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The purpose of this research is to consider whether market wide herding occurs intraday.

Using the 1995 Christie and Huang and the 2000 Chang et al. models, the paper tests whether market wide and industry sector herding occurs intraday in the Australian equities market.

Neither market wide nor industry sector herding occurs intraday.

Both herding measures focus on one specific type of herding, herding evidenced by changes in the cross‐sectional return distribution. Therefore the herding measures are ill suited to capture the effects of period specific abnormally high or low market returns and they can also capture herding of market participants or groups of market participants only in as far as it manifests itself in security specific returns.

No previous studies have considered the possibility of intraday herding in equities markets. Even if there is little evidence of herding over longer time periods, market frictions and inefficiencies continue to be exploited at least anecdotally by traders with very short time horizons to the detriment of longer term investors.

This paper aims to incorporate a market wide buying and selling pressure cost component into a spread decomposition model as spread cost component.

The paper extends a commonly used trade indicator spread decomposition model to include a component common to all stocks of a specialist firm and a market wide component common to all stocks.

Strong evidence is found that specialists consider this common factor cost component when they set bid and ask quotes. Some specialist firms also take the next logical step and specifically manage their firm wide stock inventories. The common factor is in percentage terms largest for securities with the highest trade frequencies.

The relative importance of the common factor spread component decreases as the pricing grid becomes finer, but remains highly significant under the decimal trading regime.

This is the first study to document not‐security‐specific spread cost components that are common to all stocks for which a specialist firm makes markets and to all stocks in the market. Using the model it is shown that market wide uncertainty translates into spreads of individual securities.

The purpose of this paper is to investigate transformational, ambidextrous, and transactional leadership and their relationship to employee creativity and the extent to which psychological empowerment and promotion focus are consistent with previous studies that identify their significant impact on employee creativity. In addition, employee psychological empowerment and promotion focus are used as mediators in the research model to ascertain whether or not there is a significant mediating effect between transformational leadership, ambidextrous leadership, transactional leadership and employee creativity.

In the study, 500 questionnaires were mailed to 50 electronics companies in China; 427 valid questionnaires were eventually collected. A structural equation model was then used for data analysis to study the causalities between all the parameters.

The research findings indicate that transformational and ambidextrous leadership styles have a significant effect on employee creativity. In addition, the study found that employee psychological empowerment and promotion focus has a significant mediating effect for transformational leadership, ambidextrous leadership, transactional leadership and employee creativity.

Executives who adopt a transformational or ambidextrous leadership style tend to have employees with greater psychological empowerment, while transformational or ambidextrous leaders tend to have employees with a stronger promotion focus. Further, the study discovered that when executives adopt a transformational or ambidextrous leadership style, they can use their employees’ psychological empowerment and promotion focus to improve employee creativity.

The purpose of this paper is to explore the effect of creative process engagement on employees’ in-role performance, and does so by considering the support that employees received from and given to their supervisors.

Using data from 540 questionnaires collected in China, this paper conducts a hierarchical regression analysis to test the proposed model.

Creative process engagement positively affects employees’ in-role performance. However, the moderating effect of receiving support on the above relationship is not significant. Instead, it is the interaction of receiving support from and giving it to supervisors that moderates the relationship between creative process engagement and in-role performance.

The study has some contributions to the conservation of resource (COR) theory. The authors find that acquiring new resources such as receiving support from supervisors is not always effective. The acquisition process of resources should be considered with the investment process of resources. According to the COR theory, people invest resources to gain resources and protect themselves from losing resources or to recover from resource loss (Halbesleben et al., 2014). The findings of the study show that employees investing resources is not just for gaining resources. Sometimes, they invest resources such as giving support to supervisors to remain a relatively balanced relationship.

Companies can encourage employees to place more attention on creative process engagement to improve in-role performance. In addition, when offering support to employees, managers should consider whether the employees are able to give it back in response to the received support, and distribute their support to employees accordingly.

This paper explored employee’s engagement at creative process in a more novel way and clarified the relative effect of creative process engagement on in-role performance. Also, this paper was the first to pay attention to the bidirectional nature of supervisor support.

The purpose of this paper is to investigate the effects of transformational leadership on employee creativity through psychological empowerment, creative process engagement and intrinsic motivation.

Data were collected from 420 employees at 21 telecommunications enterprises in Vietnam directly by questionnaire survey. Statistical methods, such as confirmatory factor analysis (CFA) and structural equation model (SEM), were used to analyze the data.

This paper shows that transformational leadership indirectly affects employee creativity through the mediating variables. Transformational leadership has a positive relationship with psychological empowerment. Psychological empowerment has a proportional relationship with both creative process engagement and intrinsic motivation. Creative process engagement and intrinsic motivation have been shown to have positive effects with the employee creativity.

The main limitation of this paper is that the study only explores the relationship between transformational leadership and employee creativity through a number of the mediating variables.

The telecommunications industry is an industry that requires constant innovation, so managers need to aim for a leadership style that promotes employee creativity. Therefore, transformational leadership is a style that should be considered during the appointing and recruiting.

This paper contributes to the existing literature by focusing on understanding the relationship between transformational leadership and employee creativity in telecommunications enterprises in an Asian country with an emerging economy like Vietnam.

In this chapter, we present the results of a study designed to investigate: (a) the family relations of children with attention-deficit hyperactivity disorder (ADHD), (b) the sources of stress parents in families of children with this disorder experience and (c) the possible modulating role that ADHD subtype and comorbid oppositional defiant disorder (ODD) have on parenting stress level. One hundred and sixty seven families, divided into two groups, an ADHD group (N=114) and a control group (N=53), participated in the study. Parents of both groups completed a Semi-Structured Interview that gathered information on socio-demographics, family structure and the presence of oppositional behaviour symptoms, as well as the Parenting Stress Index Questionnaire (Abidin, 1990) to evaluate parent stress. The results showed that the relations of children with ADHD with their parents and siblings were significantly more tense than those of children without this disorder with their families. Parenting stress was higher in parents with ADHD children than in parents of non-ADHD children in most scales relating to parent personal variables, with even more sharp differences in measures of parenting stress that are triggered by the child's behaviour. Finally, our results evidenced how the ADHD subtype and ODD comorbidity influence the level of stress in parents. The results of the study suggest that interventions focused only on the behaviour of ADHD children are not likely to improve the developmental course of the disorder in the long run.

The purpose of this paper is to explore the mediating role of psychological empowerment and the moderating role of self-construal (independent and interdependent) on the relationship between transformational leadership and employees’ innovative work behavior (IWB).

A total of 639 followers and 87 leaders filled out questionnaires from cross-industry sample of five most innovative companies of China. Structural equation modeling was used to analyze the relations.

Results revealed that psychological empowerment mediated the relationship between transformational leadership and IWB. The research established that transformational leadership positively influences IWB which includes idea generation as well as idea implementation. The results also showed that the relationship between transformational leadership and IWB was stronger among employees with a higher interdependent self-construal and a lower independent self-construal.

This study adds to IWB literature by empirically testing the moderating role of self-construal and the mediating role of psychological empowerment on transformational leadership-IWB link.

The significance of literature in nation-building in two “second generation” nations, Germany and Norway, is discussed. In both countries a specific national literature was constituted parallel to the political institutions during the latter half of the 19th century. Yet there are clear differences in political effects in the two cases. In Norway, the struggle for national independence up to 1905 entailed a significant democratization of society. Germany, in the wake of the revolution of 1848, developed into a politically authoritarian regime, fully established under Prussian leadership in 1871.

These processes are mirrored in the position of literature. In Norway, where artistic traditions were absent, the national literature was a product of the 19th century, and emerged in close connection to ongoing political debates. In Germany, the Weimar heritage had gained classical status during the 1850s. Thus, the problem was foremost that of redefining the spiritual heritage to fit the history of the German Reich.

A related difference is found in the diffusion of literature through its most important channel – the school system. Norway developed a modern, uniform school, where the nation’s new literature was accorded a central place. In Germany, a more class-based school system was cemented, and the idea of diffusing the cultural heritage to the population at large held a weak position.

Along with these institutional factors, the development of national literatures in the two countries is seen in the light of regional specificities, constellations of literary genres with high and low prestige, and the social and political position of writers.

The purpose of this paper is to investigate the simultaneous relationships among transformational leadership (TFL), customer citizenship behavior (CCB), employee intrinsic motivation (IM) and employee creativity (EC).

This study was conducted in companies (hotels and tour operators) from the hospitality sector in Vietnam. The respondents were selected based on convenience sampling. A cross-sectional survey design and questionnaire method was used for data collection.

The results of the empirical analysis suggest that: employee IM is significantly associated with EC, both TFL and CCB are positively related to employee IM and EC and employee IM positively mediates the effects of both TFL and CCB on EC.

The results may help managers focus on TFL behavior, CCB and employee IM to achieve higher EC.

This investigation is expected to be new and valuable. Research on relationships of CCB, employee IM and EC is of significant importance but has not been examined to date. It is hoped that this study addresses this important gap in the marketing literature.