bluuebunny/crossref_metadata_2025_split huggingface dataset:
The impact of audit firm industry differentiation on IPO underpricing
Authors: Wang Kun , Wilkins Michael S. 
Published: September 2007

PurposeThe purpose of this paper is to investigate the relationship between auditor industry differentiation (specialization) and the underpricing of initial public offerings (IPOs). The intention is to determine whether IPO firms – particularly those in the small firm segment of the market where information asymmetry is likely to be greatest – can benefit from significantly better IPO pricing by engaging the services of differentiated auditors.Design/methodology/approachThe paper examines a broad sample of initial public offerings made between 1991 and 2000. It also conducts univariate and multivariate tests to assess the relationship between IPO underpricing and auditor industry specialization.FindingsThe paper finds that IPOs audited by Big 6 firms experience significantly less underpricing than IPOs audited by non‐Big 6 firms, particularly among small clients. It also finds an additional (and significantly larger) reduction in underpricing when the client engages an auditor that has established itself as the clear leader in its industry.Research limitations/implicationsThe results in this paper may not be generalizable to different countries. They do, however, appear to be robust in the USA throughout the ten‐year sample period.Practical implicationsThe paper shows that it may not be feasible for all clients in the small‐firm segment of the market to engage specialist auditors. However, if they can, the results suggest that they could benefit from better IPO pricing.Originality/valueThe paper combines the auditor specialization literature with the IPO underpricing literature and also documents a significant economic benefit to smaller IPO firms.
Immigrants' relative earnings in Sweden – a quantile regression approach
Authors: Hammarstedt Mats , Shukur Ghazi 
Published: September 2007

PurposeThere is now a large amount of literature on immigrants' relative earnings and immigrants' earnings assimilation in different countries. This paper aims to contribute to international research, since the paper investigates the earnings gap between different groups of immigrants and natives at different parts of the earnings distribution in Sweden.Design/methodology/approachQuantile regressions are estimated on a large dataset in order to study to what extent there are differences in the earnings gap between different groups of immigrants and natives at the top and the bottom of the earnings distribution in Sweden.FindingsThe study shows, that immigrants are doing relatively better at the top than at the bottom of the earnings distribution. This is the case for males as well as for females. Furthermore, the study also shows that in times of recession, the earnings gap between immigrants from European countries and natives remains stable, while the earnings gap between non‐European immigrants and natives at the bottom of the earnings distribution increases substantially.Originality/valueThis paper is useful to those wishing to examine the extent of differences in earnings between immigrants and natives and differences in earnings between different immigrant groups.
Perceived psychological contract fulfillment and job attitudes among repatriates
Authors: Steve Chi Shu‐Cheng , Chen Shu‐Chen 
Published: September 2007

PurposeThis paper aims to investigate the relationships among repatriates' perceived psychological contract fulfillment, counterfactual thinking, and job attitudes.Design/methodology/approachThe paper sampled 135 repatriates from 16 multinational companies (MNCs) in Taiwan through a survey questionnaire. The paper used hierarchical regression analyses to test its hypotheses.FindingsThe study results showed that repatriates' perceived fulfillment of their psychological contracts was negatively related to turnover intent and positively related to organizational commitment, after controlling for the variables of change assessments. The study also finds a positive relationship between upward counterfactual thinking and turnover intent and between downward counterfactual thinking and organizational commitment. Moreover, repatriates' perceived fulfillment of their psychological contracts was found to be related to upward counterfactual thinking but not downward counterfactual thinking.Practical implicationsA subjective perception of psychological contract fulfillment is a more important predictor of job attitudes than actual changes in position, pay, and skill improvement. Therefore, it is important for MNCs to maintain open communications with their repatriates to ensure clear understanding of the agreement existing between employees and the organization.Originality/valueIn the international human resource literature, it is unclear whether the relationship between expatriates' (or repatriates') perceived fulfillment of their psychological contract with their job attitudes are simply due to their assessments of actual changes in pay, position, and skills. In the case of repatriation, the paper clarifies the phenomenon by distinguishing both repatriates' assessments of changes before and after expatriation and their perceived fulfillment of psychological contracts (and their counterfactual thinking).
Effort‐based career opportunities and working time
Authors: Bratti Massimiliano , Staffolani Stefano 
Published: September 2007

PurposeThe purpose of this paper is to describe the hypothesis of effort‐based career opportunities as a situation in which profit maximising firms create incentives for employees to work longer hours than the bargained ones, by making career prospects depend on working hours. The paper aims to test some implications of this hypothesis using UK data.Design/methodology/approachThe empirical analysis uses the British Household Panel Survey (BHPS) and panel data estimators to investigate the existence of a robust correlation between working hours and workers' expected probability of promotion in the current job.FindingsThe analysis shows the existence of a robust positive correlation between working time and workers' expected likelihood of promotion in the BHPS data even when controlling for several individual characteristics and for workers' unobserved heterogeneity.Research limitations/implicationsAlthough the paper uses panel data, the BHPS does not allow for the identification of the firms in which individuals work, and therefore to control for firm fixed effects. Employer‐employee datasets would have allowed a better assessment of the hypothesis.Originality/valueThe paper provides a theoretical explanation for the empirically observed positive association between working time and expected promotion probability and, unlike previous papers that used pooled OLS estimates, it exploits the panel structure of BHPS data to control for individual unobserved heterogeneity.
Influence of job demands, job control and social support on information systems professionals' psychological well‐being
Authors: Love Peter E.D. , Irani Zahir , Standing Craig , Themistocleous Marinos 
Published: September 2007

PurposeThe purpose of this paper is to test the predictive capabilities of the job strain model (JSM) on information systems (IS) professionals.Design/methodology/approachThe JSM is tested by investigating whether perceived work demands, job control and social support can predict IS employee's psychological well‐being in terms of worker health and job satisfaction. A questionnaire survey, which contained valid and reliable scales for the aforementioned constructs, was completed by 89 respondents.FindingsThe results indicate that the JSM can be used to significantly predict employee's psychological well‐being in terms of worker health and job satisfaction among the IS professionals sampled in the UK. Contrary to previous research, however, non‐work related support was found to be more significant than work support in alleviating psychological strain.Research limitations/implicationsThe findings presented are not generalisable to the wider population of IS professionals in the UK due the small sample size. Thus, research involving additional samples is needed to ensure the appropriate generalisation of the results.While there have been limited studies that have examined occupational stress among IS professionals, it is anticipated that further studies that are conducted using the JSM will be able to determine the boundaries of generalisability.Originality/valueThe model was found to significantly predict employee's psychological well‐being in terms of worker health and job satisfaction among the IS professionals sampled in the UK. For the specific sample, the JSM captured the key characteristics that contributed to the job strain that they experienced. With the exception of non‐work related social support, the results support previous studies that examined the predictive capacity of the JSM.
Coaching with emotion in organisations: investigation of personal theories
Authors: Bachkirova Tatiana , Cox Elaine 
Published: September 2007

PurposeThe aim of this study is to investigate personal theories of emotion that coaches have and how these theories are translated into strategies of working with clients' emotions.Design/methodology/approachThe approach to the study is phenomenological. A questionnaire method based on specifically designed stem sentences was used in order to engender spontaneous responses from the 39 participants. Analysis of data was conducted through coordinated interpretation of categories and themes by the three different researchers.FindingsThree differing standpoints in relation to both the role of emotion in the coaching process and the role of the coach in relation to a client's emotions were identified and the correspondence between them was established. Potential explanations for the discovered inconsistencies in personal theories and strategies of dealing with emotion are suggested with implications for organisational coaches.Research limitations/implicationsPersonal history and the dynamics of individual development were difficult to capture at this stage using only one method of data collection. The following stage of study will involve in‐depth interviewing of a number of international coaches.Practical implicationsThe results of the study need to be considered by those providing training to organisational coaches. The spectrum of possible positions presented in relation to emotion in coaching may help coaches identify their personal stance and examine their strategies of dealing with emotion.Originality/valueAn original tool was developed that contributes to a qualitative analysis of coaches' personal experiences of dealing with emotion. The study sheds light from the first person perspective on the complex issue of working with emotion in organisations. It offers important clarifications of the current context of this issue thus contributing to the advancement of conventional discourse and research on working with emotions in organisations.
Is personality associated with perceptions of LMX? An empirical study
Authors: Bernerth Jeremy B. , Armenakis Achilles A. , Feild Hubert S. , Giles William F. , Jack Walker H. 
Published: September 2007

PurposeThe paper seeks to investigate whether or not leader‐member exchange (LMX) is influenced by the personality of subordinates and/or supervisors.Design/methodology/approachPrevious literature from the general leadership, personality, and LMX domains was used as a theoretical background for proposing certain types of relationships between the personality traits that make up the Big Five and employees’ perceptions of LMX. Personality data were collected from 195 matched pairs of employees and supervisors. LMX data were collected from 195 employees. Structural equation modeling (SEM) was used to test the hypothesized relationships.FindingsEmployees' conscientiousness, extroversion, openness, and neuroticism were found to impact perceptions of LMX. Likewise, supervisors' conscientiousness and agreeableness also impacted employees' perceptions of LMX.Research limitations/implicationsThe present study included two potential research limitations. First, personality was measured using the short‐version of the NEO‐FFI; thus, we were unable to run analysis at the facet level. Second, although we did have two sources of data (i.e. the supervisor and subordinate), there is a possibility that common method variance may have influenced some of the hypothesized relationships.Practical implicationsResults indicate there may be a dispositional basis to perceptions of LMX. Thus, the relationship between LMX and outcome variables (i.e. performance, turnover, satisfaction, etc.) may be only part of the story. Practitioners that want to maximize the relationship between employees and their supervisors would be well served to actively consider personality issues. In particular, some employees and some supervisors appear to be more willing to engage in exchanges than others.Originality/valueAs far as we know, this is the first study to investigate the influence of personality from two sources (i.e. the supervisor and subordinate) on LMX. It moves beyond the traditional study of demographic similarity.
Developing organizational practices of ecological sustainability
Authors: Fenwick Tara 
Published: September 2007

PurposeThis article aims to discuss issues and strategies of developing practices of ecological sustainability in organizations. Three questions guide the discussion: how are practices of social responsibility and ecological sustainability developed and maintained in organizations? What learning in particular is involved in developing practices of ecological sustainability in organizations? How might this learning be fostered by organizational leaders?Design/methodology/approachThe article draws from literatures in ecology, ecological learning and corporate social responsibility to describe the nature of ecological sustainability, intents and approaches of organizations developing it, and their challenges. Case examples drawn from studies of small business are examined to explore successful strategies of developing practices of ecological sustainability. These examples are analysed from a learning perspective.FindingsChallenges that hinder adoption of ecological sustainability practice include low stakeholder understanding and support, low management focus and strategy, and insufficient cost‐benefit analysis. Organizations confronted these challenges by emphasizing education and enabling conditions that fostered learning in everyday action (decentralization, diversity, connections, shared focus, constraints, and feedback).Research limitations/implicationsThe discussion shifts the emphasis from corporate social responsibility (CSR) – which has become a broad, contested area of multiple meanings – to ecological sustainability, and shifts the focus from measurement and reporting (prominent in CSR literature) to learning.Practical implicationsStrategies are suggested for organizational leaders to enable conditions for learning that support practices of ecological sustainability.Originality/valueWith the learning perspective, and particularly with the focus on ecological learning models based in complexity science, the article demonstrates a unique link between learning approaches and practices of ecological sustainability.
Capturing leadership tacit knowledge in conversations with leaders
Authors: Janson Annick , McQueen Robert J. 
Published: September 2007

PurposeThe paper seeks to capture leadership tacit knowledge mechanisms built throughout leaders' careers. Learning to be a leader involves developing the tacit knowledge to give confidence in one's decisions. Most of the knowledge required cannot be acquired from explicit documents – rather, it is built through action, experience and reflection. This research focuses on leadership in the innovation context where learning potentially occurs through a variety of knowledge building processes.Design/methodology/approachNarratives from 31 leaders who have achieved success in innovation leadership were collected piloting a tacit knowledge articulation methodology. From the narratives, a model is proposed which is embedded in the leadership career pathways of these innovation leaders.FindingsThe findings suggest that leadership tacit knowledge mechanisms evolve with organisations' life cycle. A bi‐focal (developmental and “locus of knowledge“ factors) model was assembled to explain how successful leadership involves balancing “locus of learning” from internal and external sources and facilitating mind‐shifts (e.g. collaboration and communication paradigms underlying relationship and networking processes).Research limitations/implicationsThe study sample size was relatively small – further replications with a larger number of subjects and in different contexts are planned or under way.Practical implicationsThis research has implications relevant to both leaders interested in bringing their organizations to their next developmental level and to practitioners because leverage points are identified at which interventions designed to share the lessons learned from successful leaders will be most effective.Originality/valueTacit leadership knowledge is not easily transferred into explicit “how‐to” instructions for consumption by a prospective innovation leader, yet it is a major source of competitive advantage. It is more appropriate to view innovation leadership development as a tacit knowledge building process in individuals and groups, rather than a knowledge transfer from knowledgeable leaders to wannabe leaders. A developmental model is proposed that integrates the changes occurring in learning patterns while firms expand their loci of knowledge.
The building blocks of leader development
Authors: Popper Micha , Mayseless Ofra 
Published: September 2007

PurposeThe paper aims to present a conceptual model that delineates the psychological substructures (“building blocks”) and their impact on the major learning processes required for leader development.Design/methodology/approachBased on theories in developmental psychology, it is argued that certain variables formed in early childhood are “building blocks” for leader development in later phases of the individual's life. The influence of these variables on leader development is discussed.FindingsThe building blocks – self‐confidence, pro‐social orientation, proactive optimistic orientation, openness, along with high motivation to lead – are precursors for (socialized) leader development. Their significance and how they affect two major learning processes of leaders – experiential learning and vicarious learning – are discussed.Originality/valueThe article presents a conceptualization that is research oriented and can be tested empirically. Most of the concepts discussed have valid and reliable measures that can be used in future research. The directions discussed also have practical implications, particularly with regard to methodical selection and development of leaders – issues that are of special concern to large organizations.
How alternative marketing strategies impact the performance of Spanish museums
Authors: Camarero Izquierdo Carmen , José Garrido Samaniego María 
Published: September 2007

PurposeThe current work seeks to analyze the different effects of three alternative strategic marketing orientations – market orientation, sales orientation, and product orientation – on non‐profit organizations' effectiveness, specifically their economic and social effectiveness.Design/methodology/approachIn order to test the hypotheses proposed, an empirical analysis of 182 Spanish museums was conducted.FindingsThe study reveals that social effectiveness relates highly to product and customer orientation, whereas economic effectiveness mainly depends on sales orientation and inter‐functional coordination.Practical implicationsThe results suggest that applying a marketing orientation centered on the product and knowing the visitor is critical for successfully fulfilling the objectives of conservation and diffusion of culture. Moreover, the organization needs to focus on sales, on the internal customer, and on the coordination between the managing institutions, to be able to achieve satisfactory economic results.Originality/valueThis work makes an empirical contribution to the analysis of market orientation on cultural organizations. Although previous research has underlined the relevance of a market orientation for museums and cultural organizations, few empirical analyses have been developed until now.
The “real‐world” challenges of managers: implications for management education
Authors: Brotheridge Céleste M. , Long Stephen 
Published: September 2007

PurposeThis study aims to examine the day‐to‐day problems that managers face in trying to be effective and the resources and solutions that they access as a means of dealing with these challenges.Design/methodology/approachThis research summarizes the results of 185 interviews with managers employed at a broad range of levels and employers.FindingsThe managers were concerned with managing employee conflict, addressing employee performance and attitude issues, and finding employees who do not present these problems. Helpful advice came from the people around them rather than from print sources. The managers were unlikely to view consultants as sources of help.Research limitations/implicationsIn identifying relevant teaching from a managerial perspective, this study suggests that curriculum designers pay more attention to teamwork and generic skill sets. Future research should examine the implications of pedagogical approaches on the practice of management, employ a random sample of a larger group of managers in order to cross‐validate this study's results, and, given that there may be a disparity between managers' perceptions and practice, a follow‐up study is needed that examines day‐to‐day managerial practice.Practical implicationsThis study proposes that management researchers and teachers may need to do a “Mintzbergian turn” and examine how much time they spend directly addressing the issues that are important to managers on a day‐to‐day basis. This study suggests that management educators may need to move beyond presenting managerial issues as a series of “topics” to be recalled by students at a later date. Rather, there is a need to consider what issues real managers grapple with and how they go about doing so.Originality/valueThis study's open‐ended research approach permitted the examination of what was most important to managers from their perspective.