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Traditionally, equity mispricing has been documented as an important determinant of speed of adjustment to target leverage levels. More recently, the impact of Shari’ah compliance has been shown to significantly affect capital structure decisions. In this paper, we explore the effect of equity mispricing in Shari’ah compliant (vs. non-compliant) firms. We conduct our study on a comprehensive sample of Malaysian firms from year 1998–2016. We show that established findings in the dynamic trade-off theory do not hold for Shari’ah compliant firms. Shari’ah compliant firms increase their reliance on equity financing at greater levels than non-compliant firms when they are above target levels and equities are overpriced. In contrast, for Shari’ah compliant firms below target levels and where equity is under-priced, the rate of adjustment is slower than non-compliant firms. Our findings suggest that managers of Shari’ah compliant firms are inclined to time the equity market when above target levels to capture the impact of lower costs of equity during periods of over-valuation of equity. However, those managers tend to be reluctant to resort to debt financing when below target leverage even in the presence of equity under-pricing.

We investigate the double-edged impacts of interorganizational knowledge flows in academia–industry collaboration on the innovation economic impacts of science-based firms. When a firm receives knowledge directly from more research institutes, its innovation economic impact improves subsequently. In contrast, when a firm receives knowledge indirectly from other firms through a research institute, its innovation economic impact declines subsequently. We also explore the moderation effects of firm technological originality and generality. We report empirical findings from a panel data of science-based firms in the United States. Our analysis yields theoretical implications for academia–industry collaborations in the science-based entrepreneurship literature and practical implications for management practitioners and policymakers in science-based firm creation and development.

SYNOPSIS Conservative analysts react more to negative news than positive news, and the market response is greater for forecast revisions from conservative analysts (Hugon and Muslu 2010; Keskek and Tse 2018). Little is known about how firms and managers respond to a lower benchmark resulting from having a more conservative analyst following. We examine the effect of analyst conservatism on firms just meeting or beating the benchmark via accrual-based earnings management. We find that firms with a more conservative analyst following have lower earnings benchmarks and are more likely to just meet or beat the consensus. Additionally, these firms meet the lower benchmark with lower levels of earnings management, with this effect being strongest in poor information environments. Collectively, our results suggest that management’s benchmark meeting behavior is impacted by the conservatism of the firm’s analyst following. JEL Classifications: G14; G24; M40; M41.

Research suggests that entrepreneurs persuade stakeholders to engage in risky projects in an uncertain future through visions, compelling narratives of the future. A unique challenge for entreprene...

Firms can use a range of proactive impression management behaviors to reduce the impact of a negative event on firm outcomes. When a negative event is unpredictable, we theorize that firms can enga...

To maximize productivity, manufacturers must organize and equip their workforces to efficiently handle variable workloads. Their success depends on their ability to assign experienced and skilled workers to specialized tasks and coordinate work on production lines. Worker turnover may disrupt such efforts. We use staffing, productivity, and pay data from within a major consumer electronics manufacturer’s supply chain to study how firms should manage worker turnover and its effects using production decisions, wages, and inventory. We find that worker turnover impedes coordination between assembly line coworkers by weakening knowledge sharing and relationships. Publicly available unit-cost estimates imply that worker turnover accounts for $206–274 million in added direct expenses alone from defectively assembled units failing the firm’s stringent quality control. To evaluate managerial alternatives, we structurally estimate a dynamic equilibrium model (an Experience-Based Equilibrium) encompassing (1) workers’ endogenous turnover decisions and (2) the firm’s weekly planning of its production scheduling and staffing in response. In counterfactual analyses, a less turnover-prone, hence more productive, workforce significantly benefits the firm, reducing its variable production costs by 4.5%, or an estimated $928 million for the studied product. Such benefits justify paying higher efficiency wages even to less skilled workforces; furthermore, interestingly, rational inventory management policies incentivize self-interested firms to reduce rather than tolerate turnover. This paper was accepted by Vishal Gaur, operations management. Funding: The authors gratefully acknowledge support from the data sponsor, and K. Moon gratefully acknowledges support from the Wharton Dean’s Research Fund and the Claude Marion Endowed Faculty Scholar Award of the Wharton School. Supplemental Material: The online appendices are available at https://doi.org/10.1287/mnsc.2022.4476 .

SYNOPSIS We show that a firm’s likelihood of appointing auditors with industry expertise or with a larger office increases after the firm is affected by an exogenous reduction in analyst coverage, relative to its matched control firms. This effect is stronger for affected firms with greater reductions in analyst monitoring, for smaller or younger firms, for firms with lower institutional or CEO ownership, and when the lost analysts are more effective monitors. We further show that affected firms that switch to high-quality auditors receive more positive market reaction, experience a smaller decrease in stock liquidity and a smaller increase in cost of equity capital relative to other affected firms, suggesting that audit quality has real payoffs. These results collectively provide causal evidence supporting the agency incentive driven demand for high-quality external auditing.

We study systemic risk in a supply chain network where firms are connected through purchase orders. Firms can be hit by cost or demand shocks, possibly leading to defaults. These shocks propagate through the supply chain network via input-output linkages between buyers and suppliers. Firms endogenously take contingency plans to mitigate the impact generated from disruptions. They reroute undelivered orders to alternative buyers and switch excess demand to different suppliers. We show that, as long as firms have large initial equity buffers, network fragility is low if both buyer and supplier diversification is low. We argue that horizontal mergers may lead to a more fragile network if firms have small initial equity buffers. We find that a single sourcing strategy is beneficial for a firm only if the default probability of the firm's supplier is low. Otherwise, a multiple sourcing strategy is ex-post more cost effective for a firm.

We investigate the effects of financial reporting on current employee job search; i.e., whether firms' public financial reports cause their employees to reevaluate their jobs and consider leaving. We develop a simple model in which current employees use earnings announcements to inform job search decisions, and empirically measure job search based on employees' activity on a popular job market website. We find that job search by current employees increases significantly during earnings announcement weeks, especially when employees are more mobile and when within-firm information frictions are greater. We also find that employees use earnings announcements to update their expectations about their employers' economic prospects, consistent with learning. Our paper contributes to the burgeoning labor and accounting literature by providing among the first evidence closely linking financial reports to employee learning and job search.

The current study seeks to shed light on social-cognitive resources that mitigate master students’ experience of dysfunctional career-related worry before graduation. Based on the career self-management model (CSM; Lent & Brown, 2013 ), we investigate concurrent and time-lagged direct and mediated relationships between career planning, career-related self-efficacy, and career-related worry among a sample of 482 students shortly before graduation. Using data collected at three time points, a negative relationship was found between career planning (T1) and career-related worry (T3) via career-related self-efficacy (T2). Our findings shed light on the role of career planning and career-related self-efficacy as malleable social-cognitive resources that diminish dysfunctional thinking before graduation in sequential order. These findings imply that career planning and career-related self-efficacy are relevant predictors of affective states and can be incorporated into the CSM.

Historically Black colleges and universities (“HBCU”) provide an academic environment that contributes to increased student success and social mobility. However, this environment introduces unique working conditions for faculty members. The existing academic literature does not provide evidence about the motivation and job satisfaction of HBCU accounting faculty. This study addresses that gap and provides survey evidence on this unique group's motivation and job satisfaction. We find that respondents are motivated by helping others but are not satisfied with institutional operations, research resources, and compensation. We also find that tenured faculty have lower job satisfaction than nontenured faculty. Demographically, we find that the respondents were older, were tenured, and have significant practitioner experience. Taken together, these findings identify opportunities for improvement in job satisfaction for HBCU accounting faculty.

PurposeThis paper aims to present the findings from a European study on the digital skills gaps in tourism and hospitality companies.Design/methodology/approachMixed methods research was adopted. The sample includes 1,668 respondents (1,404 survey respondents and 264 interviewees) in 5 tourism sectors (accommodation establishments, tour operators and travel agents, food and beverage, visitor attractions and destination management organisations) in 8 European countries (UK, Italy, Ireland, Spain, Hungary, Germany, the Netherlands and Bulgaria).FindingsThe most important future digital skills include online marketing and communication skills, social media skills, MS Office skills, operating systems use skills and skills to monitor online reviews. The largest gaps between the current and the future skill levels were identified for artificial intelligence and robotics skills and augmented reality and virtual reality skills, but these skills, together with computer programming skills, were considered also as the least important digital skills. Three clusters were identified on the basis of their reported gaps between the current level and the future needs of digital skills. The country of registration, sector and size shape respondents’ answers regarding the current and future skills levels and the skills gap between them.Originality/valueThe paper discusses the digital skills gap of tourism and hospitality employees and identifies the most important digital skills they would need in the future.

As the COVID-19 pandemic motivated a shift to virtual teaching, exams have increasingly moved online too. Detecting cheating through collusion is not easy when tech-savvy students take online exams at home and on their own devices. Such online at-home exams may tempt students to collude and share materials and answers. However, online exams’ digital output also enables computer-aided detection of collusion patterns. This paper presents two simple data-driven techniques to analyze exam event logs and essay-form answers. Based on examples from exams in social sciences, we show that such analyses can reveal patterns of student collusion. We suggest using these patterns to quantify the degree of collusion. Finally, we summarize a set of lessons learned about designing and analyzing online exams.

Organic fertilizers have been used since the dawn of mankind to improve soil fertility and promote crop growth. However, the process of preparing organic fertilizers for use in agricultural activities is a labour-intensive and time-consuming procedure. Thus, in order to reduce labour costs and improve the efficiency of organic fertilizer preparation, automated organic fertilizer mixers were developed. For this research work, an improved organic fertilizer mixer based on the Internet of Things (IoT) technology capable of monitoring the status of fertilizer production remotely and providing updates and alerts to workers was developed. The aim of this work was to further reduce labour workload and costs, thus increasing efficiency of the organic fertilizer mixing process. In order to accommodate the IoT monitoring system, several modifications and design changes were carried out on the prototype of an automated organic fertilizer mixer. Tests conducted on the prototype unit showed that it performs as required. The IoT monitoring system successfully captures and uploads information on the weight of agricultural waste mixture in the storage drum to the IoT platform. This information can then be used to alert workers on when to add more agricultural waste material to the mixture or remove the processed organic fertilizer. Furthermore, an overall operational cost comparison of different organic fertilizer production methods showed that the automated organic fertilizer prototype provides operational cost savings of over 5 times when compared to current automated systems. Future work includes further automation to the agricultural waste filling and organic fertilizer removal process.

Indian air travel and advanced technological development in the tourism society in India lead to the growth of Indian Hotel Industry. The Indian Industry staged a good progress due to the emergence of business hotel groups such as Taj Group of hotels, ITC Group of hotels, Ashok group. The growth and development of Indian hotel Industry is growth and development in India taken place with the growth and development of Human Resources Management and their practices in the Indian hotel which pave the way for their better performance. In this context, an attempt is made in this research paper to overview and analyse the organisational commitment of employees working in Indian Hotel Industry.

Firms’ knowledge base is one of the key antecedents of firm innovation. While extant literatures identify diversification and depth of firms’ knowledge base as the important inputs of firm innovation, coherence of firms’ knowledge base reflecting the relatedness of knowledge base is largely neglected. This article goes a further step and points out that coherence of firms’ knowledge base will co-affect with diversification or depth of firms’ knowledge base to foster firm innovation, because it improves the efficiency of knowledge combination and integration. Moreover, degree centralization of industrial knowledge networks, as a characteristic of industrial knowledge base, moderates the abovementioned relationships by offering technological combination opportunities in the industry and helping firms break cognitive inertia. Based on patent data of 76 global firms from three-dimensional printing, information and communication technology, wind energy, and lithium battery industries during the period of 1993–2013, the analysis results show that coherence of firms’ knowledge base positively moderates the relationship between diversification of firms’ knowledge base and firm innovation. Furthermore, degree centralization of industrial knowledge networks, together with coherence of firms’ knowledge base, strengthens the positive relationship between knowledge diversification and firm innovation. Theoretical and practical suggestions about firms’ knowledge management were discussed.

The language employed by an individual when discussing topics of a moral nature (of the kind typically found in, e.g., social media) is revealing not only of the text affective contents itself, but also of the individual who wrote the text in the first place. Based on these observations, this work intends to illustrate how two kinds of morality-related information may be inferred from text by presenting a number of shallow and deep learning models of moral stance and moral foundations classification. In doing so, we introduce a novel corpus of texts labelled with moral foundation scores, and a novel approach to fine-grained, human-centric moral foundations classification that is, to the best of our knowledge, among the first NLP studies of this kind.

We advance research on the managerial antecedents of exploration by studying personal, organizational, and environmental conditions under which a CEO’s risk propensity shapes a firm’s tendency to explore in product development. Our panel data analysis of 219 firms in the prepackaged software industry reveals that, when a CEO is risk-prone, the CEO’s ability to drive exploration increases with the CEO’s power in the firm, which manifests in tenure, duality, and insider origin. Counter to expectations, however, the firm’s accumulated exploration experience does not reinforce, but rather attenuates the effect of the CEO’s risk propensity on exploration. We attribute this to firms’ quest for balance between exploration and exploitation and the need to counter the CEO’s risk propensity when exploration becomes excessive. Finally, we find that competitive pressure in the firm’s product market reinforces the ability of a CEO who is more risk-prone to garner support for further exploration. Our study advances a dynamic perspective that relates the heterogeneity in firms’ exploration tendencies to the behavioral inclinations of their CEOs. Funding: Dovev Lavie acknowledges his fellowship with the Invernizzi Center for Innovation, Organization, Strategy and Entrepreneurship and the ICRIOS Seed [Grant 25435].

In three experiments, I investigate how supervisors’ task performance in lower-level jobs prior to being promoted to the supervisory level influences the targets they set for employees. I propose that supervisors show an “experience bias” by which they overemphasize their own experiences when setting targets for employees. As such, supervisors who achieved high performance before being promoted set higher targets than low-performing supervisors, despite having the same information about the employee’s potential. In line with my prediction, I find that supervisors exhibit this bias if they have worked on the employees’ task but that this bias is absent when they previously did a different task. I also show that this bias comes from a limited awareness that own experiences are not generalizable and it likely prevails in many managerial situations. The biased targets also lead to negative employee reactions. This study contributes to the understanding of supervisor target setting.

Online appendix containing additional analyses for the paper titled: Blame Shifting as an Alternative to Problemistic Search: Auditor Terminations Following Decline in Accounting Performance

Objectives. Internships can bring a host of professional and academic benefits to students. Then, how do User Experience (UX) internships influence Human-Computer Interaction (HCI) graduate students’ professional and academic growth? What are the challenges experienced by HCI graduate students during internships? We explored these two research questions. Participants. Our study participants were 42 HCI graduate students who completed UX internships. They came from computing and related disciplines, including computer science, information technology, psychology, and design. Some of the participants’ internship titles were Interaction Designer, Design Researcher, UX Programmer, and Business Intelligence Analyst. Study Method. We conducted a thematic analysis on 42 graduate students’ UX internship reports that were collected over 6 years to uncover themes in relation to our two research questions. Findings. As for UX internship benefits, we found that students learned about the workplace culture (e.g., academia vs. industry/government on research design processes) and core UX technical (e.g., research, design, programming) and people skills (e.g., teamwork, empathy toward end-users); they also realized what they wanted in future careers after completing their internships. We also found internship challenges that were related to the internship program (e.g., the availability of internship opportunities), the host organizations (e.g., the quality of mentorship received), and remote working (e.g., difficulty over conducting remote usability testing). Conclusions. We make practical recommendations for HCI educators, UX practitioners, and HCI graduate students on how they can work collaboratively to create a meaningful UX internship experience. These recommendations include researching the host organization prior to internships, providing comprehensive onboarding, and being transparent with internship constraints.

Co-production in climate change has arisen in response to improving climate knowledge. Climate service co-production provides climate knowledge for decision-making, benefiting vulnerable communities with useful and usable information such as flooding risk areas. A climate service co-production project, including mapping technologies, has been conducted in Jakarta, Indonesia. However, it has not been integrated into mainstream spatial planning. This paper investigates an enabling environment for the integration of climate service co-production and spatial planning using a collaborative governance framework. We conducted semi-structured interviews, photovoice, and focus group discussions. The results highlight factors to enable integration; (1) an institutional reform to put climate service co-production on the agenda, (2) top-down priorities aligned with local-level needs, (3) local government will and leadership to execute the tasks and actions towards climate resilience, (4) trust of the local government with the community, (5) integrated geospatial data to have an effective climate knowledge to spatial planning.

Research on immigrant students in higher education often articulates a deficit narrative emphasizing the challenges immigrant students face in comparison to their native-born peers. In education for global competence, however, immigrant students’ life experiences give them a potential advantage. This study investigated whether project-based learning designed to take advantage of immigrant students’ intercultural life experiences could contribute to the development of global competence among undergraduate students. Developing and teaching a collaborative, project-based course where undergraduate students researched the intercultural experiences of their immigrant peers, researchers measured specific learning outcomes using quantitative and thematic analysis of student research papers and reflective essays. The study concluded that project-based assignments designed to take advantage of immigrant students’ intercultural experiences could yield significant contributions to the global education of immigrant and non-immigrant students alike.

This article addresses the question of the conditions under which chief executive officer (CEO) leadership may enhance the effectiveness of new technological implementation (NTI) and the mechanisms by which they may do so. Using a structured questionnaire collected from multiple source informants in 89 small- and medium-sized firms (89 CEOs, 65 implementation managers, and 305 employees), we consider a specific leadership style, labeled task-enabling leadership, and examine how task-enabling CEOs can facilitate the NTI process. The findings of multilevel structural equation modeling analysis indicate that CEO task-enabling leadership creates socio-psychological conditions of safety and availability which in turn enhance NTI effectiveness, and that this indirect effect of task-enabling leadership on NTI effectiveness, via socio-psychological conditions, is significant when the implemented technology is radical.

We examine competition between two-sided platforms in a sharing economy. In sharing economies, workers self-schedule their supply based on the wage they receive. The platforms compete for workers as well as consumers. To attract workers, platforms use diverse wage schemes, including fixed commission rate, dynamic commission rate, and fixed wage. We develop a model to examine the impacts of the self-scheduled nature of the supply on competing platforms and the role of the wage scheme in the platform competition. We find that the price competition between platforms is more intense in a sharing economy compared with an economy with a fixed supply of workers if and only if the platforms serve more consumers and workers in the sharing economy than in the traditional economy, regardless of the wage scheme employed by the platforms. Further, any of the three wage schemes can be the best for the platforms and the worst for consumers and workers, depending on the market characteristics. In markets where the competition is more fierce on the demand side than on the supply side, the fixed-wage scheme results in the highest profits for the platforms and lowest surpluses for consumers and workers. In contrast, in markets where the competition on the supply side is more competitive, when the supply is highly (mildly) more competitive, the fixed-commission-rate (dynamic-commission-rate) scheme generates the highest profits for platforms, leading to the lowest surpluses for consumers and workers and the lowest social welfare. The differential impacts of the wage scheme on the price (demand side) and quantity (supply side) competition explain our findings. This paper was accepted by Kartik Hosanagar, information systems. Supplemental Material: The e-companion is available at https://doi.org/10.1287/mnsc.2022.4302 .

Professional Services Firms (PSFs) are an important form of knowledge-intensive organization with an educated and professionalised workforce and a partnership model of governance. This article repo...

Recent field experiments demonstrate that advice, mentorship, and feedback from randomly assigned peers improve entrepreneurial performance. These results raise a natural question: what is preventing entrepreneurs and managers from forming these peer connections themselves? We argue that entrepreneurs may be under-networked because they lack the necessary social skills—the ability to communicate effectively and interact collaboratively with new acquaintances—that allow them to match efficiently with knowledgeable peers. We use a field experiment in the context of a business training program in Togo to test if a short social skills training module increases the number and complementarity of peers that participants choose to learn from. We find that social skills training led entrepreneurs to match with 50% more peers and that more of those matches were based on complementary managerial skill. Finally, the training also increased entrepreneurs’ monthly profits by approximately 20%. Further analyses point to improvements in networking and advice as the drivers of performance improvements. Our findings suggest that social skills help entrepreneurs build relationships that create value for both themselves and their peers. This paper was accepted by Alfonso Gambardella, business strategy. Funding: This work was supported by the Ewing Marion Kauffman Foundation [Dissertation Fellowship] and the Strategic Management Society [SRF Dissertation Fellowship]. Supplemental Material: The online appendix and data are available at https://doi.org/10.1287/mnsc.2022.4334 .

This article aimed to discuss the scope of reverse mentoring and intergenerational learning in nursing. Accordingly, it discusses the characteristics, significance, benefits, conceptual framework, implementation strategy and application of reverse mentoring in nursing. Reverse mentoring occurs when a technically competent younger employee mentors a senior experienced employee and reciprocally exchanges the work culture and soft skills. Diverse intergenerational learning spurs innovation through the sharing of knowledge, skills, competencies, norms and values. Thus, reverse mentoring helps to enhance the quality of education, practice-outcomes and employee development. It should be adopted for a multigenerational workforce to promote diversity, keep employees technically competent and updated in ever changing nursing profession. Presently, the COVID-19 pandemic has given rise to an urgent need for technical competency and knowledge sharing among the diverse multigenerational nursing workforce. Therefore, a reverse-mentoring strategy is proposed as a sustainable cost-effective intergenerational knowledgesharing tool for the current era of economic crisis.Keywords: Mentoring; COVID-19; Cultural Diversity; Learning; Nursing; Preceptorship; Intergenerational Relations; Mentorship.

Are socially irresponsible employment practices, such as abusive discipline and wage theft, systematically tied to manufacturing outcomes in emerging-market countries? Drawing on a stream of stakeholder theory that emphasizes economic interdependencies and insights from the fields of industrial relations and human resource management, we argue that working conditions within a firm are facets of a systemic approach to value creation and value appropriation. Some manufacturers operate “low road” systems that rest on harmful practices. Others operate “high road” systems in which the need to develop employees’ human capital deters socially irresponsible employment practices. To test the theory, we conduct a large-scale study of labor violations and manufacturing outcomes by analyzing data on over four thousand export-oriented small manufacturers in 48 emerging-market countries. The analysis demonstrates that socially irresponsible employment practices are associated with inferior firm-level manufacturing outcomes even after controlling for the effects of firm size, industry, product mix, production processes, host country, destination markets, and buyer mix. The theory and results suggest an opportunity for multinational corporations to improve corporate social performance in global value chains by encouraging their suppliers to transition to systems of value creation that rely on the development of worker human capital. Funding: A. McGahan received funding from Social Sciences and Humanities Research Council [Grant 435-2016-0075].

We argue that liquidity constrained firms face strong incentives to hire experienced, but low ability workers instead of novice workers with higher upside potential. Using four decades of high-frequency information on worker performance in a "superstar" labor market allows us to estimate the revealed ability of experienced workers at the time they are hired by a new firm. More than one-fifth of these hires are "substandard" in that the revealed ability of the hired experienced worker lies below the mean ability of recent novices. Even more hires (around 40%) are "mediocre," as their ability falls short of the hiring threshold that maximizes the long-run average ability of the active workforce. Replacing mediocre hires by novice workers would increase the average ability of the workforce by 0.1 standard deviations. (JEL J31, J44, L83, M51).

We develop a general theory of state-dependent fiscal multipliers in a framework featuring interaction between two empirically relevant goods market frictions: idle productive capacity and unsatisfied demand. Our key novel finding is that the source of economic fluctuations determines the cyclicality of fiscal multipliers. Policies that stimulate aggregate demand, such as government spending and consumption tax cuts, have multipliers that are large in demand-driven recessions, but small and possibly negative in supply-driven downturns. On the other hand, policies that boost aggregate supply, such as cuts in taxes on labor income and firms’ payroll and sales, are ineffective in demand-driven recessions, but powerful if the downturn is driven by supply factors. Spending austerity, implemented by a reduction in government consumption, can be the policy with the largest multiplier in severe supply-side recessions and demand-driven booms, provided elasticities of labor demand and supply are sufliciently low. We obtain model-free empirical support for our theoretical predictions by using a novel econometric specification that allows us to estimate spending and tax cut multipliers in recessionary and expansionary episodes, conditional on those being either demand- or supply-driven.

The paper suggests that AI ethics should pay attention to morally relevant systemic effects of AI use. It draws the attention of ethicists and practitioners to systemic risks that have been neglected so far in professional AI-related codes of conduct, industrial standards and ethical discussions more generally. The paper uses the financial industry as an example to ask: how can AI-enhanced systemic risks be ethically accounted for? Which specific issues does AI use raise for ethics that takes systemic effects into account? The paper (1) relates the literature about AI ethics to the ethics of systemic risks to clarify the moral relevance of AI use with respect to the imposition of systemic risks, (2) proposes a theoretical framework based on the ethics of complexity and (3) applies this framework to discuss implications for AI ethics concerned with AI-enhanced systemic risks.

Deep neural networks have achieved breakthrough improvement in various application fields. Nevertheless, they usually suffer from a time-consuming training process because of the complicated structures of neural networks with a huge number of parameters. As an alternative, a fast and efficient discriminative broad learning system (BLS) is proposed, which takes the advantages of flat structure and incremental learning. The BLS has achieved outstanding performance in classification and regression problems. However, the previous studies ignored the reason why the BLS can generalize well. In this article, we focus on the interpretation from the viewpoint of the frequency domain. We discover the existence of the frequency principle in BLS, i.e., the BLS preferentially captures low-frequency components quickly and then fits the high frequencies during the incremental process of adding feature nodes and enhancement nodes. The frequency principle may be of great inspiration for expanding the application of BLS.

The present study examines a serial mediation model based on resources theories, in which empowering leadership predicts the nature of work-home interfaces via organizational justice and work rumin...

BackgroundSpecialty colleges and health services play a key role in supporting doctors in their early careers, fostering a highly skilled workforce to respond to the community’s healthcare needs. In doing so, they are often well attuned to professional factors, such as long or uncontrolled work hours, but non-professional factors are less acknowledged. This is partly because there is limited research about the non-professional needs of early career doctors, impeding the capacity to tailor a response through structured policy and programs. This study aims to describe the non-professional needs of doctors in their early postgraduate career, including how they intersect with career and training experiences.MethodsSemi-structured interviews were conducted with 32 male and female medical graduates working across all Australian states and territories, spanning a variety of specialty areas and early career stages (up to their 17th postgraduate year). Participants were asked about their career journey to date including non-professional factors related to their experiences.ResultsThe results identified important non-professional needs, that strongly interplayed with career and training experiences, including: children’s education; partner’s career needs; family stability; major life stages; proximity to the extended family; and spending time with immediate family. Results also suggested clear gender differences, with female doctor’s needs orientated to partner work and carer responsibilities, while male doctor’s needs were oriented to spending time with family and meeting the family’s needs. ConclusionsThis study highlights a range of important non-professional needs which should be routinely considered as legitimate needs within health service employment and specialty training arrangements. The non-professional needs appear to vary by gender, location and field of work, and whether doctors have partners, children or encounter major life events in their early career. Inflexible postgraduate training and employment, by both specialty colleges and the employing health service, are likely to create tension for early career doctors in their non-professional lives. Whereas accommodating these needs ensures early career doctors can realise their full potential, fostering participation, satisfaction and completion of various early career work and training stages, with positive consequences for community access.

We study the problem of computing weighted sum-of-squares (WSOS) certificates for positive polynomials over a compact semialgebraic set. Building on the theory of interior-point methods for convex optimization, we introduce the concept of dual cone certificates, which allows us to interpret vectors from the dual of the sum-of-squares cone as rigorous nonnegativity certificates of a WSOS polynomial. Whereas conventional WSOS certificates are alternative representations of the polynomials they certify, dual certificates are distinct from the certified polynomials; moreover, each dual certificate certifies a full-dimensional convex cone of WSOS polynomials. As a result, rational WSOS certificates can be constructed from numerically computed dual certificates at little additional cost, without any rounding or projection steps applied to the numerical certificates. As an additional algorithmic application, we present an almost entirely numerical hybrid algorithm for computing the optimal WSOS lower bound of a given polynomial along with a rational dual certificate, with a polynomial-time computational cost per iteration and linear rate of convergence., Comment: Preprint accepted in SIAM Journal on Optimization. Major revision compared to v1

Sitting at the intersection of the sport management workplace and educational setting, internships are both an important curricular component within undergraduate sport management programs and a common entry point for people beginning careers in sport. Drawing from the literature on diversity and inclusion pertaining to the sport industry, sport management education, and internships, we discuss existing pedagogical and systemic barriers to student learning and professional development within internships. In this paper, we demonstrate the utility of the Universal Design for Learning framework for addressing the pedagogical barriers and how it can help to improve sport management policies and practices.

When compared with other disciplines, sport management educators are more likely to encounter student-athletes in their classrooms. While faculty mentoring is a key to student success for all, better understanding of this mentoring dynamic between sport management faculty and student-athletes is important to advancing pedagogical knowledge within the discipline. And perhaps, even more importantly, it can aid in creating a pathway for faculty advocacy and dispelling stigmas related to student-athletes. Consequently, the Mentor Role Instrument was used to determine if faculty mentorship of student-athletes differs by function type (RQ1) and if this was impacted by gender or faculty appointment (RQ2). An online survey of 88 sport management educators indicated that a significant difference was found, F(8, 783) = 44.16; p

To cope with discontinuous change, recent research advocates to implement ambidexterity in which firms pursue exploitative innovation and exploratory innovation simultaneously. While previous studies on the determinants of organizational ambidexterity focused primarily on the organizational characteristics and the behavior of top management teams, a growing body of research calls attention to the role of the paradoxical cognitive frame of top managers in managing organizational ambidexterity. This article examines whether CEO ambivalence—a paradoxical cognitive frame that accepts and accommodates the presence of both threats and opportunities of a strategic issue such as a crisis—drives or hinders organizational ambidexterity. Moreover, although both exploitation and exploration require the deployment of technological capability, whether technological capability inhibits or facilitates managerial cognition to adapt to environmental change remains a puzzle to be solved. Based on the theory of paradoxical cognitive frame, this article predicts that CEO ambivalence follows a U-shaped effect on organizational ambidexterity while technological capability amplifies the curvilinear effect. A longitudinal survey among 260 CEOs of Chinese firms provides empirical support to the hypotheses. The research findings contain rich theoretical and managerial implications.

We study the incentive mechanism design in mobile crowdsourcing where platforms aims to incentivize high-quality solutions from workers but cannot verify them. A common incentive mechanism is majority voting, where each worker is rewarded if his solution matches the majority's solution. However, previous work typically assumes that workers have homogeneous solution accuracy. This is unrealistic in many domains, as one expects workers to differ in judgment, expertise, and reliability. Moreover, prior work has not considered how this heterogeneity affects a platform's tradeoff between inducing high- quality solutions from workers and the cost of achieving this. We address these gaps in this paper. We show that as a worker's solution accuracy increases, he is more likely, in equilibrium, to exert effort and truthfully report his solution. However, given a fixed total worker population, surprisingly, the platform's payoff may decrease in the number of high-accuracy workers. We further characterize the value of knowing the workers solution accuracy for the platform. Knowing such information enables a more effective aggregation of the workers solutions, and motivates a discriminatory reward policy to incentivize the heterogeneous workers. Surprisingly, such a discriminatory policy can improve both the platform's and the workers payoffs, and hence improve social welfare.

Mobile CrowdSensing (MCS), through which a requester can coordinate a crowd of workers to accomplish some data collection tasks, has been recognized as a promising paradigm for large-scale data acquisition in recent years. Many researches focus on the worker recruitment problem in MCS, but most of them either have the assumption that workers qualities are known ahead of time or cannot ensure that workers report costs honestly. In this paper, we propose an incentive mechanism based on Combinatorial Multi-Armed Bandit and reverse Auction, called CMABA, to solve the multiple unknown workers recruitment problem in MCS. Our objective is to determine a recruiting strategy to maximize the total sensing quality under a limited budget, while ensuring truthfulness and individual rationality of sensing workers. We theoretically prove that our CMABA mechanism achieves truthfulness and individual rationality, and then analyze the regret of the mechanism. Based on CMABA, we ulteriorly propose an adaptive incentive mechanism, called ACMABA, to recruit workers via the alternative worker recruitment and quality update, which can achieve a higher total sensing quality and lower regret. Additionally, we also demonstrate significant performances of the CMABA and ACMABA mechanisms through extensive simulations on real-world data traces.

This study investigates the associations between school principals’ job crafting and well-being. Drawing on the job demands-resources approach of the job crafting model and self-determination theory, we hypothesized that need satisfaction and need frustration act as likely mechanisms between the positive and negative effects of job crafting behaviors and work-related well-being (work engagement and burnout). Using cross-sectional data collected from a sample of Finnish school principals (n = 518), our structural equation model revealed that crafting structural job resources was positively associated with need satisfaction and negatively with need frustration. Increasing challenge job demands was positively associated with need satisfaction, which, in turn, was associated with higher work-related well-being. In addition, crafting structural job resources was directly positively linked to burnout as well as work engagement. Moreover, we found that decreasing hindrance demands was positively associated with burnout and negatively associated with work engagement via need frustration. No associations were found between crafting social resources, indicators of basic psychological needs, or work-related well-being. These findings provide insights into how principals determine their own basic psychological needs via job crafting, and how this is reflected in their work-related well-being. The study advances job crafting theory and self-determination theory, with important implications for practice and future research.

This article applies network and organizational theory to examine the effect of CEO turnover on firm accounting and market performance in both short-term and long-term. In addition, this research investigates the moderating role of network effects using cluster analysis. Using a system generalized method of moments (GMM) estimation of panel data obtained from Compustat and S&P's Execucomp database, this study finds that it is less likely to have superior performance in the long-term for firms with frequent CEO turnover. While it is more likely to have better accounting performance over the short-term, but less likely to have superior market performance. This study further validates the moderating role of network effects. This article contributes to the research by providing new insights of CEO turnover effects on firm performance and investigating the moderation effect of network structure. The findings also provide practical suggestions for firms that experience frequent changes of their CEOs.

In May and June 2021, the author conducted a survey of the computing and mathematical graduation requirements of 500 Bachelor of Science in Computer Science ( BSCS ) programs in the U.S. to determine alignment among these requirements and those recommended by ACM/IEEE-CS’s Computer Science Curricula 2013 guidelines and ABET’s Criteria for Accrediting Computing Programs 2021–2022 curricular criterion. Specifically, computing and mathematics credit-hour and course graduation requirements were determined for ABET-accredited and non-accredited BSCS programs within public and private universities. As (i) curricular guidelines are recommendations that do not have to be followed, (ii) curricular accreditation criteria are minimal constraints that may be exceeded, and (iii) non-accredited programs may choose to meet or exceed curricular accreditation criterion, it is possible that graduating computer science students are exposed to similar, or a wide variety, of coursework and associated topics. The survey results presented in this article provide broad answers to these three curricular possibilities. In turn, these results can contribute to future discussions concerning the perceived value of accreditation to students and industry stakeholders, allow educators in computer science departments to compare their curriculum to a large sample of other universities, and provide curricular committees additional insight into how various curricular guidelines are realistically being used.

Faulty eyewitness testimony can be a notorious source of mistakes in the legal system potentially leading to wrongful convictions and miscarriages of justice. The current study examined the knowledge of a sample of police officers (n = 270) and psychologists (n = 63) in Indonesia regarding factors known to influence the validity of eyewitness testimony given by adults and children. Previous studies have documented that police and psychologists in Western countries have less-than-optimal knowledge about the psychology of eyewitness testimony. Similarly, our non-Western sample also demonstrated a lack of knowledge that may be damaging in the legal context such as the belief that recall of minor details indicates accuracy of memory. For both adult and child eyewitnesses, the psychologists performed significantly better than the police but at the item level these differences were small in size. Intriguingly, we also found that psychologists were more likely than the police officers to endorse the item about repression of memories. The findings show the need for teaching on the psychology of eyewitness testimony for professional groups involved in the legal arena.

We examine the relationship between job insecurity (JI) and performance (i.e., adaptivity, proactivity, task performance) from a multilevel perspective. We suggest that different behavioural responses will be triggered depending on whether the JI refers to an employee's relative JI within a team or a team's collective JI. An individual employee's relative JI within a team may evoke a withdrawal reaction (i.e., diminished performance) because the individual experiences the insecurity as a personal issue (one which does not affect the rest of the team as much; i.e., a "person-at-risk" situation). However, when JI is experienced as a collective phenomenon (one that affects the entire team as a whole because of the shared context, i.e., a "job-at-risk" situation), employees may demonstrate higher performance as they are driven by job preservation motives. We incorporated both individual employee and supervisor ratings as they have complementary value in evaluating performance. Data was obtained from 53 teams, including 403 employees and 53 supervisors. Team's collective JI was associated with higher supervisor-rated performance at the team-level, both in terms of adaptivity and proactivity but not in terms of task performance. The employee's relative JI within a team was associated with reduced self-rated performance in terms of both adaptivity and task performance.

In this paper, we examine the evolution of jobs in the midst of the hiring process: how jobs change between the decision to bring in someone to do a body of work and hiring someone. We analyze data from interviews, observations, and documents about start-up hiring and find that, during hiring, tasks are added and removed from jobs; jobs are abandoned, replaced, and moved; and hiring processes are relaunched. We describe two pathways that this evolution takes: the pathway of anticipated evolution, shaped by the unknown nature of the jobs being filled, and the pathway of accidental evolution, shaped by unanticipated factors surrounding jobs. Although the pathways lead to many of the same immediate consequences, there are differences in the longer-term consequences. Across the pathways, many jobs continue to evolve. On the pathway of anticipated evolution, many job incumbents leave within a year and are not replaced. On the pathway of accidental evolution, the longer-term consequences for job incumbents, structures, and organizations range from stability in structures and incumbents to ongoing conflict and incumbent departure. Not surprisingly, most evolving jobs are new to their organizations, but contrary to common conceptions, job evolution is not the product of managers who lack experience or use lax hiring practices. Our observations provide evidence of the emergent nature of jobs, hiring, and organizations.

We study how the arrival of macro-news affects the stock market’s ability to incorporate the information in firm-level earnings announcements. Existing theories suggest that macro and firm-level earnings news are attention substitutes; macro-news announcements crowd out firm-level attention, causing less efficient processing of firm-level earnings announcements. We find the opposite: the sensitivity of announcement returns to earnings news is 17% stronger, and post-earnings announcement drift 71% weaker, on macro-news days. This suggests a complementary relationship between macro and micro news that is consistent with either investor attention or information transmission channels.

The National Coaching Certification Program is an adult education program in Canada that provides education to individuals engaging in sport coaching. In this program, certification is achieved through a successful evaluation. This research examines the perceptions of master coach developers, leaders of coach education in Canada, specifically exploring what factors contribute to them feeling confident and competent in leading National Coaching Certification Program evaluations. Ten master coach developers from across Canada were interviewed, and the following themes were identified: opportunity to engage, connection with participants, and perceptions of evaluation tools and processes. Constructivist grounded theory guided the research, supporting the development of the theory of evaluation leadership in the National Coaching Certification Program. This theory describes the impact of focusing on relationship, process, preparation, and practice on the perceived competence and confidence of program leaders in adult learning.

Abstract. Games including meaningful narratives and moral decisions have become increasingly popular. This case study examines (a) the prevalence of morality and moral foundations, (b) player decisions when encountering moral options, and (c) the influence of contextual factors (i.e., time pressure, played avatar, and humanness of nonplayable characters) on moral decision-making in the popular video game Detroit: Become Human. Based on extensive coding of available world statistics we identified 73.21% morally relevant (vs. morally irrelevant) decisions in the game with a high prevalence for harm- and authority-related situations. Although players had an overall tendency to engage in moral behavior, they were more likely to act “good” when under time pressure and if nonhuman characters were involved. Our findings are discussed with regard to common theories of morality. Results support the notion that prior theoretical assumptions may be successfully mapped onto top-selling video games.