Jian-Yu Chen, Suk-Jun Lim, Hyun-Jung Nam and Joe Phillips
The Western-centric nature of research into corporate social responsibility (CSR) has left gaps in one’s understanding of local culture's role in augmenting or undermining the…
Abstract
Purpose
The Western-centric nature of research into corporate social responsibility (CSR) has left gaps in one’s understanding of local culture's role in augmenting or undermining the impact of firms' CSR policies. This paper constructs and tests variables measuring “Confucian values” mediation between Chinese employees' perceived CSR and their job satisfaction, organizational commitment and organizational citizenship behavior.
Design/methodology/approach
The hypotheses were tested through structural equation modeling, using data from 311 responses completed by employees at Chinese private companies, located in China's Cheng-Yu economic area (Chongqing and Chengdu).
Findings
Chinese employees' perceived CSR had a positive significant effect on job attitudes (job satisfaction and organizational commitment). However, perceived CSR had no significant positive impact on organizational citizenship behavior. The authors also found that Confucian values are a partial mediator between perceived CSR and job attitudes and a full mediator between perceived CSR and organizational citizenship behavior.
Originality/value
The results enrich one’s understanding of cultural values in these relationships and suggest further research into how firms and governments in Confucian-based societies can better operationalize Confucian values to argument the firm's and country's CSR identity, thus improving job attitudes and public relations among customers who share this cultural heritage. For non-Confucian societies and foreign firms operating in China, the results encourage searches for Confucian value substitutes, such as trust and education, to incorporate into CSR mechanisms that promote these values among employees. The authors suggest approaches for furthering these agendas.
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I examine patterns of making or deferring strategic repatriations that firms can use to either meet analysts' forecasts or defer to maintain future reported earnings flexibility…
Abstract
I examine patterns of making or deferring strategic repatriations that firms can use to either meet analysts' forecasts or defer to maintain future reported earnings flexibility. First, I examine the extent to which firms repatriate earnings from high foreign tax subsidiaries to decrease US tax expense, resulting in increased net income and lower cash taxes. Using federal tax return information, I find evidence that firms strategically repatriate these earnings to meet or beat current analysts' forecasts. Next, I find evidence that firms that are able to obtain current year tax reductions defer these repatriations in an attempt to build cookie-jar reserves. Lastly, I find that firms do not disclose high foreign tax repatriations (HTRs), even when required by SEC rules. This study contributes to the earnings management, tax avoidance, and disclosure literature by examining a discretionary tax planning strategy.
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‘Retailing, one of the most important sectors of the economy, has undergone a massive transformation over the past 10 years. Changing patterns of lifestyle and consumer demands…
Abstract
‘Retailing, one of the most important sectors of the economy, has undergone a massive transformation over the past 10 years. Changing patterns of lifestyle and consumer demands, the impact of technology and the influence of economic conditions have all combined to bring about a number of fundamental changes in the patterns of retailing, the size, format and locations of stores.’
David R. Adamson has been appointed vice president of marketing and sales for de Havilland Canada. The appointment, which charges Adamson with the responsibility to steer the…
Abstract
David R. Adamson has been appointed vice president of marketing and sales for de Havilland Canada. The appointment, which charges Adamson with the responsibility to steer the Canadian aircraft manufacturer's sales, sales engineering and marketing efforts worldwide, is effective immediately.
Measuring the Return on Investment (ROI) in training and development has consistently earned a place among the critical issues in the human resource development (HRD) field…
Abstract
Measuring the Return on Investment (ROI) in training and development has consistently earned a place among the critical issues in the human resource development (HRD) field. Leadership educators may soon find that program sponsors and administrators asking for ROI information as well. This paper reports the ROI of the Southern Extension Leadership Development (SELD) program as implemented at The University of Georgia. To calculate the return on investment, the ROI model proposed by Phillips (2002) was used. New extension agents hired between 1995 and 2001 who completed the probationary period with the Cooperative Extension Service formed the population for this analysis. Analysis of the data indicated that the employee turnover rate for the participant group was significantly lower than for the non-participant group. Based on the ROI model calculations, every one-dollar spent in the SELD program returned $3.86 in benefits and $2.86 (286%) in net benefits were returned on Investment.
Rashmi Malhotra, D. K. Malhotra, Elizabeth Mariotz and Raymond R. Poteau
In this chapter, we evaluate the dollar amount spent on advertising relative to sales, profit margin, and growth rates to study the effectiveness of advertising in today’s retail…
Abstract
In this chapter, we evaluate the dollar amount spent on advertising relative to sales, profit margin, and growth rates to study the effectiveness of advertising in today’s retail environment, and whether it leads directly to higher sales and increased profits affording positive earnings for the investor. The study illustrates the use of data envelopment analysis (DEA) technique to benchmark 16 apparel firms to evaluate the effectiveness of their advertising dollars on the sales, profit margin, growth, return on assets (ROA), return on equity (ROE), and return on investment (ROI).
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This paper sets out to investigate whether the four members of the common monetary area (CMA) regime experience similar inflation-unemployment dynamics as explained by the Phillips…
Abstract
Purpose
This paper sets out to investigate whether the four members of the common monetary area (CMA) regime experience similar inflation-unemployment dynamics as explained by the Phillips Curve phenomenon.
Design/methodology/approach
This study uses a combination of seemingly unrelated regression (SUR) and Copula based marginal regression techniques to investigate existence of a common Phillips curve (PC) between members of the CMA. Model estimation was done using country specific annual time series data for inflation, unemployment and imports spanning from 1980 to 2014.
Findings
We find evidence of contemporaneous correlation between the residuals of individual CMA PC equations and a statistically significant trade-off between inflation and unemployment for all CMA countries. Wald test results of cross-equation restrictions reveal a 9.94% chance of a common unemployment coefficient for CMA countries.
Originality/value
Together, the results of the SUR and Gaussian Copula techniques provide mixed and inconclusive evidence to support the existence of a common PC among CMA member states. This study is the first of its kind in examining this phenomenon for currency board regimes like CMA, and one of the very few among emerging market economies.
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Charles P. Koerber and Christopher P. Neck
This paper utilizes Whyte’s groupthink recast framework to analyze the Major League Umpires Association resignation decision. Our analysis supports the importance of high…
Abstract
This paper utilizes Whyte’s groupthink recast framework to analyze the Major League Umpires Association resignation decision. Our analysis supports the importance of high collective efficacy to groupthink and thus defective decision making. Implications for both research and practice are presented based on our analysis.
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The purpose of this paper is to examine whether the repetition effect bias noted in prior psychology literature impacts auditor judgments. Were auditors to succumb to this bias…
Abstract
Purpose
The purpose of this paper is to examine whether the repetition effect bias noted in prior psychology literature impacts auditor judgments. Were auditors to succumb to this bias, repeated statements would be perceived to have higher validity than single exposure to the same statement, potentially impairing subsequent judgments, including audit opinions and thereby undermining audit quality.
Design/methodology/approach
Multiple explanatory hypotheses, including repeated explanations, were evaluated by audit seniors in an experimental analytical procedures setting where the nature (error or non‐error) and number (six or ten) of explanations was varied.
Findings
Auditors were not found to exhibit a repetition effect (measured as an absolute increase in perceived validity) however differences did occur in their judgments owing to both the nature and number of explanations considered. Consistently the likelihood for repeated items on short lists was increased and on longer it was decreased, while for non‐errors it was increased and for errors it was decreased.
Practical implications
These results suggest that audit quality could be impaired if auditors do not consider a broad set of plausible explanations, particularly where they receive repeated non‐error explanations.
Originality/value
No prior study has addressed this issue in this context.