Deborah L. Kidder, Melenie J. Lankau, Donna Chrobot‐Mason, Kelly A. Mollica and Raymond A. Friedman
This study used a scenario design to examine whether there are different reactions among whites based on how a diversity program is justified by an organization. A reactive…
Abstract
This study used a scenario design to examine whether there are different reactions among whites based on how a diversity program is justified by an organization. A reactive justification (affirmative action) was proposed to result in greater backlash than a competitive advantage justification (diversity management). In addition, this study examined the effects of personal and group outcomes on backlash and explored two individual difference variables, gender and orientation toward other ethnic groups, as potential moderators of the proposed relationships. Backlash was operationalized in four ways: an affect‐based measure (negative emotions), two cognitive‐based measures (attitude toward the diversity program, perceptions of unfairness of promotion procedures), and a behavioral‐intentions‐based measure (organizational commitment). Results indicated that the diversity management justification was associated with more favorable support of the diversity initiative, and that unfavorable personal and group outcomes adversely affected backlash reactions. There was no empirical support for the influence of the moderator variables on the proposed relationships, however, a main effect for gender was found. Implications of the study's findings and future research directions are discussed.
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Many organisations recently instructed employees to work from home due to lockdowns and restrictions put in place to combat the COVID-19 pandemic. However, the unprecedented…
Abstract
Many organisations recently instructed employees to work from home due to lockdowns and restrictions put in place to combat the COVID-19 pandemic. However, the unprecedented increase in intimate partner violence (IPV) during the same period have raised concerns about women’s risk of exposure to IPV when the home and workplace overlap during work-at-home instances. IPV is a global public health problem that negatively affects the health, safety, and productivity of victims and co-workers through various mechanisms. While IPV awareness and policies have developed slowly from an occupational health perspective, the workplace remains crucial in identifying, responding to, and offering support to victims. Thus, as part of preparing for future pandemics and considering that working at home has become the new normal, the overlap between home and the workplace cannot be ignored. This chapter discusses the role of employers and how existing guidelines about employers’ response to IPV can be applied when staff work from home.
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Charles Lockhart, Kristin Klopfenstein, Jean Giles-Sims and Cathan Coghlan
Federal and state governments collaborate on state Medicaid nursing facility long-term care (SMNF-LTC) programs. These programs are increasingly expensive as the baby-boomers…
Abstract
Purpose
Federal and state governments collaborate on state Medicaid nursing facility long-term care (SMNF-LTC) programs. These programs are increasingly expensive as the baby-boomers retire. Yet serious resident outcome problems continue in spite of the Centers for Medicare and Medicaid Services’ (CMS) extensive process-focused regulatory efforts. This study identifies a promising and simpler auxiliary path for improving resident outcomes.
Methodology/approach
Drawing on a longitudinal (1997–2005), 48-state data set and panel-corrected, time-series regression, we compare the effects on resident outcomes of CMS process-focused surveys and four minimally regulated program structural features on which the states vary considerably.
Findings
We find that each of these four structural features exerts a greater effect on resident outcomes than process quality.
Research limitations/implications
We suggest augmenting current process-focused regulation with a less arduous approach of more extensive regulation of these program features.
Originality/values of chapter
To date SMNF-LTC program regulation has focused largely on member facility processes. While regulating processes is appropriate, we show that regulating program structural features directly, an arguably easier task, might well produce considerable improvement in the quality of resident outcomes.
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Edwina Pio, Shailendra Vyakarnam, Shima Barakat and Margaret McCammon
The purpose of this study is to discuss how ethnicity and gender influence high-tech entrepreneurship in the Cambridge cluster emphasizing homophily and how and why bridging and…
Abstract
Purpose
The purpose of this study is to discuss how ethnicity and gender influence high-tech entrepreneurship in the Cambridge cluster emphasizing homophily and how and why bridging and bonding ties are created in moving individuals from the periphery to cross the threshold into acceptance.
Design/methodology/approach
The authors present findings on the micro-dynamics of ethnicity and gender in high-tech entrepreneurship underpinned by homophily. The authors discuss how ethnicity and gender influence who enters and stays in high-tech entrepreneurship university spinouts. Through an entrepreneurial narrative qualitative approach, the authors explore how and why bridging and bonding ties may be created and the challenges for those at the periphery to cross the threshold into acceptance. The study adopts an entrepreneurial narrative qualitative approach using interviews with individuals associated with the Cambridge cluster.
Findings
The authors add to the entrepreneurship literature by responding to the call for multiplexity within homophily, and the research indicates that homophily strongly influences who enters and who leaves the cluster based on bridging and bonding ties. The findings address the need for more focused understanding of entrepreneurial clusters and how mechanisms can be developed to create an environment to nurture both bridging and bonding ties. It is possible for an entrepreneurial cluster to be perceived as attractive and thriving while being homophilous. Ethnic individuals and women continue to struggle to gain acceptance in the Cambridge cluster.
Research limitations/implications
Interviews were conducted by one person – an ethnic minority female – for continuity of all interviews. Yet as many of the participants were not minorities, it is possible that an interviewer who was not an ethnic minority may have elicited different narratives.
Originality/value
The study adds to the entrepreneurship literature by focusing on multiplexity within homophily in examining the dynamics of homophily in the context of the Cambridge cluster and the significance of nurturing bridging and bonding ties. The research comments on implications for practice among three interlinked but autonomous groups: first, the individual entrepreneurs; second, the networks she/he belongs to; third, the university as both fertile ground for entrepreneurship and an educational institution where entrepreneurship education is engaged in for encouraging and supporting spinouts.
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Morton Beiser, Alasdair M. Goodwill, Patrizia Albanese, Kelly McShane and Parvathy Kanthasamy
Refugees integrate less successfully than other immigrants. Pre-migration stress, mental disorder and lack of human capital are the most popular explanations, but these…
Abstract
Purpose
Refugees integrate less successfully than other immigrants. Pre-migration stress, mental disorder and lack of human capital are the most popular explanations, but these propositions have received little empirical testing. The current study of Sri Lankan Tamils in Toronto, Canada, examines the respective contributions of pre-migration adversity, human capital, mental health and social resources in predicting integration. The paper aims to discuss these issues.
Design/methodology/approach
Participants are a probability sample of 1,603 Sri Lankan Tamils living in Toronto, Canada. The team, with a community advisory council, developed structured interviews containing information about pre- and post-migration stressors, coping strategies, and family, community, and institutional support. The questionnaire included the World Health Organization Composite International Diagnostic Interview module for post-traumatic stress disorder (PTSD). Interviews were translated, back-translated and administered by bilingual interviewers.
Findings
Two dimensions of integration emerged from a factor analysis of integration-related items: economic and psychosocial. Hierarchical multiple regression analyses revealed that PTSD militated against refugee economic integration, whereas pre-migration adversity (but not PTSD) compromised psychosocial integration. On both measures, increasing length of residence in Canada, and gender (male) were predictors of good integration, whereas age at arrival had an inverse relationship with integration. Religiosity had a positive effect on psychosocial integration but a negative effect on economic. Favourable perceptions of the health care system predicted economic integration and non-family support predicted psychosocial integration.
Originality/value
Results underline the importance of studying integration as a multifaceted phenomenon, help explain why refugees integrate less successfully than other immigrants, and highlight the importance of including mental health and mental health-related issues in integration discourse.
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Jean Giles-Sims, Joanne Connor Green and Charles Lockhart
We examine the influences of African-American and female legislators on the supportiveness of states toward elders. Previous research shows complementary supportiveness among…
Abstract
We examine the influences of African-American and female legislators on the supportiveness of states toward elders. Previous research shows complementary supportiveness among women and minority legislators on education policy and a range of social policies affecting families. Women legislators extend this support to various dimensions of “state age friendliness.” We examine here whether African-American legislators extend their support similarly. We draw on a cross-sectional data set for the 50 American states around the year 2000 in conjunction with regression. We find that, controlling for the most prominent alternative factors generally shaping state orientations and policies, women legislators are selectively supportive of dimensions of state elderly friendliness, but African-American legislators do not share this support. We attribute the discrepancy in the support of this area of social policy to women and minority legislators having specific divergent priorities with regard to elders as well as to how these priorities are conditioned by women and black legislators being concentrated in different states having distinctive cultures.
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Wafa Sassi, Hakim Ben Othman and Khaled Hussainey
The purpose of this paper is to examine the impact of the mandatory adoption of eXtensible Business Reporting Language (XBRL) on firm’s stock liquidity.
Abstract
Purpose
The purpose of this paper is to examine the impact of the mandatory adoption of eXtensible Business Reporting Language (XBRL) on firm’s stock liquidity.
Design/methodology/approach
Using a random-effects model, this study examines the impact of the mandatory adoption of XBRL (ADOPXBRL) on firm’s stock liquidity of 980 companies pertaining to 13 countries for a period from 2000 to 2016.
Findings
This paper finds that the mandatory ADOPXBRL affects negatively and significatively Amihud’s (2002) illiquidity ratio. Therefore, mandatory XBRL adoption enhances the firm’s stock liquidity. In addition, this paper finds that the impact of the mandatory ADOPXBRL on firm’s stock liquidity is more pronounced in civil law countries than in common law countries.
Originality/value
This paper contributes to the literature on the advantage of XBRL especially for the civil law countries by examining the impact of the mandatory ADOPXBRL on firm’s stock liquidity.
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Diversity policies have become widespread in modern organizations. Such policies often have the goal of improving the workplace experiences of marginalized groups, and…
Abstract
Purpose
Diversity policies have become widespread in modern organizations. Such policies often have the goal of improving the workplace experiences of marginalized groups, and understanding dominant group reactions to such policies is vital to their effectiveness. This paper investigated the dominant group (i.e. White individuals) response to diversity policies, specifically how White individuals’ modern racism beliefs influence their organizational citizenship behavior (OCB) intentions when exposed to a diversity policy.
Design/methodology/approach
Using experimental methodology and a combination of social exchange theory and literature on modern racism, the two studies explore how exposure to a diversity (versus neutral) policy influences White individuals’ OCB intentions in two different settings (lab and field).
Findings
The results of these studies make clear that certain people respond negatively to diversity policies. In Study 1, White participants with relatively high modern racism beliefs showed lower OCB intentions directed at their organization when exposed to a diversity versus neutral policy. No differences emerged for White participants with relatively low modern racism beliefs. In Study 2, the results were replicated using a field sample of working adults in which they indicated their likelihood of OCB toward their employing organization.
Originality/value
The findings suggest that diversity policies can have unintended, adverse consequences for organizations, but are dependent upon employees’ modern racism beliefs. The results of the two studies provide a richer understanding of dominant group reactions to diversity policies by examining a downstream consequence of great organizational importance, i.e. OCB.
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Amy McMillan‐Capehart, W. Lee Grubb and Andrew Herdman
The purpose of this paper is to show how various organizational justifications for hiring decisions influence the beneficiary's perceptions of fairness. Specifically, the paper…
Abstract
Purpose
The purpose of this paper is to show how various organizational justifications for hiring decisions influence the beneficiary's perceptions of fairness. Specifically, the paper investigates the relative impacts of no justification, affirmative action justification and justifications based on attempts to improve organizational creativity.
Design/methodology/approach
Participants were asked to read several vignettes in which the justification for the hiring decisions was manipulated. Fairness perceptions were then assessed for each scenario. Paired‐sample t tests were used to test hypotheses.
Findings
The paper finds that perceptions of both procedural and distributive justice appeared to follow a common theme across Hispanic and African American subgroups where the hiring decision was perceived to be fairer when no justification was provided. Hiring decisions based on affirmative action and diversity programs designed to promote creativity were perceived as less fair by both African Americans and Hispanics.
Research limitations/implications
The study used a sample of minority students, thereby limiting the generalizability of these findings.
Practical implications
The current study has practical implications in that it may help both academicians and practitioners better understand what applicants perceive regarding the fairness of affirmative action and diversity programs.
Originality/value
Past research has investigated the preferential selection of women and minorities, however, there has been little systematic inquiry into the possible justifications that might reduce the negative reactions of beneficiaries.
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Maryam Seifzadeh, Mahdi Salehi, Bizhan Abedini and Mohammad Hossien Ranjbar
The present study attempts to assess the relationship between management characteristics (managerial entrenchment, CEO narcissism and overconfidence, managers' myopia, real and…
Abstract
Purpose
The present study attempts to assess the relationship between management characteristics (managerial entrenchment, CEO narcissism and overconfidence, managers' myopia, real and accrual-based earnings management) and financial statement readability of listed firms on the Tehran Stock Exchange. In other words, this paper seeks to answer the question that “whether management characteristics have a favorable effect on financial statement readability or not.”
Design/methodology/approach
Multivariate regression model is used to meet the purpose of this study and research hypotheses are also examined using a sample of 1,050 listed observations on the Tehran Stock Exchange during 2012–2017 and by employing multiple regression patterns based on panel data technique and fixed effects model. Moreover, exploratory factor analysis of six variables (tenure, board independence, CEO duality, CEO ownership, board compensation and CEO change) is used for calculating managerial entrenchment and the FGO index is used for measuring readability.
Findings
The obtained results show that there is a negative and significant relationship between managerial entrenchment and accrual-based earnings management and a positive and significant relationship between real earnings management, managers' myopia, managers' narcissism and overconfidence and financial statement readability.
Originality/value
Since the present study is the first paper to investigate such a topic in the emerging markets, it provides useful information about intrinsic and acquisitive characteristics of management for accounting information users, analysts and legal institutions that contribute greatly to financial statement readability. Besides, the results of this study aid the development of science and knowledge in this field and fill the existing gap in the literature.