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The purpose of this paper is to use conservation of resources (COR) theory as a lens for comparing the impact of line management on Bangladeshi public and private nurses’ perception of work harassment, well-being and turnover intentions where Anglo-American and European management models have been super-imposed on an existing different culture.

Survey data were collected from 317 Bangladeshi nurses’ (131 from the public sector and 186 from the private sector). Structural equation modelling was used for analysis.

High work harassment was associated with low-being, and together with management practices, it explained approximately a quarter of private sector nurses’ well-being. In total, management, work harassment and employee well-being explained approximately a third of the turnover intentions of public sector nurses, whereas only work harassment explained approximately a third of private sector nurses’ turnover intentions. The findings suggest a differential impact of management on work harassment across the public and private sector.

Cross-sectional data are susceptible to common method bias. A common latent factor was included, and several items that were explained by common method variance were controlled. Further, the findings are limited by the sample size from one sector and the use of only one developing country.

It is a waste of resources to transplant Anglo-American and European management models to developing countries without understanding the impact on nurses’ outcomes.

Anglo-American and European management models are not easily transferable to the Bangladesh context probably because of the impact of ties and corruption. Line management is a positive resource that builds employee well-being for public sector employees only.

The purpose of this paper is to investigate examiner reactions to doctorate of business administration (DBA) theses at an Australian university applying Perry’s structured approach to thesis presentation, which had its origin in the marketing discipline, but is now widely applied to other business disciplines.

This paper examines 49 DBA examiner reports relating to 19 DBA theses using the structured Perry approach, with emphasis paid to comments relating to thesis structure and presentation. Only those theses that acknowledged Perry or demonstrated Perry-like characteristics were interrogated.

The use of Perry’s structured approach can lead to DBA theses that place excessive emphasis on description rather than practical outcomes, as should occur with a professional doctorate, and also fosters excessive repetition and scaffolding that unduly interferes with the candidate’s “story telling”. Many examiners found theses using Perry’s structured approach problematic, particularly with respect to a lack of integration with the literature and reflection on the findings in relation to previous studies.

The use of Perry’s structured approach potentially acts as a further barrier to DBA theses, and other professional doctorates by extension, sufficiently differentiating themselves from PhDs. This has implications for the examination of such theses, which are sometimes viewed as lower-quality PhDs instead of professional doctorates.

Applying a traditional PhD thesis structure, such as the model advocated by Perry with its use of five chapters, to DBA theses potentially exacerbates existing professional doctorate “image” issues, thereby leading to ambiguity for examiners and the candidates themselves.

This paper uses conservation of resources (COR) theory to examine antecedents of psychological capital (PsyCap). Past research shows that employees with high personal resources such as PsyCap also have high work performance. Hence, organizations need information about how to enhance PsyCap. This paper extends existing research by examining potential antecedents of PsyCap. A total of three potential antecedents are tested, including perceptions of individual-level cooperation between employees (i.e. teamwork), relationships between employees and their supervisors (i.e. supervisor–subordinate relationships) and a human resource (HR) practice (i.e. training opportunities).

Structural equation modeling (SEM) was used to compare the impact of organizational factors on US and Australian employees' PsyCap.

The results indicate a significant direct effect of leader–member exchange (LMX) onto PsyCap and a significant indirect effect between LMX and PsyCap through teamwork and through training opportunities for employees in Australia and the USA. Teamwork and training opportunities partially mediate the impact of LMX onto PsyCap for both Australian and US employees.

Australian employees are likely to reduce their performance because of a perceived loss of personal resources and/or may even experience burnout and/or become a stress-related workers compensation statistic.

The findings suggest that employees in Australia perceived significantly lower levels of supportive resources to draw upon, including from their managers and peers. On applying COR theory, when comparing employees, it was observed that those who perceive fewer resources will be less equipped to produce resource gains. Taking into consideration that employees require the use of resources to maintain personal resources, Australian employees have fewer resources at their disposal to maintain their personal resources (i.e. PsyCap).

Using social exchange theory (SET) and Cooper’s (2000) model, the purpose of this paper is to operationalise a comprehensive model of safety culture and tests whether SET factors (supervisor-employee relationships and engagement) predict safety culture in a causal chain.

The model was tested using surveys from 648 healthcare staff in an Italian acute care hospital and analysed using structural equation modelling.

Safety behaviours of clinical staff can be explained by the quality of the supervisor-employee relationship, their engagement, their feelings about safety and the quality of organisational support.

The model provides a roadmap for strategically embedding effective safe behaviours. Management needs to improve healthcare staff’s workplace relationships to enhance engagement and to shape beliefs about safety practices.

The contribution of this paper is that it has empirically developed and tested a comprehensive model of safety culture that identifies a causal chain for healthcare managers to follow so as to embed an effective safety culture.

The purpose of this paper is to investigate the impact of organisational business acumen and social network structure on the earnings and labour precarity experienced by creative industry workers.

Results from a survey that collected data from a random sample of 289 creative workers are analysed using structural equation modelling. Mediating effects of social network structure are explored.

Results support the qualitative findings of Crombie and Hagoort (2010) who claim that organisational business acumen is a significant enabler for creative workers. Further, social network structure has a partial mediating effect in mitigating labour precarity.

This exploratory study is novel in its use of a quantitative approach to understand the relationship between labour and social network dynamics of the creative industries. For this reason, developed scales, while robust in exploratory and confirmatory factor analysis, warrant further application and maturity.

The organisational business acumen of creative workers is found to mitigate labour precarity and increase perceived earnings.

The results from this study call for policy and management shifts, to focus attention on developing business proficiency of creative workers, in an effort to curb labour precarity in the creative industries, and enhance positive spillovers into other sectors.

The paper fills a gap in knowledge regarding the impact of organisational business acumen and social network structure on the pay and working conditions of people working in a sector that is dominated by self-employed and freelance arrangements.

This research examines the extent to which emotional contagions are shaped by human resource practices (HRPs) and work harassment and the influence of this on employee well-being and innovative behaviour.

The authors examined a structural equation model, including two waves of survey data from 240 healthcare professionals to explore the statistical associations between the tested variables.

The results do not show support for a significant relationship linking HRPs with work harassment. However, a significant positive effect linking HRPs, positive contagion, well-being and innovative behaviour was noted, in addition to a significant negative link from harassment on positive contagion, well-being and innovation behaviour.

The research highlights the limited role that HRPs (alone) play in mitigating harassment and their deleterious effects. Notwithstanding, HRPs can have a positive role in shaping the positive contagions and subsequent positive effects on employee and work outcomes.

The purpose of this paper is to explore the role of networks in the 116 foreign market entries (FMEs) of women-owned small businesses.

A multiple case study based on semi-structured interviews with eight female entrepreneurs in the Danish fashion design industry.

The results show that contrary to the traditional emphasis placed on the role of networks in the internationalization literature, the focal female entrepreneurs only spartanly used networks to expand into new foreign markets. Indeed, networks were used in only 24 of the 116 FMEs. The respondents largely attributed this reluctance to use networks to work-life balance issues and misgivings about knowledge misappropriation. In contrast, the focal entrepreneurs strongly attested to the decisive role played by information and communication technology (ICT) in allowing firms to enter foreign markets without incurring the costs of network membership or compromising their work-life balance.

The present study’s findings suggest that ICT has a much stronger role in the FME of firms than previously envisioned.

The study’s findings also have important implications for policymakers and practitioners charged with promoting the international growth of female entrepreneurial ventures.

This study is the first of its kind to explore the way in which female entrepreneurs enter new foreign markets.

The effect of culture, through the accounting values of conservatism and secrecy, on accounting judgments is an area of research extensively studied in developed countries. However, little research has focused on this issue in developing countries, specifically Arab countries. Thus, this study aims to fill this gap by investigating the impact of the combined effect of the culture/accounting dimensions on the interpretation of the probability expressions used in the international accounting standards/international financial reporting standards (IFRSs) in two North African/Arab countries: Tunisia and Egypt.

In the first place, this study determines Hofstede’s cultural index scores for Tunisia, ignored in his original model and updates those related to Egypt, which provides a more relevant understanding of the cultural effect. Then, the study relies on the Hofstede/Gray cultural accounting model to examine the extent to which the accounting values of conservatism and secrecy may affect the recognition of the increase and the decrease of income and the disclosure of this information in the financial statements by postgraduate accounting student in both countries.

The results provide evidence of the generalizability of Gray’s conservatism hypothesis in the North African/Arab countries (i.e. Tunisia and Egypt), at least in the context of income recognition. Moreover, the findings demonstrate that culture, through its influence on the accounting value of secrecy, affects the interpretation of probability expressions used in the IFRSs to establish disclosures.

This study calls for more attention from the standard setters to provide further guidance related to the consistent and accurate numerical value that needs to be assigned to the probability expressions to reduce the ambiguity related to their interpretation. The international accounting standards board (IASB) should pay greater attention to the use of vague probability expressions in developing the IFRSs to promote the true comparability of financial reporting worldwide. Like with any research, this study implies certain limitations specifically related to the sample selection, a sample size, which may affect the generalizability of the results. Thus, future research may rely on a larger sample combining and cover other cultural areas.

The results of this study may give insights into the practical issues faced by the accounting practitioners and which are related to the interpretation and the application of the IFRS including probability expressions. This may trigger their attention toward this issue to reduce the occurrence of these expressions in the revised and newly released standards to guarantee homogeneous financial reporting practices across countries and enhance the IASB’s objective of international accounting harmonization.

This study might be the first one that investigates the issue of the IFRS interpretation in two North African and Arab countries: Tunisia and Egypt. It also provides an original investigation of the cultural effect on accounting judgments based on the actualized Hofstede’s cultural indexes, especially for Tunisia which is ignored in the original country classification.

The overall purpose of this paper is to examine the extent to which breaches in psychological contracts and perceptions of organizational fairness account for variations in job stress experienced by operational police officers (as measured by psychological distress and employee performance), after controlling for the variance associated with more established job stressors (i.e. job demands, job control and social support).

This study is based on data collected through a self‐report survey involving operational members of a large Australian police force (n=582).

Results of hierarchical multiple regression analyses indicate that vast majority of explained variance in psychological distress and extra‐role performance is attributed to the additive effects of demand, control, and support. Furthermore, only one of the social exchange dimensions (interpersonal fairness) is predictive of either target variable.

The limitations that need to be taken into account are the cross‐sectional nature of the study design and the focus on a single police service.

Despite the generally weak support for the social exchange variables, there are signs that dimensions of justice (particularly interpersonal justice) should be included in future police‐stress investigations. The results also suggest that job characteristics such as job demand, job control and social support should be taken into account when developing strategies to prevent and/or reduce chronic job stress in policing services.

This is one of the first studies to examine the relationships between psychological contract breach, perceptions of fairness and police stress.