Search results

Drawing on the self-consistency theory and temporal comparison theory, this study hypothesize that relative perceived supervisor support may positively affect voice behaviour and negatively affect relationship conflict with a supervisor. This relationship happens through the underlying process of supervisor-based self-esteem acts as an underlying mechanism. But, such a relationship would be constrained by the value of temporal perceived supervisor support with high temporal perceived supervisor support strengthen this relationship as compared to low temporal perceived supervisor support.

Dyad data from 338 samples of employees nested within 50 supervisor workgroups from non-profit firms operating in three different cities in Sindh Pakistan were taken.

Data analysis showed that employees with a high perception of relative perceived supervisor support engaged in voice behaviour and restrain themselves from the relationship conflict. The supervisor-based self-esteem derived from supervisor support played the role of mediating this relationship. Moreover, temporal perceived supervisor support not only moderated the path between relative perceived supervisor support and supervisor-based self-esteem also the mediational strength of supervisor-based self-esteem in relative perceived supervisor support and voice behaviour and relationship conflict.

It is crucial to integrate social comparison in organizational support theory to view the supervisor–subordinate relationship beyond dyad. Managers should understand social comparison processes in which employees engage in to know how it affects various work attitudes and behaviours.

Given the importance of supervisor–subordinate relationships, the authors extend and build on the concept of social and temporal organizational support to supervisor support. The study is novel in studying such relationship and contribute to the supervisory support relationship literature beyond dyadic level.

International human resource management research has only recently started to recognize the many millions of people who engage with the international labor market as low-skilled self-initiated expatriates. In contrast to company-assigned expatriates, they predominantly come from less-developed countries (often from rural areas) and independently decide to pursue an international career. The aim of this study is apply an expatriate-centered perspective and explore how expatriates at the base of the pyramid perceive the conditions of their international employment.

The paper is based on a qualitative study among self-initiated expatriates in the tourism and hospitality industry in the United Arab Emirates (UAE).

Two theoretical categories that reflect the evaluation of expatriate employment were identified, namely the social comparison with friends and family who stayed at home as well as with other expatriates and locals and the temporal comparison to the situation before the expatriation and the prospective situation after the expatriation. Both categories largely differ from the concepts and categories prevalent in the expatriate literature.

The study contributes to the understanding of the temporal and transitory dimensions of expatriation, which have been barely addressed in the academic literature. It shows that self-initiated expatriation often represents a break in the professional and personal biography. It is less perceived as linear continuation of a steadily advancing career path than a restart or springboard to the future. The results are situated in the tourism and hospitality sector in the UAE and cannot be generalized to other countries and industries.

The study emphasizes the relevance of social inclusion, equal opportunities, a safe work environment and a relaxed corporate culture for expatriates at the base of the pyramid.

While research about self-initiated expatriates usually compares them with company-backed assignees, this comparison is not salient in the narratives of the interviewees in this study. Instead, low-skilled self-initiated expatriates predominately compare their current foreign assignment with the situation in their home country. This social comparison reflects their perceived reality of life better than a fictional comparison with highly skilled and company-assigned expatriates that is prevalent in the academic expatriation literature. By emphasizing an expatriate-centered perspective, the study supports and extends Piore's (1979) application of segmented labor market theory.

The existing literature involving director compensation has been concentrating on its absolute or intrinsic values. Although the relevant studies have generated mixed findings, research in other fields suggests that the power of an incentive may be determined by its value relative to the chosen referencing standard more than its absolute value. This study aims to investigate how relative director pay affects corporate investment efficiency.

This study takes a fresh theoretical viewpoint by framing the investigation using the dimensional comparison theory and proposing that a directorship also presents a relative value that may influence the board’s performance. Ordinary least squared regressions and two-stage system generalised method of moments are used to analyse 14,267 firm-year observations.

The empirical results suggest that the relative director pay is a better estimate of the power of the incentive than the absolute pay. A positive association between the relative director pay and investment efficiency is evident, while the absolute pay has no significant effect on investment decisions. Director overcompensation, however, will cancel out the positive effect of director compensation on investment efficiency. Firms with relatively lower unexpected investment (UI) level benefit the most from an increase in the relative director pay, while neither absolute nor relative director pay affects investment choices in firms with a high UI level because of significantly more overcompensation.

To the best of the authors’ knowledge, this study is the first attempt to investigate the effect of relative director pay. It is also the first to examine the role of dimensional comparison in strategic decisions which is the single untended comparison framework in the director pay design. The current director pay structure has emphasised social and temporal equality by standardising the pay structure and vesting the equity-based pay over a long period. Yet it ignores the fact that people decide their commitment level by comparing the reward with an internal referent too. The findings speak to the dimensional comparison theory in that the inequality emanated from dimensional or internal comparison may be accentuated by the perceived equality in other comparison frameworks, driving the different performances in the roles one assumes.

This study examines the dynamics of multidimensional poverty in Nigeria from 2003 to 2018, focusing on women and children, to understand the reality of poverty in Nigeria, where poverty reduction has been stagnant.

This study employed the first-order dominance (FOD) methodology to conduct a multidimensional analysis of poverty among households, women and children in Nigeria, using data from the Demographic and Health Surveys (DHS) conducted in 2003, 2008, 2013 and 2018. We examined how the relative position of multidimensional poverty in each zone has changed for approximately 20 years.

The results indicated that the north-south poverty gap in Nigeria persisted as of 2018 and, regarding within the north and south, changes in the relative pecking order of poverty between the zones have occurred considerably over the past two decades. Different trends were also observed for child and female poverty, suggesting the influence of the unique dimensions of poverty and cultural differences.

This study is the first poverty analysis to apply the FOD approach to children and women in Nigeria, the country with the highest poverty, over a relatively long period of 2003–2018.

Taken all together, how would you say things are these days – would you say that you are very happy, pretty happy or not very happy? (USA General Social Surveys Question 157)On the whole, are you very satisfied, fairly satisfied, or not at all satisfied with the life you lead? (Eurobarometer Survey Series)

The contribution of this study is both methodological and empirical. It provides a method of estimating preference consistent true cost of living indices and demonstrates the use of unit values (food items), adjusted for quality and demographic effects, as prices. Using NSS data, changes in living standards (measured by per capita real expenditure) in India are examined between 1999/2000 and 2009/2010. The paper aims to discuss these issues.

From the adjusted unit values, “exact” price indices are computed using QAIDS-based preference consistent methods that allow between-item substitution effects and variation across states.

A comparison of the nominal and price deflated real expenditures under alternative temporal price scenario during 1999/2000-2009/2010 shows that the states largely preserve their ranks over the periods, in spite of differential temporal price movement. However, comparison of the nominal and price-deflated real expenditure growth reveals that the rankings are sensitive to the price deflator used.

The results question the wisdom of the treatment of large countries with heterogeneous preferences, e.g. India, as single entities in PPP calculations as in the ICP project. Hence, the results have methodological and empirical implications that extend beyond India.

The study provides evidence on the issue of spatial difference in the temporal movement in prices, where no such evidence exists, and contains the first evidence on living standards in India in the post global financial crisis era. Also, this is the first attempt to base calculation of temporal movement in prices, as measured by the “exact” price indices, on the adjusted unit values of food items.

It is suggested that the left hemispheric neurons and the magnocellular visual system are specialized in tasks requiring a relatively small number of large neurons having a fast reaction time due to a high firing rate or many dendritic synapses of the same neuron which are activated simultaneously. On the other hand the right hemispheric neurons and the neurons of the parvocellular visual system are specialized in tasks requiring a relatively larger number of short term memory (STM) Hebbian engrams (neural networks). This larger number of engrams is achieved by a combination of two strategies. The first is evolving a larger number of neurons, which may be smaller and have a lower firing rate. The second is evolving longer and more branching axons and thus producing more engrams, including engrams comprising neurons located at cortical areas distant from each other. This model explains why verbal functions of the brain are related to the left hemisphere, and the division of semantic tasks between the left hemisphere and the right one. This explanation is extended to other cognitive functions like visual search, ontological cognition, the detection of temporal order, and the dual cognitive interpretation of the perceived physical phenomena.

Conflicting results have emerged from several past studies as to whether bankruptcy prediction models are able to forecast corporate failure more accurately than auditors’ going‐concern opinions. Nevertheless, the last decade has seen improved modelling of the path‐to‐failure of financially distressed firms over earlier static models of bankruptcy. In the light of the current crisis facing the auditing profession, this study evaluates the efficacy of auditors’ going‐concern opinions in comparison to two bankruptcy prediction models. Bankrupt firms in the U.S. service and trade industry sectors were used to compare model predictions against the auditors’ going‐concern opinion for two years prior to firm failure. The two models are the well‐known Altman (1968) Multiple Discriminant Analysis (MDA) model that includes only financial ratio variables in its formulation and the newer, temporal logit model of Cybinski (2000, 2003) that includes explicit factors of the business cycles in addition to variables internal to the firm. The results show overall better bankruptcy classification rates for the temporal model than for the Altman model or audit opinion.

When individual or household incomes are collected for administrative or scientific surveys, the accounting period is sometimes a month, sometimes a quarter, and sometimes a year. The accounting period likely affects the shape of the income distribution and the level of measured inequality. The present study systematically explores the sensitivity of inter-temporal and inter-regional inequality comparisons to the length of the accounting period.

Much prior work involving director incentives and corporate behaviour has been focussing on their absolute dollar value or the intrinsic value and generated mixed findings. Comparison theories, however, suggest that the relative value of an incentive may be the main drive for individual performance. This study attempts to investigate the role of director relative pay in promoting the board’s intervention with unrelated diversification decisions.

The analysis uses data from firms operating in more than one segment during the period from 1999 to 2019. Data were obtained from WRDS databases. Ordinary least squares (OLS) regression analysis and the two-stage system generalized method of moments (GMM) were run to test the hypotheses. To test the robustness of the findings, alternative proxies for the key independent variables were used in separate analyses.

The results support the hypothesis that unrelated diversification negatively impact firm performance, while higher director relative pay will help reduce unrelated business diversification. The absolute director pay, however, has no significant impact on corporate strategic choices. The results also highlight the moderating effect of director overcompensation. Director overcompensation will cancel out the impact of relative director pay on unrelated diversification.

This study takes a fresh theoretical perspective by framing the investigation using the dimensional comparison theory to address the single untended comparison framework in the director pay structure – the intra-individual framework. It is the first to investigate the role of director relative pay in corporate strategic choices. The findings support the contention that the relative value of the incentive is an important indicator of the effectiveness of the pay.