Dion Greenidge, Philmore Alleyne, Brian Parris and Sandra Grant
This study seeks to determine differences between recruitment processes and methods and training practices used in small and large businesses in the retailing, manufacturing, and…
Abstract
Purpose
This study seeks to determine differences between recruitment processes and methods and training practices used in small and large businesses in the retailing, manufacturing, and tourism sectors in an emerging economy, Barbados.
Design/methodology/approach
The research utilized a quantitative survey covering 49 retailing, manufacturing and tourism‐oriented organizations to ascertain whether small organizations practice the procedures and methods outlined in the prescriptive literature on recruitment and training compared with large organizations. Institutional theory and resource‐based view informed the research.
Findings
It was found that recruitment processes and methods and training practices vary among small and large organizations. It suggests that, in Barbados, small businesses are likely to rely on informal recruitment methods and informal training practices compared with large businesses.
Research limitations/implications
This study is only conducted across the retailing, manufacturing and tourism sectors in Barbados. The findings may have implications for management in other sectors, and small and large businesses in emerging economies.
Practical implications
The results provide academics and managers in both large and small businesses with insights into recruitment and training practices in small and large businesses in an emerging economy.
Originality/value
This paper contributes to the limited research done on recruitment and training activities among small‐sized and large‐sized firms in the English‐speaking Caribbean.
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Betty Jane Punnett, Edward Corbin and Dion Greenidge
The purpose of this project was to evaluate the effectiveness of goal setting in improving performance in an emerging economy, Barbados.
Abstract
Purpose
The purpose of this project was to evaluate the effectiveness of goal setting in improving performance in an emerging economy, Barbados.
Design/methodology/approach
There is a substantial body of literature which has shown that goal setting improves performance in the developed world, but there is relatively little research examining these relationships in emerging economies. This experimental study sought to extend understanding of the impact of goal setting by testing goals in a carefully controlled environment in an emerging economy. The study considered assigned goals and performance, as well as the moderating impact of personal and cultural characteristics.
Findings
Results supported the hypothesis that specific, difficult goals improve performance. Personal characteristics did not moderate the relationship, but the cultural characteristics of individualism and uncertainty avoidance (UA) did.
Research limitations/implications
The results of this study are limited because of the experimental nature of the study and the student sample, however, the results encourage further research and provide practical guidance for managers in Barbados.
Practical implications
The results suggest that, similar to developed countries, specific and difficult goals result in better performance, and that higher levels of individualism and lower levels of UA result in better performance under the individual assignment conditions of this research.
Originality/value
The research extends the goal‐setting approach to a new environment and provides a foundation for future research, and it provides evidence for managers in organizations in emerging countries that goal‐setting has a positive impact on performance.
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Philmore Alleyne, Liz Doherty and Dion Greenidge
The purpose of this paper is to measure the extent of the adoption of human resource management (HRM), the existence of a formal HR strategy, and the development of the HR…
Abstract
Purpose
The purpose of this paper is to measure the extent of the adoption of human resource management (HRM), the existence of a formal HR strategy, and the development of the HR function in the Barbados hotel industry compared with Hoque's sample of hotels in the UK.
Design/methodology/approach
A quantitative survey, covering 46 hotels out of a population of 75 hotels was conducted with the respondents being the hotel's management: a general manager, HR manager or line manager.
Findings
It was found that the adoption of human resource (HR) practices was more prevalent in Barbados hotels than in the UK sample. With respect to the existence of a formal HR strategy, the results were mixed. The results also show that in many respects the Barbados hotels are ahead of their UK counterparts in the development of the HR function.
Research limitations/implications
The research focused on a small sample in a developing country. In addition, responses were obtained from top management rather than all levels of staff.
Practical implications
The findings about HR practices were based on management assertions. There is need for a follow‐up with more tangible evidence.
Originality/value
The paper highlights the importance of HR practices in a developing country. These findings were unexpected, given that the UK is a mature western economy, where Barbados is classified as a developing country. They may be explained by the better‐developed formal systems for the management of employment relations at an industry‐level in Barbados.
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Philmore Alleyne, Nadini Persaud, Peter Alleyne, Dion Greenidge and Peter Sealy
The purpose of this paper is to explore perceptions of fraud detection techniques in the stock and warehouse cycle in Barbados.
Abstract
Purpose
The purpose of this paper is to explore perceptions of fraud detection techniques in the stock and warehouse cycle in Barbados.
Design/methodology/approach
The study uses a self‐administered questionnaire, adapted and modified from Owusu‐Ansah et al. The sample is comprised of 64 auditors. The study examines the perceived effectiveness of audit procedures, the influence of size of the audit firm, and the level of audit experience in the choice of specific audit procedures.
Findings
The study indicates that there is a moderate to high perceived effectiveness of standard audit procedures in the detection of fraud in the stock and warehousing cycle in Barbados and that the majority of the “more effective” audit procedures can be classified as field research techniques that are more direct in obtaining evidence. It is found that auditors from larger firms reported higher means for audit procedures. There are mixed findings with respect to the significant relationship between level of auditing experience of auditors and perceived effectiveness of fraud detection techniques. The study also indicates that males consistently rated the level of effectiveness of audit procedures higher than females.
Research limitations/implications
Due to the relatively small sample size, these findings should be interpreted with caution. Nonetheless, the findings of this study do indicate that auditing procedures in this developing country are on par with those of developed countries.
Practical implications
This paper serves to inform audit‐related policies and regulation on the potential threats within the stock and warehouse cycle.
Originality/value
This paper contributes to the limited body of research on fraud detection within the stock and warehouse cycle in small developing countries.
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Philmore Alleyne, Michael Howard and Dion Greenidge
The purpose of this paper is to examine the role and function of audit committees in public companies in Barbados since the corporate scandals of Enron and WorldCom in the USA.
Abstract
Purpose
The purpose of this paper is to examine the role and function of audit committees in public companies in Barbados since the corporate scandals of Enron and WorldCom in the USA.
Design/methodology/approach
The study used a mixed‐methods approach of self‐administered questionnaires, interviews with directors, audit committee members and auditors, and a content analysis of the published annual reports.
Findings
There was no full‐scale adoption of audit committees. Membership in audit committees tended to vary between three and four, and audit committees met on average four times a year. There were mixed views on audit committees having broader roles such as business strategy, assessment and management of risks. There were also excellent working relationships among audit committees, internal and external auditors. The independence of audit committees was questionable.
Research limitations/implications
The concept of audit committee is relatively new in Barbados. Further, there are Boards dominated by directors with major shareholdings. This study also relied heavily on US‐centric literature and the perceptions of audit committee members. These factors are likely to limit its usefulness to other non‐US countries. Future research can measure stakeholders' perceptions of the role of audit committees.
Practical implications
This study is important to academics and practitioners in understanding the role and function of audit committees in a small country.
Originality/value
This study sets out a best practice model for the adoption of audit committees in small countries like Barbados.
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Shahbaz Sharif, Rab Nawaz Lodhi, Vipin Jain and Paritosh Sharma
This study empirically and theoretically aims to explore the consequences of top management’s dark personality traits (DPT) on organizational injustice, e.g. organizational…
Abstract
Purpose
This study empirically and theoretically aims to explore the consequences of top management’s dark personality traits (DPT) on organizational injustice, e.g. organizational procedural justice (OPJ), organizational interactional justice (OIJ) and organizational distributive justice (ODJ) and counterproductive work behavior (CWB).
Design/methodology/approach
A study was conducted to examine the influence of DPT on CWB among the contractual employees of the land revenue department, Pakistan. The quantitative method was employed using a convenient sampling approach. A designed survey questionnaire was distributed among 1,240 land revenue officials in 13 districts of Pakistan.
Findings
The results supported that dark DPT directly, significantly and positively affects CWB. In addition, DPT, except for psychopathy (PSY), significantly and negatively affects OPJ, OIJ and ODJ. Meanwhile, OIJ and OPJ strengthen the negative relationship between CWB and Machiavellianism and narcissism (NAR); however, PSY failed directly to affect OPJ, OIP and ODJ indirectly failed to capture CWB.
Practical implications
Top management/government should pay attention to fair dealings among the contractual employees. Consequently, they would prefer to do well in the workplace. Particularly, top management should avoid practicing DPT, which has ultimate results in CWB.
Social implications
Public managers should avoid DPT because they are not compatible with public needs. Managers with DPT negatively affect their employees' productivity behaviors. Therefore, managers should focus on positive personality traits to enhance employees' productivity via organizational justice.
Originality/value
This study is unique in the land revenue department of Pakistan, where unfair dealings are being practiced among contractual employees. Surprisingly, CWB is the ultimate consequence of both DPT and top management's dishonest dealings (e.g. organizational injustices).