Lynne Leveson and Therese A. Joiner
The purpose of this paper is to explore the importance of corporate social responsibility (CSR) work values of millennial undergraduates and their priorities among key CSR…
Abstract
Purpose
The purpose of this paper is to explore the importance of corporate social responsibility (CSR) work values of millennial undergraduates and their priorities among key CSR dimensions as a basis for the design of CSR curricula that will enhance students’ social responsibility values and their job choice decisions.
Design/methodology/approach
Respondents were 238 senior undergraduates studying in three discipline areas at an Australian metropolitan university. Their CSR values were explored in the context of a hypothetical job choice scenario.
Findings
While the majority of students rated CSR values highly in the job choice scenario, a larger majority were willing to trade this off for greater extrinsic benefits. Among millennial job-seeking students, workplace practices were rated the most important CSR dimension with environmental issues ranking last. Significant differences were found between gender and discipline.
Research limitations/implications
Quantitative analysis only; use of cross-sectional, single-source data.
Practical implications
In the context of greater extrinsic rewards, CSR values (particularly environmental concerns) are not front-of-mind in millennial students’ job choice decisions. This, coupled with high levels of indecision among business students may provide an important theoretical and practical basis for the development of CSR curricula in business courses in Australia.
Originality/value
The study offers a unique insight into the CSR values of millennial business students vis-à-vis humanities and science students in a job choice context. These findings are important for designing effective business programs to shape the social responsibility behaviours of the next generation of managers and leaders.
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Studies have highlighted the influence of how students perceive their learning environment in shaping their attitudes to learning, their approach to learning and ultimately with…
Abstract
Studies have highlighted the influence of how students perceive their learning environment in shaping their attitudes to learning, their approach to learning and ultimately with the quality of their learning outcomes. Although far less extensively researched, it appears that how academics perceive their teaching environment influences both what and how they teach. The nature and effect of these perceptions has important implications for the recruitment and retention of key personnel and for the quality of teaching, learning and campus work life in general. This paper reports the results of a study that investigates the perceptions of a group of Australian and New Zealand academics of their work environment. The aim of the study is to identify those factors perceived as negatively affecting teaching, the key themes underlying these factors and the relationships between perceptions and choice of teaching approach. The results and their implications for the quality of university teaching are discussed.
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Lynne Leveson, Therese A. Joiner and Steve Bakalis
The aim of this study is to investigate the relationship between employee perceptions of their organization's management of cultural diversity, their perceived organizational…
Abstract
Purpose
The aim of this study is to investigate the relationship between employee perceptions of their organization's management of cultural diversity, their perceived organizational support and affective commitment.
Design/methodology/approach
A questionnaire survey was developed and distributed to a sample of employees working in a large Australian financial institution.
Findings
Analysis of the data shows that, when controlling for perceived organizational support, there is no direct relationship between cultural diversity management perceptions and affective commitment. Rather, the data support an indirect relationship between the two variables via perceived organizational support.
Research limitations/implications
Implications are, first, that managers need to recognize the potential contribution of developing a positive workplace atmosphere for cultural diversity to strengthen employee perceived organizational support, which in turn enhances affective commitment. Second, the research findings underscore the importance of perceived organizational support in linking cultural diversity management perceptions to organizational outcomes, such as affective commitment. Third, managers should not underestimate the influence of initiatives, such as making all employees feel included in the “taken‐for‐granted” informal networks in engendering positive organizational and individual attitudes.
Originality/value
The paper examines cultural diversity management from the employees' (rather than a management) perspective to develop a fully mediated model using organizational support to link cultural diversity management perceptions to commitment. The study reinforces the need to rethink simple relationships between cultural diversity management perceptions and organizational/individual outcomes, to consider more complex models that include important mediating variables to more fully understand the effects of cultural diversity management.
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Therese Anne Joiner and Lynne Leveson
With the continued expansion of Western organisations and their leadership personnel and practices across national boundaries there is a need for continued critical examination of…
Abstract
Purpose
With the continued expansion of Western organisations and their leadership personnel and practices across national boundaries there is a need for continued critical examination of assumptions about the transferability of these practices into other cultural settings. The purpose of this paper is to focus on one such practice, delegation, and explores its relationship to leader-member exchange (LMX) relationships and work outcomes in a non-Western organisation.
Design/methodology/approach
Participants (186) were Chinese subordinate managers in a large transport company in Hong Kong. Data were collected via questionnaire and analysed using a path-analytic model.
Findings
The data supported a direct and indirect path between delegation and job satisfaction and an indirect path only between delegation and job performance where LMX was the mediating variable. The results highlight the importance of LMX in the delegation-work outcomes relationship.
Research limitations/implications
The limitations of using a single site for investigation, cross-sectional data and common method bias are discussed in relation to suggestions for future research.
Practical implications
For the company in question, quality LMX relationships are seen as key for improving delegation-work outcome relationships particularly in terms of the potential to “soften” the autonomy requirements of the delegation process for Chinese subordinate managers.
Originality/value
This research adds new knowledge to the literature about the conditions under which delegation may be effective in improving subordinate job satisfaction and performance through the agency of enhanced LMX relationships in a Chinese work context.
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In preparing this report, the compliance sub‐group has set out to (a) summarise the current compliance regime as a matter of law and practice, (b) identify particular problem…
Abstract
In preparing this report, the compliance sub‐group has set out to (a) summarise the current compliance regime as a matter of law and practice, (b) identify particular problem areas within that regime concerning public sector officials (PSOs), and (c) suggest recommendations for change. The result may be seen as providing features of a ‘model’ compliance structure designed to cause difficulties for corrupt PSOs seeking to launder the proceeds of their corruption; UK law and practice has formed the springboard for the model, but it should be stressed that in order to be of any utility any suggested changes would have to be adopted (effectively) universally throughout the financial world. Piecemeal adoption by one or a few states would merely be likely to drive the tainted monies elsewhere, and would not serve the desired purpose of reducing the extent/profitability of corruption.
This paper aims to examine issues of bribery, cronyism and nepotism in one of the most corrupt countries in Africa.
Abstract
Purpose
This paper aims to examine issues of bribery, cronyism and nepotism in one of the most corrupt countries in Africa.
Design/methodology/approach
This is a single-country case study, drawing on material dating from the mid-1970s, including court cases.
Findings
The corruption is pervasive and systemic, showing severe problems with governance in general, in the sector and against corruption. Nonetheless, two operators, one South African and one Nigerian, have delivered extensive access to mobile networks.
Practical implications
The system of governance requires significant structural reforms, if the burden of corruption is to be reduced.
Originality/value
This paper sheds new and explicit light on the complex history of telecommunications in Nigeria. It adds to the small base of material on corruption in the telecommunications sector. It identifies issues that could usefully be taken up by institutions in Nigeria.