Search results

Numerous motives for merger have been proposed and empirically evaluated. While the avoidance of bankruptcy has been suggested as a plausible motive for merger in the financial literature, this motive has been the object of scant empirical investigation. Although recent empirical evidence supports the existence of a bankruptcy motive, no research effort has yet identified those factors which explain why a financially distressed firm is acquired rather than destined to ultimate bankruptcy. The current study seeks to contribute to the literature on bankruptcy avoidance as a merger incentive by developing a logit model which explains, estimates and predicts the probability that a financially troubled firm will be acquired rather than end up bankrupt.

This paper aims to develop a conceptual framework of inclusive Islamic financial planning (IFP) by combining the traditional Islamic institutions of zakat and awqaf with contemporary notions of financial planning, financial inclusion and financial literacy that caters to the short-term and long-term financial goals of the poor.

Being a conceptual article, an inclusive IFP framework is described, analyzed and developed by integrating modern notions of financial inclusion, financial planning and financial literacy with the concepts of zakat and awqaf.

Using the notion of a hierarchy of needs and a financial planning model, an inclusive IFP framework that can be used by the poor is outlined. The complementary role of the non-poor households who provide funds for zakat and awqaf is also identified.

The applicability of an inclusive IFP would require Islamic financial instruments and products, institutional development and existence of a social planner who can integrate zakat, awqaf and financial planning to serve the financial needs of the poor.

Application of an inclusive IFP that can mitigate poverty would necessitate integrating financial planning skills and knowledge with traditional institutions of zakat and awqaf to provide holistic financial advice and services to the poor households.

Discussion of financial planning in financial inclusion literature is scant. The paper explores and offers a novel approach of poverty mitigation by utilizing the full spectrum of IFP that considers the financial needs and allows for the creation of a personalized financial plan for low-income households.

This chapter provides an overview on the traditions and values of teaching students with traumatic brain injury (TBI). First, we discuss the prevalence, identification, and characteristics associated with TBI and how those characteristics affect learning, behavior, and daily life functioning. Next, we focus on instructional and behavioral interventions used in maintaining the traditions in classrooms for working with students with TBI. Findings from a review of the literature conclude that there are no specific academic curriculums designed specifically for teaching students with TBI; however, direct instruction and strategy instruction have been shown to be effective educational interventions. Current research on students with TBI is predominately being conducted in medical centers and clinics focusing on area of impairments (e.g., memory, attention, processing speed) rather than academic achievement and classroom interventions. Finally, we conclude with a list of accommodations and a discussion of recommendations for future work in teaching students with TBI.

Organisational commitment, the emotional attachment of an employee to the employing organisation, has attracted a substantial body of literature, relating the concept to various antecedents, including organisational structure, and to a range of consequences, including financially important performance factors such as productivity and staff turnover. The new areas of knowledge management and learning organisations offer substantial promise as imperatives for the organisation of business enterprises. As organisations in the contemporary environment adopt knowledge‐based structures to improve their competitive position, there is value in examining these structures against other performance related factors. Theoretical knowledge‐based structures put forward by Miles et al. and Quinn et al. and an existing implementation are examined to determine common features inherent in these approaches. These features are posited as a typical form and their impact on organisational commitment and hence on individual and organisational performance is examined.

It is now forty years since there appeared H. R. Plomer's first volume Dictionary of the booksellers and printers who were at work in England, Scotland and Ireland from 1641 to 1667. This has been followed by additional Bibliographical Society publications covering similarly the years up to 1775. From the short sketches given in this series, indicating changes of imprint and type of work undertaken, scholars working with English books issued before the closing years of the eighteenth century have had great assistance in dating the undated and in determining the colour and calibre of any work before it is consulted.

Navigation problems in a hypertext might be reduced, if multiple, coherent views of the hypertext were available. Document outlines help readers appreciate the structure and meaning of the document. We propose measures of syntactic and lexical balance in an outline and show in a sample of documents the degree to which these balances occur. Based on balance in an outline, a method for semi‐automatically generating an alternative outline is applied to one textbook. The textbook with both its original and its alternative outline is available in hypertext, and subjects who were asked to evaluate this hypertext noted that the alternative outline would help readers compare concepts in the textbook. The computer programs for generating outlines have been used in several writing tasks, including the writing of this paper.

The purpose of this paper (based on the relevant literature) is to: investigate, through empirical analysis, primary school teachers’ perceptions regarding their job satisfaction, and examine whether or not the personal characteristics of primary school educators (such as gender, age, family status, educational level, and the total years of service in public primary education) have any impact on their job satisfaction.

In total, 360 questionnaires were administered to primary school teachers in the metropolitan area of Athens (region of Attiki). The sample was randomly selected. The questionnaire was based on 41 closed and was divided into two sections. The Job Satisfaction Survey developed by Spector (1985) was implemented.

Greek school teachers are generally satisfied with their profession. There is no statistical correlation between personal characteristics and the overall satisfaction while indicated that teachers are more satisfied with three aspects (subscales) of job satisfaction, namely, “administration,” “colleagues” and “nature of work” and less satisfied with “salary,” “benefits” and “potential rewards.” Age correlates with the levels of satisfaction with reference to administration, potential rewards, colleagues and the nature of work. The overall satisfaction positively correlates with all nine aspects of job satisfaction (subscales) and gender affects the aspects of “promotion” and “colleagues.”

This study only analyzes a small sample from the Athens region and hence the results cannot be used to generalize about the whole of Greece. Since other Greek regions operate in different socio-economic environments, an analysis of additional data from other regions (rural and urban areas) would be necessary to compare and confirm the results.

The findings of this study a valuable extension of other relevant research as it provides the first empirical study of the Greek school system, investigating the relationship between certain aspects of job satisfaction and the personal characteristics of school educators as well as the relationship between these aspects of job satisfaction and total satisfaction. In the context of efficient educational policy, a greater understanding of educators’ job satisfaction could facilitate the development of more effective policy practice that would increase not only the level of educators’ satisfaction, commitment and morale but also improve the performance of the school system.

The purpose of this paper is to provide a coherent, comprehensive and complete philosophical framework that can not only validate but also guide the implementation of the organisational development strategies proposed in Presence: Exploring Profound Change in People, Organizations and Society.

First, the paper situates the processes presented in the text within the overall context of current organisational development theory. Then, since no current widely supported philosophical framework can provide validation and support to the fundamental assumptions inherent within the text's proposals, a new philosophical framework is described. Finally, the unique insights gained from this new philosophical framework are used to offer prerequisite considerations for employing the processes proposed here.

Unless explicit and individualised attention is directed to helping each employee first develop deeply self‐reflective processes, the organisational insights and practices, as presented in the work cited above, cannot be attained.

Through applying the theoretical insights gained from the particular philosophical framework presented herein, the paper provides very clear and specific guidelines for the professional development of employees so that they can act according to the precepts presented in the work cited above.

The paper provides a unique perspective on the key understandings presented in the work cited above. It also provides practical ways for successfully engendering these within an organisation's culture.

This paper examines the influence of corporate culture and organisational commitment on financial performance in Malaysian companies. Based on the work of Deshpande and Farley on corporate cultural types and Allen and Meyer on organisational commitment, a structured questionnaire was developed and self‐administered to managers in Malaysian companies. A total of 202 managers in public listed companies participated in the study. The results show that there is a significant correlation between corporate culture and organisational commitment. Both corporate culture type and organisational commitment have an influence on the financial performance of these companies. The implications of the study are also discussed.