This paper analyses the relationship between corporate reputation and valuation, with a special focus on startups. Considering the most accredited scientific and professional literature regarding startup valuation, an attempt has been made to understand if and to what extent reputation can be a value driver in the estimate of startups during the first phases of their life cycle. The authors conducted a systematic literature review, which showed a modest interest in the subject on the part of the scientific community, while – on the contrary – practitioners developed ad hoc methods for valuing startups in their very early stages also considering reputational drivers. These methods are not based on the forecasting of flows and rates, but instead explain the value of the startup with a series of qualitative parameters that are explicitly identified and individually quantified/valued, acting as indicators of the value of the entity. Among the most used approaches are the Berkus Method, the Scorecard Method, and the Risk Factor Summation Method. These methods include reputational factors among qualitative parameters, that is among the value drivers. The analysis and the conclusions reached offer a conceptual contribution and identify a research path that deserves attention.
{"title":"The Reputation Factor in the Valuation of Startups","authors":"Enrico Gonnella, Lucia Talarico","doi":"10.5539/ibr.v16n7p56","DOIUrl":"https://doi.org/10.5539/ibr.v16n7p56","url":null,"abstract":"This paper analyses the relationship between corporate reputation and valuation, with a special focus on startups. Considering the most accredited scientific and professional literature regarding startup valuation, an attempt has been made to understand if and to what extent reputation can be a value driver in the estimate of startups during the first phases of their life cycle. The authors conducted a systematic literature review, which showed a modest interest in the subject on the part of the scientific community, while – on the contrary – practitioners developed ad hoc methods for valuing startups in their very early stages also considering reputational drivers. These methods are not based on the forecasting of flows and rates, but instead explain the value of the startup with a series of qualitative parameters that are explicitly identified and individually quantified/valued, acting as indicators of the value of the entity. Among the most used approaches are the Berkus Method, the Scorecard Method, and the Risk Factor Summation Method. These methods include reputational factors among qualitative parameters, that is among the value drivers. The analysis and the conclusions reached offer a conceptual contribution and identify a research path that deserves attention.","PeriodicalId":13861,"journal":{"name":"International journal of business research","volume":"14 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-06-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82605543","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}
Gonzalo Maldonado-Guzmán, Raymundo Juárez-del Toro, Víctor Manuel Molina-Morejón
The circular economy has been acknowledged as key for manufacturing firms, wishing overcome challenges, particularly relates it to business growth. However, the transition to linear economy at circular economy has been slow in literature, particularly there are relatively few studies that have focused on the relationship of circular economy practices and growth of small and medium-sized manufacturing companies, for this reason this study's main objective is to fill this existing gap in the literature. In addition, a self-administered questionnaire was distributed to a sample of 400 companies in the automotive and auto parts industry in Mexico, analyzing the data set using confirmatory factor analysis and structural equation models. The results obtained follow that the circular economy has a significant positive impact on the growth level of small manufacturing firms in the automotive and autoparts industries.
{"title":"Exploring the Relationship Between Circular Economy Practices and Growth in Manufacturing SMEs","authors":"Gonzalo Maldonado-Guzmán, Raymundo Juárez-del Toro, Víctor Manuel Molina-Morejón","doi":"10.5539/ibr.v16n7p74","DOIUrl":"https://doi.org/10.5539/ibr.v16n7p74","url":null,"abstract":"The circular economy has been acknowledged as key for manufacturing firms, wishing overcome challenges, particularly relates it to business growth. However, the transition to linear economy at circular economy has been slow in literature, particularly there are relatively few studies that have focused on the relationship of circular economy practices and growth of small and medium-sized manufacturing companies, for this reason this study's main objective is to fill this existing gap in the literature. In addition, a self-administered questionnaire was distributed to a sample of 400 companies in the automotive and auto parts industry in Mexico, analyzing the data set using confirmatory factor analysis and structural equation models. The results obtained follow that the circular economy has a significant positive impact on the growth level of small manufacturing firms in the automotive and autoparts industries.","PeriodicalId":13861,"journal":{"name":"International journal of business research","volume":"410 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-06-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77391354","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}
Reviewer Acknowledgements for International Business Research, Vol. 16, No. 7, 2023
《国际商业研究》，第16卷，第7期，2023年
{"title":"Reviewer Acknowledgements for International Business Research, Vol. 16, No. 7","authors":"Kevin Duran","doi":"10.5539/ibr.v16n7p99","DOIUrl":"https://doi.org/10.5539/ibr.v16n7p99","url":null,"abstract":"Reviewer Acknowledgements for International Business Research, Vol. 16, No. 7, 2023","PeriodicalId":13861,"journal":{"name":"International journal of business research","volume":"4 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-06-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83170572","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}
Purpose: This paper offers a descriptive assessment of Critical Mass Theory (CMT) application and the relevance of Collective Action Hypothesis (CAH) in board diversity research. The paper distils salient features that may address empirical inconsistencies and potentially unlock alternative methodologies for model constructs to aid future research. This paper aims to add a rational perspective that sharpens the ongoing conversation regarding gender justice, with emphasis on the legitimacy of business context and attainment of contingent-based gender threshold in pursuit of boardroom equality. Methodology: This paper deploys an explanatory approach in distilling critical mass theory within the context of human and relational capital orientation and what the key features of collective action model represent in board role and task performance. Findings: The paper accentuates impediments in spurring collective action, and the importance of achieving “spark threshold” with quintessential cognitive, sophisticated women directors for noticeable influence of gender diversity. Originality and Value: This paper offered an extended CMT (“Board Spark Theory”) for robust empirical testing and the “Club Rule” proposition as substitute for gender quota directives. In addition, the paper makes a case for integration of new models specifically the CMT with existing theoretical frameworks in gender diversity research. The paper outlines how women – as a critical mass variable - should be defined in research model constructs, and the unique features which differentiate directors who are likely to behave differently. Finally, the case put forth for women directorship threshold provides further clarity in deepening research conversations and understanding the dichotomy of business-equality case for board diversity.
{"title":"Women Directors: Revisiting Critical Mass Hypothesis","authors":"B. Lawal","doi":"10.5539/ibr.v16n7p85","DOIUrl":"https://doi.org/10.5539/ibr.v16n7p85","url":null,"abstract":"Purpose: This paper offers a descriptive assessment of Critical Mass Theory (CMT) application and the relevance of Collective Action Hypothesis (CAH) in board diversity research. The paper distils salient features that may address empirical inconsistencies and potentially unlock alternative methodologies for model constructs to aid future research. This paper aims to add a rational perspective that sharpens the ongoing conversation regarding gender justice, with emphasis on the legitimacy of business context and attainment of contingent-based gender threshold in pursuit of boardroom equality. \u0000 \u0000Methodology: This paper deploys an explanatory approach in distilling critical mass theory within the context of human and relational capital orientation and what the key features of collective action model represent in board role and task performance. \u0000 \u0000Findings: The paper accentuates impediments in spurring collective action, and the importance of achieving “spark threshold” with quintessential cognitive, sophisticated women directors for noticeable influence of gender diversity. \u0000 \u0000Originality and Value: This paper offered an extended CMT (“Board Spark Theory”) for robust empirical testing and the “Club Rule” proposition as substitute for gender quota directives. In addition, the paper makes a case for integration of new models specifically the CMT with existing theoretical frameworks in gender diversity research. The paper outlines how women – as a critical mass variable - should be defined in research model constructs, and the unique features which differentiate directors who are likely to behave differently. Finally, the case put forth for women directorship threshold provides further clarity in deepening research conversations and understanding the dichotomy of business-equality case for board diversity.","PeriodicalId":13861,"journal":{"name":"International journal of business research","volume":"250 ","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-06-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91510676","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}
Marwan A. Al-Shammari, S. Banerjee, Hussam Al-Shammari, H. Doty
PurposeThis study aims to investigate how the association between corporate social responsibility (CSR) and firm performance, documented in prior research, is affected by the joint effects of managerial ability and attributes of the firm's governance structure.Design/methodology/approachUnbalanced panel contains the essence of cross-sectional time-series data. A significant F-test proves the inappropriateness of pooled OLS regression to the sample. Further, the rejection of the Hausman test null favors fixed-effects over random-effects. However, statistically significant results from Shapiro–Wilk test, Breusch–Pagan test and Wooldridge test reveal non-normal distribution of the dependent variable, the presence of heteroscedasticity and the existence of first-order autocorrelation, respectively. Thus, this study applies feasible generalized least squares with panel-specific autocorrelation structure (hence, a slightly smaller sample) controlling for heteroskedasticity to all models after lagging all the explanatory variables by a year.FindingsThis study finds that higher levels of managerial ability enable firms to benefit more/less from their CSR investments depending on the presence/absence of appropriate governance devices. While CEO ability may be seen as an indicator of how well the CEO might serve the firm in the market-domain strategies, the results suggest that this may not be the case in the non-market domain in the absence of appropriate governance mechanisms.Originality/valueThe arguments and analyses in this study support two important contributions to the growing literature on CSR. First, the current study is one of the few to identify CEO ability as an important factor that may influence the dynamics of the firm's CSR (see also Garcì-Sànchez et al., 2019 and Yuan et al., 2019). Second, this study examines whether governance robustness minimizes the potential for opportunistic behavior of more able CEOs or constraints the effectiveness of more able CEOs in decisions pertaining to CSR.
本研究旨在探讨企业社会责任(CSR)与企业绩效之间的关联如何受到管理能力和企业治理结构属性的共同影响。设计/方法/方法不平衡面板包含横截面时间序列数据的本质。显著的f检验证明了对样本进行汇总OLS回归的不适当性。此外，拒绝Hausman检验null倾向于固定效应而不是随机效应。然而，Shapiro-Wilk检验、Breusch-Pagan检验和Wooldridge检验的统计显著结果分别显示因变量非正态分布、存在异方差和一阶自相关。因此，本研究在所有解释变量滞后一年之后，对所有模型采用具有面板特异性自相关结构(因此样本略小)的可行广义最小二乘法控制异方差。本研究发现，管理能力水平越高，企业从企业社会责任投资中获益的多少，取决于是否存在适当的治理手段。虽然首席执行官的能力可以被视为首席执行官在市场领域战略中为公司服务的程度的指标，但研究结果表明，在缺乏适当治理机制的非市场领域，情况可能并非如此。本研究中的论点和分析为不断增长的企业社会责任文献提供了两个重要贡献。首先，目前的研究是少数将CEO能力确定为可能影响企业社会责任动态的重要因素的研究之一(另见Garcì-Sànchez et al.， 2019和Yuan et al.， 2019)。其次，本研究考察了治理稳健性是否最大限度地减少了更有能力的ceo机会主义行为的可能性，或限制了更有能力的ceo在与企业社会责任相关的决策中的有效性。
{"title":"The Interplay of CEO Ability and Governance Robustness on the Performance Effects of Corporate Social Responsibility","authors":"Marwan A. Al-Shammari, S. Banerjee, Hussam Al-Shammari, H. Doty","doi":"10.2139/ssrn.3889976","DOIUrl":"https://doi.org/10.2139/ssrn.3889976","url":null,"abstract":"PurposeThis study aims to investigate how the association between corporate social responsibility (CSR) and firm performance, documented in prior research, is affected by the joint effects of managerial ability and attributes of the firm's governance structure.Design/methodology/approachUnbalanced panel contains the essence of cross-sectional time-series data. A significant F-test proves the inappropriateness of pooled OLS regression to the sample. Further, the rejection of the Hausman test null favors fixed-effects over random-effects. However, statistically significant results from Shapiro–Wilk test, Breusch–Pagan test and Wooldridge test reveal non-normal distribution of the dependent variable, the presence of heteroscedasticity and the existence of first-order autocorrelation, respectively. Thus, this study applies feasible generalized least squares with panel-specific autocorrelation structure (hence, a slightly smaller sample) controlling for heteroskedasticity to all models after lagging all the explanatory variables by a year.FindingsThis study finds that higher levels of managerial ability enable firms to benefit more/less from their CSR investments depending on the presence/absence of appropriate governance devices. While CEO ability may be seen as an indicator of how well the CEO might serve the firm in the market-domain strategies, the results suggest that this may not be the case in the non-market domain in the absence of appropriate governance mechanisms.Originality/valueThe arguments and analyses in this study support two important contributions to the growing literature on CSR. First, the current study is one of the few to identify CEO ability as an important factor that may influence the dynamics of the firm's CSR (see also Garcì-Sànchez et al., 2019 and Yuan et al., 2019). Second, this study examines whether governance robustness minimizes the potential for opportunistic behavior of more able CEOs or constraints the effectiveness of more able CEOs in decisions pertaining to CSR.","PeriodicalId":13861,"journal":{"name":"International journal of business research","volume":"15 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-06-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89724560","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}
This paper empirically and holistically investigates the motivations behind the internationalization of Nigerian SMEs. SMEs play an important role in a country’s economy, and their internationalization not only contributes to the country’s growth but also the firm’s competitiveness and profitability. Adopting a mixed methods approach, the study analyzed 181 questionnaires distributed to Nigerian SMEs and conducted semi-structured interviews with 10 SMEs. Findings revealed that SMEs are motivated by a combination of factors to go international. The study reveals that profit and growth, foreign market opportunities, and unsolicited foreign orders are some of the motives for internationalization among Nigerian SMEs. In conclusion, internationalization can help SMEs remain competitive, increase their chances of survival, and achieve growth in the long-term.
{"title":"Why Do Nigerian SMEs Go Abroad? A Convergent Parallel Study","authors":"Julius U. Eziashi, Bamituni E. Abamu","doi":"10.5539/ibr.v16n7p47","DOIUrl":"https://doi.org/10.5539/ibr.v16n7p47","url":null,"abstract":"This paper empirically and holistically investigates the motivations behind the internationalization of Nigerian SMEs. SMEs play an important role in a country’s economy, and their internationalization not only contributes to the country’s growth but also the firm’s competitiveness and profitability. Adopting a mixed methods approach, the study analyzed 181 questionnaires distributed to Nigerian SMEs and conducted semi-structured interviews with 10 SMEs. Findings revealed that SMEs are motivated by a combination of factors to go international. The study reveals that profit and growth, foreign market opportunities, and unsolicited foreign orders are some of the motives for internationalization among Nigerian SMEs. In conclusion, internationalization can help SMEs remain competitive, increase their chances of survival, and achieve growth in the long-term.","PeriodicalId":13861,"journal":{"name":"International journal of business research","volume":"51 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-06-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91154822","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}
Teleworking from home gives workers some degree of temporal and spatial flexibility, and at the same time, poses some consequences in terms of conflicts from the demands, requirements, expectations, and behaviors from the forces associated with both work roles and family roles. This integrative literature review investigated the conditions or forces that are responsible for the bi-directional inter-role conflict and the outcomes of the conflict when employees are teleworking from home, by synthesizing new and grey literature about work-family conflict and home-based teleworking. The forces from the work and family systems which are organizational, personal, spatial, temporal, technological, psychological, and familial are the crux of the work-to-family conflict and family-to-work conflict as they either cause friction or smoothness to the transition from work roles to family roles and vice versa during home-based teleworking. The forces either act as catalysts or inhibitors during the transition from work (family) roles to family (work) roles. The findings from this review were synthesized into the work-family roles dynamics model by incorporating concepts from physical sciences. The work-family roles dynamics model provides insights into the transition of home-based teleworkers and the work-to-family conflict and family-to-work conflict that ensue in the work and family systems. This article also offers a definition of work-family conflict based on knowledge from the synthesized literature. The work-family roles dynamics model posits new explanations about teleworking from home and bi-directional inter-role conflict. The work-family roles dynamics theory yields new ideas and questions for future research and implications for human resource management.
{"title":"The Work-Family Roles Dynamics during Home-Based Teleworking","authors":"O. Eniola","doi":"10.5539/ibr.v16n7p1","DOIUrl":"https://doi.org/10.5539/ibr.v16n7p1","url":null,"abstract":"Teleworking from home gives workers some degree of temporal and spatial flexibility, and at the same time, poses some consequences in terms of conflicts from the demands, requirements, expectations, and behaviors from the forces associated with both work roles and family roles. This integrative literature review investigated the conditions or forces that are responsible for the bi-directional inter-role conflict and the outcomes of the conflict when employees are teleworking from home, by synthesizing new and grey literature about work-family conflict and home-based teleworking. The forces from the work and family systems which are organizational, personal, spatial, temporal, technological, psychological, and familial are the crux of the work-to-family conflict and family-to-work conflict as they either cause friction or smoothness to the transition from work roles to family roles and vice versa during home-based teleworking. The forces either act as catalysts or inhibitors during the transition from work (family) roles to family (work) roles. The findings from this review were synthesized into the work-family roles dynamics model by incorporating concepts from physical sciences. The work-family roles dynamics model provides insights into the transition of home-based teleworkers and the work-to-family conflict and family-to-work conflict that ensue in the work and family systems. This article also offers a definition of work-family conflict based on knowledge from the synthesized literature. The work-family roles dynamics model posits new explanations about teleworking from home and bi-directional inter-role conflict. The work-family roles dynamics theory yields new ideas and questions for future research and implications for human resource management.","PeriodicalId":13861,"journal":{"name":"International journal of business research","volume":"38 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-06-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73954443","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}
Susan Saurage-Altenloh, T. Tate, Franklin M. Lartey, P. Randall
With the current post-pandemic unpredictable work environment characterized by remote and hybrid work, the leadership culture of an organization is important in fostering a desirable working environment. Such a culture of leadership is modeled by leaders of the organization and instilled in new leaders, as leadership helps motivate, inspire, and engage employees. The purpose of this study was to analyze if the four types of leadership culture (mentoring, risk-taking, result-oriented, and coordinating) as determined by the Organizational Culture Assessment Instrument (OCAI) have a direct influence on the level of engagement of employees. To analyze the influence of organizational leadership culture on remote employee engagement, this study implemented a quantitative non-experimental correlational design. Remote employee engagement was measured using a validated instrument called EENDEED (Enhanced Engagement Nurtured by Determination, Efficacy, and Exchange Dimensions). Data were collected through an online survey from 325 participants, all remote workers in organizations within the United States and a multiple regression analysis was conducted. The findings of this study confirmed that there was a statistically significant relationship between an organization’s leadership culture and its employees’ level of engagement. In other words, the organization leadership culture as defined by OCAI contributes to employee engagement. Mentoring was shown to be the highest contributor in employee engagement. In other words, a mentoring-based leadership culture produced more engaged employees. While risk-taking and coordinating produced a statistically significant positive contribution to employee engagement, a result-oriented culture was not significant in contributing to employee engagement.
{"title":"Remote Employee Engagement and Organizational Leadership Culture, Measured By EENDEED, a Validated Instrument","authors":"Susan Saurage-Altenloh, T. Tate, Franklin M. Lartey, P. Randall","doi":"10.5539/ibr.v16n7p31","DOIUrl":"https://doi.org/10.5539/ibr.v16n7p31","url":null,"abstract":"With the current post-pandemic unpredictable work environment characterized by remote and hybrid work, the leadership culture of an organization is important in fostering a desirable working environment. Such a culture of leadership is modeled by leaders of the organization and instilled in new leaders, as leadership helps motivate, inspire, and engage employees. \u0000 \u0000The purpose of this study was to analyze if the four types of leadership culture (mentoring, risk-taking, result-oriented, and coordinating) as determined by the Organizational Culture Assessment Instrument (OCAI) have a direct influence on the level of engagement of employees. \u0000 \u0000To analyze the influence of organizational leadership culture on remote employee engagement, this study implemented a quantitative non-experimental correlational design. Remote employee engagement was measured using a validated instrument called EENDEED (Enhanced Engagement Nurtured by Determination, Efficacy, and Exchange Dimensions). Data were collected through an online survey from 325 participants, all remote workers in organizations within the United States and a multiple regression analysis was conducted. \u0000 \u0000The findings of this study confirmed that there was a statistically significant relationship between an organization’s leadership culture and its employees’ level of engagement. In other words, the organization leadership culture as defined by OCAI contributes to employee engagement. Mentoring was shown to be the highest contributor in employee engagement. In other words, a mentoring-based leadership culture produced more engaged employees. While risk-taking and coordinating produced a statistically significant positive contribution to employee engagement, a result-oriented culture was not significant in contributing to employee engagement.","PeriodicalId":13861,"journal":{"name":"International journal of business research","volume":"28 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-06-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89604731","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}
None Hassan, Banjo A., None Ogunkoya, Olufemi A., None Hassan, Hassanat A., None Adefowora, Khadijat O.
It is generally believed that ethical perception of individuals is a function of their moral development. Since this is also developed over time given people experiences, and against the backdrop that students field of study are likely to affect their business ethics posture, this study generally sought to examine gender and educational differences in perception of business ethics among university students in Ogun state, Nigeria. The study adopted a descriptive survey design. Our sampling frame was year three and four management and non-students from a public and a private universities in the state. We obtained primary data from a total of 227 students selected through a purposeful sampling method. Questionnaire constituted the main research instruments for obtaining primary data. Our T-test result indicated that there is no significant difference in student’s perception of business ethics based on both gender and age. However, the result indicated positive and significant difference in the students’ perception of business ethics based on their major course of study, where the management students ranked higher in their attitude to ethics in business. Similarly, there was a significant difference in the attitude of the students to ethics in business based on their schools as private university students scored higher in .The study therefore recommends that tertiary institutions should include ethical courses to all students irrespective of their majors and punish students who are involved in academic dishonesty.
{"title":"Perception of Business Ethics Among Students","authors":"None Hassan, Banjo A., None Ogunkoya, Olufemi A., None Hassan, Hassanat A., None Adefowora, Khadijat O.","doi":"10.31578/job.v12i1.232","DOIUrl":"https://doi.org/10.31578/job.v12i1.232","url":null,"abstract":"It is generally believed that ethical perception of individuals is a function of their moral development. Since this is also developed over time given people experiences, and against the backdrop that students field of study are likely to affect their business ethics posture, this study generally sought to examine gender and educational differences in perception of business ethics among university students in Ogun state, Nigeria. The study adopted a descriptive survey design. Our sampling frame was year three and four management and non-students from a public and a private universities in the state. We obtained primary data from a total of 227 students selected through a purposeful sampling method. Questionnaire constituted the main research instruments for obtaining primary data. Our T-test result indicated that there is no significant difference in student’s perception of business ethics based on both gender and age. However, the result indicated positive and significant difference in the students’ perception of business ethics based on their major course of study, where the management students ranked higher in their attitude to ethics in business. Similarly, there was a significant difference in the attitude of the students to ethics in business based on their schools as private university students scored higher in .The study therefore recommends that tertiary institutions should include ethical courses to all students irrespective of their majors and punish students who are involved in academic dishonesty.","PeriodicalId":13861,"journal":{"name":"International journal of business research","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135753256","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}
Ana Ratchvelishvili, Metin Mercan, Bachana Dzagania
Economical development in perspective is unthinkable without the successful functioning of the commercial banking system, as it has a direct impact on practically all areas of the market economy by determining the vector of its development. The paper aims to discuss and analyze banking risk and its factors. It involves analysis of factors affecting the profitability of banks and correlations between different variables that are crucial for identifying relationships between key aspects. An analysis is performed on the example of Georgian Banks. To respond to this question, 14 active commercial banks of Georgia operating in the years 2013 – 2020 were analyzed using Machining learning and ordinary least squares (OLS) . This research also applies the fixed effect model by evaluating Hausman. Results showed specific correlations between a variety of factors affecting the risks of commercial banks. Research emphasizes the importance of performing proper risk management strategies and their influence on the overall profitability of the bank.
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