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Article
Publication date: 14 November 2016

Tony Chieh-Tse Hou, Phillip McKnight and Charlie Weir

The purpose of this paper is to investigate the role of earnings forecast revisions by equity analysts in predicting Canadian stock returns

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Abstract

Purpose

The purpose of this paper is to investigate the role of earnings forecast revisions by equity analysts in predicting Canadian stock returns

Design/methodology/approach

The sample covers 420 Canadian firms over the period 1998-2009. It analyses investors’ reactions to 27,271 upward revisions and 32,005 downward revisions of analysts’ forecasts for Canadian quoted companies. To test whether analysts’ earnings forecast revisions affect stock return continuation, forecast revision portfolios similar to Jegadeesh and Titman (2001) are constructed. The paper analyses the returns gained from a trading strategy based on buying the strong upward revisions portfolio and short selling the strong downward revisions portfolio. It also separates the sample into upward and downward revisions.

Findings

The authors find that new information in the form of analyst forecast revisions is not impounded efficiently into stock prices. Significant returns persist for a trading strategy that buys stocks with recent upward revisions and short sells stocks with recent downward revisions. Good news is impounded into stock prices more slowly than bad news. Post-earnings forecast revisions drift is negatively related to analyst coverage. The effect is strongest for stocks with greatest number of upward revisions. The introduction of the better disclosure standards has made the Canadian stock market more efficient.

Originality/value

The paper adds to the limited evidence on the effect of analyst forecast revisions on the returns of Canadian stocks. It sheds light on the importance of analysts’ earnings forecast information and offers support for the investor conservatism and information diffusion hypotheses. It also shows how policy can improve market efficiency.

Details

Managerial Finance, vol. 42 no. 11
Type: Research Article
ISSN: 0307-4358

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Article
Publication date: 1 December 1998

Martijn F.L. Rademakers and Phillip J. McKnight

The Dutch potato sector went through a process of considerable concentration during the past two decades. The number of firms decreased substantially while production levels…

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Abstract

The Dutch potato sector went through a process of considerable concentration during the past two decades. The number of firms decreased substantially while production levels increased. The process of restructuring was triggered by a combination of shifting consumer demands, internationalisation of markets, and concentration among food retailers. Many potato firms were unable to adjust to these developments and found themselves either for sale or bankrupt. Others engaged in mergers or strategic alliances to meet the changing demands. The resulting concentration process led to higher levels of both vertical and horizontal interdependence between the remaining firms. The rules of competition have changed: opposed to competing individually, successful potato firms achieve substantial competitive advantages through co‐operative inter‐firm arrangements that gain access to high‐quality raw materials, production capacity, and large customers. Consequently, managing inter‐firm co‐operation has become a strategic issue for firms in the potato supply chain.

Details

Supply Chain Management: An International Journal, vol. 3 no. 4
Type: Research Article
ISSN: 1359-8546

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Article
Publication date: 5 March 2018

Upasna A. Agarwal and Vishal Gupta

Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the…

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Abstract

Purpose

Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions.

Design/methodology/approach

Data were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables.

Findings

The study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness.

Research limitations/implications

The study was cross-sectional, so inferences about causality are limited.

Practical implications

The findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways.

Originality/value

The study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.

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Article
Publication date: 9 January 2017

Aristides I. Ferreira, Luis F. Martinez, José Pereira Lamelas and Rosa I. Rodrigues

Employees’ turnover intention is a key problem that hotel managers face daily. This is partially explained by the inevitability of performing tasks with little significance and…

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Abstract

Purpose

Employees’ turnover intention is a key problem that hotel managers face daily. This is partially explained by the inevitability of performing tasks with little significance and low identity. This study aims to understand how job embeddedness and job satisfaction could lessen the undesirable effect of task characteristics on turnover intentions.

Design/methodology/approach

A sample of 525 employees operating in 46 Portuguese hotels was used in this study. The questionnaire included demographic variables and four reliable instruments used to measure job satisfaction, job characteristics, job embeddedness and turnover intentions. The study used a multilevel statistical approach considering both the individual and the hotel levels of analysis.

Findings

Through multilevel statistics, the findings suggest that both at the individual level and the hotel level of analysis, job satisfaction and job embeddedness fully mediated the relationship between different task characteristics (significance and identity) and turnover intentions.

Research limitations/implications

Despite a possible absence of common method variance, due to the confirmatory factor analysis, social desirability bias may exist because of the self-reported nature of the survey.

Practical implications

Managers should increase the perceived costs of employees leaving the hotel by introducing training programs and plans for career development. Also, to increase job embeddedness, managers should also rethink the organizational dynamics of this industry.

Originality/value

This research provides empirical evidence of the antecedents and mediators of employees’ intentions to leave the hotel industry both at the individual and at the hotel level (multilevel approach).

Details

International Journal of Contemporary Hospitality Management, vol. 29 no. 1
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 25 January 2019

Shivam Gupta, Sameer Kumar, Shampy Kamboj, Bharat Bhushan and Zongwei Luo

This paper aims to examine the link between information systems (IS) agility, HR performance management systems and job satisfaction using organizational information processing…

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Abstract

Purpose

This paper aims to examine the link between information systems (IS) agility, HR performance management systems and job satisfaction using organizational information processing theory. The objective of this study answers the following questions: How does use of different IS agility impact HR systems and job satisfaction? What are the connecting pathways by which IS agility affects HR systems and job satisfaction?

Design/methodology/approach

The authors developed a theoretical framework based on the organizational information processing theory and collected primary data through an online-based questionnaire. Following these procedures, the authors analyzed the data using structural equation modeling (SEM).

Findings

SEM analysis of the data from 150 respondents supports the organizational information processing theory. The authors proposed eight hypotheses, and only one was rejected.

Research limitations/implications

The data were collected from South Africa only, which is an emerging economy, and these cross-sectional data were gathered from the perspectives of the respondents.

Originality/value

The present paper empirically tests the conceptual model through the lens of organizational information processing theory.

Details

Journal of Knowledge Management, vol. 23 no. 9
Type: Research Article
ISSN: 1367-3270

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Article
Publication date: 10 August 2015

Piyali Ghosh, Alka Rai, Ragini Chauhan, Nitika Gupta and Anamika Singh

An employee’s satisfaction with the work context may affect her/his perception of the organization and may hence be a predictor of her/his intention to leave. The purpose of this…

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Abstract

Purpose

An employee’s satisfaction with the work context may affect her/his perception of the organization and may hence be a predictor of her/his intention to leave. The purpose of this paper is to explore the possible mediating role of context satisfaction between employees’ perception of job characteristics and their turnover intention and rests on the Job Characteristics Model (JCM).

Design/methodology/approach

Hierarchical regression analysis was used to test the moderation hypothesis on sample data of 214 employees of 19 public sector banks in India. The population comprised both junior and middle management grade employees as these are expected to succeed retiring middle and senior management employees.

Findings

Findings suggest that in addition to enriched jobs, context satisfaction is critical to establish a positive environment to lessen turnover intention of employees. This highlights the need for a positive and supportive work context to maximize the benefits of jobs with positive characteristics.

Originality/value

The study is important for academicians and practitioners alike as it is evidence to the underlying process of how perception towards job characteristics together with work context as a less researched construct of JCM may influence intention to quit. The findings find relevance in the Indian banking sector, where retaining talent is a major challenge.

Details

Journal of Management Development, vol. 34 no. 8
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 5 April 2022

Wei Wu, Qianwen Yang, Xiang Gong and Robert M. Davison

Crowdsourcing platforms have emerged as an innovative way to generate ideas and solving problems. However, promoting sustained participation among crowdworkers is an ongoing…

892

Abstract

Purpose

Crowdsourcing platforms have emerged as an innovative way to generate ideas and solving problems. However, promoting sustained participation among crowdworkers is an ongoing challenge for most crowdsourcing platform providers. Drawing on self-determination theory, this study investigates the impacts of job autonomy on crowdworkers' sustained participation intention.

Design/methodology/approach

A survey of 212 crowdworkers from a leading crowdsourcing platform in China was conducted to empirically validate the model.

Findings

The empirical results lead to several key findings. First, the taxonomy of job autonomy in crowdsourcing contains three archetypes: work-scheduling autonomy, work-task autonomy, and work-method autonomy. Second, work-scheduling autonomy and work-method autonomy have more significant positive effects on temporal value than work-task autonomy, and this increase in temporal value increases crowdworkers' sustained participation intention. Third, work-task autonomy exerts a stronger influence on hedonic value than work-scheduling autonomy or work-method autonomy, and this increase in hedonic value also increases crowdworkers' sustained participation intention.

Originality/value

This study extends the crowdsourcing literature by examining the formation of crowdworkers' sustained participation and highlighting the role of differential effects of multidimensional job autonomy on crowdworkers' sustained participation. We believe that this study provides actionable insights into measures that promote crowdworkers' sustained participation in the crowdsourcing platform.

Details

Information Technology & People, vol. 36 no. 2
Type: Research Article
ISSN: 0959-3845

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Article
Publication date: 12 July 2018

Melina Seedoyal Doargajudhur and Peter Dell

Bring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the…

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Abstract

Purpose

Bring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.

Design/methodology/approach

Survey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.

Findings

The SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.

Practical implications

The findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.

Originality/value

The expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

Details

Information Technology & People, vol. 32 no. 2
Type: Research Article
ISSN: 0959-3845

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Article
Publication date: 6 September 2022

Christina Ling-hsing Chang and Sheng Wu

The speedy development of information technology (IT) is indeed a significant issue to support the enterprises to spread their products and services to their customers. Although…

232

Abstract

Purpose

The speedy development of information technology (IT) is indeed a significant issue to support the enterprises to spread their products and services to their customers. Although the adoption of IT in the enterprises can help employees' work, it will increase their work exhaustion and job burnout too.

Design/methodology/approach

The survey data of this study was collected from Chinese IT personnel (ITP): 543 and Chinese information systems (IS)/IT users: 525, totaling 1,068 respondents.

Findings

The result shows that the influences of the organizational factors and guanxi on the work exhaustion are different between Chinese ITP and IS/IT users in the research model. Also the implications of the study are discussed and made some contribution to the research and management practice.

Originality/value

By comparison between the Chinese ITP and IS/IT users, this study shows that guanxi can be antecedent factor to some organizational factors, and the organizational factors guanxi have had a different effect on the work exhaustion of Chinese ITP and IS/IT users. Given that the critical successes to the organizations, management should focus on what direction to reduce Chinese ITP and IS/IT users work exhaustion.

Details

Information Technology & People, vol. 36 no. 6
Type: Research Article
ISSN: 0959-3845

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Article
Publication date: 10 November 2022

Yu-Qian Zhu and Kritsapas Kanjanamekanant

Robotic process automation (RPA) has been widely implemented to automate digital tasks. The resulting new type of human–bot co-working environment, however, has been understudied…

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Abstract

Purpose

Robotic process automation (RPA) has been widely implemented to automate digital tasks. The resulting new type of human–bot co-working environment, however, has been understudied. This paper investigated how the depth and breadth of RPA deployment impact employees' job autonomy and work intensification, as well as perceived RPA performance. It further examined how job autonomy, work intensification, and perceived RPA performance predict burnout and continuance intention to use RPA.

Design/methodology/approach

Using data collected from online survey of 128 RPA users, whose organizations have already gone live on RPA, partial least squares is used in the validation of the conceptual model and analysis.

Findings

The analytical results indicate that RPA deployment breadth and depth affect work intensification differently, and RPA deployment breadth and depth significantly predict perceived RPA performance. While work intensification increases burnout, job autonomy alleviates the burnout of employees. Finally, job autonomy and perceived RPA performance are both positive predictors of continuance intention to use RPA.

Originality/value

This study contributes to the literature by investigating how co-working affects employees' autonomy and quality of work. It also advances the research on technology deployment by showing how deployment breadth and depth differently affect employees' evaluations of work-related aspects. Third, it extends the applicability of job demand-resource model into technology deployment and continuance technology use literature, by illustrating the importance of a job resource such as job autonomy. Finally, it provides firms with RPA implementation strategies.

Details

Industrial Management & Data Systems, vol. 123 no. 2
Type: Research Article
ISSN: 0263-5577

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