Jack Camiolo, Salvatore Cantale and Michael Purcell
The purpose of this paper is to show how contingent claim valuation and, more precisely, structural models, can be used to value the debt and the equity of a corporation. The…
Abstract
Purpose
The purpose of this paper is to show how contingent claim valuation and, more precisely, structural models, can be used to value the debt and the equity of a corporation. The objective is to provide a general and unified valuation framework.
Design/methodology/approach
A discrete version of the Geske model in a binomial‐like environment is implemented. To make the analysis more applied, real data of a corporation – Lucent Technologies, Inc. are used – and the valuation is attempted.
Findings
Structural models can be used as a practical valuation tool. The results that are obtained are close to market data. Additionally, the authors are able to determine the price of some non‐traded claims (debt).
Research limitations/implications
While the more direct implication is that structural models can be used as a practical valuation tool, more applied research is needed to better calibrate the models.
Originality/value
To the applied finance literature is contributed by presenting a way of estimating the value of corporate debt and equity by calibrating a discrete version of Geske model. It is believed that this approach is not only interesting from the academic point of view, but can also serve as a useful tool for practitioners.
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Cathy Daly, Caroline Engel Purcell, Jacqui Donnelly, Clara Chan, Michael MacDonagh and Peter Cox
Ireland's Climate Action and Low Carbon Development Act 2015 established the requirement for a National Adaptation Framework (NAF) composed of nine sectoral plans, of which Built…
Abstract
Purpose
Ireland's Climate Action and Low Carbon Development Act 2015 established the requirement for a National Adaptation Framework (NAF) composed of nine sectoral plans, of which Built and Archaeological Heritage is one. All the plans were written according to the six-step process outlined in Sectoral Planning Guidelines for Climate Change Adaptation produced by the Department of Communications, Climate Action and Environment (DCCAE, 2018) which is also the government department charged with coordinating the NAF. This article will summarise the application of the methodology to heritage resources in Ireland, the issues encountered and the results achieved.
Design/methodology/approach
The plan was informed by existing research and incorporated expert, stakeholder and public consultation throughout the process. It also closely considered published plans from other sectors in order to aid consistency within the NAF and to ensure cross-cutting issues were highlighted.
Findings
Of the many potential impacts of climate change, those identified as priorities for adaptation planning in Ireland were flooding (inland and coastal), storm damage, coastal erosion, soil movement (landslip or erosion), changing burial preservation conditions, pests and mould, wildfires and maladaptation. Goals, objectives and an action plan were developed commensurate with the five-year term of the plan, but also initiating a long-term strategic vision. A monitoring strategy was developed to monitor progress, identify problems and inform improvements to the adaptation plan as part of an iterative process.
Originality/value
Much work is being done on the topic of climate change and cultural heritage, yet at the time of writing Ireland is believed to be the only country to have adopted a national adaptation plan for cultural heritage.
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Michael Clinton and David E. Guest
Purpose – The purpose of this paper is to contribute to the broad debate regarding universalistic and contingency perspectives of human resource management (HRM). …
Abstract
Purpose – The purpose of this paper is to contribute to the broad debate regarding universalistic and contingency perspectives of human resource management (HRM). Design/methodology/approach – Building on recent evidence of HRM differentiation within organisations, the present article studies variation in experienced HR practices across job level and whether the impact of HR practices on commitment, intention to quit and well‐being across job level is best explained by universalistic or contingency claims. Findings – Both studies found that employees in higher job levels report a greater number of HR practices. Findings further indicated that the associations between HR practices and the three outcomes were largely invariant across job level, thus supporting universalistic notions of HRM across job levels. Research limitations/implications – Data from both studies were cross‐sectional and single‐source, thus limiting causal inferences. More generally, there is a need to better understand HR differentiation within organisations and whether it offers an effective HR strategy. Originality/value – Few studies have examined systematic variation in HR practices across employee groups and universalistic/contingency arguments within organisations. The studies presented are among the first to offer an evaluative as well as descriptive analysis of the issues under investigation.
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Pawan Budhwar, Andy Crane, Annette Davies, Rick Delbridge, Tim Edwards, Mahmoud Ezzamel, Lloyd Harris, Emmanuel Ogbonna and Robyn Thomas
Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce �…
Abstract
Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce – not even, in many cases, describing workers as assets! Describes many studies to back up this claim in theis work based on the 2002 Employment Research Unit Annual Conference, in Cardiff, Wales.
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Robert B. Kaiser and Robert Hogan
We review the literature to determine how discretion, defined as the freedom to make decisions, moderates the relationship between leader personality and organizational…
Abstract
We review the literature to determine how discretion, defined as the freedom to make decisions, moderates the relationship between leader personality and organizational performance. Discretion increases with level in organizations so that top executives have the most discretion and the greatest opportunity to impact organizational performance. We describe how personality drives executive actions and decision making, which then impacts organizational performance; the more discretion a leader has, the more leeway there is for his or her personality to operate. Finally, using research and contemporary business examples, we illustrate the dynamics linking personality, discretionary freedom, and destructive leadership in and of organizations.
To examine some of the complex relationships that exist between sports work and mental health and illness.
Abstract
Purpose
To examine some of the complex relationships that exist between sports work and mental health and illness.
Design/Method/Approach
This chapter draws upon prevalence data, athlete testimonies, and theoretical works to examine: (1) the prevalence of depression and suicide in professional sport and the wider society; (2) athlete experiences of depression and suicidal ideation, particularly among men; and (3) some of the key sociological ideas which might help to explain experiences of mental health and illness in professional sports work.
Findings
Although there are plentiful data on the societal prevalence of depression and suicide, increasing interest in the mental health of professional athletes (and other types of sports workers) has occurred largely in response to individual or clusters of often publicly known, sometimes high profile, cases rather than in response to systematic empirical grounded data. Athlete experiences of mental illness are shown to be related in complex ways to various constraints associated with their public and private lives, to the constraints of their interdependency networks, and to experiences of shame which can have a series of deleterious acute and chronic health costs.
Research Limitations/Implications
Since much of what is currently known about the links between sports work and mental health and illness is derived from largely psychological studies and media-led or autobiographical accounts, more sociological research is needed to better understand the costs of mental health of working in often very public and highly pressurized, medicalized, scientized, and performance-focused performance sport settings.
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Rachel Ashworth, Tom Entwistle, Julian Gould‐Williams and Michael Marinetto
This monograph contains abstracts from the 2005 Employment Research Unit Annual Conference Cardiff Business School,Cardiff University, 6‐7th September 2005
Abstract
This monograph contains abstracts from the 2005 Employment Research Unit Annual Conference Cardiff Business School, Cardiff University, 6‐7th September 2005
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Pratima Verma and Siddharth Mohapatra
This research presents a comprehensive explanation of unethical pro-organisational behaviour (UPB), an emerging phenomenon in organisational behaviour and especially in moral…
Abstract
This research presents a comprehensive explanation of unethical pro-organisational behaviour (UPB), an emerging phenomenon in organisational behaviour and especially in moral behaviour research. The authors tested the fit of Culture-Identification-Ideology-UPB moral behaviour model. The results indicate that individuals having strong organisational identification and high relativism ethical ideology may indulge in the practice of UPB. Interestingly, our study also reveals that strong ethical organisational culture may not restrain, rather may facilitate UPB. The authors concluded with suggestions for the practitioners and future scope of research.