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To explain the rule changes in Nasdaq’s new Listing Rule IM-5315-1, approved by the US Securities and Exchange Commission (SEC) on February 15, 2019, that permit direct listings on Nasdaq without an initial public offering, similar to the New York Stock Exchange (NYSE) rule changes approved in 2018.

Explains the legislative and regulatory background, historic limitations on direct Nasdaq listings, and de-tailed provisions of Nasdaq’s new Listing Rule IM-5315-1.

The direct listing alternative to an IPO may appeal to cash-rich companies that do not need the publicity or new capital associated with a traditional IPO.

Expert analysis from experienced securities litigation and corporate governance lawyers.

It is part of educational folklore that Australian State school systems are highly centralised. A corollary of the lore is that schools generally lack the organisational flexibility to cater adequately for the diverse educational needs of their students. This article tests these beliefs as they relate to the States of Queensland and New South Wales. The research finds that the form of system‐level directives is more prescriptive in the latter State. In both States, however, the proportion of time which must be devoted to prescribed activities is less than many would expect, both for teachers and pupils. Even where head office directives appear to constrain, regional office staff can practise “benign neglect” in their policing of the directives, if they can see that there are educationally sound reasons for doing so. The article finds that there is sufficient substance in the folklore to give conservative principals an excuse to resist introducing innovations in their schools. Any principals who are determined to adapt their schools′ operations to better serve the educational needs of their students are however, unlikely to be prevented by central directives.

Anthropomorphism in Artificial Intelligence (AI)-powered devices is being used increasingly frequently in consumer-facing situations (e.g., AI Assistants such as Alexa, virtual agents in websites, call/chat bots, etc.), and therefore, it is essential to understand anthropomorphism in AI both to understand consequences for consumers and to optimize firms' product development and marketing. Extant literature is fragmented across several domains and is limited in the marketing domain. In this review, we aim to bring together the insights from different fields and develop a parsimonious conceptual framework to guide future research in fields of marketing and consumer behavior.

We conduct a review of empirical articles published until November 2021 in Financial Times Top 50 (FT50) journals as well as in 41 additional journals selected across several disciplinary domains: computer science, robotics, psychology, marketing, and consumer behavior.

Based on literature review and synthesis, we propose a three-step guiding framework for future research and practice on AI anthropomorphism.

Our proposed conceptual framework informs marketing and consumer behavior domains with findings accumulated in other research domains, offers important directions for future research, and provides a parsimonious guide for marketing managers to optimally utilize anthropomorphism in AI to the benefit of both firms and consumers.

We contribute to the emerging literature on anthropomorphism in AI in three ways. First, we expedite the information flow between disciplines by integrating insights from different fields of inquiry. Second, based on our synthesis of literature, we offer a conceptual framework to organize the outcomes of AI anthropomorphism in a tidy and concise manner. Third, based on our review and conceptual framework, we offer key directions to guide future research endeavors.

The extra-low minimum wage for US restaurant workers has remained unchanged for over 30 years. Periodic campaigns have brought this wage, and its connection to the perpetuation of inequality and exploitative work, to public attention, but these campaigns have met resistance from both employers and restaurant workers. This article draws on a workplace ethnography in a restaurant front-of-house, and in-depth interviews with tipped food service workers, to examine the tipped labour process and begin to answer a central question: why would any workers oppose a wage increase? It argues that the constituting of tips as a formal wage created for workers a two-employer problem, wherein customers assume the role of secondary, unregulated, employers in the workplace. Ultimately, the tipped wage poses a longer-term strategic obstacle for workers in their position relative to management and ability to organize to shape the terms and conditions of their work.

The purpose of this paper is to synthesize the diverse literature on board demographic diversity and to provide avenues for future research.

The study provides a comprehensive literature review of theoretical and empirical studies published in leading management journals from 1989 to 2015.

The literature review revealed several aspects that are related to board demographic diversity. These aspects have been classified into: definitions and types of board diversity, dimensions of board demographic diversity, measurement and outcomes of board diversity, reasons for existing conflicting empirical findings about the relationship between board diversity and firm dynamics, and research on mediators and moderators.

Issues pertaining to board demographic diversity identified in this paper have theoretical and practical implications, and include avenues for future research.

The purpose of this paper is to analyze the effect personality has on pay satisfaction among small business managers in China and the USA.

This research is in attempt to further understanding and provide application of how companies can better incentive talent through compensation and benefit programs. The goal is to extend and deepen the comprehension of how to encourage talent pools to increase intrinsic performance through compensation programs.

The measures that were used in this study were the Big Five Personality Test and the Pay Satisfaction Questionnaire.

Similar results were found across the two countries, and having primary empirical data such as these is original.

This paper examines the concept of criminal opportunity. More precisely, it focuses on the nature of such opportunities that are to be found within an IS context, and the threat posed by dishonest staff who may act on them. Although hackers and their activities may be given ample column space in the lay press, the potential threat posed by dishonest staff should not be underestimated. The 1998 NCC Business Information Survey reports that the greatest risk of security breaches arose from the activities of personnel within organisations, accounting for nearly 52 per cent of all (physical and logistical) security breaches detected. Similarly, the 1998 CSI/FBI Survey found that the largest single source of financial loss (almost 37 per cent) was attributable to unauthorised insider access. These facts are not lost on security practitioners who, as a rule of thumb, work on the principle that 25 per cent of people are dishonest whenever possible, 25 per cent are always honest and 50 per cent can be either, depending on the nature of security controls and personal motivation.