A study of the determinants of environmental disclosure quality: evidence from French listed companies

Journal of Management and Governance - We examine the impact of various factors on the quality of environmental disclosure. Combining multi-theories in a unique framework, it focuses on factors...     

An Empirical Investigation of Corporate Citizenship in Australia and Turkey *

This paper describes a study of corporate citizenship practices and its relationship to dimensions of internal and external corporate culture, customer loyalty and organizational commitment. Empirical data was collected from a cross‐industry sample in Turkey and Australia using a questionnaire form developed and validated for other cultures. It was shown that Australian and Turkish firms' practices differed significantly on a number of important variables, but also that it is possible to compare corporate citizenship practices in a way that is not culture‐specific.     

On the Gaussian representation of the Riesz probability distribution on symmetric matrices

AStA Advances in Statistical Analysis - The Riesz probability distribution on symmetric matrices represents an important extension of the Wishart distribution. It is defined by its Laplace...     

McDonald's ωt,Cronbach's α, and Generalized θ for Composite Reliability of Common Factors Structures

In the common factor model for subtest scores, several reliability coefficients, including Cronbach's α, have been found to be biased. In this article, we introduce a new coefficient, θ_G, or Generalized θ, which is a generalized version of Armor's θ coefficient and is equal to the true reliability when the dimensions are orthogonal and the measures are parallel. We assessed the McDonald's ω_t, α, and θ_G in terms of mean bias, efficiency, and precision using a Monte Carlo simulation. θ_G outperformed ω_t when the factors were orthogonal or nearly orthogonal with low correlations between them.     

The impact of female education on fertility: a natural experiment from Egypt

This paper presents new evidence on the impact of female education on fertility in Egypt using the change in the length of primary schooling as the source of exogenous variation in education. Beginning in 1988, the Egyptian government cut the number of primary school years from six to five, moving from a 12-year system of pre-university education to an 11-year system. This policy change affected all individuals born on or after October 1977. Using triennial pooled cross-section data from 1992 to 2014 and a nonparametric regression discontinuity approach, we compare education and fertility of women born just before and right after October 1977. Our analysis shows that female education significantly reduces the number of children born per woman. The reduction in fertility seems to result from delaying maternal age rather than changing women’s fertility preferences. We also provide evidence that female education in Egypt does not boost women’s labor force participation or affect their usages of contraceptive methods. Female education, however, does appear to increase women’s age at marriage which might explain the delay of maternal age.     

Conceptualization of power sharing between partners in couple relationships: a scale development study in Turkey

In this study, the Power Sharing in Couple Relationships Scale (PSCRS) was developed to measure the distribution of power as experienced by individuals in heterosexual marriages or cohabiting relationships. Three sets of participants partook in the study: 27 individuals were in the pilot group; 400 individuals (female = 200, male = 200) were in the exploratory factor analysis group and 242 persons (female = 139, male = 103) were in the confirmatory factor analysis group. Factor analyses resulted in a structure consisting of 30 items and five dimensions, namely, friendship, power over, reactivity to relational stress, openness to influence, and making a relational claim. Results showed evidence for satisfactory psychometric properties.     

Against the Tide: Gendered Prejudice and Disadvantage in Engineering

Although a balance has been achieved in the overall numbers of female and male students in higher education in the industrialized countries, vertical sex segregation has remained high as male academics and students continued to outnumber their female counterparts internationally. Gender representation is only one façade of gendered disadvantage in engineering, as complex forms of gendered disadvantage occur in social, cultural, psychological and economic layers of life, where women engineering students find themselves swimming against the tide of prejudice. This article draws on comparative and historical data, and a qualitative study with interviews and a questionnaire survey which generated 603 completed responses from female and male engineering students in Turkey. It seeks to reveal the complex and layered nature of gendered prejudice levelled against female engineering students. The findings suggest that linear formulations of gendered prejudice and disadvantage in engineering study are insufficient to account for the complexity of influences on career choice and their concomitant gendered outcomes.     

The Effect of the Mobbing on Organizational Commitment in the Hospital Setting: A Field Study

ABSTRACT

Mobbing includes any kind of systematic behaviors, such as threats, humiliation, and violence, committed by an employee against his or her colleagues, subordinates, or managers. In recent years, reoccurring and persistent mobbing behaviors that result in a power imbalance between harasser and victim are increasing. These unethical behaviors can affect organizational commitment, employee efficiency, motivation, job satisfaction, and potential staff burnout. To measure this concept a questionnaire was given to 320 administrative staff in a university hospital in Ankara, Turkey. Significance was noted between mobbing and affective responses and continuance of employment. In addition, findings support that the majority of the respondents (79%) reported experiencing mobbing and of these 32% reported that these behaviors continued for a duration of 2–5 years. Reasons for these types of behaviors in the work environment included: job stress, administrative/supervisor/management problems, and work performance. The majority of the respondents who were victims did nothing in response. In closing, a correlation analysis was conducted to specifically address the relationship between mobbing and organizational commitment and no significant relationship was found. Reasons for these responses are discussed along with suggestions and practice implications.