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Framed within an emotion-centred model, the current study investigated the mediating role of negative and positive emotion between job stressors and counterproductive work behaviours (CWB) and organisational citizenship behaviours, and the moderating effects of personality and ability-based emotional intelligence (EI) on the relationships between job stressors and emotions. Results from a sample of 202 Caribbean employees across eight public and private sector organisations showed that both positive and negative emotion mediated the relation between job stressors and citizenship behaviours, whereas only negative emotion was found to mediate the relation between job stressors and CWB. Some support was found for the moderating effects of personality and EI. Implications for research and practice are discussed.

This article investigated the mediating role of job satisfaction between four ability-based emotional intelligence (EI) dimensions and contextual performance and counterproductive work behaviors (CWBs), and controlled for Conscientiousness, Emotional Stability, and Agreeableness. Based on data collected from 222 employees, results supported the hypothesized partial mediation model. Job satisfaction partially mediated the relationship between (a) the ability-based EI dimension, regulation of emotion, and contextual performance, and CWB-I and CWB-O; (b) the ability-based EI dimension, selfemotion appraisal, and CWB-I and CWB-O; (c) the ability-based EI dimension, use of emotion and contextual performance; and (d) between Agreeableness, Emotional Stability, and Conscientiousness and contextual performance and CWBs. Implications, limitations and suggestions for future research are discussed.

PurposeThis study seeks to determine differences between recruitment processes and methods and training practices used in small and large businesses in the retailing, manufacturing, and tourism sectors in an emerging economy, Barbados.Design/methodology/approachThe research utilized a quantitative survey covering 49 retailing, manufacturing and tourism‐oriented organizations to ascertain whether small organizations practice the procedures and methods outlined in the prescriptive literature on recruitment and training compared with large organizations. Institutional theory and resource‐based view informed the research.FindingsIt was found that recruitment processes and methods and training practices vary among small and large organizations. It suggests that, in Barbados, small businesses are likely to rely on informal recruitment methods and informal training practices compared with large businesses.Research limitations/implicationsThis study is only conducted across the retailing, manufacturing and tourism sectors in Barbados. The findings may have implications for management in other sectors, and small and large businesses in emerging economies.Practical implicationsThe results provide academics and managers in both large and small businesses with insights into recruitment and training practices in small and large businesses in an emerging economy.Originality/valueThis paper contributes to the limited research done on recruitment and training activities among small‐sized and large‐sized firms in the English‐speaking Caribbean.

This study analysed Barbadians’ perceptions of the impacts on Barbados of jointly hosting the International Cricket Council Cricket World Cup 2007. The aim was to investigate the pre- and post-perceptions of Barbadian residents on the impacts (direct and indirect) of hosting the ICC CWC 2007. Statistically significant differences between pre- and post-games perceptions were found for all seven factors: benefits of cultural exchange, social problems, economic benefits, natural resource and cultural development, traffic congestion and pollution, price increases, and construction costs. While pre-games expectations were that the costs of hosting CWC 2007 would outweigh the benefits, after the games Barbadians perceived that the benefits had outweighed the costs. Within this context, it is recommended that there be a greater level of engagement with local residents prior to hosting a mega-event, to maximise benefits, minimise costs, and ensure successful outcomes.

PurposeThe purpose of this paper is to explore perceptions of fraud detection techniques in the stock and warehouse cycle in Barbados.Design/methodology/approachThe study uses a self‐administered questionnaire, adapted and modified from Owusu‐Ansah et al. The sample is comprised of 64 auditors. The study examines the perceived effectiveness of audit procedures, the influence of size of the audit firm, and the level of audit experience in the choice of specific audit procedures.FindingsThe study indicates that there is a moderate to high perceived effectiveness of standard audit procedures in the detection of fraud in the stock and warehousing cycle in Barbados and that the majority of the “more effective” audit procedures can be classified as field research techniques that are more direct in obtaining evidence. It is found that auditors from larger firms reported higher means for audit procedures. There are mixed findings with respect to the significant relationship between level of auditing experience of auditors and perceived effectiveness of fraud detection techniques. The study also indicates that males consistently rated the level of effectiveness of audit procedures higher than females.Research limitations/implicationsDue to the relatively small sample size, these findings should be interpreted with caution. Nonetheless, the findings of this study do indicate that auditing procedures in this developing country are on par with those of developed countries.Practical implicationsThis paper serves to inform audit‐related policies and regulation on the potential threats within the stock and warehouse cycle.Originality/valueThis paper contributes to the limited body of research on fraud detection within the stock and warehouse cycle in small developing countries.

This study tested the direct effects of three dimensions of organizational justice – distributive justice, procedural justice, and interactional justice – on contextual performance, counterproductive work behaviors, and task performance. The study also examined the moderating effects of an ability measure of emotional intelligence (EI) on the justice–performance relationship. Based on the data from 211 employees across nine organizations from the private and public sectors in a developing country in the Caribbean, the results revealed that all three justice dimensions had significant effects on task performance, contextual performance, and counterproductive work behaviors in the expected direction. Composite EI and its four subdimensions (appraisal and expression of emotion in the self, appraisal and recognition of emotion in others, regulation of emotion, and use of emotion) moderated the relationship between procedural justice and contextual performance, but failed to moderate other justice–performance relationships.

The study assessed life satisfaction and perceived stress among undergraduate university students in Barbados. Data were collected from 172 students using a self-report questionnaire. The analysis regressed life satisfaction and perceived stress measures on student demographics. Findings indicate that students were more satisfied with relationships, self-image and physical appearance, while they were dissatisfied with campus facilities, quality of teaching, financial security and job situation. The study also found that higher levels of perceived stress were associated with lower levels of satisfaction with life. The major predictors of students' life satisfaction were the living environment, campus facilities, and perceived stress.

This paper sought to test whether student demographics (gender, age, religion, type of degree and number of courses done containing ethics) influenced the likelihood of engaging in unethical business practices. The study involved the use of a questionnaire being administered to a sample of 231 undergraduate students in Barbados. It was found that gender, religiousness, type of degree and number of courses taken containing ethics significantly impacted on the intentions to engage in unethical behaviour. It was also found that the impact of age was not conclusive. The study has several limitations including low generalisability due to the use of a non-probability sampling method, and the possibility of social desirability bias. The study informs educators about the need to integrate ethics into the curriculum as an essential component of professional training for future managers and business people. This study makes an important contribution to the ethics literature on small island developing states, since the study was done in the country of Barbados.

This paper investigates the relationship between the number of human resource management (HRM) practices adopted and organizational demographics among hotels in Barbados, as well as determining the extent to which strategic human management (SHRM) is practiced. A quantitative survey was administered to 46 hotels out of a population of 75 hotels. The findings revealed that more than half the sampled hotels adopted more than 14 HRM practices; that hotel size (by employee level), hotel room prices and age of hotel were significantly related to the number of HRM practices adopted. All hotels engaged in strategic planning and the majority had a HR strategy formally endorsed and actively supported by the hotel's top management and that HRM strategies are integrated with business strategies and HR strategies are deliberately integrated with each other. These findings suggest that there is widespread adoption and a growing level of interest in HRM, as well as considerable importance being attached to str...

Using Ajzen’s (1991) theory of planned behaviour (TPB), we examined absence frequency within a developing market in the Caribbean. The objective was to understand the process underlying absence decisions. We merged survey data from 250 employees in five divisions of a Barbadian firm with company absenteeism records in order to assess whether the TPB fit the data. Results showed that the TPB fit the data well, with the exception of one path coefficient in the structural equation model. Implications for the TPB as well as absenteeism in the Caribbean are discussed, and future research directions offered. Contact: .

Purpose – The purpose of this project was to evaluate the effectiveness of goal setting in improving performance in an emerging economy, Barbados.Design/methodology/approach – There is a substantial body of literature which has shown that goal setting improves performance in the developed world, but there is relatively little research examining these relationships in emerging economies. This experimental study sought to extend understanding of the impact of goal setting by testing goals in a carefully controlled environment in an emerging economy. The study considered assigned goals and performance, as well as the moderating impact of personal and cultural characteristics.Findings – Results supported the hypothesis that specific, difficult goals improve performance. Personal characteristics did not moderate the relationship, but the cultural characteristics of individualism and uncertainty avoidance (UA) did.Research limitations/implications – The results of this study are limited because of the experimen...

This paper examines the relationships of job attitudes (facets of job satisfaction and organizational commitment) and personality characteristics to absenteeism, in five manufacturing companies in Barbados, an English-speaking Caribbean country. The relationships examined are based on well-established theories from the developed world, especially the USA. In addition, individualism, uncertainty avoidance, and power distance were measured. The results show that an employee's levels of satisfaction with co-workers, activity, responsibility, and job security, as well as loyalty to the organization, are related to absenteeism. These results are similar to those found in past research in the developed world. The most important single predictor of absence was satisfaction with co-workers. Respondents were moderate on individualism, high on uncertainty avoidance, and low on power distance. The cultural scores are used to help interpret the results. The implications of the results are discussed in terms of expanding the reach of an established theory, and relative to decreasing absenteeism in Barbados.

This article measures the effect of human resource management (HRM) on performance in the hotel industry in Barbados. It used a quantitative survey covering 46 hotels out of a population of 75 hotels. The respondents were hotel's management, being either a general manager, human resource (HR) manager or line manager. Similar to Hoque's study of UK hotels, the impact of internal and external fit and the universal relevance of HRM were tested. The findings showed no major support for external fit, universal relevance and internal fit in the Barbados hotel industry. All the hotels perceived themselves as performing well, given the focus on quality and targeting high spending tourists. A quest for high service pushes the industry more towards best-practice ‘HRM’ rather than best fit.

PurposeThe purpose of this paper is to examine the role and function of audit committees in public companies in Barbados since the corporate scandals of Enron and WorldCom in the USA.Design/methodology/approachThe study used a mixed‐methods approach of self‐administered questionnaires, interviews with directors, audit committee members and auditors, and a content analysis of the published annual reports.FindingsThere was no full‐scale adoption of audit committees. Membership in audit committees tended to vary between three and four, and audit committees met on average four times a year. There were mixed views on audit committees having broader roles such as business strategy, assessment and management of risks. There were also excellent working relationships among audit committees, internal and external auditors. The independence of audit committees was questionable.Research limitations/implicationsThe concept of audit committee is relatively new in Barbados. Further, there are Boards dominated by directors with major shareholdings. This study also relied heavily on US‐centric literature and the perceptions of audit committee members. These factors are likely to limit its usefulness to other non‐US countries. Future research can measure stakeholders' perceptions of the role of audit committees.Practical implicationsThis study is important to academics and practitioners in understanding the role and function of audit committees in a small country.Originality/valueThis study sets out a best practice model for the adoption of audit committees in small countries like Barbados.

PurposeThe purpose of this paper is to measure the extent of the adoption of human resource management (HRM), the existence of a formal HR strategy, and the development of the HR function in the Barbados hotel industry compared with Hoque's sample of hotels in the UK.Design/methodology/approachA quantitative survey, covering 46 hotels out of a population of 75 hotels was conducted with the respondents being the hotel's management: a general manager, HR manager or line manager.FindingsIt was found that the adoption of human resource (HR) practices was more prevalent in Barbados hotels than in the UK sample. With respect to the existence of a formal HR strategy, the results were mixed. The results also show that in many respects the Barbados hotels are ahead of their UK counterparts in the development of the HR function.Research limitations/implicationsThe research focused on a small sample in a developing country. In addition, responses were obtained from top management rather than all levels of staff.Practical implicationsThe findings about HR practices were based on management assertions. There is need for a follow‐up with more tangible evidence.Originality/valueThe paper highlights the importance of HR practices in a developing country. These findings were unexpected, given that the UK is a mature western economy, where Barbados is classified as a developing country. They may be explained by the better‐developed formal systems for the management of employment relations at an industry‐level in Barbados.