Search results

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.

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.

The purpose of this paper is to report the findings of a study undertaken to understand customer satisfaction and customer retention in business-to-consumer markets. The study investigates the effect of personnel capability and customer satisfaction on customer retention in the banking sector. The influence of the control variable (gender) on customer retention and mediating role of customer satisfaction has also been examined.

The study has used structural equation modeling (SEM) for data analysis across a sample of 409 bank customers of a private bank operating in Jammu and Kashmir state of India. Questionnaires were distributed and respondents were selected through a cluster sampling technique.

The empirical analysis through SEM has confirmed that personnel capability and customer satisfaction have a significant positive impact on customer retention. Customer satisfaction partially mediates the effect of personnel capability on customer retention. Moderation analysis was performed and established that gender moderates the effect of personnel capability on customer satisfaction. It was also found that gender has no effect on other relations. Furthermore, the study shows that personnel capability has a stronger impact on customer retention as compared to customer satisfaction. However, the relationship between personnel capability and customer satisfaction is significant.

The study has been conducted on the customers of a private bank in India. Therefore, generalizations may be limited. As personnel capability is the predictor of satisfaction and retention, individuals with proper social and technical skills – in addition to other skills – should be hired for managing relationships with customers.

The study has added to the understanding of the relationship which exists among the following variables: gender, personnel capability, customer satisfaction and customer retention. These variables have not been studied together previously.

This study aims to investigate how prior reviews posted by other consumers affect subsequent consumers’ evaluations and to what extent the review temporal distance can increase or reduce the social influence of prior reviews. In this study’s restaurant context, review temporal distance refers to the duration between dining time and review time of a dining experience.

The data of paired online restaurant reservations and reviews are analyzed using Ordered Logit Model. Two robustness checks are conducted to test the stability of the main estimation results.

The empirical results demonstrate that consumers’ restaurant evaluation is socially influenced by both the prior average review rating and number of prior reviews; review temporal distance has a direct negative effect on consumers’ restaurant evaluation; and review temporal distance increases the social influence of prior reviews.

This study suggests that online review matters. Both restaurants and the online review platforms should encourage consumers to share their experiences and post online reviews immediately after their consumption.

The study contributes to the literature on electronic word-of-mouth, social influence and psychological distance. First, the bi-directional nature of social influence on electronic word-of-mouth for experience-oriented product is documented. Second, for the first time, this study examines how review temporal distance could affect the social influence on consumers’ restaurant evaluation.

The main purpose of this work is to evaluate the different psychological impacts of two initial verbal recovery strategies (gratitude vs empathetic apology) on the consumers' loyalty after a service failure. The proposed theoretical model also appraises the mediating role of two emotional responses (consumer forgiveness, consumer anger) and consumer self-esteem and the moderating role of self-oriented perfectionism.

Two studies (i.e. an experimental design and a field study) are considered for this investigation to assess the effectiveness of gratitude expression versus empathetic apology on post-recovery loyalty and test the effects of mediators and the moderator applied between the verbal recovery strategies and post-recovery loyalty.

The results of Study 1 revealed the supremacy of gratitude to empathetic apology in maintaining consumers' loyalty after service failure recovery. The better impact of gratitude expressed in increasing post-recovery loyalty is mediated through the elevation of consumers' forgiveness, the reduction of consumers' anger and consumers' self-esteem. The findings of Study 2 indicated that gratitude increases more post-recovery loyalty through individuals with a high level of self-oriented perfectionism.

Future research could examine other service failure situations, different types of service recovery, mediators or moderators, which contribute to the service marketing literature.

After a service failure, using gratitude expressions to consumers often makes them feel better and more valuable.

This work increases service providers' knowledge in using proper expressions after a service failure to help elevate consumers' positive reactions resulting in maintaining their loyalty.

In addition to pioneering, empirical work on entry order increasingly addresses fast followers and laggards and the potential advantages they are able to capture. There is also a growing consensus in the academia, that current measures of firm performance used in the entry order literature to study these advantages are inadequate. This study analyzes the relationship between entry order and customer evaluations, which, depicting the performance of the firm's products in the market, are used as a proxy for firm performance.

The study is set in the digital camera industry, analyzing entries into each new technology level, in terms of the sensor resolution of compact and bridge cameras. The complete dataset consisted of 1,816 digital camera models introduced between January 1996 and December 2017. The data are analyzed using hierarchical multiple linear regression.

The study finds evidence of early-mover advantage for the compact product category. In the compact camera consumer market, both first-movers and fast followers outperform late movers. Furthermore, the difference in performance in comparison to laggards is greater for first-movers than for fast followers. However, in the bridge category which consists of a more heterogeneous set of products, no significant entry-order effects are detected.

The results clearly indicate that there exists an early mover advantage. Furthermore, the results are not consistent across different product categories within an industry; hence, caution needs to be exercised when analyzing industry dynamics and entry order effects. Finally, our novel conceptualization of firm performance measured as online customer evaluation add new opportunities to investigate firm success

HR analytics is a process for systematic computational analysis of data or statistics. It discovers, interprets and communicates significant patterns in data to enable evidence-based HR research and uses analytical insights to help organizations achieve their strategic objectives. However, its adoption and utilization among HR professionals remain a subject of concern. This study aims to determine the reasons that facilitate or inhibit the acceptance of HR analytics among HR professionals in the banking, financial services and insurance (BFSI) sector.

A sample of 387 HR professionals in BFSI firms across India was collected through non-probabilistic purposive sampling. Structural equation modeling was applied to analyze the association between predetermined variables. In addition, the predictive relevance of “Data Availability” was analyzed using hierarchical regression.

The results revealed that data availability, hedonic motivation and performance expectancy positively influenced behavioral intention (BI). In contrast, effort expectancy, social influence and habit had an insignificant effect on BI. Also, facilitating conditions (FCs), habit, BI achieved a variance of 60% in HR analytics use. The use behavior of HR analytics was significantly influenced by FCs and BIs.

This study focuses on insights into the elements that influence HR analytics adoption, revealing additional light on success drivers and grey areas for failed adoption.

This research adds to the body of knowledge by identifying factors that hinder the adoption of HR analytics in Indian organizations and signifies the relevance of easy accessibility and availability of data for technology adoption.