R. Greg Bell, Abdul A. Rasheed and Sri Beldona
To date there is little understanding of the factors that impact the survival of foreign IPOs after they list on US stock exchanges. In this study, we examine how foreign IPO…
Abstract
To date there is little understanding of the factors that impact the survival of foreign IPOs after they list on US stock exchanges. In this study, we examine how foreign IPO survival is contingent on institutional factors associated with the firm’s home country. We also explore how corporate governance and organizational identity influence the survival of foreign IPOs in the United States. Results suggest that the US institutional environment supports foreign firms with more independent and professional leadership, and that knowledge-intense organizations have higher chances of long-term success after listing on US exchanges.
Details
Keywords
Dennis W. Duncan, Victoria Birdsong, Nicholas Fuhrman and Abigail Borron
At perhaps all levels of education, strong leadership skills are often equated with the ability to engage in critical thinking, and effective oral and written communication. The…
Abstract
At perhaps all levels of education, strong leadership skills are often equated with the ability to engage in critical thinking, and effective oral and written communication. The purpose of this study was to identify the self-perceived expansion of animal health interns’ leadership, critical thinking and communication competencies using the University of Florida – Engagement, Cognitive Maturity, and Innovativeness (UF-EMI) and Leadership Skills Inventory (LSI) assessments. For the UF-EMI, the total mean score of the pre-critical thinking disposition of all interns was 104.73; post-critical thinking disposition was 114.46, an increase of 9.73. Results of the LSI indicate just 70% accept who they are and don’t see themselves as good listeners.
Derek S. Brown, Christine Poulos, F. Reed Johnson, Linda Chamiec-Case and Mark L. Messonnier
To measure adolescent girls’ preferences over features of human papillomavirus (HPV) vaccines in order to provide quantitative estimates of the perceived benefits of vaccination…
Abstract
Purpose
To measure adolescent girls’ preferences over features of human papillomavirus (HPV) vaccines in order to provide quantitative estimates of the perceived benefits of vaccination and potential vaccine uptake.
Design/methodology/approach
A discrete choice experiment (DCE) survey was developed to measure adolescent girls’ preferences over features of HPV vaccines. The survey was fielded to a U.S. sample of 307 girls aged 13–17 years who had not yet received an HPV vaccine in June 2008.
Findings
In a latent class logit model, two distinct groups were identified – one with strong preferences against vaccination which largely did not differentiate between vaccine features, and another that was receptive to vaccination and had well-defined preferences over vaccine features. Based on the mean estimates over the entire sample, we estimate that girls’ valuation of bivalent and quadrivalent HPV vaccines ranged between $400 and $460 in 2008, measured as willingness-to-pay (WTP). The additional value of genital warts protection was $145, although cervical cancer efficacy was the most preferred feature. We estimate maximum uptake of 54–65%, close to the 53% reported for one dose in 2011 surveillance data, but higher than the 35% for three doses in surveillance data.
Research limitations/implications
We conclude that adolescent girls do form clear opinions and some place significant value on HPV vaccination, making research on their preferences vital to understanding the determinants of HPV vaccine demand.
Originality/value
DCE studies may be used to design more effective vaccine-promotion programs and for reassessing public health recommendations and guidelines as new vaccines are made available.
Details
Keywords
Agnieszka Chmielewska, Bartlomiej Adam Wysocki, Elżbieta Gadalińska, Eric MacDonald, Bogusława Adamczyk-Cieślak, David Dean and Wojciech Świeszkowski
The purpose of this paper is to investigate the effect of remelting each layer on the homogeneity of nickel-titanium (NiTi) parts fabricated from elemental nickel and titanium…
Abstract
Purpose
The purpose of this paper is to investigate the effect of remelting each layer on the homogeneity of nickel-titanium (NiTi) parts fabricated from elemental nickel and titanium powders using laser powder bed fusion (LPBF). In addition, the influence of manufacturing parameters and different melting strategies, including multiple cycles of remelting, on printability and macro defects, such as pore and crack formation, have been investigated.
Design/methodology/approach
An LPBF process was used to manufacture NiTi alloy from elementally blended powders and was evaluated with the use of a remelting scanning strategy to improve the homogeneity of fabricated specimens. Furthermore, both single melt and up to two remeltings were used.
Findings
The results indicate that remelting can be beneficial for density improvement as well as chemical and phase composition homogenization. Backscattered electron mode in scanning electron microscope showed a reduction in the presence of unmixed Ni and Ti elemental powders in response to increasing the number of remelts. The microhardness values of NiTi parts for the different numbers of melts studied were similar and ranged from 487 to 495 HV. Nevertheless, it was observed that measurement error decreases as the number of remelts increases, suggesting an increase in chemical and phase composition homogeneity. However, X-ray diffraction analysis revealed the presence of multiple phases regardless of the number of melt runs.
Originality/value
For the first time, to the best of the authors’ knowledge, elementally blended NiTi powders were fabricated via LPBF using remelting scanning strategies.
Details
Keywords
This paper aims to propose an integrated conceptual framework depicting the antecedents of workplace deviance. This framework demonstrates three broad categories of antecedents of…
Abstract
Purpose
This paper aims to propose an integrated conceptual framework depicting the antecedents of workplace deviance. This framework demonstrates three broad categories of antecedents of workplace deviance incorporating individual, interpersonal and organizational antecedents. The identified antecedents were later ranked in the order of their impact on workplace deviance.
Design/methodology/approach
PRISMA diagram was used to conduct the systematic literature review and identify the antecedents of workplace deviance. The identified antecedents were later ranked using analytic hierarchy process (AHP). For AHP, data were collected from 20 HR managers and academicians employed in various Indian organizations and institutes.
Findings
This study identified three categories of antecedents of workplace deviance, namely, organizational, interpersonal and individual antecedents. Results of AHP indicated that organizational antecedents have the most significant role in overcoming workplace deviance (18.92 per cent), which was followed by individual (1.47 per cent) and interpersonal level antecedents (1.28 per cent).
Practical implications
This study posits that organizations should avoid unfavorable exchange with its employees by providing suitable organizational and interpersonal practices and by conducting ethical programs and workshops to discourage deviant practices. Moreover, organizations should conduct integrity tests, personality assessment tests to avoid individuals with negative personality characteristics.
Originality/value
This study adds to the literature on workplace deviance by identifying and classifying all the proposed antecedents of literature in an integrated framework. Moreover, this study used techniques of PRISMA and AHP, which represents novelty in the literature of workplace deviance.
Details
Keywords
Takao Maruyama and Susanne Tietze
This paper aims to compare pre‐telework anxieties, expectations and motivators reported by 394 teleworkers with their corresponding actual experiences of telework.
Abstract
Purpose
This paper aims to compare pre‐telework anxieties, expectations and motivators reported by 394 teleworkers with their corresponding actual experiences of telework.
Design/methodology/approach
Based on an organizational survey, 394 samples were generated who had been teleworking for less than 12 months at the time of the survey. By using χ2 tests, comparisons were made between pre‐telework expectations and post‐telework outcomes reported by teleworkers with different characteristics such as gender, job type, the presence of dependent children, and working hours spent at home.
Findings
The study found that prior to adopting telework sampled teleworkers tended to underestimate positive and overestimate negative experience of telework. It further demonstrated some statistically significant differences in pre‐telework expectations and post‐telework outcomes reported by different groups of teleworkers. For example, female teleworkers were more likely to report that telework made it easier to cope with caring responsibilities. Sales and marketing teleworkers were more likely to report reduced visibility and career development.
Practical implications
Implementing and maintaining successful telework schemes requires managers to take heed of the emotional aspects that accompany the use of such flexible work arrangements. Furthermore, career implications and the development of appropriate support structures for teleworkers need to be taken into account.
Originality/value
The contribution of this paper lies in the comparative approach between pre‐telework expectations and post‐telework outcomes. It compares different social and occupational groups.
Details
Keywords
Pooja Malik, Usha Lenka and Debashish Kumar Sahoo
The purpose of this paper is to propose a conceptual framework associating globalization, workforce diversity, and deviance and suggest micro-macro HRM strategies to overcome…
Abstract
Purpose
The purpose of this paper is to propose a conceptual framework associating globalization, workforce diversity, and deviance and suggest micro-macro HRM strategies to overcome challenges associated with the workforce diversity and workplace deviance.
Design/methodology/approach
A systematic review of literature of past 25 years was carried out with the key word “globalization, workforce diversity, and deviance” from several electronic databases.
Findings
Findings propose micro-macro HRM strategies to be adopted by HR practitioners in Association of Southeast Asian Nations (ASEAN) organizations to manage workforce diversity and deviance in the age of globalization.
Research limitations/implications
The challenges due to workforce diversity may get worse because ASEAN is more incongruent in terms of phases of economic, social, cultural, and political advancement. Therefore, proposed model can be tested and compared in different ASEAN organizations.
Originality/value
There is a dearth of literature associating globalization, workforce diversity, and deviance. This paper bridges this gap by proposing a conceptual framework in the ASEAN context and suggests micro-macro HRM strategies to be adopted by HRM practitioners to overcome associated challenges with workforce diversity and deviance.
Details
Keywords
Hanne Vesala and Seppo Tuomivaara
The rise of knowledge work has entailed controversial characteristics for well-being at work. Increased intensification, discontinuities and interruptions at work have been…
Abstract
Purpose
The rise of knowledge work has entailed controversial characteristics for well-being at work. Increased intensification, discontinuities and interruptions at work have been reported. However, knowledge workers have the opportunity to flexibly adjust their work arrangements to support their concentration, inspiration or recuperation. The purpose of this paper is to examine whether the experienced well-being of 46 knowledge workers was subject to changes during and after a retreat type telework period in rural archipelago environment.
Design/methodology/approach
The authors conducted a longitudinal survey among the participants at three points in time: one to three weeks before, during, and two to eight weeks after the period. The authors analyzed the experienced changes in psychosocial work environment and well-being at work by the measurement period by means of repeated measures variance analysis. In the next step the authors included the group variable of occupational position to the model.
Findings
The analysis showed a decrease in the following measures: experienced time pressure, interruptions, negative feelings at work, exhaustiveness of work as well as stress and an increase in work satisfaction. There were no changes in experienced job influence, clarity of work goals and work engagement. Occupational position had some effect to the changes. Private entrepreneurs and supervisors experienced more remarkable effects of improvement in work-related well-being than subordinates. However, the effects were less sustainable for the supervisors than the other two groups.
Originality/value
This paper provides insights into how work and well-being are affected by the immediate work environment and how well-being at work can be supported by retreat type telework arrangements.
Details
Keywords
Information transfer, which means the collection, storage, processing and dissemination of information is now a major resource of strategic national and international importance…
Abstract
Information transfer, which means the collection, storage, processing and dissemination of information is now a major resource of strategic national and international importance, without which the socio‐economic development of nations cannot be properly achieved.
Mahdi Salehi, Hossein Tarighi and Samaneh Safdari
This paper aims to investigate the effects of some corporate governance mechanisms and executive compensation on audit fees in an emerging market.
Abstract
Purpose
This paper aims to investigate the effects of some corporate governance mechanisms and executive compensation on audit fees in an emerging market.
Design/methodology/approach
The study population consists of 540 observations and 90 listed companies on the Tehran Stock Exchange during the years 2009-2014. The statistical model used in this study is a multivariate regression model; besides, the statistical technique used to test the hypotheses proposed in this research is panel data.
Findings
The changes in the value of a CEO’s own firm stock option portfolio, in thousands of rials (Iran’s currency), for a 0.01 change in stock return volatility and stock price are defined as Vega and Delta, respectively. The results demonstrated that there is a positive association between audit fees and delta, but not Vega; this means that a fee premium is linked to CEO Delta incentives. The findings show that Iranian companies pay more audit fees when they give managers more rewards. In addition, the results show that there is not a significant relationship between fees resulting from audit risk and Delta and Vega incentives of the board. Inconsistent with agency theory, the authors found that the independence of board members did not have any effect on audit fees. As a final point, the outcomes of the paper demonstrate that managers who invest in companies under their own management do not have any impact on the amount of audit fee. To put it another way, there is not any significant connection between the board ownership and audit fees.
Practical implications
This is one of the most important studies that simultaneously surveys the impacts of corporate governance mechanisms and executive compensation in the Iranian audit market. The results of this study will reveal more than the role of corporate governance mechanisms for society and users of financial statements because as tools on the CEO actions, they always have to pay attention to the implementation of corporate principles in the economic entity’ operation.
Originality/value
The present study has examined the relationship between two cases of corporate governance mechanisms named the board independence and the board ownership with audit fees in a country where, to the authors’ knowledge as in most other developing markets, such a relationship has not been a subject of empirical research. Moreover, the use of a two-dimensional measure of executive compensation, namely, Delta and Vega incentives, primarily considering research undertaken in an emerging market, as a valuable contribution may be observed.