bluuebunny/crossref_metadata_2025_split huggingface dataset:
Challenging the female underperformance hypothesis
Authors: Zolin Roxanne , Stuetzer Michael , Watson John 
Published: June 2013

PurposeThe question of whether female‐owned firms underperform male‐owned firms has triggered much research and discussion. Klapper and Parker's review concluded that the majority of prior research suggests that female‐owned firms underperform relative to male‐owned firms. However, using performance measures that control for size and risk (and after controlling for demographic differences such as industry, experience and hours worked) Robb and Watson found no gender performance difference in their sample of newly established US firms. The aim of this study, therefore, is to replicate Robb and Watson's study to determine whether their findings can be generalized to another geographical location, Australia.Design/methodology/approachThe authors test the female underperformance hypothesis using data from the CAUSEE project, a panel study which follows young firms over four years. They use three outcome variables: survival rates, return on assets and the Sharpe ratio.FindingsConsistent with Robb and Watson the results indicate that female‐owned firms do not underperform male‐owned firms.Originality/valueWhile replication studies are rare in entrepreneurship, they are an important tool for accumulating generalizable knowledge. The results suggest that while female‐owned firms differ from male‐owned firms in terms of many control variables (such as industry, owners' previous experience and hours worked) they are no less successful. This outcome should help dispel the female underperformance myth; which if left unchallenged could result in inappropriate policy decisions and, more importantly, could discourage women from establishing new ventures.
Why do employees jump ship? Examining intent to quit employment in a non‐western cultural context
Authors: Aladwan Khaled , Bhanugopan Ramudu , Fish Alan 
Published: June 2013

PurposeThis study proposed to investigate the phenomenon of intention to quit among frontline employees. The main objectives of the current study were to examine the level of intention to leave and what factors influence the employees to consider leaving their organisations.Design/methodology/approachData were collected from 493 frontline employees from Jordanian organisations. The study reported in this paper tested the factor structure of intention to quit using exploratory factor analysis and confirmatory factor analysis.FindingsThe findings which emerged from this study established a three‐factor solution model which is appropriate to test employees’ intention to quit based on three factors, namely work opportunities, personal needs, and personal responsibilities. The results provided new perspectives and support the overall validity of the nomological network of intention to quit factors, but also suggest that caution should be exercised in different contexts and cultural settings.Originality/valueThe present study emphasises the need to expand the focus on intention to quit research beyond attitudinal and relational factors. Theoretical implications, limitations and directions for future research are discussed.
Establishing linkages between religiosity and spirituality on employee performance
Authors: Osman‐Gani AAhad M. , Hashim Junaidah , Ismail Yusof 
Published: June 2013

PurposeThis paper aims to examine the impact of religiosity and spirituality on employee performance in multi‐cultural and multi‐religious organisations.Design/methodology/approachThis study adopted Religiosity Personality Index (MRPI) by Azimi et al., Spirituality Involvement and Beliefs Scale (SIBS) by Hatch et al., and Performance Measures by Sarmiento et al. The performance data was collected from employees, peers, and supervisors. The study administered and received all the 435 completed sets of questionnaires (435 employees, 870 peers, and 435 supervisors).FindingsSEM analysis showed that religiosity and spirituality have a significant positive relationship with employees’ performance. Better spiritual condition improves performance. Religion functions as a moderating variable in employees’ job performance.Research limitations/implicationsThis study has extended the knowledge of spirituality in the workplace by confirming that spirituality is more significant than religiosity in influencing employees’ performance. Religion, however, moderates spirituality‐performance relationship.Practical implicationsBased on the empirical findings of this study, organizations may formulate new policies and strategies for improving employee performance by allowing and encouraging spiritual activities in the workplace irrespective of religious and spiritual beliefs, thereby facilitating understanding and mutual respect. A culture of respect for diversity of beliefs and faiths should be cultivated in the workplace by enforcing appropriate codes of conduct as well as instilling values of tolerance, respect and compassion, which would result in more productive teamwork and improved performance.Originality/valueThis is the only study that measured the impact of religiosity and spirituality on employees’ performance using three different sources of data: employees, peers, and supervisors.
Empirical exploration of the relationship between emotional intelligence, perceived organizational justice and turnover intentions
Authors: Meisler Galit 
Published: June 2013

PurposeThe current study aims to examine the relationship between emotional intelligence and perceived organizational justice, and how the interplay between them influences turnover intentions.Design/methodology/approachA sample of 368 employees from a financial organization was used to test the research model and hypotheses. Archival information regarding participants’ actual turnover was also acquired.FindingsEmotional intelligence was positively related to perceived organizational justice and negatively related to turnover intentions. Furthermore, perceived organizational justice fully mediated the relationship between emotional intelligence and turnover intentions. The archival data concerning employees’ actual turnover was significantly related to the self‐report turnover intentions.Practical implicationsEmotional intelligence training may be a powerful tool that organizations and human resource managers can employ to enhance perceived organizational justice and reduce employees’ turnover.Originality/valueThis research broadens the scope through which the contribution of emotional intelligence in the workplace can be viewed. Findings from the current study advance our understanding of the process by which emotional intelligence affects employees’ perceptions and attitudes.
Determinants and effects of option listings: evidence from ADRs
Authors: Case Spencer , Payne Janet D. 
Published: June 2013

PurposeIn this paper, the authors aim to test the assertion that options act as a substitute for short sales by allowing investors an alternative way to act on bearish sentiment. An empirical test of this assertion requires a researcher to observe both types of firm – those that weren’t short sale constrained, as well as those that were. The authors examine the ability of options to alleviate the short sales constraint directly – in an environment where the constraint is likely to differ across firms in a systematic fashion, namely the market for American Depository Receipts (ADRs).Design/methodology/approachThe authors examine 190 option introductions on ADRs over the period of 1982 to 2006. The question of how ADRs are chosen for options listing, and whether those criteria differ from those found using purely domestic options, is addressed using logistic regressions. The authors use the event study methods of Brown and Warner to examine the price effect of the listing. They use OLS regression to identify determinants of the cumulative abnormal return upon option listing. Independent variables are those indicated by existing literature that examines option listing on domestic securities.FindingsIn an environment where the effective short sale constraint varies across firms, the authors find support for the contention that US option listings reduce the effect of the short sales constraint, providing relief for investors who have negative sentiment about the stock and are subject to a short sale constraint. However, it does not appear that option listing entities seek out companies for which short sale constraints are stronger.Originality/valueThe authors’ hypotheses are similar to those of Mayhew and Mihov and of Danielson and Sorescu, but the authors assert that the ADR market is a more robust environment in which to test the hypotheses. This is due to the potentially large variation in the effective short sale constraints that results from the differences in their underlying home market legal and regulatory environments. In addition to relative short interest and the change in relative short interest, this environment allows the authors to use indicator variables to directly test the ability of options to substitute for short sales.
Canadian corporate payout policy
Authors: Kent Baker H. , Chang Bin , Dutta Shantanu , Saadi Samir 
Published: June 2013

PurposeThe purpose of this paper is to examine cash dividends and stock repurchases in Canada from 1988 to 2006 and their relationship with earnings.Design/methodology/approachThe study uses logistic regressions to examine the likelihood of paying dividends and the timing of repurchases and OLS regressions to examine the level of payout.FindingsThe fraction of dividend‐paying firms declines from 1988 to 2001 and then slightly rebounds until the end of the sample period in 2006. Firm size, profitability, investment opportunities, and catering incentives explain the likelihood of paying dividends. Unlike US firms, Canadian repurchase‐only firms do not become important payers in terms of either the percentage of firms or the level of payout. Dividend‐only firms pay out significant amounts of cash. Firms with both regular dividends and regular repurchases pay out the largest amount. The payout of different groups of payers is determined by their earnings. Testing firms with both regular dividends and regular repurchases reveals that earnings, undervaluation, and availability of cash explains the timing of repurchases but earnings mainly explains the level of repurchases.Research limitations/implicationsCanadian data are unavailable after 2006, which precludes investigating the potential implications of the financial crisis beginning in 2007.Originality/valueThis is the first paper to analyze the evolution of the relationship between payout and earnings in Canada.
Quality and value in university services
Authors: Pencarelli Tonino , Splendiani Simone , Cini Daniela 
Published: June 2013

PurposeThe purpose of this paper is twofold: on the one hand, to point out the concepts of quality and value; on the other hand to explain how university placement services can increase the value created for the various stakeholders of a University.Design/methodology/approachThe methodology is based on empirical study carried out through the analysis of the placement service of the University of Urbino “Carlo Bo” through “participant observation”, related to the experience gained by the authors within the service.FindingsThis study reveals that the placement service at the University of Urbino is innovative in terms of organization and management. The involvement of all actors in design and implementation of the initiatives is a strategic factor, crucial for meeting the expectations of stakeholders, raising levels of quality and satisfaction and, ultimately, the value created.Originality/valueAlthough limited to only one placement case – the University of Urbino – the research presents original features regarding the application of service management principles to an institution like the University, which is increasingly directed towards value creation for its stakeholders. This application appears necessary given that increased competition among universities is based not only on traditional core activities – research and training – but also on the ability to contribute to student employability after the obtainment of a degree.
Planning human resource requirements to meet target customer service levels
Authors: Hafeez Khalid , Aburawi Izidean 
Published: June 2013

PurposeEffective human resource planning allows management to recruit, develop and deploy the right people at the right place at the right time, to meet organizational internal and external service level commitments. Firms are constantly looking out for strategies to cope with skill shortages that are particularly acute in the “knowledge intense” industries due to high staff turnover. The purpose of this paper is to describe how system dynamics modeling allows management to plan to hire and develop right level of skills and competencies in the organizational inventory to meet desired service level targets.Design/methodology/approachAn integrated system dynamics framework is used to develop various feedbacks and feed forward paths in the context of competence planning and development. The model is mapped onto an overseas process industry company's recruitment and attrition situations and tested using real data.FindingsStrategies for human resource planning are developed by conducting time‐based dynamic analysis. Optimum design guidelines are provided to reduce the unwanted scenario of competence surplus and/or shortage, and therefore, to reduce disparity in between service level needs and availability of right competencies.Research limitations/implicationsSystem dynamics type of modeling is usually suited for medium to long range timescale (two to five years scenarios). There is a need for the model to be tested in a high turnover industry such as IT to test its efficacy in short‐term time scale, where shortage in required talent is more acute. Also this model is tested for measuring the generic skill‐sets in here. There is a need to test the model for a mixture of generic and specialized skills‐set in a specific business operation.Practical implicationsThe authors anticipate that system dynamics modeling would help the decision makers and HR professionals to devise medium to long‐term human resource planning strategies to anticipate and meet the service level expectations from the internal and external customers.Social implicationsSuch planning exercise will avoid the situation of customer dissatisfaction due to right competence shortages. Also this will reduce the staff surplus scenario that usually leads to knee‐jerk reaction to lay‐off unwanted skills, which is usually a costly exercise and impacts negatively on staff morale.Originality/valueUse of the systems dynamics model introduced here is a novel way to analyze human resource planning function to meet the target service level demands. The idea that an organization can estimate the service level requirements for medium to long‐term situations, and conduct what‐if scenarios in a dynamic sense, can provide valuable information in strategic planning purposes.
Role configurations in the service provision process: empirical insights into co‐creation of value
Authors: Siltaloppi Jaakko , Nenonen Suvi 
Published: June 2013

PurposeResearch on value co‐creation has gained ground rapidly but remained at a very theoretical level. Thus, it has provided relatively little insight into the nature of individual processes of service provision/value creation, and how firms interact with their customers and contribute to their value creation processes. On this basis, the purpose of this paper is to identify and elaborate possible roles firms and their customers enact in the service provision/value creation process.Design/methodology/approachThe research utilizes a multiple case study approach building primarily on qualitative interview data from eight service concepts in the Finnish residential real estate industry.FindingsThe research reveals three roles of the firm based on the extent to which firms engage in service provision/value creation processes with their customers. At one extreme, the output of the firms acts as a resource, which is transformed into an outcome and used by the customers. At the other, firms and customers jointly co‐create value, with the firm coordinating the whole offering for the customer. In between, firms transform their resources into relatively standardized outcomes, which customers use in their value creation processes.Research limitations/implicationsThe results contribute to the understanding of service provision by categorizing firm‐customer interaction into differing configurations of roles. This reinforces the notion that the depth of interaction affects the extent to which value is co‐created between the firm and customer; different services having different configurations of roles which shape the interaction. Limited to eight service cases, the results only exemplify aggregate role configurations. Moreover, by focusing only on the perspectives of firm representatives, the results do not allow a closer analysis on customer‐specific roles in the value creation process.Originality/valueThis research presents an empirical analysis and interpretation of the service co‐production/value co‐creation process, complementing the extensive theoretical research on the topic. Particularly, the results display different depths of interaction between firms and their customers in co‐producing and co‐creating value, which suggests that it is not necessarily meaningful to consider everything co‐creation from an empirical perspective.
Changing role of the Slovenian defence industry
Authors: Bojnec Štefan 
Published: June 2013

PurposeThis paper aims to contribute to the literature on the changing role of the defence sector in the economy at industry and enterprise levels focusing on defence‐civilian cooperation and defence supply networking with foreign industry enterprises from complex industry‐perspective.Design/methodology/approachMeasuring is based on the comparative industry data and the unique survey evidence for the Slovenian defence industry enterprises to derive managerial and policy implications.FindingsThe role of the defence industry in the economy declined, but trade deficits from arms and ammunition increased. The industry enterprises can gain from defence‐civilian cooperation and defence supply chain networking with foreign industry enterprises. Information‐coordination institutions are seen to provide opportunities for future industry development in Slovenia.Research limitations/implicationsThis research focuses on Slovenia. Future enhancement of the research would be to look into the possibility of applying the findings to other countries. The size of the enterprise, and even more the size of the country, does matter in the defence‐market chain activities.Practical implicationsThe proposed industry firm‐level survey approach provides useful policy and managerial implications in the evaluation of defence industry supply and market chain cooperation and networking activities with foreign industry enterprises. The study proves the usefulness of the results, both to the future organizational development and as a decision‐making tool in the complex industry systems.Originality/valueThis paper adds to the industry firm‐level analyses as data management tools for evaluating the defence‐civilian cooperation and networking of complex industry market chain activities for more effective management.
Stock option fraud prevention in Islamic country: does corporate governance matter?
Authors: Ismail Tariq H. , Abdelmoniem Zakia 
Published: June 2013

PurposeThis paper aims to investigate the extent to which companies in one of the Islamic culture countries, Egypt, are complying with the Islamic implementation of the Anglo‐Saxon model of corporate governance and testing the impact, if any, of such compliance on mitigating of stock option fraud incentives.Design/methodology/approachA logistic regression model is used to examine the effects of board of directors, audit committee, ownership structure and other firm characteristics on the likelihood of stock option fraud. The analysis is based on the data for stock option grants obtained during the period from 2006 to 2009.FindingsThe results suggest that the rate of compliance with the Islamic implementation of the Anglo‐Saxon model of corporate governance in Egyptian public‐held companies is low. Weak corporate governance allows executives to exercise greater influence over the board of directors and audit committee decisions. Furthermore, a low level of disclosure, duality of CEO, high percentage of insiders in board of directors, auditor turnover, and management ownership are among the factors that increase the likelihood of stock option fraud in the Egyptian setting.Research limitations/implicationsThe results are constrained by the proxies used to define stock option fraud. Additionally, the limited number of companies with stock option grants in Egypt might affect the results.Originality/valueThis paper provides insights into exposing stock option fraud by Egyptian public‐held companies and sheds light on the effective role of corporate governance mechanisms to mitigate this phenomenon. This would help policy setters to enhance compliance with the Anglo‐Saxon model of corporate governance and develop a comprehensive Shari'ah model of corporate governance that reduces stock option fraud.
Illuminating the work‐family interface on international assignments
Authors: Schütter Heike , Boerner Sabine 
Published: June 2013

PurposeThe purpose of this paper is to explore the perception of the work‐family interface in an expatriation context. Furthermore, potential antecedents of work‐family enrichment and work‐family conflict in the work as well as in the family domain are identified and potential gender differences in perceptions sought.Design/methodology/approachAn exploratory approach was adopted. The authors conducted in‐depth interviews with 15 expatriates and repatriates that were analysed using content analysis.FindingsWork‐to‐family conflict was perceived as a time‐based conflict, whereas family‐to‐work conflict was perceived as an energy‐based conflict. Work‐family enrichment (i.e. work‐to‐family; family‐to‐work) was perceived as a transfer of skills and mood. Furthermore, at least in an expatriation context, the work‐family interface is reflected in more reciprocal influences than are currently presented in existing concepts. In total, four potential antecedents of work‐family interaction were identified: social support at work; development opportunities at work; family social support; and family adjustment. Finally, gender differences in the perception of the work‐family interface could be revealed.Research limitations/implicationsFirst, the interviews were analysed solely by one person; consequently, inter‐rater‐reliability could not be tested. Second, a direct relationship between each potential antecedent and work‐family interaction can only be hypothesized.Practical implicationsThe findings enable companies to implement support strategies that foster a positive interaction between the work and the family domain which, in turn, will enhance expatriation success.Originality/valueThe study provides one of the first exploratory examinations of the perception of the complete work‐family interface in an expatriation context. Furthermore, this is one of the few studies that include female and male international assignees in the sample and therefore can give a balanced perspective of the work‐family interface among male and female assignees.