Journal articles on the topic 'Law firms – Australia – Employees'
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Clarke, Andrew. "Developing a KPI for Measuring Staff Wellbeing: The Implications for Australian Law." Victoria University Law and Justice Journal 7, no. 1 (June 11, 2018): 22–31. http://dx.doi.org/10.15209/vulj.v7i1.1064.
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In late 2016, two well-known Australian organizations joined together to produce a new employee wellness index. The national and international firms, Medibank and Deloitte, respectively, promoted the index as enabling firms to measure the collective wellness and wellbeing of their staff. The two firms were of the view that these concepts should become a mainstream issue for boards and management, and form part of CEO accountability to the board. The case was put that responsibility for wellness should become a Key Performance Indicator (KPI) against which leadership and management performance could be judged.This paper examines the basis for such a proposal in terms of Australia’s system of corporate and tort law. It reviews the implications of a potential employee right to wellbeing. Would this impact, for example, on the established rights and expectations of employees, both individually and collectively?In addition to examining the consequences for relevant law and regulation, this paper reviews the implications in an international context for Australia’s long-established system of shareholder-primacy corporate governance. In particular, does the proposed wellness index invert the shareholder model, and give too much power to employees?
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Minter, Kate. "Negotiating labour standards in the gig economy: Airtasker and Unions New South Wales." Economic and Labour Relations Review 28, no. 3 (August 8, 2017): 438–54. http://dx.doi.org/10.1177/1035304617724305.
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The ‘gig economy’ uses digital platforms to bypass many of the regular responsibilities and costs of employment. Ambiguity as to whether gig-economy workers are independent contractors, dependent contractors or employees allows the undermining of traditional labour standards governing minimum wages and other legislated employment conditions. Labour law and institutions need to catch up to the new reality of this form of work and develop new tools to protect and enhance minimum standards for workers in digital platform businesses. Unions, business and government all have a role to play in the long term. Meanwhile, direct engagement between these new firms and workers’ advocates can also help to mitigate the risks posed to labour standards by digital business models, by addressing regulatory gaps. This article is a case study of innovative negotiations between one platform business (Airtasker) and Unions New South Wales, a peak trade unions body in New South Wales, Australia, in order to establish agreed minimum standards for engagements negotiated through this platform.
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Peirson, C. G., R. Simnett, and J. H. Pratt. "EVALUATING THE PERFORMANCE OF EMPLOYEES OF CHARTERED ACCOUNTING FIRMS IN AUSTRALIA." Accounting & Finance 29, no. 2 (November 1989): 19–29. http://dx.doi.org/10.1111/j.1467-629x.1989.tb00099.x.
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Solakovski, Jackie. "LAW FIRMS & THE LIFE SCIENCES SECTOR IN AUSTRALIA." Asia-Pacific Biotech News 09, no. 16 (August 30, 2005): 826–27. http://dx.doi.org/10.1142/s0219030305000108.
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This article is about the relationship of law firms and the life sciences sector in Australia. It discusses about an example of a law firm, Lander & Rogers Lawyers and the life sciences sector in Australia.
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Apergis, Nicholas. "Unemployment and Organizational Commitment: Evidence from a Panel of Australian Manufacturing Firms." Review of Economic Analysis 8, no. 2 (February 4, 2017): 135–52. http://dx.doi.org/10.15353/rea.v8i2.1513.
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Higher unemployment increases the cost of job loss and heightens employees’ feelings of job insecurity. The paper argues that these two effects could have a positive influence on employee organizational commitment. Using data from the Household, Income and Labor Dynamics in Australia (HILDA) microdata database, we find that employees in high unemployment regions are more committed to their organization, while the effect of unemployment on employee’s commitment is stronger in the private sector.
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Jovanovič, Dušan, Patricija Jankovič, and Borut Bratina. "Legal Process Outsourcing as Challenge for Lawyers and Archival Institutions in EU." Atlanti 25, no. 2 (October 20, 2015): 163–70. http://dx.doi.org/10.33700/2670-451x.25.2.163-170(2015).
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The problem of archival institutions is in lack of employees with knowledge and experiences in law. The budget financing is insufficient for employment of lawyers in archives. Therefore for important services law firms are being hired but so called smaller issues are being serviced by other employees. Stressing out different possibilities of organizing virtual law firms for low budget legal services as legal start-up’s, authors argue that outsourcing is an optimal solution both for institutions and for the lawyers.
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Phillips, Damon J. "Organizational Genealogies and the Persistence of Gender Inequality: The Case of Silicon Valley Law Firms." Administrative Science Quarterly 50, no. 3 (September 2005): 440–72. http://dx.doi.org/10.2189/asqu.2005.50.3.440.
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Using a study on foundings of Silicon Valley law firms, I propose and test an organizational theory on the genealogical persistence of gender inequality that emphasizes the routines (or blueprints) and experiences that founders transfer from their parent firms to their new firms. This transfer links the parent firm's gender hierarchy to women's advancement opportunities in the new firm. Founders from parent firms that historically had women in leadership positions, such that female leadership is institutionalized, are more likely to found firms that promote women into prominent positions. Conversely, founders from firms that historically had women in subordinate positions, such that female subordination is institutionalized, are less likely to promote women into prominent positions. Findings are consistent with the theory and also show that the persistence effect is stronger for founders who were previously lower-ranked employees and for founders who institute an organization of work similar to their parent firm. The study suggests that future research should investigate routines and structures that not only generate gender inequality unintentionally but are in turn replicated across generations of organization through the mobility of employees.
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RAAR, JEAN, ERIC SMITH, and KATH CUMMINGS. "CRITICAL FACTORS INFLUENCING EMPLOYMENT: A STUDY OF SMALL MANUFACTURING FIRMS IN SOUTH-EAST AUSTRALIA." Journal of Enterprising Culture 08, no. 04 (December 2000): 381–410. http://dx.doi.org/10.1142/s0218495800000206.
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Compliance with legislation has been highlighted as a factor influencing the reluctance of small and medium sized enterprises to take on new employees. With the objective of determining factors influencing smaller firms in their employment decisions, mailed questionnaires were used to survey small to medium manufacturing businesses in the Australian States of Victoria and New South Wales. Significant critical factors and deterrents to further employment were identified.
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Brodie, Douglas. "The Dynamics of Common Law Evolution." International Journal of Comparative Labour Law and Industrial Relations 32, Issue 1 (March 1, 2016): 45–68. http://dx.doi.org/10.54648/ijcl2016004.
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In Commonwealth Bank of Australia v. Barker [2014] HCA 32 (Barker) the High Court of Australia held that the implied term of mutual trust and confidence was not part of the law of the employment contract in Australia. This article considers the impact that the decision will have on the position of employees at common law and on the way that the law is likely to develop. It suggests that the impact of Barker may be marginalized by the ever increasing importance of good faith in the law of contract and that in assessing the extent to which the common law affords protection for the interests of employees it is imperative to take account of the obligations imposed by the law of tort. Finally, the article explores the dynamics of common law evolution more generally through the prism of Barker. It is suggested that two key factors in determining the manner in which the law develops are the values espoused by the common law and the extent to which statute is allowed to act as a constraint rather than treated as a catalyst.
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Sitek, Bronisław. "The Influence of Covid-19 on the Activities of Law Firms." Teka Komisji Prawniczej PAN Oddział w Lublinie 15, no. 2 (December 31, 2022): 293–302. http://dx.doi.org/10.32084/tkp.4482.
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The subject of this study is the analysis of the functioning of law firms during the Covid-19 pandemic. The lockdown introduced by the legislator resulted in the closure or limitation of the functioning of public administration bodies, including courts and related institutions, especially law firms (advocates or legal advisers). As a consequence, law firms significantly limited their activities and, moreover, were forced to equip their offices with ICT tools allowing for remote work and IT training for their employees. As a consequence, law firms experienced a drop in income, which was confirmed by the results of a survey conducted by the Supreme Bar Council. However, positive aspects of the changes caused by the pandemic should also be noted, including introducing flexible forms of work, greater use of ICT tools.
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Gottschalk, Petter, and Vijay K. Khandelwal. "Determinants of knowledge management technology projects in Australian law firms." Journal of Knowledge Management 7, no. 4 (October 1, 2003): 92–105. http://dx.doi.org/10.1108/13673270310492976.
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Information technology support for knowledge management can be classified into four categories of knowledge management technology projects. The first category of projects is concerned with end user tools that are made available to knowledge workers, the second category is information about who knows what, the third category is information from knowledge workers, and the final category is information systems solving knowledge problems. This paper reports results from an empirical study of law firms in Australia. While current projects in most firms were concerned with end user tools, few firms had projects storing information about who knows what, some firms were storing what they know, and few firms were implementing systems solving knowledge problems. Discriminant analysis indicates that firm size in terms of number of lawyers and IT department size in terms of number of IT personnel are significant determinants of category of knowledge management technology projects in each firm.
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Jones, Lauren Joy, and Ashley Pearson. "The Use of Technology by Gold Coast Legal Practitioners." Law, Technology and Humans 2, no. 1 (January 31, 2020): 57–74. http://dx.doi.org/10.5204/lthj.v2i1.1304.
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Digital technology is inexorably changing the landscape of law. From the adoption of sustaining technologies, which enhance the productivity and efficiency of the traditional law firm, to the creation of disruptive technologies, which fundamentally challenge the established forms of the legal profession, the digitalisation of the legal sphere opens up new spaces and structures of legal practice that challenge the form of traditional law firms. Existing literature on the digitalisation of law paints a narrative of technological resistance by traditional law firms, suggesting that BigLaw firms are defensive of the power and status that the current model affords them. However, in reality, the wealth and expanse of BigLaw firms allow them to freely invest in and create new technological innovations. Recent Australian research places BigLaw firms at the forefront of adopting digital technologies into the legal market, leaving behind small and medium-sized legal firms as the victims of digital disruption rather than as technological adopters or beneficiaries.
This article stands in contrast to the literature on traditional small and medium-sized firms, arguing that lawyers from such firms in Australia are not only embracing the use of technology but are also actively engaging in the digital transformation of legal practice. It presents qualitative findings from a 2018 study that involved open-ended interviews with nine lawyers from the Gold Coast, Australia on their use and adoption of digital technologies in their professional legal practice. Through unpacking these findings, this article demonstrates a new perspective of small and medium-sized traditional legal firms in which they do not resist law’s digital future but instead embrace it.
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Machek, Ondřej, Jiří Hnilica, and Martin Lukeš. "Stability of family firms during economic downturn and recovery." Journal of East European Management Studies 24, no. 4 (2019): 566–88. http://dx.doi.org/10.5771/0949-6181-2019-4-566.
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Family firms are often associated with the notion of greater stability. The goal of this article is to explore the differences in privately held family and nonfamily firms in various types of stability, including stability in the number of employees, revenue, earnings and assets. Using multiple linear regression analysis in a sample of 384 family and 1 795 nonfamily firms from the Czech Republic, we found that family firms tend to be more stable in terms of revenue and number of employees, but only during times of crisis. However, their greater employment stability results in worse labour productivity and their earnings become more volatile. During the post-crisis period, there are no significant differences in stability between family and nonfamily firms. Moreover, family firms have been found to grow less during both the economic downturn and the recovery. We suggest that the feature of stability that is so often attributed to family firms by popular, but also academic papers, should be used with caution.
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Kamall Khan, Yasmin, Jati Kasuma, and Azrin Ali. "The Challenges of Small and Medium Businesses in Managing Human Capital towards SMEs Performance – A Qualitative Study." Asian Journal of Business and Accounting 15, no. 1 (June 30, 2022): 311–43. http://dx.doi.org/10.22452/ajba.vol15no1.10.
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Manuscript type: Research paper Research aims: Currently, machinery is replacing most human capital to save cost, but the value of human capital that contributes to the performance of SMEs is invaluable. SMEs were used to explain the connection between human capital and SMEs performance in South Australia. Design/Methodology/Approach: Five case studies on SMEs in South Australia were used in this study. The analysis of qualitative data entailed data coding, within-case analysis, and cross-case analysis. Research findings: The cross-case analysis result is unsurprising considering that all five firms depend on their employees to work and keep the firm in operation. The cross-case analysis results are mixed in respect to the connection between human capital and the several types of performance measurement. The results, therefore, need to be interpreted with caution. SMEs perform solely through the skills, experience, and knowledge of their employees. This distinction occurs when the knowledge and information that employees gain are focused directly on the employee’s initiative, decision-making and critical thinking skills. Investment in human capital should be done carefully based on the limited resources of SMEs. Theoretical contribution/Originality: Most research has shown the link between human capital and firm performance. However, the degree to which investment in human capital contributes to the type of performance is yet to be explored based on qualitative data especially regarding SMEs in South Australia. Practitioner/policy implication: The sustainable development goal (SDG) entails a steady improvement in people’s well-being in a good environment. Thus, decisions about investment in human capital and the use of temporary workers should be taken jointly by personnel managers, in accordance with the size of the firm. If this holistic view is ignored, a full understanding of the impact of human capital on the firm’s performance will be obscured. On the other hand, a common feature that large and small firms share is an incompatibility between human capital and temporary employment. Research limitation/implications: The main limitation of this study was the sample of the study that comprised solely of South Australia SMEs. Thus, this study outcome may not be generalisable to the whole Australia as a country. Further investigation across different states would expand knowledge of the complicated patterns of HC. Keywords: Human capital, SME, Productivity, Profitability, South Australia JEL Classification: M12
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Mullin, W. P., and C. M. Snyder. "Should Firms be Allowed to Indemnify Their Employees for Sanctions?" Journal of Law, Economics, and Organization 26, no. 1 (January 20, 2009): 30–53. http://dx.doi.org/10.1093/jleo/ewn027.
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Park, Chol-Jung, Soo-Yong Kim, and Minh V. Nguyen. "Fuzzy TOPSIS Application to Rank Determinants of Employee Retention in Construction Companies: South Korean Case." Sustainability 13, no. 11 (May 21, 2021): 5787. http://dx.doi.org/10.3390/su13115787.
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Employee retention is becoming a major concern in organizational management. To maintain business’ competitive advantages, companies need to keep employees working for their organizations. Thus, many firms are trying to find out how to retain their employees. This study aims to investigate determinants of employee retention of South Korean construction employees. From the review of the literature and discussions with industrial practitioners, eight significant determinants affecting employee retention in South Korean construction firms are identified. The fuzzy technique for order of preference by similarity to ideal solution (TOPSIS) is employed to prioritize the identified determinants. The fuzzy TOPSIS analysis shows that personal characteristics, personal development, promotion opportunities, and work-life balance are the four most critical determinants. Construction firms are suggested to focus on these determinants to improve employee retention rates within their companies and achieve sustainable development.
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Nanayakkara, Kusal Tharinda, Sara Jane Wilkinson, and Sumita Ghosh. "Future office layouts for large organisations: workplace specialist and design firms’ perspective." Journal of Corporate Real Estate 23, no. 2 (January 21, 2021): 69–86. http://dx.doi.org/10.1108/jcre-02-2020-0012.
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Purpose Office layout arrangements have a significant influence on many important aspects of organisations, and design firms need to liaise with the client to determine the most appropriate design process. The purpose of this paper is to explore the factors design firms consider when designing new office layouts and the nature of future offices from the design and workplace strategist firms’ perspectives. Design/methodology/approach A qualitative study comprising interviews with leading international and nation design firms and workplace strategy consultant firms in Australia. Qualitative data was analysed using a thematic approach, which adopted within case, and across case, analyses. Findings Research identified major factors considered when identifying appropriate workplace strategies. These included the existing and preferred culture of the organisation, the level of flexibility required, functionality and technology requirements, acoustic strategies, sense of community and generation gap between employees. Participants believed future offices would be technology driven, community oriented, sustainability, health and well-being focussed, smaller in size with satellite offices, such as co-working and office spaces. Research limitations/implications This research has implications for industry and academics, as it provides an in-depth understanding of workplace specialists’ and design firms’ perceptions of clients’ contemporary and future requirements from office spaces. It also illustrates what they look at when designing office spaces for large corporates. Practical implications Research demonstrates how the office environment should match with the physical and psychological needs of the organisation and its employees. Findings have practical applications to professionals in human resource management and the design, management, development and valuation of office buildings. Originality/value This paper provides in-depth insights into how design firms and workplace strategists meet organisations’ changing demand for physical spaces, their main considerations in developing new workplace strategies, process followed and nature of future workplace in Australian context.
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Joseph, R. A. "Technology Parks and Their Contribution to the Development of Technology-Oriented Complexes in Australia." Environment and Planning C: Government and Policy 7, no. 2 (June 1989): 173–92. http://dx.doi.org/10.1068/c070173.
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One of the features that Australia has in common with other countries has been the encouragement of clusters of high-technology firms or technology-oriented complexes (TOCs). In Australia, the primary mechanism for promoting TOCs has been technology parks. In this paper the purpose is to review technology park developments in Australia from a perspective which emphasises some key conceptual features of the literature in this area: Agglomeration economies of high-technology firms and firm–university interaction; the creation of new high-technology complexes; and locational factors which make technology parks attractive to high-technology companies. Three Australian case studies, based on interviews with high-technology firms, are reported. One of the key findings from the research is that if Australian technology parks are aiming to establish TOCs that exhibit a high level of interaction between the park and a host university, then the present situation in Australia is far removed from this goal.
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Dasgupta, Sudipto, Yupeng Lin, Takeshi Yamada, and Zilong Zhang. "Employee Inside Debt and Firm Risk-Taking: Evidence from Employee Deposit Programs in Japan." Review of Corporate Finance Studies 8, no. 2 (June 21, 2019): 302–47. http://dx.doi.org/10.1093/rcfs/cfz003.
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Abstract Unlike broad-based equity ownership by employees, ownership of company debt by rank-and-file employees has not received much attention. We argue that company debt held by employees in the form of in-company deposits can monitor risk-taking and facilitate risk discovery. Employee deposits have been historically widely used in Japan. For a sample of 2,104 Japanese firms, using an identification strategy that utilizes a new law in 2003 that changed the priority of employee deposits in bankruptcy and led to large-scale withdrawals of employee deposits, we find that employee deposits mitigate firms’ risk-taking behavior and reduce the agency cost of debt. Received November 2, 2018; editorial decision May 1, 2019 by Editor Andrew Ellul. Authors have furnished an Internet Appendix, which is available on the Oxford University Press Web site next to the link to the final published paper online.
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Breunig, R., and F. Menezes. "EMPIRICAL APPROACHES FOR IDENTIFYING MAVERICK FIRMS: AN APPLICATION TO MORTGAGE PROVIDERS IN AUSTRALIA." Journal of Competition Law and Economics 4, no. 3 (September 1, 2008): 811–36. http://dx.doi.org/10.1093/joclec/nhm035.
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Kim, Yeongsu (Anthony). "The impact of common clients on employee mobility and organizational growth." Journal of Professions and Organization 8, no. 2 (June 11, 2021): 109–27. http://dx.doi.org/10.1093/jpo/joab005.
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Abstract This article examines how client overlap (i.e., common clients) between a sourcing (leaving) and a destination (hiring) firm influences employee mobility and how it subsequently restricts growth in a firm. The central argument of this article is that, since client overlap encourages individual mobility decisions, and hiring firms solicit employees from client-overlapping competitors, there will be more employee mobility between firms that have more clients in common. Furthermore, I suggest that losing employees to a client-overlapping competitor can potentially restrict the sourcing firm’s growth, but such a negative effect can be mitigated through the firm’s leverage ratio. By examining the employee mobility of US-based law firms, this study finds that client overlap facilitates employee mobility. Furthermore, this study also finds that a loss of human capital to a client-overlapping competitor restricts the growth of the sourcing firm. However, such a negative association can be mitigated by the internal allocation of human capital (i.e. leverage ratio).
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Fan, Hongzhong, Mirza Nouman Ali Talib, and Pan Chen. "Legal Origins and the Financial Conservatism of Private Firms." International Journal of Economics and Finance 11, no. 5 (April 15, 2019): 103. http://dx.doi.org/10.5539/ijef.v11n5p103.
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Following the literature of corporate law and finance, our study emphasizes on differences of legal origins and their laws influencing the capital structures of the private firms following suboptimal conservative policies. The countries considered in each legal origin represents common law countries (UK, Australia, India, Pakistan and Thailand) and Roman backed civil law countries (Japan, South Korea, Germany) respectively. The time series considered for the study is 2000-2017. The findings provide that the conservative private firms are smaller in size with less investments but are positively related with profitability in both legal origins. However, the dividend payouts and non-debt tax shields have significant positive relation with conservative policies in civil law countries. It shows that the presence of minority shareholders’ protection law in civil law countries directs the firms to pay more dividends which may also help them in reducing agency costs. We further exhibit that, before financial crises of 2008, the conservative firms in both legal origins are less directed towards dividends, especially in common law countries. Nevertheless, private conservative firms of civil law countries are more inclined towards dividend payouts after financial crises. The study implicates that the difference of laws in legal origins affect the capital structures of the conservative private firms. It further provides that because of the less effective credit markets, private firms may also be forced to adopt conservative policies in civil law countries but may also have less agency problems due to high probability of having dividend payouts.
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Chin, Tachia, Yin Yang, Pei Zhang, Xiaofen Yu, and Luying Cao. "Co-creation of Social Innovation: Corporate Universities as Innovative Strategies for Chinese Firms to Engage with Society." Sustainability 11, no. 5 (March 8, 2019): 1438. http://dx.doi.org/10.3390/su11051438.
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Corporate social innovation is a novel, strategic means for enterprise to establish competitive advantage through collaboration with powerful stakeholders, like governments, where firms are simultaneously able to meet social needs and benefit themselves. There is, however limited empirical research investigating how such collaboration enables the co-creation of innovation between firms and society, particularly in emerging markets. In response, this paper takes corporate universities (CUs), a typical manifestation of corporate social innovation, as an example, and explores whether CUs encourage employees to engage in innovation and pro-environmental behaviors, thereby contributing to their firms and local communities in China. Using quantitative methods, we found that employees’ participation in CU training/education courses significantly affects employees’ innovation and environmentally-friendly behaviors in both work and life, and that it enhances their normative commitment (NC) to organizations. Moreover, this commitment mediates employees’ participation in the university program, in terms of both their innovation and pro-environmental behaviors. The main contribution of this paper is to enrich the innovation literature by suggesting a fresh, co-creation mechanism of social innovation between enterprise and government, while offering valuable first-hand evidence in a non-Western context. Our results allow policy makers and stakeholders to gain an in depth understanding of relevant issues.
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Kim, Shin, Shin, and Park. "Organizational Slack, Corporate Social Responsibility, Sustainability, and Integrated Reporting: Evidence from Korea." Sustainability 11, no. 16 (August 16, 2019): 4445. http://dx.doi.org/10.3390/su11164445.
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This paper examines whether organizational slack is associated with firms’ voluntary disclosure of corporate social responsibility (CSR), sustainability, and integrated reporting. This is an empirical research study using archival data based on a sample of public firms listed on the Korea Exchange from 2005 to 2016. We manually collected CSR reports, sustainability reports, and integrated reports (IRs) that were published during our sample period. We found that human resource slack was highly related to the publication of corporate social responsibility, sustainability, and integrated reports. Firms initiating such disclosure in their industry groups were likely to have slack in permanent employees as well as financial slack. Additionally, integrated reporting, which is a recent improvement in the delivery of financial and non-financial information, was positively associated with an excess number of regular employees. This study provides evidence that slacks in regular employees are related to a greater degree of voluntary disclosure via standalone CSR or sustainability reporting as well as integrated reporting. These findings suggest that slacks or excess human resources play a crucial role in voluntary corporate disclosure.
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Yoo, Jae Mee, Woojae Choi, and Mi Lim Chon. "Do Employees Matter in the Relationship between Corporate Social Responsibility and Financial Performance?" Sustainability 11, no. 22 (November 7, 2019): 6251. http://dx.doi.org/10.3390/su11226251.
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This study investigated the mechanism behind the impact of corporate social responsibility (CSR) on firms’ financial performance while focusing on internal stakeholders. Although many studies have examined the effects of CSR few has empirically investigated the underlying process of the mechanism. In addition, previous research has rarely regarded employees as a link between CSR and firms’ outcomes, despite employees implementing CSR policies. This study explored the pathway of the CSR-employees-firm’s performance. Employee commitment was used to explain the relationship between CSR and performance, since it is an important employee-associated micro-level outcome of CSR. The results showed that CSR indirectly influenced a firm’s accounting profitability through enhanced employee commitment, as well as directly affected firm’s profitability. CSR increases employee commitment, which in turn leads to improvements in a firm’s accounting returns. The paper suggests that employees should be considered as an important agent for the effects of CSR initiatives.
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Xerri, Matthew, Rod Farr-Wharton, Yvonne Brunetto, and Dennis Lambries. "Work harassment and local government employees: Australia and USA." International Journal of Public Sector Management 29, no. 1 (January 11, 2016): 54–71. http://dx.doi.org/10.1108/ijpsm-05-2015-0094.
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Purpose – The purpose of this paper is to compare the impact of management and colleagues on the perception of work harassment and outcomes of local government employees in Australia and the USA. Design/methodology/approach – Completed surveys from local government employees (265 from the USA and 250 from Australia) were analysed using structural equation modelling and an ANOVA. Findings – The results depict support for the overall measurement and structural models showing that workplace relationships impact on work harassment, and in turn employee outcomes (psychological wellbeing and Organisational Citizenship Behaviour-Individual (OCB-I)), although not all paths were accepted for each country. Statistically significant differences were found between the Australian and USA samples for both the measurement and structural models, with the sample from the USA showing much higher levels of satisfaction with workplace relationships, higher levels of psychological wellbeing, OCB-I, and lower perceptions of work harassment. Practical implications – The findings provide implications that Australian and US local government employees, positioned closest to the public, experience work harassment probably as a result of chronic under-resourcing both in terms of manpower and other resources, and coupled with unrealistically high-performance targets. The results depict that such work harassment is resulting in lower psychological wellbeing (USA only) and lower extra-role behaviour associated with OCB-I (Australia and USA). Originality/value – The value of this paper is that it benchmarks the impact of workplace relationships on work harassment for local government employees across two Anglo-American countries.
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Pippin, Sonja, Jeffrey Wong, and Richard Mason. "The Federal Tax Implications of Redating Stock Option Grant Dates and Exercise Dates." ATA Journal of Legal Tax Research 5, no. 1 (January 1, 2007): 79–98. http://dx.doi.org/10.2308/jltr.2007.5.1.79.
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Backdating of stock option grants is receiving substantial investigative attention by the Securities and Exchange Commission, the Department of Justice, the Public Company Accounting Oversight Board, and the Internal Revenue Service. The redating of stock options has significant potential economic and legal implications to executives, employees, and shareholders of the granting firms. Accordingly, this topic is of considerable current interest in both the academic and popular press. In this paper, we discuss the tax implications of manipulating stock option grant and exercise dates, review the tax treatment of stock option and stock purchase plans including I.R.C. §162(m) and I.R.C. §409A implications, and present a real world example illustrating the potential economic magnitude of this problem to both the option grantees and the option granting firms.
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Barrett, Rowena. "Small firm training: just meeting the day-to-day needs of the business." Employee Relations 37, no. 5 (August 3, 2015): 547–67. http://dx.doi.org/10.1108/er-05-2014-0048.
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Purpose – The purpose of this paper is to explore what the attitudes of small firm owner-managers are to developing the skills of their key resources and then examine how these and other factors affect owner-managers’ preferences for training these employees. Design/methodology/approach – This study of training in small road transport firms in West Australia is cast in light of the literature on human resource management in small firms underpinned by insights drawn using the resource based view of the firm. Small firms (less than 20 people) dominate this industry, while the increasing freight task, and extreme distances between West Australian ports, towns and mines highlight this sectors’ importance. Survey results from 39 small road transport firms and interviews with nine owner-managers are analysed. Findings – Legislative, regulatory and licensing requirements were shown to be a key determinant of skills development. Employers ensured that basic standards for employee certification and qualification were met, as the penalty for not doing so would be too high. Regulations drove the need for certain types of training – licenses, fatigue management, occupational health and safety, handling dangerous goods, the Maritime Security Identification Card card, forklift license, mine site inductions – while owner-managers knew where to get the training their staff needed. Although regulation appeared most visible in prescribing what happened in relation to training for drivers, the relevance of owner-managers’ attitudes could not be ignored, nor could conditions in the firms external environment as this shaped how these requirements were met. Research limitations/implications – The RBV is useful in showing how skill development enabled similarity in skills across firms, while the attitudes owner-managers and economic and social conditions meant what happened in firms around skill development varied. The importance of small firm owner-managers’ attitudes are clearly highlighted and shown to influence organizational decisions and choices around training, but these were not independent of the regulatory framework and the economic and social conditions within which the firm operated. The small firms in this study did engage workers in formal training when necessary but it was put in the context of the idiosyncratic approach of the owner-manager and the day-to-day needs of the firm. “Training” was essentially about ensuring certain types of skills were held by employees and then passing on knowledge to ensure the behavior of employees was consistent with the owner-manager’s vision for the firm in its current environment. Originality/value – Ways industry and government can encourage training activity that goes beyond the day-to-day firm needs are suggested.
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Shih, Hsien-Ming, Bryan H. Chen, Mei-Hua Chen, and Ching-Hsin Wang. "Organizational Citizenship Behavior and Corporate Social Responsibility: Evidence from Taiwan Listed Electronics Firms." International Journal of Marketing Studies 14, no. 1 (February 17, 2022): 18. http://dx.doi.org/10.5539/ijms.v14n1p18.
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As enterprises expand, they have increasingly consumed social resources and influenced the society. The public has gradually become aware of this, and consequently, enterprises have begun to emphasize corporate social responsibility as a core business strategy. The interviewees/participants in the study were listed electronics companies in central Taiwan. Questionnaires were used in the study to collect data. A total of 211 valid questionnaires were collected and IBM SPSS 20 was used to analyze the data. The result of the study shows that interviewees participants doubt whether their companies fairly assess their performance or not; however, they consider that their companies take the responsibility of complying with the law and maximizing profits. As a result, medium or large enterprises, or listed electronics companies that intend to fulfill corporate social responsibility, should invite supervisors, senior employees, or female employees and those who do not typically participate in decision making or regular meetings (e.g., employees who work on production lines, or those who are not supervisors or do not work in marketing) to participate in meetings, and provide them training, or distribute manuals or send letters to them. This can enhance organizational citizens’ identification with their company, motivate them to help their companies fulfill corporate social responsibility and thereby improve corporate image, enhance employees’ commitment and awareness of organizational citizenship, and create an improved organizational climate.
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Hemming, Ann, and James Wilkinson. "The Legal Career (R)Evolution and Mentoring Through Technology." Legal Information Management 18, no. 4 (December 2018): 227–32. http://dx.doi.org/10.1017/s1472669618000476.
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AbstractTechnology is transforming the way legal work is being delivered. It is influencing what law firms, clients and legal departments are expecting of their employees and what employees are expecting of their employers. It is reshaping legal education and careers; lawyers are becoming legal knowledge engineers, information professionals and knowledge managers are working closer than ever with IT teams. In this article, Ann Hemming and James Wilkinson will be considering lawyers’ training and BIALL members’ role in the landscape being reshaped by legal technology.
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Aarstad, Jarle, and Stig-Erik Jakobsen. "Norwegian Firms’ Green and New Industry Strategies: A Dual Challenge." Sustainability 12, no. 1 (January 2, 2020): 361. http://dx.doi.org/10.3390/su12010361.
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Today, there is strong pressure for firms, in Norway and abroad, to adopt green or sustainable strategies. Furthermore, many Norwegian firms, directly or indirectly dependent on the dominating but declining petroleum sector, face a further challenge as they have to enter new industries in search of market opportunities. We address these dual challenges and study how green and new industry strategies are a function of firm- and regional-level characteristics. Multilevel analyses of Norwegian survey data show that both green and new industry strategies are pursued by knowledge-intensive firms that are innovative and having interfirm innovation collaboration. Green strategies are pursued by large firms and firms localized in sparsely populated regions, but they are avoided by independent firms and firms having carried out layoffs. New industry strategies are pursued by small firms, firms with growth in employees, and firms having carried out mergers or acquisitions and cost reductions.
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Wynn, Michael T. "Chameleons at large: Entrepreneurs, employees and firms – the changing context of employment relationships." Journal of Management & Organization 22, no. 6 (November 2016): 826–42. http://dx.doi.org/10.1017/jmo.2016.40.
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AbstractCurrent labour markets are witnessing a proliferation of hybrid or quasi-employment status whereby company directors and limited liability partners are gaining access to employment rights. At the same time, legislation is creating new forms of employee shareholder status, where employees trade employment rights for shares in the company. New corporate structures are being developed to promote one-man companies, small and medium sized enterprises and hybrid company/partnerships. This paper examines some of these developments in the light of the theory of the firm and the jurisprudence of company and employment law and considers the implications for workers, employers and the self-employed.
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Bibi, Sughra, Asif Khan, Hongdao Qian, Achille Claudio Garavelli, Angelo Natalicchio, and Paolo Capolupo. "Innovative Climate, a Determinant of Competitiveness and Business Performance in Chinese Law Firms: The Role of Firm Size and Age." Sustainability 12, no. 12 (June 17, 2020): 4948. http://dx.doi.org/10.3390/su12124948.
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In the past few decades, a firm’s innovative climate has received much attention in the context of innovative behavior, competitiveness, and business performance. The existing literature has relied to a great extent on innovative climate as an interacting factor and overlooked its role as an antecedent of various organizational phenomena. Furthermore, the interaction effects of the firm’s size and age on the relationships between innovative climate and other organizational variables have gone unnoticed. This study adds to the literature by empirically assessing the effects of the firm’s innovative climate on organizational learning and employees’ innovative behavior as well as its consequences on the firm’s competitiveness and business performance. Additionally, it addresses the interaction impacts of firm size and age on the relationships between the abovementioned variables. This research achieves its goal by developing an integrative research design that analyzes complex relations using covariance-based structural equation modeling (SEM) and regression techniques on a dataset of 408 Chinese law firms. The results indicate that the firm’s innovative climate has a significant positive relationship with organizational learning and employees’ innovative behavior. It is also found that organizational learning has a significant positive influence on employees’ innovative behavior. Meanwhile, organizational learning and employees’ innovative behavior have a significant positive influence on firm competitiveness and business performance. Another important finding is that contextual factors, i.e., firm size and age, strengthen these relations. Theoretical and managerial implications, including links to firm size and age, are provided.
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Nagymáté, Nóra. "Labour market attributes of disabled people in Hungary." Applied Studies in Agribusiness and Commerce 6, no. 1-2 (June 30, 2012): 119–22. http://dx.doi.org/10.19041/apstract/2012/1-2/16.
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Nowadays employment is an evergreen topic in Europe. The North Great Plain Region of Hungary is a typical rural area in Hungary, the unemployment rate is higher in this region as the national average, that’s why it is important, to give the possibility of job for the people living in rural areas. This paper focuses on the relationship between the disabled and the labour market in the North Great Plain Region of Hungary. On the basis of the 8/1983 Hungarian Law many kinds of supplies are provided by the State for people living with disabilities. It is very difficult to provide jobs for these people after their rehabilitation. Statistical figures show that the highest ratio of ‘people living with disabilities’ can be found in the North Great Plain Region of Hungary (30 per cent of the total number of ‘people living with disabilities’). The research focuses on special rehabilitation firms (they are specialised to employ disabled employers) and their employees. Two questionnaires for the above mentioned firms and their employees were created in order to gather information on their activities as well as relationship between the firms and its employees. Altogether 400 employees filled in the questionnaires. The current study shows the results of this survey. It can be stated that this paper shows the relationship between the employment and the types of enterprises, and disabled workers’ qualification level, the need for further education. According to the latest trends we analyse the attitude to the rehabilitation of people living with disabilities and how they will be able to work again not only in ‘rehabilitation firms’. After summarizing all claims of participants we can make an impression in this area and demonstrate the problems for the labour market generally.
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Latif, Badar, Tze San Ong, Abdelrhman Meero, Abdul Aziz Abdul Rahman, and Mohsin Ali. "Employee-Perceived Corporate Social Responsibility (CSR) and Employee Pro-Environmental Behavior (PEB): The Moderating Role of CSR Skepticism and CSR Authenticity." Sustainability 14, no. 3 (January 26, 2022): 1380. http://dx.doi.org/10.3390/su14031380.
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Despite the substantial attention given to pro-environmental behavior (PEB) by academicians, practitioners, and policymakers, few studies have investigated how employee-perceived corporate social responsibility (CSR) affects employees’ PEB. Moreover, though the concept of PEB has been found to elicit a wide range of positive benefits for employee behaviors and attitudes, it has rarely been applied to the context of the manufacturing sector. Underpinned by the social identity theory (SIT) and the attitude-behavior-context (ABC) theory, the present study investigates the impact of employee-perceived CSR on employees’ PEB through the moderating roles of employee–CSR skepticism and employee–CSR authenticity. The convenience sampling technique was used to select employees from Pakistani manufacturing firms to participate in the study’s survey. Analysis results of data from 235 respondents across 115 manufacturing firms suggest that employee-perceived CSR positively drives employees’ PEB. In addition, the findings offer valuable insights on employee–CSR skepticism and employee–CSR authenticity. Specifically, CSR skepticism weakens the link between perceived CSR and PEB, while CSR authenticity strengthens this link. By providing implications and limitations, the present study discusses that organizations can convey the message of their credible, genuine, and authentic CSR efforts to their employees for social, economic, and environmental wellbeing. The study’s discussions and conclusions are presented.
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Lee, Seung Yeop, and Sang Woo Lee. "Social Media Use and Job Performance in the Workplace: The Effects of Facebook and KakaoTalk Use on Job Performance in South Korea." Sustainability 12, no. 10 (May 15, 2020): 4052. http://dx.doi.org/10.3390/su12104052.
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The use of social media, such as social networking sites and instant messaging, in everyday life continues to spread, along with social media use in the workplace. This study examined how using social media like Facebook (social networking sites) and KakaoTalk (instant messaging) at work affects individual job performance. It also analyzed whether social media use has different effects on individual job performance depending on the characteristics of the given task. The results demonstrated that both Facebook and KakaoTalk had linearly positive effects on individual job performance. Moreover, task equivocality had a positive moderating effect on the relationship between KakaoTalk use and job performance. The results may have significant implications for firms reviewing their policies on employees’ social media use. Since using social media such as Facebook and KakaoTalk in the workplace improves job performance, firms may consider encouraging employees toward this practice. In particular, they may consider supporting those employees who perform tasks with high task equivocality in making use of instant messaging platforms.
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Ejsmont, Krzysztof. "The Impact of Industry 4.0 on Employees—Insights from Australia." Sustainability 13, no. 6 (March 11, 2021): 3095. http://dx.doi.org/10.3390/su13063095.
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Currently, Industry 4.0 (I4.0) is the most popular concept relating to changes in the functioning of industrial enterprises. Industry 4.0 has been discussed in the actual literature mainly from a technological perspective, overlooking social challenges regarding this fourth industrial revolution. The objective of this article is to diagnose the impact of I4.0 on employees. This aim will be achieved by (1) a literature review of existing research efforts, (2) conducting structured interviews, and (3) summarizing the current state of knowledge and providing a definition of further work. Scopus, Web of Science, and a set of specific keywords were used to select peer-reviewed articles showing evidence of the impact of I4.0 on employees/jobs in given countries or industries. After determining the current state of research in this area, it was decided to conduct structured interviews questionnaire in the country (Australia) and industry (horticulture), which had not been covered by the research in this topic so far. The main contribution of the article was the development and validation of a comprehensive research agenda on the impact of I4.0 on employees. The obtained results suggest that the impact of I4.0 on employees is significant, and the changes occur in many different categories related to human work. The impact of I4.0 was identified both at the macro (labor market) and micro (jobs) level.
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Ma, Chen, Changjiang Yu, and Yasir Latif. "CSR and Sustainable Growth in China’s Technology Firms between 2010 and 2021." Sustainability 15, no. 3 (January 22, 2023): 2101. http://dx.doi.org/10.3390/su15032101.
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In this study, we examine the relationships between CSR (e.g., CSR aimed at employees, customers, suppliers, and governments) and firm sustainable growth, and how dysfunctional competition moderates these relationships. Based on resource dependence theory, we argue that CSR aimed at four chosen groups of stakeholders (e.g., employees, customers, suppliers, and governments) is positively related to firm sustainable growth and that the levels of dysfunctional competition will positively moderate these relationships. Our results, using a sample of technology firms in China, provide support for these arguments. We find that CSR aimed at employees, customers, suppliers, and governments is positively related to firm sustainable growth. In addition, using the contingence approach, we find that CSR aimed at the four chosen groups of stakeholders has a stronger positive relationship with firm sustainable growth when the level of dysfunctional competition is high than when it is low. Our findings have important theoretical and managerial implications, which are discussed in this study.
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Amsyari, Randy, and Fajrin Satria Dwi Kesumah. "The Law Enforcement Of The Employees Social Security System In Indonesia: A Game Theory Perspective." International Journal of Economics, Business, and Entrepreneurship 2, no. 2 (December 23, 2019): 165–74. http://dx.doi.org/10.23960/ijebe.v2i2.58.
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Insurance for the workers means a guarantee of safety for their works on the workplaces. It is necessarily crucial as workers need such a policy that can protect them from the loss. Indonesian government declare a policy that enact the act about National Social Security System (SJSN). The companies are the subject of this regulation, despite the fact at the initial implementation of this law enforcement brought to the pros and cons. Hence, the regulation also regulates for those who betray the policy will have to pay some certain amount of fine which in turn can harden them. The companies on the other side have a choice either to register or not their workers to SJSN as they still consider the premium they have to pay. This study aims to analyze the payoffs for both government and companies to be better off from the law enforcement. Game theory perspective is applied for the methodology of the study, particularly Subgame Perfection Nash Equilibrium (SPNE) and Bayesian Nash Equilibrium (BNE). The results present that in condition of an effective law enforcement at p, the firms will be beneficial from the SJSN policy by registering their workers and pay the premium, because if they do not pay the premium they have to pay additional amount of fine. On the other hand, if the policy is not effective with 1-p, the firms will have an advantage by not registering their employees to the SJSN as the law enforcement is not effective. Also, the government does not necessarily conduct an investigation as the cost is higher than the return that they will get.
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Marlow, Susan. "Formality and Informality in Employment Relations: The Implications for Regulatory Compliance by Smaller Firms." Environment and Planning C: Government and Policy 21, no. 4 (August 2003): 531–47. http://dx.doi.org/10.1068/c0318.
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Since 1997, there has been a notable growth in the degree and complexity of employment regulation. Such regulation has arisen from the intention of contemporary Labour governments to promote greater ‘fairness at work’, and their adoption of European employment directives. It has been established that meeting compliance is a greater burden for smaller firms. Hence the author aims to consider compliance with employment regulations by smaller firms, and this issue is explored through an empirical study of labour management in smaller firms based upon responses from 44 firm owners or managers and 71 of their employees.
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Alewell, Dorothea, and Daniela Rastetter. "On the (ir)relevance of religion for human resource management and diversity management: A German perspective." German Journal of Human Resource Management: Zeitschrift für Personalforschung 34, no. 1 (October 17, 2019): 9–31. http://dx.doi.org/10.1177/2397002219882399.
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From the limited empirical knowledge we have, religion is hardly ever implemented as a dimension of diversity management in German firms. As religion is increasingly important in many areas of law, with regard to world conflicts, the integration of refugees, societal tensions and potentially high religious diversity of employees and customers in globally acting firms, this finding triggers questions why or why not religion is applied as a dimension of diversity management in German companies. We thus discuss pros and cons for considering religion as a dimension of diversity management, arguing that on the one side there are many arguments for employers in favour of considering religion as a diversity dimension, especially arguments grounded on legal regulations, discrimination or effects on performance and resilience of employees. However, on the negative side, attributions of conflict and irrationality connected with religion and employers’ difficulties in collecting a sound database may hamper implementation as a diversity dimension. We conclude with a research outlook.
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Lopez, Belen, Alfonso Torres, Alberto Ruozzi, and Jose Antonio Vicente. "Main Factors for Understanding High Impacts on CSR Dimensions in the Finance Industry." Sustainability 12, no. 6 (March 19, 2020): 2395. http://dx.doi.org/10.3390/su12062395.
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The objective of this study is to explore empirically the dimensions that generate high impact in the finance industry to better understand its contribution from a Corporate Social Responsibility (CSR) perspective. We analyze data concerning impacts of finance sector firms certified by B Corp in order to identify the combinations that are necessary and/or sufficient to obtain a recognition of their high impact generation. The methodology followed to identify the impact dimensions is fsQCA, (fuzzy set Qualitative Comparative Analysis), a qualitative comparative analysis method applied to a sample of finance firms (n-181). The results indicate that financial sector firms exhibited four combinations focusing on different impact dimensions. Specifically, the first route indicates that a high degree of focus on customers and communities is sufficient to obtain a high impact score. The second path signals that the combination of the impacts on customers and corporate governance could lead to the same result, while in the third pathway the focus would be on the employees. Finally, the fourth route indicates that some financial firms focus strongly on their communities, corporate governance and their employees, but very weakly on the environmental dimension. Consequently, diverse combinations of CSR dimensions characterize financial sector contributions to impact generation and sustainable development.
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Fiala, Roman, and Veronika Hedija. "The Relationship Between Firm Size and Firm Growth: The Case of the Czech Republic." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 63, no. 5 (2015): 1639–44. http://dx.doi.org/10.11118/actaun201563051639.
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This paper deals with the investigation of the relationship between firm size and firm in the Czech Republic during 2007–2012. The study aims to examine to what extent the confirmation or rejection of Gibrat’s law depends on the indicator of firm size. For measuring firm size we use three indicators: revenues, number of employees and total assets. The study uses data collected from the database Albertina CZ Gold Edition. Final dataset includes the data about more than 35,000 firms. The validity of Gibrat’s law was tested with the help of linear regression model with first-order autoregressive process. Gibrat’s law is rejected for all three indicators of firm size. Hence, the selected indicator of firm size is not proved to be important factor in verification of Gibrat’s law validity. It is also found out that the small firms in profit industries (A-N according to CZ-NACE classification) grow faster than their larger counterparts in the Czech Republic.
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Okwo, Henry, Charity Ezenwakwelu, Anthony Igwe, and Benedict Imhanrenialena. "Firm Size and Age mediating the Firm Survival-Hedging Effect: Hayes’ 3-Way Parallel Approach." Sustainability 11, no. 3 (February 8, 2019): 887. http://dx.doi.org/10.3390/su11030887.
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A James Gaskin Excel Macro Analysis is performed to determine the reliability of our scales, and a 3-way parallel mediation using the Andrew Hayes’ PROCESS model is applied to test the formulated hypotheses. Results show that hedging has a direct effect on firms’ survival; firms’ size and age individually do not strongly influence these effects, but a combination of the two does. We, therefore, concluded that while the hedging-survival effect exists on all forms of hedging, the practice of hedging is consequential for firms on the premise of their ages and numbers of employees.
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Feng, Danlei, Mingzhao Hu, Lingdi Zhao, and Sha Liu. "The Impact of Firm Heterogeneity and External Factor Change on Innovation: Evidence from the Vehicle Industry Sector." Sustainability 14, no. 11 (May 26, 2022): 6507. http://dx.doi.org/10.3390/su14116507.
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We explore the connection between firms’ technological innovation capabilities and their internal and external factors. To empirically test this relationship, we use panel data for new energy vehicle (NEV) firms and traditional fuel vehicle firms in China from 2010 to 2020. Our findings show that public subsidies do have a positive impact on firms’ technology innovation capability, and there are consistent findings for both NEV and traditional fuel vehicle firms. Firms have a supportive effect on their innovative ability when they satisfy conditions of high profitability, low leverage, high equity concentration, and highly educated employees. The inability to maximize the effectiveness of public subsidies is due to an imbalance in the internal and external factors of firms. Therefore, we innovatively analyze the internal and external factors of NEV firms as an integrated system, taking into account the high correlation between them, rather than discussing them separately. The paper is not only of academic significance to the development of NEV firms to improve their technological innovation capability and the transformation of traditional fuel vehicle firms, but also of practical significance to the reduction of greenhouse gas emissions and the achievement of the “double carbon” goal.
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Cai, Lixin. "The dynamics of low pay employment in Australia." International Journal of Manpower 36, no. 7 (October 5, 2015): 1095–123. http://dx.doi.org/10.1108/ijm-01-2014-0008.
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Purpose – The purpose of this paper is to enhance understanding low pay dynamics of Australian employees, with a focus on the determination of low pay duration. Design/methodology/approach – The study draws on a representative longitudinal survey of Australian households to provide empirical findings from both descriptive analysis and econometric modelling. Findings – The results show that workers who have entered low pay from higher pay also have a higher hazard rate of transitioning to higher pay; and those who have entered low pay from non-employment are more likely to return to non-employment. Union members, public sector jobs and working in medium to large size firms tend to increase the hazard rate of transitioning to higher pay, while immigrants from non-English speaking countries and workers with health problems have a lower hazard rate of moving into higher pay. There is some evidence that the longer a worker is on low pay, the less likely he or she is to transition to higher pay. Originality/value – This study addresses an information gap regarding the determination of low pay duration. The findings help identify workers who are at high risk of staying on low pay or transitioning into non-employment and are therefore informative for developing targeted policy to help the low paid maintain employment and/or move up the earnings ladder. The results also suggest that policy intervention should take place at an early stage of a low pay spell.
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R, DR VENKATESH. "CUSTOMER SATISFACTION SERVICES TOWARDS MARUTI SUZUKI LTD. - A CASE STUDY IN MYSORE DISTRICT." YMER Digital 21, no. 07 (July 4, 2022): 57–68. http://dx.doi.org/10.37896/ymer21.07/04.
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To satisfying customers in increased competition is help the producer in overall situation of manufactured goods or service for development and management. In the business to meet their customer’s expectations is creates a positive experience for them. This experience is based on time after time meeting their expectations in. They focus employees on the importance of satisfying user’s expectations. Furthermore, when these ratings sink them in problems that can affect sales and profitability. When users have high expectations and the actuality drop short, they will be disappointed and will likely rate their experience as less than satisfying. For this reason, business continually seeking feedback to improve satisfaction. Their principal use is double within firms, the collection, analysis and scattering of these data send a message about the importance of make offer to users and ensuring that they have a helpful experience with the firms goods and services. In this empirical study it would like to highlight on Customer Satisfaction Services towards MARUTI SUZUKI LTD. A case study in Mysore. Keywords: ratings sink, profitability, scattering, focus employees
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Kobayashi, Yuh, Hideki Takayasu, Shlomo Havlin, and Misako Takayasu. "Robust Characterization of Multidimensional Scaling Relations between Size Measures for Business Firms." Entropy 23, no. 2 (January 29, 2021): 168. http://dx.doi.org/10.3390/e23020168.
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Although the sizes of business firms have been a subject of intensive research, the definition of a “size” of a firm remains unclear. In this study, we empirically characterize in detail the scaling relations between size measures of business firms, analyzing them based on allometric scaling. Using a large dataset of Japanese firms that tracked approximately one million firms annually for two decades (1994–2015), we examined up to the trivariate relations between corporate size measures: annual sales, capital stock, total assets, and numbers of employees and trading partners. The data were examined using a multivariate generalization of a previously proposed method for analyzing bivariate scalings. We found that relations between measures other than the capital stock are marked by allometric scaling relations. Power–law exponents for scalings and distributions of multiple firm size measures were mostly robust throughout the years but had fluctuations that appeared to correlate with national economic conditions. We established theoretical relations between the exponents. We expect these results to allow direct estimation of the effects of using alternative size measures of business firms in regression analyses, to facilitate the modeling of firms, and to enhance the current theoretical understanding of complex systems.
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Huang, Stanley Y. B., Yu-Ming Fei, and Yue-Shi Lee. "Predicting Job Burnout and Its Antecedents: Evidence from Financial Information Technology Firms." Sustainability 13, no. 9 (April 22, 2021): 4680. http://dx.doi.org/10.3390/su13094680.
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Job burnout is a continuing concern for human resource management and mental health at work, as it affects employee productivity and well-being. The present study conceptualizes Kahn’s job engagement theory to predict job burnout through a latent growth model. To test the proposed model, data were collected by surveying 710 employees of R&D departments of financial information technology firms of Taiwan at multiple points in time over 6 months. Therein, this study found that as employees perceived more ethical leadership, corporate social responsibility, and self-efficacy at Time 1, they were more likely to show increases in job engagement development behavior over time. Further, increases in job engagement development behavior demonstrate their positive relationship with the decrease in job burnout development behavior over time. These findings highlight that the potential dynamic consequences of organizational behaviors can lead to employee career development and occupational mental health.
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Lozada, Gabriel A. "A Critique of Antitrust Econometrics: Aggregation, the Representative Consumer, and the Broader Concerns of the New Brandeis School." Antitrust Bulletin 67, no. 1 (January 26, 2022): 69–99. http://dx.doi.org/10.1177/0003603x211067829.
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Some economists argue antitrust policy should be based on empirical methods used by the Industrial Organization subdiscipline of economics, but those methods contain assumptions that noneconomists should recognize. Those assumptions underlie econometric “identification,” and underlie treating aggregate demand as if it were generated by a representative consumer (Muellbauer’s “generalized linear” preferences). We explain aggregation bias in Almost Ideal Demand System models, then show that data limitations make it even harder to justify economists’ restricting aggregate demands as one would the demand of one individual. Such problems notwithstanding, the main problem with antitrust econometrics may be that there is not enough of it. Whether firms maximize profit is understudied empirically; many may maximize return on assets instead, leading to firms with assets and employees below their profit-maximizing level. There is insufficient empirical study of this and many other topics of concern to New Brandeisians.