American Journal of Business最新文献

{"title":"Millennials, the Last Standing Heroes of the Workforce: A Comprehensive Literature Review on Synching Millennials’ Values With Organizational Culture to Boost Retention Rates","authors":"DeQuindre Spencer, Maria Kalyvaki","doi":"10.33423/ajm.v23i4.6526","DOIUrl":"https://doi.org/10.33423/ajm.v23i4.6526","url":null,"abstract":"This paper dives into millennials' role in the workplace, merging generational insights with foundational research. According to Mannheim’s theory, generational distinctions stem from upbringing, societal values, environmental circumstances, and key events. Works by Rescher and Viega underline the importance of value alignment, emphasizing its effect on job satisfaction, behavior, and productivity. Drucker's theory stresses the power of managerial authority on employee retention. As traditional management methods become outdated, emphasis on attraction, selection, turnover, and talent development becomes paramount. Recognizing what drives this key demographic is pivotal for talent retention. Millennials, labeled here as the Hero generation due to their vast numbers, demand recognition and alignment with their values for effective retention. Ignoring this can be financially disastrous for businesses. The insights offered in this paper offer a competitive edge for organizations aiming to harness and retain millennial talent in a dynamic business landscape.","PeriodicalId":44116,"journal":{"name":"American Journal of Business","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135321919","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Investor attention during soccer World Cups","authors":"Manuel Lobato, Mario Jordi Maura, Javier Rodriguez, Herminio Romero-Perez","doi":"10.1108/ajb-09-2022-0141","DOIUrl":"https://doi.org/10.1108/ajb-09-2022-0141","url":null,"abstract":"Purpose This study aims to examine investor attention by exploring the trading behavior of investors in US-based exchange traded funds (ETFs) of countries active in the Federation Internationale de Football Association (FIFA) World Cups. Design/methodology/approach The present study employs event study methodology to measure abnormal returns and excess trading volume of country-specific ETFs during six FIFA World Cups. The sample of ETFs includes 19 participating countries. Findings Consistent with investor behavior that might be explained by attention effect, the study finds that country-specific ETFs from participating countries do indeed behave differently during FIFA World Cups events. The authors find significant evidence of abnormal trading volume and, albeit weaker, abnormal returns during cups. Originality/value This study contributes to the literature on investor behavior, linking investor attention with salient sports events.","PeriodicalId":44116,"journal":{"name":"American Journal of Business","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135220570","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Operations Strategy 4.0 – What Will It Be Like and How Will It Lead to the Ideal of an Integrated Organisation?","authors":"R. Jayaraman","doi":"10.33423/ajm.v23i4.6527","DOIUrl":"https://doi.org/10.33423/ajm.v23i4.6527","url":null,"abstract":"Operations Strategy (OS) gained a new perspective after the introduction of the Malcolm Baldrige Model for Business Excellence (MBM), in 1987. Many companies adopted the MBM framework, along with Balanced Score Cards (BSC) and the Annual Quality Improvement Plans (AQUIP) methodology, to achieve world class performance through the creation of ‘integrated organisations’ using Quality Operations Strategy (QOS) as a key driver. With the advent of Industry 4.0 (I 4.0), the possibility of creating a truly integrated organisation appears to have gained momentum. Quality Operations Strategy 4.0 (QOS 4.0) is expected to drive Business Excellence (BE) in digitalised companies in the near future, by creating integrated organisations using MBM and I 4.0 techniques. This paper traces the evolution of the QOS, and its possible evolution in the era of I 4.0.","PeriodicalId":44116,"journal":{"name":"American Journal of Business","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135321916","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Post-Succession Turnover in Family-Owned Businesses: A Theoretical Framework","authors":"Bryan L. Rogers, James M. Vardaman, Peyton M. Berry","doi":"10.33423/ajm.v23i4.6523","DOIUrl":"https://doi.org/10.33423/ajm.v23i4.6523","url":null,"abstract":"Transgenerational succession is a primary aim of family businesses. The succession event often has consequences for the employees of the firm. A particular risk is employee turnover in the aftermath of transgenerational succession. Understanding the factors that retain employees in the wake of a succession event is of vital importance. The model presented here offers insight into the importance of successor characteristics and the trust that they evoke in fostering family business employee retention. This work has significant implications for how to maintain efficiency after a succession event for family business scholars and managers alike.","PeriodicalId":44116,"journal":{"name":"American Journal of Business","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135321917","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Constructs and Theoretical Connections of Disability Management Policies, Managerial Behaviours, and Return-To-Work Outcomes","authors":"Mike Annett","doi":"10.33423/ajm.v23i4.6524","DOIUrl":"https://doi.org/10.33423/ajm.v23i4.6524","url":null,"abstract":"The workplace reintegration of employees that have recovered from longer-term injury or illness is usually legally required and often challenging to complete. This article pertains to disability management policies, managerial behaviours, and return-to-work outcomes of such reintegration activities. Previous research has neglected the intermediary role of managers in the return-to-work process. To remedy this gap, descriptions and categorizations of pertinent disability management policies, manager behaviours, and outcomes, as well as theoretical explanations for the connections between these constructs, are presented. The central nature of managerial behaviours is noted. Consequently, the article provides structure to support additional research on the relationship between policies, behaviours, and outcomes. Further, the presented logical model offers pathway guidance for diagnostic and initiative actions for the reintegration of employees to the workplace.","PeriodicalId":44116,"journal":{"name":"American Journal of Business","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135321918","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"A Practical Guide to Writing Performance Appraisals and Letters of Recommendation","authors":"W. Terry Dancer","doi":"10.33423/ajm.v23i4.6494","DOIUrl":"https://doi.org/10.33423/ajm.v23i4.6494","url":null,"abstract":"Writing performance appraisals and letters of recommendation is a difficult and timely task for some. This paper provides direction to writers about choosing applicable words for those being evaluated. This is accomplished by providing a list of words useful in describing characteristics of those under consideration.
 This paper considers Mentality, Presence, Disposition, Character, Knowledge, Application, and Results regarding the person under evaluation. For each characteristic noted, a list of words is provided to reflect the appropriate word/words to describe the individual. The paper also provides a template useful for getting started in the writing of performance appraisals and Letters of Recommendation.","PeriodicalId":44116,"journal":{"name":"American Journal of Business","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135316491","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Current Trend in Gender Stereotypes and Unpaid Care Work: Evidence From Three Countries, the UK, Nigeria, and Ghana","authors":"Charles-Monwuba Ifeoma","doi":"10.33423/ajm.v23i4.6493","DOIUrl":"https://doi.org/10.33423/ajm.v23i4.6493","url":null,"abstract":"Unpaid caregiving is a worldwide phenomenon. 42% of women cannot secure jobs because they are responsible for caregiving. Women and girls undertake more than 75% of unpaid care work in the world. The UN Sustainable Development Goals 5 and target 5.4 aim to promote the rights and well-being of women and care providers but will remain unattainable if the rising trend in unpaid care work is ‘unchecked’. To interrogate present developments in unpaid care work, this article critically examines the trend in three countries: the United Kingdom, Nigeria, and Ghana. This study is important because, despite years of awareness, there appears to be an uneven change in the situation of unpaid care work globally. Gender stereotypes continue to be a cultural concern. This paper leveraged the Altercasting Theory and textual content analysis method. The study concludes that there is still a need to improve the situation of unpaid care work as it is not adequately indexed in the national economic indicators of some countries.","PeriodicalId":44116,"journal":{"name":"American Journal of Business","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135322998","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Entrepreneurial Resilience in the Micro and Small Business Context – Systematic Literature Review","authors":"Santeri Halonen","doi":"10.33423/ajm.v23i4.6495","DOIUrl":"https://doi.org/10.33423/ajm.v23i4.6495","url":null,"abstract":"The topic of resilience is increasingly gaining momentum as the world shifts from a crisis to another. The operating environment for micro-enterprises has profoundly and irrevocably changed since the COVID-19 crisis’ landfall and war in Ukraine.
 This systematic literature review based on 36 papers, studies resilience from micro-entrepreneurship perspective focusing on resilience development, the process, and enhancing interventions from intra and interpersonal perspectives.
 The review indicates three different types of resilience domains: process-related (e.g. Ducheck 2017), individual capability (e.g. Demyen, S. 2022, Ducheck 2017) and resource-based (e.g. Bardoel & Drago, 2021). The connecting factor is that resilience is primarily developed in a learning process when facing challenging situations and crises. Building from those experience, the entrepreneur is more prepared to respond the next time.","PeriodicalId":44116,"journal":{"name":"American Journal of Business","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135316489","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Childcare Assistance Not a Major Draw for Most Employees","authors":"Darrell Crosgrove, Donald Wedding, Michael Zugelder, Katherine Blandford","doi":"10.33423/ajm.v23i4.6492","DOIUrl":"https://doi.org/10.33423/ajm.v23i4.6492","url":null,"abstract":"Employer-provided childcare accommodations by either in-house facilities or subsidies paid to third-party providers can be an expensive employee benefit and may not be considered the most desired accommodation an employer can offer. Changes in employee attitudes toward family and work balance may be a factor. Providing the benefit can cause related financial exposure and lead to resentment from employees who don’t need or want it. Alternative family accommodation of paid leave and flexible scheduling appear more popular. Employers should carefully survey employee attitudes toward the benefit, assess employee composition to determine need and consider alternative accommodations that may be a better fit.","PeriodicalId":44116,"journal":{"name":"American Journal of Business","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135323006","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Supply and demand for gender diversity in corporate leadership – the critical mass: evidence from Greece","authors":"Maretno Harjoto","doi":"10.1108/ajb-11-2022-0190","DOIUrl":"https://doi.org/10.1108/ajb-11-2022-0190","url":null,"abstract":"Purpose This study aims to examine whether a change in the regulatory requirement toward gender quota for corporate leadership significantly affects the demand and therefore, it increases the presence of women directors and women CEOs. Examining the supply-side, the study also examines whether the supply for women directors and women CEOs based on the presence of qualified women who currently hold upper, middle, or lower management positions is positively related with the presence of women directors and women CEOs. Furthermore, based on the critical mass hypothesis, this study examines whether the presence of women CEOs and critical mass for women directors bring significant impacts on firms' financial and environmental, social and corporate governance (ESG) performance during the subsequent period. Design/methodology/approach Using the multivariate regression analysis, this study empirically examines the impact of the shift in the demand for women directors and CEOs from the enactment of the Greek Law 4403/2016 on gender quota for corporate leadership. This study also examines the impact of the supply for women in corporate leadership, measured by the percentage of women who hold upper, middle, or lower management positions, on the presence of women directors and CEOs. Then, this study examines the impact of women directors and women CEOs on firms' subsequent financial and ESG performance. Findings Based on a sample of 71 publicly listed Greek firms and 20 Cyprus listed firms as a control group during 2006–2019, the study finds evidence that both the supply-side and the demand-side bring positive effects on greater women participation in corporate boards. However, there is no evidence that the supply and demand affect the presence of women CEOs. The presence of women CEOs has a positive effect on ESG through environmental and social pillars. The study finds evidence to support the critical mass hypothesis that firms with three or more women boards tend to have higher financial and ESG performance. Social implications Understanding the supply and demand for gender diversity in corporate leadership in countries that are considered as lagging is critical to foster the global objective to level the playing field for women to participate in corporate management leadership as important part the United Nations Sustainable Development Goal (UNSDG) 5.5. The positive impact of women directors on corporate financial and social performance can be achieved, especially when the critical mass is reached. This highlights the importance of greater gender representations in corporate boards and top executive level in order to make a meaningful social change. Originality/value This study demonstrates that the supply of women who currently hold corporate management positions has positive influence on the presence of women boards. This study also demonstrates that a national legislation that promotes gender diversity for corporate board has a positive impact on boar","PeriodicalId":44116,"journal":{"name":"American Journal of Business","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135565737","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}