes of authorising environment, public value creation and operational capacity are interdependent, and alignment is a necessity for a strategy to be successful. But this alignment is vulnerable. The findings suggest three propositions: (1) strategic alignment is vulnerable to management control practices having a strong focus on performance measurements, (2) strategic alignment is vulnerable to standardised management control practices and (3) strategic alignment is vulnerable to politically driven management control practices.

With the strategic triangle as a base, this paper tries to understand what kind of management control practices enable and/or constrain public value, as there has been a call for this kind of research. In this way it adds to earlier research on public value, to the growing interest in the strategic triangle as an analytical framework in analysing empirical material and to the request for more empirical studies on the subject. The strategic triangle also embraces political factors, government agendas and political leadership for which there has also been a call for more research.

García Lara et al. (2011) argue that there is a conservatism-related priced risk factor in US stock returns. To put this to the test, the authors aim to analyze whether the conditional conservatism effect comes from the loading on a conditional conservatism-related factor-mimicking portfolio (systematic risk) or the conservatism characteristic itself.

The authors form characteristic-balanced portfolios from dependent sorts of stocks on the firm’s degree of conservatism and the firm’s loading on the conservatism-related factor-mimicking portfolio as proposed by Daniel and Titman (1997) and Davis et al. (2000).

The tests indicate that it is the conditional conservatism characteristic rather than the factor loading that explains the cross-sectional differences in average stock returns. Consequently, they do not find evidence for a conservatism-related priced risk factor.

This finding suggests that investors misvalue the conservatism characteristic and casts doubt on the rational risk explanation as proposed by García Lara et al. (2011).

The aim of this paper is to study the information content of operational loss events occurring at European financial institutions with respect to the announcing bank’s industry rivals from an equity investor’s perspective.

The authors conduct an event study to identify spillover effects of operational loss events using the Carhart (1997) four-factor model as a benchmark model. In addition, they conduct multiple regression analyses to investigate the extent to which firm-specific factors or the market environment affect abnormal returns.

They observe significant negative abnormal returns following operational loss announcements exceeding € 50 million for both the announcing firms and their competitors. In addition, they find that stock market reactions occur only within a very small event window around the announcement date, indicating a high degree of market efficiency. Finally, abnormal returns tend to be insignificant for smaller loss amounts.

While operational risk is often believed to be strictly firm-specific, the results show that large operational risk events are not purely idiosyncratic; rather, they are systemic in the sense that they have contagious effects on non-event banks. Thus, the authors shed new light on how operational risk affects equity investors’ investment behaviour in an opaque and highly interconnected banking market.

The purpose of this paper is to examine how CEO narcissism can be related to the usage of an abnormal optimistic tone in financial disclosures. Drawing on upper echelons theory, this paper suggests a link between CEO characteristics, such as narcissism, and accounting choices, such as optimistic financial reporting language.

To measure the narcissistic trait of a CEO, the study builds on a model using a set of 15 archival indicators. The usage of an abnormal optimistic tone is assessed quantitatively when looking at firms’ 10-K filings, where “abnormal” refers to tone that is unrelated to a firm’s performance, risk, and complexity. This approach allows for the use of firm-fixed effects for a sample of US listed firms over the period 1992-2012.

The results show that CEO narcissism is significantly positively related to abnormal optimistic tone in 10-K filings. If a highly abnormal optimistic tone is present, the level of CEO narcissism is positively related to the likelihood of future seasoned equity offerings and larger future investments in research and development.

The findings are relevant for shareholders and stakeholders as well as auditors and legislators. All stakeholders should be aware of the overly optimistic reporting language resulting from CEO narcissism and need to make allowances for it when assessing firm performance based on financial disclosures.

This study is the first to show in a large-scale sample how CEO narcissism can be related to a firm’s use of optimistic language, and thus contributes to the question of how personality traits affect an organization’s financial reporting strategy.

This paper aims to hunt for the driving force behind the accrual anomaly and revisit the risk versus mispricing debate.

In sorts of stock returns on abnormal and normal accruals, the authors find that abnormal accruals are the driving force behind the accrual anomaly. The authors then construct characteristic-balanced portfolios from dependent sorts of stock returns on the abnormal accrual characteristic and a related factor-mimicking portfolio to test whether the accrual anomaly is due to risk or mispricing (Daniel and Titman, 1997; Davis et al., 2000).

Similar to Hirshleifer et al. (2012), the authors find that the accrual anomaly is due to mispricing and that the measure of accruals used in Hirshleifer et al.’s study (2012) is a very broad measure of accruals. The authors therefore recommend the use of abnormal accruals in future research.

The results suggest that there are limits to arbitrage or behavioral biases with regard to the trading of low-accrual firms. Showing that the accrual effect is driven by the level of abnormal accruals, the findings of this study strongly challenge the rational risk explanation proposed by the extant literature.

To date, most research has assumed an additive relationship between work-related predictors and engagement. The purpose of this paper is to contribute to the refinement of engagement theory by exploring the extent to which two predictors – person-organization fit and organizational trust – interact to influence employees’ engagement, which in turn, positively influences their task performance.

A test of moderated mediation was conducted using survey data collected from 335 employees and matched performance records from the Human Resource department in a support services organization in the UK.

Engagement was best predicted by the interactive model, rather than the additive model, as employees who felt a close fit with their organization and who trusted their organization were most engaged with their work. Further, engagement mediated the relationship between the interaction and task performance.

This paper contributes to a refinement of engagement theory by presenting and testing a model that explains the synergistic effect of work-related factors on engagement.