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This paper presents a typology exploring employers’ perceptions of the quality of available applicants and employers decisions to buy qualified staff vs. to hire available workers and then make i.e. develop them via employer-supported training.

This study uses 2015 survey data from Southwestern Ontario, Canada, based on responses from 834 employers regarding their hiring, separations, training and other HRM policies.

Among surveyed employers, 10% are “Reliants” who found the quality of available applicants to be low, yet these employers do not provide employee training. Almost half of employers (at 45%) are “Developers” who find the quality of applicants to be low but they do provide employee training. Approximately, 7% of employers are “Poachers” who find that the quality of applicants is high and do not provide employee training, while 38% are Refiners, who find the quality of applicants is high and they provide employee training.

Employers need to make their training decisions in alignment with their assessment of the quality of job applicants to whom they have access. In this paper, decisions on training and applicant quality are considered concurrently. From an academic viewpoint, the findings raise the issue as to whether other stakeholders (such as educational institutions) are sufficiently helping individuals gain the skills, credentials and work experiences that employers are seeking. If job openings are remaining unfilled because employers are unwilling to hire those available, then applicants lose, employers lose and societies lose.

Presents the findings of a study of long distance migrations for employment opportunities in both the US and the UK. Compares the cross‐national differences between the two countries and tries to investigate the effects of the relative resources of the partner in their subsequent search for employment. Attempts to discover any gender differences based upon occupational status. Evaluates the similarity and differences between the countries.

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).

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.

The aim of this study is twofold. The first is to analyze the nature, extent and trend of corporate social responsibility (CSR) reporting in the Turkish banking industry under five sub-themes, namely, environment, energy, human resources, products and customers and community involvement. The second is to investigate the impact of ownership and board structure on CSR reporting by the banks.

The annual reports of the banks were examined for the period between 2008 and 2012 to analyze the CSR reporting of the banks, using content analysis and panel data analysis.

The results show that CSR reporting of the banks improved during that period of time. The findings of the study also revealed that there is a significant positive effect of size, ownership diffusion, board composition and board diversity on the CSR disclosure of the banks.

This study contributes significantly to the existing literature because the banking industry is generally excluded from the CSR studies. Further, there are few studies analyzing the effect of the ownership and board structure on the CSR disclosure. Finally, this study was conducted in a developing country with different regulations and socio-economic aspects as compared to developed countries. This study outlines important implications for regulatory bodies, organizations, the banking industry and other stakeholders.

The organizational literature accepts that when an organization generates commitment among employees through cultural mechanisms, it will be more efficient since the individuals will be involved in the attainment of the organizing objectives and will be motivated to pursue them. It is not clear, however, how organizations can generate this commitment, what constitutes its key characteristics, or what impact its use has on organizational performance. This paper therefore aims to identify the cultural practices that allow organizations to generate commitment, to analyze its impact on organizational performance, and to analyze the degree to which these practices should be used to obtain commitment. The model presented is tested in Spanish hotels, which offer a clear example of the relevance that these sorts of tools can have in the achievement of organizational objectives.

It has often been said that a great part of the strength of Aslib lies in the fact that it brings together those whose experience has been gained in many widely differing fields but who have a common interest in the means by which information may be collected and disseminated to the greatest advantage. Lists of its members have, therefore, a more than ordinary value since they present, in miniature, a cross‐section of institutions and individuals who share this special interest.

Recently numerous mergers have been realized. The paper aims to discuss famous static models about the exchange ratio. The paper then seeks to propose a simple dynamical model to valuate both the immediate merger's effects and the delayed ones.

The paper examines from an analytical viewpoint the inequalities of Larson and Gonedes and of Yagil about the exchange ratio. Then, it looks for a possible valuation of future dividends through a dynamical approach.

The paper shows that the results of Larson and Gonedes and of Yagil are substantially the same and, in spite of appareances, do not propose real limitations, but only formal constraints, which need to be further treated before obtaining useful information. The paper then provides sufficient conditions to have dividends and/or prices greater than dividends and/or prices in absence of merger. Finally, an index to valuate synergy is proposed.

On the basis of real data, the model may be tested. Moreover, non‐linear models and a stochastic framework could be considered.

The paper provides a critical viewpoint to consider classical models. Furthermore, the valuation method for future dividends may be applied and the synergy index may be calculated.

Both the results about the classical inequalities (to the authors' knowledge, there is no study in such a sense) and the dynamical model (the paper studies possible gains within a time horizon T and not only at time 0 and it does not obtain the fundamental value of stocks, as Yagil does, but their market price) are original.

The purpose of this paper is to investigate the extent of voluntary disclosures in UK higher education institutions’ (HEIs) annual reports and examine whether internal governance structures influence disclosure in the period following major reform and funding constraints.

The authors adopt a modified version of Coy and Dixon’s (2004) public accountability index, referred to in this paper as a public accountability and transparency index (PATI), to measure the extent of voluntary disclosures in 130 UK HEIs’ annual reports. Informed by a multi-theoretical framework drawn from public accountability, legitimacy, resource dependence and stakeholder perspectives, the authors propose that the characteristics of governing and executive structures in UK universities influence the extent of their voluntary disclosures.

The authors find a large degree of variability in the level of voluntary disclosures by universities and an overall relatively low level of PATI (44 per cent), particularly with regards to the disclosure of teaching/research outcomes. The authors also find that audit committee quality, governing board diversity, governor independence and the presence of a governance committee are associated with the level of disclosure. Finally, the authors find that the interaction between executive team characteristics and governance variables enhances the level of voluntary disclosures, thereby providing support for the continued relevance of a “shared” leadership in the HEIs’ sector towards enhancing accountability and transparency in HEIs.

In spite of significant funding cuts, regulatory reforms and competitive challenges, the level of voluntary disclosure by UK HEIs remains low. Whilst the role of selected governance mechanisms and “shared leadership” in improving disclosure, is asserted, the varying level and selective basis of the disclosures across the surveyed HEIs suggest that the public accountability motive is weaker relative to the other motives underpinned by stakeholder, legitimacy and resource dependence perspectives.

This is the first study which explores the association between HEI governance structures, managerial characteristics and the level of disclosure in UK HEIs.

Writings on organizational culture suggest that cultural values and norms are influenced by factors at the organizational, industry, and societal levels. While the effects of societal and organizational factors have been researched extensively, those of industry factors have not received commensurate attention. The purpose of this paper is to investigate the relative importance of industry vs organizational variables in explaining the cultural norms reported by individuals within organizations.

The effects of two industry characteristics, (growth rate and research and development intensity) and two sets of organizational factors (leadership behaviors and human resource practices) on the strength of constructive, passive/defensive, and aggressive/defensive organizational cultural norms were investigated.

Results of hierarchical linear modeling analysis of survey data from 3,245 respondents in 424 organizations in 12 different industries revealed significant between-organization variation but no significant between-industry variation in the three types of cultural norms measured. Furthermore, while industry-level factors were unrelated to culture, significant variance in the culture measures was explained by leadership behaviors and human resource practices (use of rewards and fairness of performance appraisal).

The strength of cultural norms and expectations within an organization evolve in response to attributes specific to the organization and do not necessarily reflect industry characteristics. The results indicate that organizations using surveys to assess their cultures may learn as much (if not more) by comparing their feedback to data on organizations across a spectrum of industries as opposed to organizations exclusively in their own industry.

Most of the frameworks developed to examine and describe the cultures of organizations delineate specific dimensions or types that are assumed to be relevant to all organizations regardless of the industries within which they operate. The purpose of this paper was to explore the validity of this assumption by investigating the relative impact of industry and organizational factors on organizational culture.