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1 – 10 of over 14000Ismah Osman, Sharifah Faigah Syed Alwi, Mohsin Abdur Rehman, Ruhaini Muda, Faridah Hassan, Rohail Hassan and Hasni Abdullah
This study aims to empirically investigate the pathway to financial management behavioural intentions (FMBI) from Islamic perspectives, through dimensions of Islamic financial…
Abstract
Purpose
This study aims to empirically investigate the pathway to financial management behavioural intentions (FMBI) from Islamic perspectives, through dimensions of Islamic financial literacy (IFL; Islamic financial knowledge [IFK], financial skills [FS] and self-efficacy [SE]) based on an extension to the theory of planned behaviour (TPB) model.
Design/methodology/approach
Data was collected via a self-administered questionnaire by 300 millennials (Muslims) working in Malaysia. Structural equation modelling was used for data analysis purposes by using SmartPLS.
Findings
The results present the positive and significant influence of IFK on financial attitude (FA), FS on the elements of FA, subjective norm (SN), perceived behavioural control (PBC) and perceived moral obligation (PMO), SE on FA, FS on the elements of FA, SN and PBC. Furthermore, PBC and PMO were strong predictors of FMBI from an Islamic standpoint.
Originality/value
The findings successfully contribute to the theoretical extension of the TPB model via dimensions of IFL (IFK, FS and SE) as predictors of FA, SNs, PBC and PMO. Besides, this study provides some new insights of millennial Muslims concerning IFL and financial management from Islamic beliefs.
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Nahid Izadpanah Mehrkish and Susan B. Grant
Researchers have long been interested in how the psychology of senior managers affects their behaviours. This paper aims to present the results of a questionnaire into how…
Abstract
Purpose
Researchers have long been interested in how the psychology of senior managers affects their behaviours. This paper aims to present the results of a questionnaire into how positive self-image influences how well senior managers in UK manufacturing organisations support the implementation of management information system (MIS). This study developed two scales, one to measure senior managers’ attitudes and the other to measure support of MIS implementation. It also sought to investigate the impact of senior managers’ positive self-image on their support of MIS implementation in UK manufacturing organisations.
Design/methodology/approach
The authors tested the hypotheses on a data set of 400 senior managers from UK manufacturing organisations. Two unidimensional scales to measure senior managers’ attitude and support level towards MIS implementation were developed. Exploratory factor analysis (EFA) was used to validate the scales. The study also examined the impact of senior managers’ positive self-image on their attitude and support from the perspective of UK manufacturing organisations by using structural equation modelling.
Findings
The study found that senior managers’ positive self-image is a significant contributing factor to their attitude. Also, senior managers’ attitude has a strong positive impact on their support in the MIS implementation process. A strong mediating relationship was found to exist between senior managers’ positive self-image and support through their attitude towards MIS implementation.
Originality/value
Although past literature has examined the importance of senior managers’ attitude and support in successful MIS implementation, there has been no specific scale around management support and attitude towards MIS implementation developed to date. Thus, a contribution of this study is its development of two new scales based on a survey of senior managers of UK manufacturing organisations. The scales can be used to evaluate senior managers’ perception towards MIS implementation and the support they are willing to give whilst implementing MIS. Another contribution of this study is the analysis of positive self-image via item-parcelling which improves model efficiency and provides more stable estimates of the construct.
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Timothy Bartram, Jillian Cavanagh, Beni Halvorsen, Patricia Pariona-Cabrera, Jessica Borg, Matthew Walker and Narges Kia
Aged-care work has become an extreme form of work. Anti-violence HRM, comprising practices to combat workplace violence, is important in an industry with widespread violence. In…
Abstract
Purpose
Aged-care work has become an extreme form of work. Anti-violence HRM, comprising practices to combat workplace violence, is important in an industry with widespread violence. In this paper, we employ social exchange theory to better understand the effect of anti-violence HRM and trust in the manager on perceived nurse and PCA cynicism working in Australian aged care facilities and their subsequent intention to leave.
Design/methodology/approach
This study used a mixed method with two stages. Stage 1 comprised semi-structured interviews with 10 managers and 50 nurses and PCAs working in Australian aged care facilities. Stage 2 comprised a survey of nurses and PCAs with a total of 254 completed responses in Time 1 (first wave) and 225 completed responses in Time 2 (second wave).
Findings
We tested three hypotheses and reported that interestingly anti-violence HRM was positively associated with organisational cynicism. Organisational cynicism mediated the relationship between anti-violence HRM and intention to leave. Worker trust in the manager moderated the relationship between anti-violence HRM practices and organisational cynicism, such that high levels of trust in the manager increased the effect of anti-violence HRM practices to reduce organisational cynicism and subsequently reduce intention to leave.
Originality/value
We find evidence that in aged care, workers' trust in their managers is critical for effectual anti-violence HRM. We argue that implementation of HRM practices may be more complex in extreme work settings. It is crucial to study HRM in situ and understand the root of social exchange(s) as a foundation for HRM to influence employee attitudes and behaviour.
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In the current post-human society, artificial intelligence (AI) and algorithms are rapidly being deployed in newsrooms around the world to enhance processes of news idea…
Abstract
In the current post-human society, artificial intelligence (AI) and algorithms are rapidly being deployed in newsrooms around the world to enhance processes of news idea conception, newsgathering, writing, packaging and dissemination. Although AI adaptation has been ongoing especially in Western Newsrooms over the last decade, this process is only budding in sub-Saharan newsroom contexts. This study explores perceptions, use, prospects and challenges in the adaptation of AI and algorithms in newsrooms. This qualitative survey draws insights from 33 respondents from newspapers, radio stations, online media and community media in Uganda, Tanzania, Rwanda and Ethiopia. The study found varied levels of AI adoption in several newsrooms with some newsrooms not yet using AI while others were fully experimenting with a variety of tools, functionalities – even producing their own AI tools and also in change employment patterns to accommodate the skills needed within this new field. In some of the ‘inactive AI newsrooms’ individual journalists took the onus on themselves to learn and use the disruptive technologies and while the general attitudes towards AI were positive among journalists, the attitudes among management was generally considered poor. The study concludes for the benefits to be maximally leveraged, several of the bottlenecks in application must be addressed. These include the integration of ‘humans-in the loop’, journalistic principles, decolonial and local contextual perspectives in AI development and use. Such perspectives and synergies would need to be drawn from media ecosystems – including journalism education, research, policy, industry and developers.
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Peng Peng and Zhigang Xu
Large-scale farm management in China has developed rapidly in recent years. Large-scale farmers face substantial operating risks, requiring extensive price risk management…
Abstract
Purpose
Large-scale farm management in China has developed rapidly in recent years. Large-scale farmers face substantial operating risks, requiring extensive price risk management. However, the agricultural insurance and futures markets in China are incomplete. This study aims to analyze the price-risk-management behaviors of large-scale farmers under incomplete market conditions, with a focus on the interconnections between large scale farmers' subjective preferences (risk preferences, time preferences), liquidity constraints and their price risk management.
Design/methodology/approach
The authors construct an analysis framework to reveal the impact of large-scale farmers' risk preferences, time preferences and liquidity conditions on their price-risk-management behaviors under incomplete market conditions. Using data from field surveys and subjective preference experiments involving 409 large-scale grain farmers in China, an empirical analysis was conducted using the bivariate probit model.
Findings
The results show that risk-averse farmers will use risk transfer (such as contract farming) and risk diversification (such as multi-period sales) to avoid price risk. However, farmers subject to liquidity constraints and strong time preferences will not choose risk diversification, and the interaction between time preferences and liquidity constraints will strengthen this decision. The larger the farm-management scale, the greater the impact.
Originality/value
The authors focus on rapidly developed large-scale farm management in China. Appropriate price risk management is required by large-scale farmers due to their substantial operating risks. Considering the incomplete conditions of agricultural insurance and futures markets, the results of this study will help identify behavioral characteristics of large-scale farmers and optimize their price-risk-management strategies, further stabilizing large-scale farm management.
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Emmanuel C. Mamatzakis, Lorenzo Neri and Antonella Russo
This study aims to examine the impact of national culture on classification shifting in Eastern European Member States of EU Eastern European countries (EEU) vis-à-vis the Western…
Abstract
Purpose
This study aims to examine the impact of national culture on classification shifting in Eastern European Member States of EU Eastern European countries (EEU) vis-à-vis the Western Member States of EU (WEU). The EEU provides a unique sample to study the quality of financial reporting that the authors measure with classification shifting given that for more than five decades they were following the model of a centrally planned economy, where market-based financial reporting was absent. Yet, the EEU transitioned to a market-based economy and completed its accession to the EU.
Design/methodology/approach
This study uses a panel data set of firm year observations from 1996 and 2020 that covers the full transition of EEU. This empirical analysis is based on fixed effects panel regression analysis where the authors report a plethora of identifications.
Findings
This study finds classification shifting in the EEU countries since their transition to the market-based economy, though they have no long record of market-based financial reporting. This study also notices that cultural factors are associated with classification shifting across all Member States of the EU. This study further examines the impact of interactions between cultural characteristics and special items and reveal variability between WEU and EEU. As part of the robustness analysis, this study also tests the impact of culture on real earnings management measures for both WEU vs EEU, confirming the variability of the impact of culture on earnings management.
Research limitations/implications
Future research could explore the role of religion differences in WEU vis-à-vis EEU states, as they are also subject to cultural differences.
Practical implications
The findings are important for regulators, external monitors and investors, as they show that cultural factors affect earnings management with some variability across countries in the EU, and they should be acknowledged in policymaking.
Social implications
The findings show that cultural differences between EEU and the “old” Member States of the EU could explain classification shifting.
Originality/value
To the best of the authors’ knowledge, this is the first study that sheds light on the impact of national culture on classification shifting in EEU of EU vis-à-vis the “old” WEU of EU.
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Farida Saleem, Yingying Zhang-Zhang, C. Gopinath and Muhammad Imran Malik
The paper aims to explore how market pressures, upper echelons theory and slack resources interact to affect pro-environmental strategies in an emerging market. Specifically, the…
Abstract
Purpose
The paper aims to explore how market pressures, upper echelons theory and slack resources interact to affect pro-environmental strategies in an emerging market. Specifically, the authors assess external market factors (consumer concerns, regulatory forces and competitors' concerns) in terms of how they are negotiated through internal resources and company capabilities (top management commitment and discretionary slack) to produce or not produce pro-environmental strategies (environmental corporate strategy and environmental marketing strategy).
Design/methodology/approach
A total of 1,000 questionnaires were distributed in the Pakistani manufacturing sector – where energy use and natural resources consumption is intensive. The final 181 useable responses were analyzed using covariance-based structural equation modeling and the PROCESS macro.
Findings
The results reveal that regulatory forces and competitors' concerns have both direct and conditional indirect effects on environmental corporate strategy but only conditional indirect effects on environmental marketing strategies through the mediation of top management commitment and at different levels of discretionary slack. However, consumer concerns remain inconsequential antecedents with insignificant direct effects and conditional indirect effects on environmental corporate and marketing strategies through the mediation of top management commitment at different levels of discretionary slack.
Originality/value
The authors propose an integrative model as a functioning mechanism for the environmental strategic decisions of companies in emerging markets. This model relies on both slack resource and upper echelons theories. These findings contribute to a better understanding of the impacts of internal and external determinants and functions on environmental strategies at corporate and functional levels in emerging markets. The various paths to diverse levels of environmental strategy and the insignificant role of consumer concerns suggest a need for further investigation of corporate environmentalism in emerging markets that consider their distinctive legal, societal, market and institutional contexts.
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Neena Gopalan, Nicholas J. Beutell and Jeffrey W. Alstete
This study assesses the role of trust in management on relationships between predictors (supervisor support, coworker support and meaningful work) and outcomes (job satisfaction…
Abstract
Purpose
This study assesses the role of trust in management on relationships between predictors (supervisor support, coworker support and meaningful work) and outcomes (job satisfaction, turnover intentions and healthy lifestyle).
Design/methodology/approach
Data from 1,302 working adults from the National Survey of Changing Workforce was used in this study. Structural equation models and mediation analyses are used to analyze the data.
Findings
Findings indicate that trust in management significantly mediates relationships between support (supervisor, coworker) and outcomes and meaningful work and outcomes. Trust in management does not mediate relationships involving turnover intentions. Gender does not have a significant impact on the findings.
Practical implications
This study shows how trust in management is increasingly important during disruptions including high levels of voluntary turnover known as the Great Resignation. Trust in management is a key factor in work involvement and organizational citizenship behaviors.
Originality/value
This novel study tests how trust mediates relationships between both organizational behavior factors and work factors in relation to outcomes. The importance of developing and sustaining trust in management is paramount because it affects work-related outcomes as well as an individual's job satisfaction and healthy lifestyle.
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Hadziroh Ibrahim, Md. Lazim Mohd Zin, Attia Aman-Ullah and Mohd Razif Mohd Ghazi
This research aimed to determine the relationship between technostress and information technology support (IT) and HRIS-related user satisfaction. The study also investigated the…
Abstract
Purpose
This research aimed to determine the relationship between technostress and information technology support (IT) and HRIS-related user satisfaction. The study also investigated the moderating influence of technological self-efficacy on the links between technostress, IT support, and HRIS user satisfaction.
Design/methodology/approach
This quantitative study used the deductive research approach. The study's population was HRIS users from 37 Malaysian public sector organizations. The judgmental sampling technique was employed, and the sample size was 490. Data analysis was conducted through SPSS and PLS-SEM.
Findings
The study showed that technostress is significantly associated with HRIS user satisfaction. While IT support, results show that literacy support, technological support, and technological involvement facilities significantly correlate with HRIS user satisfaction. In contrast, innovation support had an insignificant relationship with HRIS user satisfaction. The study also tested the moderation effect of technology self-efficacy in the relationships and found that technology self-efficacy only moderated the association of technostress and HRIS user satisfaction.
Practical implications
HR departments of government agencies can use the study's findings to understand to what extent HRIS system users are satisfied and what needs to be done to improve the HRIS system. The study also sheds light on the technological pressures that employees encounter.
Originality/value
Present study contributed to the literature by developing a study model of technostress, information technology support, technology self-efficacy, and HRIS user satisfaction. Further, the relationship of technostress with HRIS user satisfaction and the moderating effect of technology self-efficacy was explored for the first time, representing the study's novelty. The study also contributed to social cognitive theory and the theory of reasoned action by exploring attitudinal and behavioral aspects along with the cognitive aspects of users.
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Chandra Sekhar and Manoj Patwardhan
This study's main objective is to investigate the influence of flexible working arrangements (FWAs) on employee job performance. In addition, this research studies the mediating…
Abstract
Purpose
This study's main objective is to investigate the influence of flexible working arrangements (FWAs) on employee job performance. In addition, this research studies the mediating role of supervisor's support on the relationship between FWAs and job performance.
Design/methodology/approach
To test the hypothesised model, cross-sectional data were collected from 214 employees working in 46 service firms in India. The data were analysed by structural equation modelling.
Findings
The supervisor's support mediated the relationship between FWAs and job performance. The study’s results show that role of supervisors shapes the collective social exchange relationship between the organisation and employees. These findings highlight the importance of shared experiences, values and norms, which reciprocate with change-supportive behaviours and abilities. Moreover, supervisors’ support transmits signals through which employees feel more valued and eventually affect their job performance.
Research limitations/implications
The research is confined to India's service industries settings only.
Practical implications
Service firm management recommended implementing FWAs with appropriate organisation level planning, which directly benefits employees' well-being, improves work–life balance, reduces the rate of employee turnover and leads to increased employee productivity.
Originality/value
The study's result is that supervisor's support has a significant influence on employee uptake of FWAs, and understanding how the service firm's context shapes supervisors’ support is critical to improving FWAs implementation.
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