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First, this study assesses the link between research and development (R&D) expenses and firm efficiency. Second, this study explores how family control moderates the link between the two.

This study uses two measures of time-based firm efficiency, namely, a window slacks-based measure (WSBM) and a window epsilon-based measure (WEBM) of data envelopment analysis (DEA). Then, 216 firm-year observations are analyzed in the Taiwanese cultural and creative industries from 2005 to 2017.

This study finds that R&D expenses significantly worsen firm efficiency, and that family control positively moderates this effect. A further test separating the sample into family-controlled and nonfamily-controlled firms indicates that R&D expenses negatively affect the efficiency of nonfamily-controlled firms but positively affect that of family-controlled firms.

The existing literature has examined the link between R&D expenses and corporate performance. However, the process by which R&D expenses affect corporate performance from a production perspective remains unknown.

Overall, this study provides insights for policymakers to scrutinize resource management and R&D expenses from the production and resource-based perspectives.

The research objective was twofold: first, to propose a novel framework for composing an organization’s aggregate risk appetite, and second, to demonstrate the application of this framework in a suitable organization.

A conceptual framework for defining an organization’s aggregate risk appetite was developed based on relevant organizational theory and research through the lens of knowledge management. The organizational appetite for risk framework was subsequently implemented at the São Paulo State Technological Research Institute (IPT) using the design science research approach. Finally, the implementation was carefully examined in order to encourage future applications and to further refine the appetite for risk framework.

The composition and application of the proposed appetite for risk framework optimally identified the aggregated risk appetite of the complete test organization. Moreover, organizational differences between bottom-up tolerance and top-down appetite were revealed.

Our main practical contribution is a comprehensive procedure to conduct a risk assessment and achieve an organization-wide aggregate risk appetite through the lens of knowledge management.

Unlike past theory and research that take a strictly top-down approach to risk appetite, our framework integrates dispersed knowledge on risk-taking at various levels of the organization, thereby contributing to the underexplored role of bottom management in shaping aggregate risk appetite.

This paper aims to investigate the impact of gender equality in boardrooms, managerial positions and executive roles on firm financial performance. It specifically examines the moderating effect of fair remuneration on this relationship.

This study uses ESG metrics from CSRHub and data from Bloomberg to analyze 279 Malaysian public listed companies from 2013 to 2022. It uses regression analysis to assess how gender diversity – represented by women on boards, in managerial and executive positions – affects firm performance. The analysis includes fair remuneration to evaluate its moderating effects on the gender diversity–firm performance relationship.

The results indicate that greater female representation on boards and in managerial and executive positions significantly boosts firm performance. Additionally, the findings confirm that fair remuneration moderates the relationship between gender diversity and firm performance, although it introduces unintended effects that slightly reduce the overall benefits of increased female representation. This highlights the need for a strategic approach to integrate gender diversity initiatives with compensation policies to ensure they work together effectively for optimal outcomes.

This study broadens the literature by examining female representation not only on corporate boards but also in managerial and executive positions. The authors propose a new model promoting gender balance and fair remuneration, designed to boost the recruitment of female employees and advance workplace gender equality, offering a vital framework for organizations seeking to merge financial performance with social objectives.