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In a complex, ever-changing, and turbulent business world, encouraging employees to express their improvement-oriented novel ideas through voice behavior is crucial for organizations to survive and thrive. Understanding how to foster employee promotive voice at work is a significant issue for both researchers and managers. This study explores how to foster employee promotive voice through specific HRM practices and positive employee attitudes. It also examines the effect of employee promotive voice on perceived organizational performance.

This study employed a time-lagged multisource survey design. Data were collected from 215 executives, 790 supervisors, and 1,004 employees in 113 firms, and analyzed utilizing a multilevel moderated serial mediation model.

The findings of this study revealed that promotive voice was significantly related to perceived organizational performance. Innovation-enhancing HRM was positively associated with employee promotive voice. The HRM-voice relationship was partially mediated by employee job satisfaction. Power distance orientation was found to significantly moderate the relationship between innovation-enhancing HRM and employee job satisfaction at the firm level. Our findings showed that innovation-enhancing HRM policies may fail to foster promotive voice if they do not enhance employee job satisfaction.

This study challenges some taken-for-granted assumptions in the literature such as any high performance HRM bundles (e.g. HPWS) can foster employee promotive voice, and the effects of HRM are direct and even unconditional on organizational outcomes. It emphasizes the need to avoid potential unintended effects of HRM on employee voice and the importance of contextualizing voice research.

The broad aim of this paper is to investigate whether managers in Australia allocate their time differently than other occupational groups, and the impact gender and life situation (using marital status and presence or absence of dependent children as a proxy) has on time allocation.

To address these broad aims, data are drawn from the 1997 Australian Time Use Survey. This is a nationally representative survey that examines how people in different circumstances allocate time to different activities.

The results of this study highlight three important issues. The first is that male and female managers display different patterns of time use. Male managers' time is dominated by paid employment activities, whereas female managers' time is spent predominantly on employment and domestic activities. The second is that life situation impacts on the time use of female managers, but not male managers. The third important find of this study is that managers' time use is different to other occupational groups.

These findings have policy implications relating to work‐life balance, career progression and changes in patterns of work. In terms of work‐life issues, it reveals that male and female managers face a “time squeeze”, with some evidence of a “second‐shift” for female managers. In addition, the findings provide insight into the work‐life issues faced by male and female managers.

The results of this inquiry provide insight into how different individuals spend their time – insight into “lifestyles”. However, in‐depth qualitative studies are required to reveal why individuals allocate their time in this way and to understand the opportunities and constraints individuals face in time allocation.

Medical Colleges rely on the volunteer labour of their Fellows to undertake their key functions. In the Australasian context, there is anecdotal evidence to suggest that Fellow participation is declining. The purpose of this paper is to examine the main factors that influence Fellows’ participation in the activities of a Medical College.

The authors conducted three focus groups with Fellows who exhibit varying levels of participation with the Medical College in 2012.

The research identified individual and organisational factors which influence the propensity of Fellows to volunteer their time to the Medical College. At an individual level, Fellows cite a number of factors which motivate them to volunteer their time to the Medical College, including: altruistic reasons; giving back to the profession and community; and the benefits that Fellow’s receive from their participation in College activities, including enhancing their status within the profession. However, Fellows also report issues of work-family integration, balancing Medical College and work-related responsibilities as factors precluding them from participating in Medical College activities. Fellows also noted several factors related to the operation of the Medical College which inhibited their participation in the Medical College, including the perceived exclusivity of the Medical College, a lack of service orientation towards Fellows, a lack of recognition of the work of Fellows and a perceived lack of advocacy on the part of the Medical College.

This paper highlights that the participation of Fellows in their Medical Colleges is essential to maintaining quality standards and the effective operation of Australasian healthcare. These preliminary results indicate that there are several factors which discourage Fellow participation in Medical College activities, suggesting a need for Medical Colleges to develop strategies to address these issues.

Portfolio credit derivatives, such as basket credit default swaps (basket CDS), require for their pricing an estimation of the dependence structure of defaults, which is known to exhibit tail dependence as reflected in observed default contagion. A popular model with this property is the (Student's) t-copula; unfortunately there is no fast method to calibrate the degree of freedom parameter.

In this paper, within the framework of Schönbucher's copula-based trigger-variable model for basket CDS pricing, we propose instead to calibrate the full multivariate t distribution. We describe a version of the expectation-maximization algorithm that provides very fast calibration speeds compared to the current copula-based alternatives.

The algorithm generalizes easily to the more flexible skewed t distributions. To our knowledge, we are the first to use the skewed t distribution in this context.

This study aims to present an institutional analysis of modern slavery to understand the accountability status for domestic workers in the West Asian context, notably Lebanon. This study also aims to explore how today’s modern age – where Internet technologies and social media platforms are highly dominant – affects modern slavery.

The study is based on conversations and secondary data such as previous studies, Internet websites and media reports published in the West Asian region, especially Lebanon.

The study found a context where different institutional factors are influential with no specific definition of accountability. The context specificities, including the misuse of Internet technologies, contributed to the migrant domestic workers’ precarious life and the absence of resistance and actions from the domestic workers’ side (account holders). Further, weak institutional settings and indigenous cultural factors have contributed to the lack of accountability and responsibility from power holders such as households and employers’ governments.

This study provides insights to researchers and other stakeholders concerned with socioeconomic issues in West Asia. Further, it has a social implication by highlighting the humanitarian problem of marginalised migrant domestic workers traveling from poor African and South Asian countries to West Asian countries and indicating to the broader society’s social responsibility or duty concerning this problem.