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The purpose of this paper is to advance the theory and practice of luxury and masstige brand advertising effectiveness by decoding symbolism imbedded in fashion advertising.

This research employs a semiotic analysis of masstige brand advertising to discover those messages and themes that emerge and that communicate masstige values.

The research identifies identitary values that are exclusive to masstige brands, and those they share with luxury brands.

The purpose of this research is not to make generalizations; rather, its purpose is to offer insights into those themes that define luxury and masstige brand identitary values.

The research provides insights into the key identifiers, which may inspire further research and provide marketing insights for the operation management in luxury fashion.

The research contributes to luxury and masstige retail brand research by identifying the symbolic meaning of luxury advertising.

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).

Sales personnel play a key role in the success of organizations. These individuals present services/products to clients, manage accounts, build relationships, maintain existing business relationships, and must be available for frequent interactions with clients. Business operations are linked to external entities through these activities, suggesting sales groups play a critical role in the success of an organization. As a representative to the external market, sales personnel are subject to unique stressors due to role-specific requirements. These stressors can impact the ability of sales professionals to effectively engage with customers and manage the volatility of financial performance, especially in commission-based compensation structures. Thus, organizations can find utility in identifying sales candidates with higher levels of stress tolerance, who can handle negative client interactions, overcome lulls in sales conversions, and avoid the impact of occupational stressors on long-term sales performance. Research suggests that organizations can use personality to predict stress tolerance as a component of sales performance. To provide organizations with insights into sales-specific coping behaviors associated with stress tolerance, the authors (1) discuss stress inducing factors (stressors) associated with sales role performance, (2) review the individual differences associated with stress tolerance, (3) present personality relationships with sales performance and stress tolerance, and (4) present job-analytic support for stress tolerance competencies relevant to sales performance and criterion-related validity evidence linking personality characteristics to those behaviors. The authors conclude with a discussion around the potential for applied uses of personality in identifying sales personnel with greater likelihoods of exhibiting stress tolerant behaviors in the workplace.

Since the first Volume of this Bibliography there has been an explosion of literature in all the main areas of business. The researcher and librarian have to be able to uncover specific articles devoted to certain topics. This Bibliography is designed to help. Volume III, in addition to the annotated list of articles as the two previous volumes, contains further features to help the reader. Each entry within has been indexed according to the Fifth Edition of the SCIMP/SCAMP Thesaurus and thus provides a full subject index to facilitate rapid information retrieval. Each article has its own unique number and this is used in both the subject and author index. The first Volume of the Bibliography covered seven journals published by MCB University Press. This Volume now indexes 25 journals, indicating the greater depth, coverage and expansion of the subject areas concerned.

While diversity, equity, inclusion, and belonging (DEIB) in the workplace means making space for all employees, it has unique implications for Indigenous employees who live and work in countries built on colonialism. Indigenous peoples represent diverse groups with unique and rich cultures that in general share values that are more holistic, spiritual, traditional, egalitarian, and other-oriented than non-Indigenous populations. Such distinct worldviews help explain why non-Indigenous organizations struggle to understand and accommodate Indigenous employees’ priorities and goal-oriented behavior. Creating equity, inclusivity, and belonging in the workplace for Indigenous employees requires more than implementing existing organizational practices with a new cultural awareness, it requires rethinking, reframing, and recreating organizational to facilitate a culture of trust. Re-examining organizational norms and assumptions with the ideas of relationship and responsibility that allow collaborative approaches to collective well-being and inclusivity is required. Creating inclusive workspaces requires that attention must be paid to both organizational (group-level) factors, such as organizational cultures of trust, and interpersonal (individual-level) factors, such as interpersonal trust. However, to build foundations of high-functioning and supportive organizational cultures and interpersonal trust that are sustainable, time and resources are necessary. Without this, the ability to reach the crucial result of engaging Indigenous employees and creating safe workplaces serves only to be performative and not meaningful in terms of action, longevity, and the overall well-being of Indigenous people in the workplace.

This research uses accounting information to supplement abnormal returns evidence in order to gauge the performance of greenmailed firms. Our results support the management entrenchment hypothesis; target firm earnings are poor relative to industry in the years surrounding the greenmail event, and earnings do not significantly improve as would be expected under the shareholders' interest hypothesis. This result holds after adjusting for greenmail premia net of tax effects. Evidence on investment spending suggests firms that pay greenmail differ substantially from their industries, but in a negative direction. In contrast, the industry‐adjusted earnings of non‐greenmail repurchasing firms are significantly greater than the earnings of greenmailed firms. Together, these results are consistent with the contention that greenmailed firms are not managed in shareholders' interests; they underperform their industry, the poor operating results are not attributable to higher investment outlays associated with a long‐term strategic focus, and performance does not improve. This is consistent with observed negative abnormal returns being attributable to both a lost takeover premium and a lost opportunity for improved corporate performance.

The increasing prevalence and availability of big data represent a potentially revolutionary development for human resource management (HRM) scholars. Despite this, the current literature provides eclectic and often contradictory guidance for scholars attempting to conceptualize big data and subsequently incorporate it into relevant theoretical frameworks. The authors attempt to bridge this gap by discussing key considerations relevant to understanding and integrating big data into the existing theoretical landscape. Building on a novel, integrative definition of big data, the authors propose a parsimonious theoretical framework utilizing the established dimensions of complexity and dynamism as meta-attributes to bring order to the various attributes that have been proposed as central to defining big data (e.g., volume, variety, velocity, and variability). Throughout, the authors highlight numerous theoretical and empirical opportunities and considerations that this perspective holds for future HRM scholarship.

This paper examines the relation between governance (as measured by board and audit committee characteristics) and accounting quality (as measured by abnormal accruals) in a setting where there is no a priori reason to suspect systematic management of earnings. Using data from Singapore and Malaysia, we find both board size and audit committee independence are related to lower abnormal working capital accruals. Furthermore, the relation between audit committee independence and higher quality accounting exists only when the abnormal accruals are income increasing. This suggests that audit committees are effective in the financial reporting process by reducing the level of income increasing abnormal accruals. The results also indicate that audit committees are effective only when all members are independent directors.