Search results

This research paper investigates variances in auditors’ attitudes toward dysfunctional audit behavior (DAB) in two different time periods. The purpose of this paper is to explore changes in DAB among experienced/inexperienced auditors as well as differences between male/female auditors while facing time budget and time deadline pressures.

This study uses surveys administered to a group of junior auditors joining a Big 4 firm in the UK and compares the results to surveys completed by the same group of auditors after three years of experience. The survey assesses participant’s perception of DAB in the presence of time budget and time deadline.

The results of this paper show that experienced auditors have more tolerant views of DAB then inexperienced auditors. In terms of gender, inexperienced male auditors are more accepting of DAB when compared to their inexperienced female counterparts. Female auditors surveyed in both time periods seem to be unfavorable of DAB.

The uniqueness of this study derives from the fact that it explores the same group of auditors and assesses variances in their perception of DAB in two different periods over a passage of three years during which inexperienced auditors become experienced.

Sustainable urban rail transit requires noise barriers. However, these barriers’ durability varies due to the differing aerodynamic impacts they experience. The purpose of this paper is to investigate the aerodynamic discrepancies of trains when they meet within two types of rectangular noise barriers: fully enclosed (FERNB) and semi-enclosed with vertical plates (SERNBVB). The research also considers the sensitivity of the scale ratio in these scenarios.

A 1:16 scaled moving model test analyzed spatiotemporal patterns and discrepancies in aerodynamic pressures during train meetings. Three-dimensional computational fluid dynamics models, with scale ratios of 1:1, 1:8 and 1:16, used the improved delayed detached eddy simulation turbulence model and slip grid technique. Comparing scale ratios on aerodynamic pressure discrepancies between the two types of noise barriers and revealing the flow field mechanism were done. The goal is to establish the relationship between aerodynamic pressure at scale and in full scale.

The aerodynamic pressure on SERNBVB is influenced by the train’s head and tail waves, whereas for FERNB, it is affected by pressure wave and head-tail waves. Notably, SERNBVB's aerodynamic pressure is more sensitive to changes in scale ratio. As the scale ratio decreases, the aerodynamic pressure on the noise barrier gradually increases.

A train-meeting moving model test is conducted within the noise barrier. Comparison of aerodynamic discrepancies during train meets between two types of rectangular noise barriers and the relationship between the scale and the full scale are established considering the modeling scale ratio.

Employee expediency is a ubiquitous, unethical phenomenon in the workplace that is largely underresearched. Based on the tenets of conservation of resources (COR) theory, this study investigates the influence of excessive performance pressure on employees' expedient behaviour via moral disengagement. It further examines the moderating role of employees' moral identity in the relationship between performance pressure and employee expediency.

The data were collected using a multi-wave paper-and-pencil survey amongst 388 sales associates working in pharmaceutical manufacturing companies in Bangladesh. A series of hierarchical regression analyses and bootstrapping techniques of the PROCESS macro were conducted to test the hypotheses.

The findings reveal that performance pressure significantly and positively affects employees' expediency. Additionally, moral disengagement partially mediates the positive relationship between performance pressure and employee expediency. Furthermore, moral identity moderates the direct effect of performance pressure on moral disengagement and the indirect effect of performance pressure on employee expediency through moral disengagement.

Managers are advised to consider the compatibility of economic and moral principles when defining performance targets or evaluating staff performance, as immoral behaviours harm organisations in the long run. Additionally, managers should emphasise candidates with high levels of sensitive moral qualities, such as integrity and moral behaviour, and their abilities should be given preference when hiring new employees, e.g. moral reasoning.

This pioneering study investigates the underlying psychological mechanisms and moral characteristics to unravel the association between performance pressure and employee expediency using the lens of COR theory. The study identified the moral consequences of performance pressure and mitigating strategies to reduce employee expedient behaviour.

During everyday work, individuals often engage in unplanned conversations that help them develop relationships, share information and coordinate tasks. Unfortunately, the work-from-home mandates issued due to the pandemic have reduced the frequency of unplanned conversations among employees. So, as businesses reopen, organizations are considering post-pandemic workplace solutions that can facilitate unplanned conversations. To aid these efforts and move research and theory on unplanned conversations forward, this study proposes and tests a multi-factor model of the antecedents of unplanned conversations.

This study adopted a multi-methodological approach and collected data using automated sensing technology, structured observations and cross-sectional survey methods. A total of 5,297 unplanned conversations among 61 employees were recorded using the custom mobile application and structured observations. Cross-sectional survey data about these employees' work contexts were also collected.

The study results showed that the model significantly predicted the frequency of unplanned conversations. Notably, technical expertise, perceived time pressure and team psychological safety significantly predicted the frequency of unplanned conversations. The study findings have both theoretical and practical significance.

Previous research studies have primarily focused on the influence of workplace designs on unplanned conversations. However, this study demonstrates that several other factors facilitate unplanned conversations. This research theorizes and empirically tests the relationship between unplanned conversations and several individual, team and organizational factors.

Despite their centrality to organizing – acknowledged by several theorists – unplanned conversations are often marginalized in organizational theory. To remedy this oversight, we recenter attention on this understudied aspect of organizing. We draw on the affordances perspective to elaborate on the spatial and temporal factors influencing unplanned conversations.

This conceptual paper integrates multidisciplinary literature on unplanned conversations to identify a range of spatiotemporal factors influencing unplanned conversations. Our approach emphasizes how various situational factors afford or hinder opportunities for unplanned conversations among organizational members.

Unplanned conversations were precisely defined as opportunistic or spontaneous conversations, characterized by the absence of pre-planning, that can be work or non-work-related. Then, the characteristics of unplanned conversations (emergent, episodic and brief, interrelated, convenient, and improvisational) were outlined, indicating their distinct organizing and structuring capabilities. The spatial (i.e. spatial proximity, visibility, legitimacy, and psychological safety) and temporal (i.e. work time pressure, work history, work expertise, and work routineness) factors identified in the study both afford and constrain individuals’ unplanned conversations. The empirically testable propositions offered in the study have significant theoretical and practical implications.

This study enriches our understanding of unplanned conversations by offering a precise conceptual definition, outlining their essential characteristics, and underscoring their theoretical and practical significance in organizing. The study highlights the need for organizations to consider the spatiotemporal factors that influence unplanned conversations.

This study aims to examine the cilia-driven flow of magnetohydrodynamics (MHD) non-Newtonian fluid through a porous medium. The Jeffrey fluid model is taken into account. The fluid motion in a two-dimensional symmetric channel emphasizes the dominance of viscous properties over inertial properties in the context of long wavelength and low Reynolds number approximations.

An integrated numerical and analytic results are obtained by hybrid approach. A statistical method analysis of variance along with response surface methodology is used. Sensitivity analysis is used to validate the accuracy of nondimensional numbers.

The impact of various flow parameters is presented graphically and in numerical tables. It is noted that the velocity slip parameter is the most sensitive flow parameter in velocity and relaxation to retardation time ratio in temperature.

A model on cilia-generated flow of MHD non-Newtonian Jeffrey fluid is proposed.

Competitiveness is an important personality trait that has been studied in various disciplines and has been shown to predict critical work outcomes at the individual level. Despite this, the role of competitiveness in groups and teams has received scant attention amongst organizational researchers. Aiming to promote future research on the role of competitiveness as both an adaptive and maladaptive trait – particularly in the context of work – the authors review competitiveness and its effects on individual and team stress and Well-Being, giving special attention to the processes of cohesion and conflict and situational moderators. The authors illustrate a dynamic multilevel model of individual and team difference factors, competitive processes, and individual and team outcomes to highlight competitiveness as a consequential occupational stressor. Furthermore, the authors discuss the feedback loops that inform the different factors, highlight important avenues for future research, and offer practical solutions for managers to reduce unhealthy competition.

This study explores job search dynamics among employed individuals. We focus on factors related to employees initiating their job searches and changing its intensity.

We conducted a qualitative study with 41 employed job seekers using semi-structured interviews.

Our analysis reveals six catalysts that initiate employee job searches and nine modulators that influence fluctuations in job search effort. We highlight the significant roles of social actors, resource dynamics, and personal, professional, and environmental factors in shaping employees’ job searches.

The diverse sample strengthens theory building but may not represent all employed job seekers. Future research would benefit from longitudinal designs.

This study underscores the influence of social actors on employee job search processes. Our findings offer valuable insights for policymakers and employers seeking to support employed job seekers and proactively manage voluntary turnover.

This research advances our understanding of employee job search beyond its traditional role in voluntary turnover. By integrating Conservation of Resources (COR) theory, we provide a framework for understanding employee job search initiation and modulation.

The lubricating fluid stored in the porous matrix will spontaneously exude to supplement the lubricating film in the damaged area, thus ensuring the long-term self-lubricating function of the porous surface. To reveal the repair mechanism of oil film, it is necessary to understand the flow characteristics of oil in micropores. The purpose of this study guides the design of micropore structure to realize the rapid exudation of oil to the porous surface and the rapid repair of the lubricating film.

In this paper, cylindrical orifice, convergent orifice and divergent orifice were studied. The numerical model of lubricating oil exudation in micropores was established. The distribution characteristics of oil pressure, velocity and three-phase contact line in the process of oil exudation were investigated. The effects of different orifice shapes and orifice structure parameters on the pinning and spreading characteristics of oil droplet were analyzed. Then the internal mechanisms of oil droplet formation and spread on the orifice surface were summarized.

The results show that during the process of oil exudation, the three-phase contact line of the oil drop is pinned once at the edge of the cylindrical and convergent orifice. Compared with the three orifice structures, the inlet pressure of the oil drop is low, and the oil velocity at the pinning point is stable in the divergent orifice. Resulting in favorable oil exudation. It is easier for oil droplet to depin by appropriately reducing the wall wetting angle, increasing the aperture or controlling the wall inclination angle. Ensure the self-healing and long-lasting lubrication film of porous oil-bearing surfaces.

The effect of pore structure on the flow behavior of lubricating fluid has always been concerned. But the mechanism by which different orifice shape affect the pinning behavior of oil droplets is not yet clear, which is crucial for understanding the self-healing mechanism of oil films on porous surfaces. It is meaningful to analyze the mechanism of oil exudation and spreading on the porous surface of oil in the special orifice, to optimize the design of the orifice structure.

Orifice shape has influence on internal flow field parameters. There is no report on the influence of orifice shape on the film formation process of oil seepage and diffusion from pores. The effects of different orifice shapes and orifice structure parameters on the characteristics of oil droplet pinning and diffusion were studied.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-04-2024-0118/

Although various booking platforms have been contributing to the dramatic growth of hotel industry, little research has been conducted to understand consumer psychological processes and behaviors in online hotel booking. To fill this gap, the current study examines the effect of switching barriers (switching cost and alternative attractiveness) on consumers' decision postponement and repurchase intention. Additionally, the moderating effect of time pressure in different phases of booking decision is investigated.

A total of 352 samples was collected through an online platform. Data analysis was conducted via Amos 23 (structural equation modeling) and SPSS 24 (descriptive analysis and PROCESS macro).

Results show that switching cost and alternative attractiveness are two significant drivers of decision postponement and repurchase intention. Meanwhile, time pressure only has a significant moderating effect on the relationship between switching cost and decision postponement.

The findings of this research reveal that hotel operations need to implement strategies to prevent customers' delayed booking decisions and overcome the influence of time pressure on customer decision-making.

These findings stress the importance of consumer perceptions of switching barriers and time span when making hotel reservations online. Hotel practitioners are encouraged to provide multiple human–computer interaction applications to attract novice consumers and increase their familiarity with booking process.