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Changing work/family dynamics and economic developments have made it more likely that an employee might work with a family member or spouse. Such working relationships offer a unique perspective by which to understand the work/family interface; however, relatively little research has explored the implications of working with family for employee stress and well-being. In this chapter, we review the existing research concerning stress associated with working with family. We integrate this research into broader demand/resource perspectives on employee stress and well-being, highlighting the manner in which working with family provides unique demands and resources through differences in work–family linking mechanisms. We conclude with suggestions for future research that might enhance our understanding of the work/family interface by considering the dynamics of working with family.

This study examines the influence of firm management’s ethical “tone at the top” (tone) and the working relationship of an auditor with his/her supervisor (senior) on the auditor’s propensity to engage in an unethical, dysfunctional auditor behavior (DAB). Findings indicate that environmental factors influence the staff auditor’s decision of whether or not to follow a course of action suggested by the supervisor that is contrary to both the audit program and generally accepted auditing standards (GAAS). Specifically, auditors are influenced by the tone that the partner sets for the firm and by the working relationship that the staff auditor has with the supervising senior auditor. The results of this research have ramifications for the auditing profession, as they identify specific factors outside of auditing standards and beyond an auditor’s moral reasoning capabilities that can influence the acceptance of unethical, dysfunctional behavior.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

Discusses the long existing and confusing problems of establishing the relationship of who is, and who if not, a dependent worker. Reflects developments which have occurred in British law as it affects the employment field, plus an evaluation and analysis of some of the different types of employment relationships which have evolved by examining, where possible, the status of each of these relationships. Concludes that the typical worker nowadays finds himself in a vulnerable position both economically and psychologically owing to the insecurity which exists.

The current longitudinal study investigated the within- and between-person variance in work-to-family conflict and family-to-work conflict among working mothers over time. It also examined the effects of a nonstandard work schedule and relationship quality on work-to-family conflict and family-to-work conflict using bioecological theory. Results of multilevel modeling analyses showed that there was significant within- and between-person variance in work-to-family conflict and family-to-work conflict. The linear and quadratic terms were significantly related to family-to-work conflict, whereas the quadratic term was significantly associated with work-to-family conflict. There was also a positive relationship between a nonstandard work schedule and work-to-family conflict, whereas relationship quality was negatively associated with family-to-work conflict. Future studies should consider diversity among working mothers to adequately predict work–family conflict. The current study provides important implications for employers to consider, concerning within-and between-person differences among working mothers, which could in turn allow for accommodations and help to decrease work–family conflict.

During the COVID-19 pandemic, working from home (WFH) has become the norm for many employees and their families in Germany. Although WFH has been suggested as a form of flexible work to foster work–life integration (especially for workers with greater care responsibilities), studies have also pointed to its risks when the boundaries between these two life spheres become blurred. To help disentangle these inconsistent findings in relation to work–family conflict, this study focuses on two main concerns: the relevance of additional forms of flexibility for those who work from home (i.e., temporal flexibility, job autonomy, fixed rules about availability) and the implications of WFH for employees’ social relationships with co-workers and supervisors. Based on linked employer–employee data collected in the spring of 2021, the study examined work-to-family conflict (WFC) and family-to-work conflict (FWC) among a sample of 885 employees who worked from home. The results indicate that three factors – temporal flexibility, job autonomy, and fixed rules about availability as a way to set boundaries between work and family life – are important predictors of fewer work–family conflict. This equally applies to employees with caring obligations who overall experience more work–family conflicts while WFH. For those who cared for relatives, autonomy contributed even to fewer work–family conflicts. Supportive relationships with supervisors and co-workers are certainly directly beneficial when it comes to avoiding conflict, but they also reinforce the positive implications of flexible work, whereas poor relationships counteract the benefits of such flexibility. Thus, employers need to provide additional forms of flexibility to employees who work from home and should pay attention to social relationships among their employees as a way to support families and other individuals.

The purpose of this paper is to investigate the relationship between working capital management and corporate performance with financial constraints.

This study uses large panel sample of Chinese listed firms over the period 2005–2015 using system generalized method of moments (GMM) estimator that controls unobserved heterogeneity of individual firms well and GMM methodology is robust to address endogeneity issues.

Empirical evidence finds inverted U-shaped relationship between working capital and corporate performance and exhibits similar evidence for financially constrained firms. Evidence shows impact of high sales and discounts on early payments at low level of working capital and dominance of opportunity cost and cost of external finance at high level of working capital. The findings of the results show that optimal working capital level of financially constrained firms is relatively lower due to high cost of external capital and debt rationing. The results also indicate that on average NET is significantly lower for firms with Tobin’s Q>1 than firms with Tobin’s Q=1, and suggest that aggressive working capital management is significantly and positively associated with higher corporate values.

This paper is among few that complement the existing literature by providing evidence that inverted U-shaped relationship between working capital management and corporate performance also exists in the context of Chinese listed non-financial firms. Exclusively, the relationship of working capital and corporate performance with linkage of financial constraints is scant in the context of Chinese listed non-financial firms.

This study examines the relationship between working capital management and business performance.

The relationship between the working capital management and business performance is examined using panel data analysis for a sample of EU-28 listed firms for the period from 2003 to 2012. To examine this relationship, an ordinary least squares (OLS) regression model is used to analyze the data obtained from the sample. The dependent variable consists of three measurements, namely return on asset (ROA), return on equity (ROE) and earnings before interest and taxes margin (EBITM), which are used as proxies for accounting-based measures of performance.

The authors examined the aforementioned relationship during the 2008 financial crisis. The OLS regression analysis suggests that there is a negative relationship between gross working capital and business performance for code law countries. The results also show that liquidity measures estimated by current ratio have a statistically significant impact on business performance indicated by ROA for all EU countries. The 2008 financial crisis had a significantly negative impact on ROA. Additionally, the findings regarding financial inclusion show a negative relationship between gross working capital and business performance among EU and other performer countries.

Overall, the empirical findings are consistent with Afrifa's (2016), who suggests that cash flow should increase investment in working capital to improve performance indicated by EBITM for old EU members.

While many empirical studies investigate the relationship between working capital and firm profitability, most do not consider the impact of the 2008 financial crisis apart from Tsurate (2019). The authors examine whether legal origins are important determinants of working capital management policies and business performance. Thus, empirically, the code law countries have a negative relationship between gross working capital, business performance and EBITM.

The purpose of this paper is to investigate the perception of propensity to trust and organizational commitment of quantity surveyors and examine if propensity to trust among working partners enhances organizational commitment of quantity surveyors.

Organizational commitment and propensity to trust is linked through the framework of social exchange. Quantitative approach with questionnaire survey is employed to investigate whether propensity to trust would enhance organizational commitment. Questionnaires are sent to the quantity surveyors who are professional members of the Hong Kong Institute of Surveyors and are working in the Hong Kong construction industry. In total, 71 valid responses are obtained for data analysis.

Contrary to prediction, propensity to trust does not show significant relationship with both affective and continuance commitment. The two propensity to trust scales show different results on the relationship with normative commitment (NC). When working relationship is taken into consideration, quantity surveyor’s propensity to trust the partner who has the worst working relationship has significant and positive impact on the surveyor’s NC level; whilst quantity surveyor’s propensity to trust the partner who has the best working relationship does not has significant positive impact on the surveyor’s NC level.

To improve propensity to trust among quantity surveyors, consultant companies should provide professional-related training programme to quantity surveyors as to explore their potential. The provision of training programs would also help quantity surveyors feel that they are supported by the organization, which would improve their commitment to the organization.

This is the first study to apply the social exchange theory to study organizational commitment within the quantity surveying profession and construction industry, which provides a new point for understanding the concept amongst the profession and industry.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.