M.M. Sandeep, V. Lavanya and Janarthanan Balakrishnan
The rapid evolution of artificial intelligence (AI) is revolutionizing organizational operations and altering competitive landscapes. This study examines the influence of…
Abstract
Purpose
The rapid evolution of artificial intelligence (AI) is revolutionizing organizational operations and altering competitive landscapes. This study examines the influence of organizational resources on AI adoption in recruitment, focusing on their role in achieving competitive advantage through effective implementation.
Design/methodology/approach
This research utilizes a cross-sectional quantitative approach, applying partial least squares structural equation modeling (PLS-SEM) to data from 290 human resource (HR) professionals. It is grounded in the resource-based view (RBV) and dynamic capability framework (DCF).
Findings
The results reveal that HR competencies and open innovation significantly influence dynamic capabilities, which are essential for AI integration, supported by financial support and information technology (IT) infrastructure. These capabilities enable effective AI adoption, leading to a competitive advantage.
Research limitations/implications
The cross-sectional data in this study captures the current landscape of AI adoption in recruitment, providing a snapshot of the present scenario in a rapidly evolving technological environment.
Practical implications
This study offers HR professionals and managers strategic guidance on effectively integrating AI into recruitment processes. By enhancing HR competencies, fostering collaboration and ensuring sufficient financial and infrastructural support, organizations can navigate AI adoption challenges and secure a competitive advantage in a rapidly evolving technological landscape.
Social implications
The adoption of AI in recruitment can reduce biases, enhance diversity and improve fairness through standardized assessments. However, as AI technologies evolve, continuous human oversight is essential to ensure ethical use and to modify AI systems as needed, further reducing biases and addressing societal concerns in AI-driven recruitment processes.
Originality/value
This research introduces a novel framework that underscores the importance of integrating human expertise with advanced technological tools to ensure successful AI implementation. A key contribution is that HR professionals not only facilitate AI integration but also ensure accuracy, accountability and configure the most suitable AI tools for recruitment by collaborating with AI developers to meet the specific needs of the organization.
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Bill B. Francis, Raffi E. García and Jyothsna G. Harithsa
This paper aims to examine how bank stress tests affect bank tax planning.
Abstract
Purpose
This paper aims to examine how bank stress tests affect bank tax planning.
Design/methodology/approach
The study uses US bank stress test bank size thresholds and a regression discontinuity design to investigate the effect of the Dodd-Frank Act and the instituted bank stress tests on bank tax planning. We use different measures of tax planning, including bank-specific measures and measures of tax avoidance, tax aggressiveness, and effective tax planning from recent literature. Our regression discontinuity and difference-in-differences regression analyses include bank and year fixed-effects and lagged bank characteristics to control for potential endogeneity.
Findings
This study finds that stress tests have the unintended consequences of intensifying tax planning and increasing tax avoidance. Stress-test banks increase tax avoidance by accelerating charge-offs, net interest, and non-interest expenses. However, this increase in tax planning is not optimally maximized, leading to lower effective tax planning compared to non-stress-test banks. Banks with a substantial increase in tax avoidance under the Dodd–Frank Act tend to increase their risk, investing in high-risk-weight assets and lending in riskier loan categories. These findings are consistent with tax minimization conditions under added regulatory attention and policy uncertainty.
Originality/value
Literature on bank tax planning is limited. Most tax avoidance literature excludes financial institutions such as bank holding companies mainly due to differences in business practices and regulatory frameworks. This study is the first to investigate tax planning behavior among US banks. The current study thus extends the research field by examining the effect of bank transparency regulations, such as bank stress tests, on bank tax planning activities. Our findings have a direct bank policy implication. They show that stress testing has the unintended consequences of increasing tax planning activities and consequently increasing risk-taking on banks with high tax avoidance, which goes against the goals of stress testing regulations.
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José M. Ponzoa, Andrés Gómez and Ramón Arilla
This study aims to develop a proprietary indicator to measure the digital presence of the institutions: the digital presence index.
Abstract
Purpose
This study aims to develop a proprietary indicator to measure the digital presence of the institutions: the digital presence index.
Design/methodology/approach
This research delves into how nonprofit institutions, specifically business interest associations (BIAs), have developed their internet presence by applying essential digital marketing techniques. To this end, and using big data mining tools, this study analyzes the tracking by internet users of 102 BIAs, with their respective websites in 36 countries in Europe and the USA. In addition, the presence and activity of the institutions included in this study on social networks are considered.
Findings
This research serves as a basis for discussing the current gap between social reality and the digitalization of institutions. In this sense, conclusions are drawn on the importance of managerial profiles in decision-making on digitization and the necessary knowledge that, together with Web and social network managers, they must have to articulate the means and techniques that promote the internet presence of the organizations they manage.
Originality/value
Conclusions are drawn according to the geographical scope of the BIAs, and an argument is made about the difficulties of connection and loss of prominence of this type of institutions among their different target audiences, especially among the youngest and most digitized.
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David Norman Smith and Eric Allen Hanley
Controversy has long swirled over the claim that Donald Trump's base has deeply rooted authoritarian tendencies, but Trump himself seems to have few doubts. Asked whether his…
Abstract
Controversy has long swirled over the claim that Donald Trump's base has deeply rooted authoritarian tendencies, but Trump himself seems to have few doubts. Asked whether his stated wish to be dictator “on day one” of second term in office would repel voters, Trump said “I think a lot of people like it.” It is one of his invariable talking points that 74 million voters supported him in 2020, and he remains the unrivaled leader of the Republican Party, even as his rhetoric escalates to levels that cautious observers now routinely call fascistic.
Is Trump right that many people “like” his talk of dictatorship? If so, what does that mean empirically? Part of the answer to these questions was apparent early, in the results of the 2016 American National Election Study (ANES), which included survey questions that we had proposed which we drew from the aptly-named “Right-Wing Authoritarianism” scale. Posed to voters in 2012–2013 and again in 2016, those questions elicited striking responses.
In this chapter, we revisit those responses. We begin by exploring Trump's escalating anti-democratic rhetoric in the light of themes drawn from Max Weber and Theodor W. Adorno. We follow this with the text of the 2017 conference paper in which we first reported that 75% of Trump's voters supported him enthusiastically, mainly because they shared his prejudices, not because they were hurting economically. They hoped to “get rid” of troublemakers and “crush evil.” That wish, as we show in our conclusion, remains central to Trump's appeal.
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Dege Liu, Yuanmei Lan and Chaoping Li
Previous research on narcissism and leadership seldom takes into account the leader–subordinate dyadic relationship and ignores the role of subordinate. Drawing on the contextual…
Abstract
Purpose
Previous research on narcissism and leadership seldom takes into account the leader–subordinate dyadic relationship and ignores the role of subordinate. Drawing on the contextual reinforcement model of narcissism, the purpose of this study is to explore the joint effects of both leaders’ and their subordinates’ narcissism on the former’s effectiveness through the latter’s perceived relationship conflict with them (RCWL).
Design/methodology/approach
Self-report data were collected from 315 full-time employees using a three-wave survey. Polynomial regression and response surface analysis were used to test the hypotheses.
Findings
The results of this study reveal that although RCWL is higher when leaders’ narcissism is higher along both congruence and incongruence line, RCWL is lower when leaders’ narcissism exceeds that of their subordinates than it falls short of subordinates’ narcissism when both leader’s and subordinate’s narcissism are low. Furthermore, the results of this study also demonstrate that leader–subordinate (in)congruence in narcissism has an indirect influence on the leaders’ effectiveness because of the resulting relationship conflict, and that the response surface of the total effect of joint narcissism on leader effectiveness possesses a convex surface, which demonstrates that leader effectiveness is lower at the median point when compared to the low- and high-level congruence points.
Originality/value
This study not only contributes to fit theory, vertical relational conflict and research on narcissistic leader by simultaneously investigating both leaders’ and subordinates’ narcissism and their joint influence on leader–subordinate relational conflict and leaders’ effectiveness but also offers several practical recommendations for companies to enhance leaders’ effectiveness.
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Graham Frobisher, Deborah Price and Jo Brewis
The 7th decade manager (7DM) is an overlooked and under-researched group in organisation studies. This paper explores the changes which 7DMs experience in later life through the…
Abstract
Purpose
The 7th decade manager (7DM) is an overlooked and under-researched group in organisation studies. This paper explores the changes which 7DMs experience in later life through the lenses of age, work and identity.
Design/methodology/approach
An interpretivist methodology was adopted and data were obtained via semi-structured interviews with 32 managers across 10 different sectors in England and Scotland. These data were analysed thematically.
Findings
Change manifested itself in various contradictory ways across three domains of age, work and identity. Age was experienced dichotomously, with these 7DMs identifying as subjectively younger yet openly (if reluctantly) accepting signs of ageing. They appeared more tolerant and kinder but could be impatient and outspoken. Work remained important, providing structure, a sense of purpose and camaraderie; however, career progression was not. Altruistically, the 7DMs exercised generativity by providing their colleagues with counsel in both work and personal matters. Their sense of self and identity work featured prominently, particularly in the liminality associated with the impending cessation of work. Preparation for the psychosocial transition to retirement was lacking.
Research limitations/implications
This project would have benefitted from a larger and broader cohort demographic. Whether there are any significant gender or ethnic differences in attitudes, values or approaches to work cannot be ascertained from the data obtained. Future studies should therefore include a greater diversity of participants. There may also be merit in investigating if any differences exist for the ex-military 7DM manager compared to others.
Practical implications
Organisations can benefit from greater recognition of the value experienced managers in their later working lives can bring. Both the broader community of managers and their employers would benefit from leveraging the experience, knowledge and attributes of older managers in their passage through their 7th decade and better prepare younger people to succeed them.
Social implications
Different agencies such as government, employers, professional bodies like the Chartered Institute of Personnel and Development, Trade Unions or consultancies may wish to explore the benefits and practicalities of preparing the individual for the transition to retirement. Importantly, this should address the psychosocial connotations associated with ceasing work. Whilst this applies to all 7th decade workers, we suggest that there are some challenges that are peculiar to being an older manager.
Originality/value
Whilst much is known about older workers, research relating to older managers, especially those in their seventh decade, is largely absent. This paper illustrates the changes and challenges they experience in both their professional and personal lives, some of which seem to be unique to this age group and many of which would benefit from being addressed in organisational policy and practice as well as further research.
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This study explores the influence of police coercive actions during Stop, Question, and Frisk (SQF) encounters on citizen complaints of police misconduct in 76 precincts in New…
Abstract
Purpose
This study explores the influence of police coercive actions during Stop, Question, and Frisk (SQF) encounters on citizen complaints of police misconduct in 76 precincts in New York City.
Design/methodology/approach
Using data from NYPD's SQF reports, Citizen Complaint Review Board, and demographic measures, the analysis focuses on specific coercive actions (frisk, search, summons, physical force, and arrest) and their association with citizen complaints (excessive force, abuse of authority, discourtesy, and offensive language).
Findings
Bivariate and multivariate analyses revealed frequent lower-level coercive actions, such as frisks and summons, are linked to increased citizen complaints. Surprisingly, higher levels of coercive actions involving force and arrests do not substantially impact complaints, challenging conventional assumptions.
Practical implications
The research underscores the importance of transparency, accountability, and positive police-community relations. Addressing precinct-specific characteristics influencing the relationship between coercive actions and citizen complaints is crucial for fostering a more constructive and accountable policing approach in New York City precincts.
Originality/value
This study challenges assumptions by providing a distinctive perspective on the impact of police coercive actions during SQF encounters on citizen complaints. The unexpected finding that higher levels of coercive actions, typically involving force and arrests, do not substantially impact complaints contributes to the discourse on police-community interactions, offering a nuanced understanding of the relationship between specific coercive actions and citizen complaints.
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Md. Ashikur Rahman, Palash Saha, H.M Belal, Shahriar Hasan Ratul and Gary Graham
This research develops a theoretical framework to understand the role of big data analytics capability (BDAC) in enhancing supply chain sustainability and examines the moderating…
Abstract
Purpose
This research develops a theoretical framework to understand the role of big data analytics capability (BDAC) in enhancing supply chain sustainability and examines the moderating effect of green supply chain management (GSCM) practices on this relationship.
Design/methodology/approach
Guided by the dynamic capability view (DCV), we formulated a theoretical model and research hypotheses. We used partial least square-based structural equation modeling (PLS-SEM) to analyze data collected from 159 survey responses from Bangladeshi ready-made garments (RMG).
Findings
The statistical analysis revealed that BDAC positively impacts all three dimensions of supply chain sustainability: economic, social and environmental. Additionally, GSCM practices significantly moderate the relationship between BDAC and supply chain sustainability.
Research limitations/implications
This study makes unique contributions to the operations and supply chain management literature by providing empirical evidence and theoretical insights that extend beyond the focus on single sustainability dimensions. The findings offer valuable guidelines for policymakers and managers to enhance supply chain sustainability through BDAC and GSCM practices.
Originality/value
This study advances the current understanding of supply chain sustainability by integrating BDAC with GSCM practices. It is among the first to empirically investigate the combined effects of BDAC on the three dimensions of sustainability – economic, social and environmental – while also exploring the moderating role of GSCM practices. By employing the DCV, this research offers a robust theoretical framework highlighting the dynamic interplay between technological and environmental capabilities in achieving sustainable supply chain performance.
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Meenal Arora, Ridhima Goel and Jagdeep Singla
This chapter examines the significant transformations brought about by the incorporation of service robots in the ever-changing retail industry. In the retail industry, advanced…
Abstract
This chapter examines the significant transformations brought about by the incorporation of service robots in the ever-changing retail industry. In the retail industry, advanced technologies, including artificial intelligence (AI), co-bots, robotics, and automation, are transforming the experiences of customers and employees in response to the surge in human–robot collaboration (HRC) and worldwide investments in innovative projects. The primary goal of the research is to examine the impact of incorporating service robots on employees’ willingness to work in a retail sector that fosters collaboration between humans and robots while improving the performance. The research highlights the key factors influencing employee perspectives and inclinations for collaborating with service robots in retail environments, as determined by an in-depth review of academic research and industrial insights. The results demonstrate the positive influence of service robots on improving HRC, optimising inventory management, and enhancing overall operational efficiency in the retail sector. The conclusion emphasises the need to adopt a holistic approach to successfully use the potential of service robots, with the aim of establishing a retail ecosystem that is both sustainable and harmonious. The presence of service robots in the retail industry has significant implications, offering a competitive advantage. The research results reveal stakeholders’ perspectives on the crucial role of service robots in driving future development and maintaining long-term benefits. This chapter offers a comprehensive review of innovative technology in the retail marketplace, offering significant insights into the transformative potential of service robots.
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Julia Voss, Benjamin Butz and Kerstin Ettl
Entrepreneurship and the disciplines of science, technology, engineering and mathematics (STEM) are considered important drivers of innovation. At the same time, the…
Abstract
Purpose
Entrepreneurship and the disciplines of science, technology, engineering and mathematics (STEM) are considered important drivers of innovation. At the same time, the representation of women entrepreneurs in STEM remains low. Despite this disparity, a number of women still choose to start ventures and persist in pursuing their innovations in STEM. This study aims to examine the motivational factors that drive women entrepreneurs to approach and consistently pursue their innovations and ventures in STEM.
Design/methodology/approach
Drawing on the concept of the heterogeneity of motivational factors (Graham and Bonner, 2022) and Social Cognitive Theory (Bandura, 1986, 2001; Wood and Bandura, 1989), 24 semi-structured interviews were conducted with women entrepreneurs in STEM. This approach allowed for an in-depth exploration of the heterogeneous motivational factors influencing women entrepreneurs in STEM.
Findings
The motivations of women entrepreneurs in STEM are multifaceted, interrelated and dynamic. They encompass personal and cognitive, behavioral and environmental factors and partly change over time. This study reveals two levels of heterogeneity: the heterogeneity of women entrepreneurs’ entrepreneurial motivations, and the within-context heterogeneity of women entrepreneurs in STEM themselves.
Originality/value
This study addresses the need for a deeper understanding of women entrepreneurs in STEM. By focusing on nuanced aspects of entrepreneurial motivations that are often overlooked in the existing literature, this research provides valuable insights and discusses implications for theory, policy and education.