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Article
Publication date: 18 October 2019

Eka Rastiyanto Amrullah, Akira Ishida, Ani Pullaila and Aris Rusyiana

The purpose of this paper is to clarify the socioeconomic determinants of household food insecurity in Indonesia using individual household data obtained from the 2015 nationwide…

Abstract

Purpose

The purpose of this paper is to clarify the socioeconomic determinants of household food insecurity in Indonesia using individual household data obtained from the 2015 nationwide household socioeconomic and expenditure survey called Survei Sosial Ekonomi Nasional.

Design/methodology/approach

A stereotype logistic regression model is applied to detect factors determining household food security.

Findings

The results from the cross-analysis between calorie consumption and share of food expenditure to total household expenditure (Engel coefficient) indicate that 20.8 percent of households were in the “food insecure” category, 21.5 percent in the “lack of food” category, 26.6 percent in the “vulnerable” category and the remaining 31.2 percent in the “food secure” category.

Research limitations/implications

The main limitation relates to the data set because the collection was conducted in March 2015. Furthermore, the analysis is restricted because of the limited availability of information on socioeconomic factors of respondents. Further research based on the latest data set with more detailed information on respondents is necessary to deepen the discussion.

Originality/value

Researchers have not specifically discussed the factors determining household food security in Indonesia using reliable nationwide household survey data. The estimation results clearly indicate that a household fulfilling one or more of the following conditions is more likely to be in the “food insecure” category: many members, low education level of household head, divorced household head, household head is a smoker, household head engages in agriculture or construction work and residence is in rural or backward regions.

Details

International Journal of Social Economics, vol. 46 no. 10
Type: Research Article
ISSN: 0306-8293

Keywords

Article
Publication date: 13 September 2021

Regina Kim, Jimena Y. Ramirez-Marin and Kevin Tasa

The purpose of this paper is to investigate the experiences of nonnative speakers in conflictual situations with native speakers in the workplace. In three studies, the authors…

Abstract

Purpose

The purpose of this paper is to investigate the experiences of nonnative speakers in conflictual situations with native speakers in the workplace. In three studies, the authors examine whether nonnative speakers experience stereotype threat in workplace conflict situations with native speakers, whether stereotype threat is associated with certain conflict managing behaviors (e.g. yielding and avoiding) and the relationship between stereotype threat, satisfaction with conflict outcomes and processes, and objective conflict outcomes.

Design/methodology/approach

Studies 1 and 2 use critical incident recall methodology to examine nonnative speakers’ conflict behaviors and satisfaction with conflict outcomes. In Study 3, data were collected from a face-to-face simulation with a random-assignment design.

Findings

Findings suggest that nonnative speakers indeed experience heightened stereotype threat when interacting with native speakers in conflict situations and the experience of stereotype threat leads to less satisfaction with conflict outcomes, perceptions of goal attainment, as well as worse objective conflict outcomes.

Originality/value

The current study is one of the first studies to document the effects of accent stereotype threat on conflict behaviors and outcomes. More broadly, it contributes to the conflict studies literature by offering new insight into the effects and implications of stereotype threat on workplace conflict behaviors and outcomes.

Details

International Journal of Conflict Management, vol. 33 no. 1
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 5 March 2018

Eunice Egbuna, Moses Oduh, Augustine Ujunwa and Chinwe Okoyeuzu

The purpose of this paper is to examine the likelihood that the presence of the deposit insurance policy encourages risk appetite behavior of banks in Sub-Saharan African (SSA)…

Abstract

Purpose

The purpose of this paper is to examine the likelihood that the presence of the deposit insurance policy encourages risk appetite behavior of banks in Sub-Saharan African (SSA). It argues that financial system stability is not a function of the choice of a deposit insurance scheme, but countries' peculiarities such as quality of institutions and the macroeconomic environment.

Design/methodology/approach

The study used the stereotype logit regression model and covers 47 SSA countries. Countries are categorized into two: explicit and implicit DIP scheme.

Findings

The study found that corrupt countries are more likely to adopt the implicit policy, while the explicit policy exposes them to credit risk, insolvency, and negative macroeconomic shocks, a reflection of weak institutions and unhealthy competition.

Research limitations/implications

Paucity of substantial local literature on institutional perspective of deposit insurance (DI) constitutes the major limitation of this study.

Practical implications

The sub-region, therefore, faces a conundrum - desiring a deposit insurance scheme, but lacking the required institutions to maintain either a publicly owned regulatory system or the ability to transplant the private club model.

Originality/value

This study contributes to the institutional perspective of DI from SSA institutional perspective.

Details

International Journal of Managerial Finance, vol. 14 no. 2
Type: Research Article
ISSN: 1743-9132

Keywords

Article
Publication date: 10 August 2020

Robert Mark Silverman, Kelly L. Patterson and Chihuangji Wang

There is a dearth of basic analysis about how the demographics of residents living in the US Department of Housing and Urban Development (HUD) subsidized properties relate to the…

Abstract

Purpose

There is a dearth of basic analysis about how the demographics of residents living in the US Department of Housing and Urban Development (HUD) subsidized properties relate to the quality of housing. This research vacuum is often filled by popular stereotypes. This study aims to address this gap by examining the relationship between the demographics of residents and inspection scores.

Design/methodology/approach

Two data sources are drawn from the analysis: the 2018 HUD Picture of Subsidized Households database and HUD’s 2018 REAC Public and Multi-Family Housing Inspection Scores. Linear and logistic regression analysis were conducted, and selected data were mapped using GIS software.

Findings

The analysis examines the demographics of site-based subsidized properties in relation to inspection scores. In 2018, HUD identified 31,225 traditional public housing and other site-based multi-family properties in its Picture of Subsidized Households database. Residents living in these properties are often stereotyped as a homogeneous group that is predominantly composed of single, minority women with children who are welfare dependent. Similarly, properties are often portrayed as dilapidated, high-rise projects in segregated urban communities. The results from the analysis do not support these stereotypes about HUD-subsidized multi-family properties. By contrast, the results indicate that a diverse group of households lives in HUD-subsidized multi-family properties.

Originality/value

There is a need for scholars, advocates and practitioners to more aggressively challenge the popular stereotypes about site-based subsidized housing. In particular, there is a need for enhanced public scholarship focused on the dissemination of evidence-based research.

Details

International Journal of Housing Markets and Analysis, vol. 14 no. 3
Type: Research Article
ISSN: 1753-8270

Keywords

Article
Publication date: 7 October 2013

Dorothea Alewell

The purpose of the paper is to analyse the influence of individual gender role specifications on objective career success (measured by gross yearly income) in the context of…

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Abstract

Purpose

The purpose of the paper is to analyse the influence of individual gender role specifications on objective career success (measured by gross yearly income) in the context of different gender job contexts whilst controlling for human capital and working time variables. Typical economic, sociological and psychological variables are combined to improve explanations of the gender wage gap.

Design/methodology/approach

Starting from Eagly and Karau's role incongruity theory, the paper derives hypotheses on the influence of gender role specification, gender job context and biological sex on gross yearly income. These hypotheses are analysed by logistic regressions with a data set from Germany. The paper presents results of a quantitative empirical survey of employees on wages, gender role-related self-descriptions and human capital variables.

Findings

The paper results show that even in this highly qualified sample, male biological sex, masculine gender roles and non-female job context have a positive effect on individual income. The results hold true when the paper controls for human capital, working time, professional experience and jobs in the public sector.

Research limitations/implications

Because of the limited size of the data set and some problems with selectivity, the research results lack generalizability. Researchers are thus encouraged to test the propositions with other data sets.

Practical implications

The paper includes implications for wage design and for reaching wage equality in firms. An important implication for policy and practice is that under a gender and equal opportunity perspective, ensuring non-discriminating behaviour with regard to women may be only one (albeit an important) element of equal opportunity activities. Equal wage policies should further consider the gender characteristics of the job context, which may influence job-related roles and thus role incongruities. Additionally, individual interpretations of gender roles might have effects on wages. Human resource (HR) managers could support such policies by shaping job descriptions carefully with regard to gender role aspects, by influencing the gender composition of job contexts and by paying attention to the individual development of gender role interpretations in HR development programmes.

Originality/value

The paper fulfils an identified research need to study simultaneously the influence of human capital variables and gender roles on wages. To the authors' knowledge, this is the first study, which studies the influence of gender roles as defined by Born (1992) on income in a German context of highly qualified individuals while controlling for human capital, working time and professional experience. The existing lack in the literature with regard to empirical analyses on the combined influence of economic, sociological and psychological variables is mitigated.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 1 no. 2
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 8 March 2013

Nan S. Langowitz, I. Elaine Allen and Mary Godwyn

Extant research studies document gender differences in career outcomes for middle and advanced career stages. The purpose of this study is to examine potential gender differences…

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Abstract

Purpose

Extant research studies document gender differences in career outcomes for middle and advanced career stages. The purpose of this study is to examine potential gender differences in early‐career success with a particular focus on whether educational intervention might mediate any potential differences.

Design/methodology/approach

Survey data for recent business college alumni were analyzed using descriptive techniques, linear regression and logistic modeling; the response rate was 25 percent and all data were self‐reported. Both objective and subjective measures were used to assess outcomes. A priori, given similar educational training and expectations for managerial careers, we should expect to find similar early‐career progress regardless of gender.

Findings

Differences are apparent out of the starting gate for women in early‐career stages compared with their male counterparts, by both objective and subjective measures. Results also suggest an opportunity to improve outcomes through educational interventions. Limitations of the findings include the use of self‐reported data and a modest response rate.

Practical implications

The findings of this study highlight the importance that integrated leadership development programs may play in supporting women's early‐career success and the need to advise young women to negotiate more assertively for salary and leadership opportunity at the immediate start of their careers. For educational institutions, the findings suggest that concerted focus on support for women students' development may enhance their early‐career outcomes.

Originality/value

By focusing on early‐career outcomes, the paper seeks to contribute to the gender and careers literature by highlighting results that may set up the patterns seen among women in mid‐career and senior level managerial careers. In addition, the paper demonstrates the educational interventions may be of value in reducing the impact of stereotype threat on women's career outcomes.

Details

Gender in Management: An International Journal, vol. 28 no. 2
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 1 March 2022

Abdullah Aljarodi, Tojo Thatchenkery and David Urbano

To date, insufficient research has been conducted on gender differences in entrepreneurial activity among entrepreneurs in developing countries. This study aims to analyse the…

Abstract

Purpose

To date, insufficient research has been conducted on gender differences in entrepreneurial activity among entrepreneurs in developing countries. This study aims to analyse the influences of formal and informal institutional factors on entrepreneurial activity among men and women in the context of Saudi Arabia.

Design/methodology/approach

This research involves a quantitative analysis of recently collected primary data. Hypotheses are formulated and tested using the Mann–Whitney U test and a binomial logistic regression analysis. Also, the present study draws on institutional economics as a framework to explore how formal and informal institutional factors influence whether Saudi Arabian men and women become entrepreneurs.

Findings

The results revealed that compared to the effects of formal institutional factors, the effects of informal institutional factors are more reliable predictors of women’s entrepreneurship behaviour. Specifically, women are more likely than men to be stereotyped and more likely to benefit from networking.

Practical implications

Regarding policy implications, this study suggests several checks for different institutions to increase entrepreneurship among each gender.

Originality/value

The findings presented here advance entrepreneurial research by empirically examining factors that influence men’s and women’s desires to become entrepreneurs in a fast-growing emerging economy. The findings show a substantial shift in the institutional environment and indicate an extremely collectivist society. This study provides a basis for future studies on factors within the institutional environment and their impacts on whether men and women become entrepreneurs in Eastern nations. Regarding policy implications, this study suggests several ways for different institutions to increase entrepreneurship among each gender.

Details

Journal of Entrepreneurship in Emerging Economies, vol. 15 no. 5
Type: Research Article
ISSN: 2053-4604

Keywords

Article
Publication date: 29 November 2023

Aart-Jan Riekhoff, Noora Järnefelt, Mikko Laaksonen and Jyri Liukko

This article investigates whether employers are more likely to employ older workers when faced with a shortage of qualified labour. Furthermore, it analyses whether in such cases…

Abstract

Purpose

This article investigates whether employers are more likely to employ older workers when faced with a shortage of qualified labour. Furthermore, it analyses whether in such cases age stereotypes moderate employers' preferences towards four employment options: (1) supporting workers to continue until the retirement age, (2) encouraging workers to continue beyond the retirement age, (3) recruiting someone older than 55 and (4) (re)hiring someone who has retired.

Design/methodology/approach

Data were drawn from a survey conducted among Finnish employers in 2021 (response rate = 66%, N = 1,442). Applying factor analysis to questions about older workers' qualities compared to those of average workers, a distinction was made between perceptions of experience-related and adaptability-related qualities. Generalised ordered logistic regression models were estimated to analyse the relations of preferences for each employment option with experiencing recruitment problems, workplace age stereotypes and interactions between these.

Findings

Experiencing recruitment problems was positively related to preferences for hiring a retired person. Employers with difficulties in recruitment were more likely to support work until the retirement age and recruit someone over 55, but only if they had above-average positive perceptions of older workers' experience-related qualities. Employers confronted with recruitment difficulties were more likely to encourage workers to continue beyond the retirement age if they had more positive perceptions of older workers' adaptability-related qualities.

Originality/value

This study shows that, even when confronted with labour shortages and population ageing, workplace age stereotypes still pose a potential obstacle for employers to make the best use of an older workforce.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 17 January 2022

Tingting Jiang, Buyun Yang, Bo Yang, Bo Wu and Guoguang Wan

The environment of international business (IB) and the capabilities of emerging market multinational enterprises (EMNEs) as well as their home countries have changed…

Abstract

Purpose

The environment of international business (IB) and the capabilities of emerging market multinational enterprises (EMNEs) as well as their home countries have changed significantly, leading to some new features of liability of origin (LOR). This paper aims to extend the LOR literature by particularly focusing on the LOR of Chinese multinational enterprises (MNEs) and by taking into account the heterogeneity among industries and across individual MNEs.

Design/methodology/approach

Based on the stereotype content model and organizational legitimacy perspective, this study explores how LOR influences Chinese MNEs’ cross-border acquisition completions. Several hypotheses were tested by using a binary logistic regression model with panel data techniques based on data of 780 Chinese MNEs’ acquisition deals between 2008 and 2018.

Findings

The results of this study show that when the competence dimension of China’s LOR is perceived as high in the host country, Chinese MNEs are less likely to complete cross-border acquisitions. Moreover, deals are less likely to be completed when the warmth dimension of China’s LOR is perceived to be low. Global experience and the foreign-listed status of individual Chinese MNEs can alter the relationship between the LOR and deal completions.

Originality/value

This study advances and enriches the LOR research. It shows that a high level of competence in the home country has led to LOR for Chinese MNEs rather than the low level of competence proposed by existing LOR studies; and the LOR for Chinese MNEs is also determined by the perceived low level of warmth in the home country resulting from the geopolitical conflicts between two countries. In addition, the LOR suffered by EMNEs could vary based on certain industry- and firm-level characteristics. The findings of this study provide important practical implications for emerging economy governments and for firms intending to go abroad.

Book part
Publication date: 15 October 2020

Koji Chavez

Are White and Asian job applicants advantaged in access to professional jobs relative to Black and Latinx job applicants at the initial screening stage of the hiring process? And…

Abstract

Are White and Asian job applicants advantaged in access to professional jobs relative to Black and Latinx job applicants at the initial screening stage of the hiring process? And, are the mechanisms of advantage for White applicants different than the mechanisms for Asian applicants? In this chapter, the author proposes a theoretical framework of “parallel mechanisms” of White and Asian advantage during hiring screening – that White and Asian applicants are advantaged compared to Black and Latinx applicants, but that the mechanisms of advantage subtly differ. The author focuses specifically on mechanisms related to two important factors at the hiring interface: referrals and educational attainment. The author applies the concept of parallel mechanisms to a case study of software engineering hiring at a midsized high technology firm in Silicon Valley. The author finds that at this firm, White applicants are advantaged at initial screening relative to Black and Latinx applicants due to average racial differences in applicant characteristics – namely having a referral – as well as differences in treatment by recruiters. For Asian applicants, average racial differences in possession of elite educational credentials, as well as racial differences in recruiter treatment, explain the racial disparity in callbacks. The author discusses the implications of parallel mechanisms of advantage for racial inequality in a multiracial context, and for organizational policy meant to address racial disparities during organizational hiring processes.

Details

Professional Work: Knowledge, Power and Social Inequalities
Type: Book
ISBN: 978-1-80043-210-9

Keywords

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