Seatbelt use among drivers in an urban city in Nigeria: an observational study

Studies from parts of Nigeria reported low compliance with seatbelt. This study sought to establish driver seatbelt use in Enugu, Nigeria by gender, vehicle type/use and time of day. Observations were done day and night at randomly selected locations. Data were analysed with SPSS version 15. Differences in response were checked with chi-square for trend. Confidence interval was 95% and P value < 0.05 was regarded as significant. Average compliance was 37.6% for the 510 males (85%) and 90 females (15%) observed. It was 74.8% in the day and 0.3% at night. Among males, 218 (42.7%) wore seatbelt while 9 (10%) females did. For commercial drivers 159 (65.2%) complied while 68 (19.1%) private drivers did. Truck drivers had 100% compliance while sports utility vehicle drivers had the lowest (18.8%). There is poor seatbelt compliance in Enugu, Nigeria and need for educational campaigns and stricter enforcement.     

Nothing Tastes as Local: Jordanians’ Perceptions of Buying Domestic Olive Oil

To date, little is known about how consumers perceive local and foreign olive oil. This study was conducted with the intention of exploring key trends in Jordanian consumers’ perceptions toward local olive oil and to examine whether they are ethnocentric toward purchasing their local olive oil in the era of the Arab Spring. The research design is a combination of quantitative with a qualitative technique to support and expand on the research findings. Data were collected from a total number of 196 Jordanians who live in Amman city. The results revealed that Jordanians are loyal to their country’s olive oil; they expressed strong ethnocentric tendencies toward purchasing it, and their purchasing tendencies are influenced by nationalism. Jordanians ranked their local olive oil as the best worldwide. This article provides original insights into the development and marketing strategies for local and global olive oil producers in the Jordan market and other Arab country markets.     

A comparative perspective on gender and accountancy

Different theoretical approaches have been used to examine the process of assimi-lation of women into professional occupations. A Franco-British comparative study of women's incorporation into accountancy is used to test the explanatory value of different bodies of theory. The research suggests that the integration of women into the profession may have progressed further in France than in Britain, and that the process is influenced by societal characteristics. Differences in the relationship between training, the role of professional associations, organiza-tional structure and the public policy environment are shown to affect women's choices and career opportunities.     

Optimal investment strategies in an international economy with stochastic interest rates

We investigate how investors should optimally choose to invest in a dynamically complete international market. We find closed-form solutions for the optimal investment strategy and for the wealth loss an investor suffers from not investing internationally. Theoretically, we show that the gain from international investment is due to the speculative investment only, and why it is important for an investor from a large economy to invest in a small economy. In a numerical example we compare the wealth losses investors from Denmark and the U.S. suffer due to home bias.     

Does Audit Committee Accounting Expertise Help to Promote Audit Quality? Evidence from Auditor Reporting of Internal Control Weaknesses

In this study, we examine whether audit committee accounting expertise helps to promote audit quality by motivating auditors to conduct diligent internal control audits and make appropriate internal control assessments because audit committee accounting expertise safeguards auditors from dismissal following adverse internal control opinions. Among clients with existing and likely internal control material weaknesses (as proxied by future restatements of audited financial statements), we find a greater likelihood of adverse internal control audit opinions when the audit committee has greater accounting expertise (measured by the proportion of accounting experts on the audit committee). Among all clients, we find a lower likelihood of subsequent auditor dismissal following an adverse internal control audit opinion when the audit committee has greater accounting expertise. In further analyses, we find that this lower likelihood of subsequent auditor dismissal occurs when at least two audit committee members possess accounting expertise. We also find some evidence that CFO influence (but not CEO influence) over the audit committee negates the increased likelihood of adverse internal control opinions when internal control material weaknesses likely exist, as well as the decreased likelihood of auditor dismissal following adverse internal control opinions. These findings have important implications for regulators and corporate nominating committees interested in promoting audit committee effectiveness.     

Becoming the boss

Even for the most gifted individuals, the process of becoming a leader is an arduous, albeit rewarding, journey of continuous learning and self-development. The initial test along the path is so fundamental that we often overlook it: becoming a boss for the first time. That's a shame, because the trials involved in this rite of passage have serious consequences for both the individual and the organization. For a decade and a half, the author has studied people-particularly star performers-making major career transitions to management. As firms have become leaner and more dynamic, new managers have described a transition that gets more difficult all the time. But the transition is often harder than it need be because of managers' misconceptions about their role. Those who can acknowledge their misconceptions have a far greater chance of success. For example, new managers typically assume that their position will give them the authority and freedom to do what they think is best. Instead, they find themselves enmeshed in a web of relationships with subordinates, bosses, peers, and others, all of whom make relentless and often conflicting demands. "You really are not in control of anything, says one new manager. Another misconception is that new managers are responsible only for making sure that their operations run smoothly. But new managers also need to realize they are responsible for recommending and initiating changes-some of them in areas outside their purview-that will enhance their groups' performance. Many new managers are reluctant to ask for help from their bosses. But when they do ask (often because of a looming crisis), they are relieved to find their superiors more tolerant of their questions and mistakes than they had expected.     

Women,Ecology and Economics,edited by Ellie Perkins

This paper finds that black women earn 7 percent less than similarly skilled white women because of their race. Even within the same occupational category, black women earn 3 percent less than similarly qualified white women. Black women receive lower pay primarily due to occupational segregation and because they are rewarded with lower earnings than white women for equivalent levels of education and other human capital characteristics.     

Ethical sensitivity to stakeholder interests: A cross-cultural comparison

This study applied Hofstede’s typology to examine the effect of culture on ethical sensitivity toward various stakeholders. It was found that uncertainty avoidance had a positive effect and that power distance and individualism/masculinity had negative effects on ethical sensitivity. The results also indicated that ethical sensitivity to stakeholder interests is dependent on which stakeholder is affected. Although Americans and Taiwanese sales agents were equally sensitive to customer interests, the Taiwanese were more sensitive to the interests of their company and a competitor but were less sensitive to the interests of a colleague. This study should prove valuable to international marketers because the cultural typology allows managers to identify differences in work-related values of employees across different nationalities and thus provides a theoretical base for designing more effective sales management practices. Jeffrey G. Blodgett (Ph.D., Indiana University) is an associate professor of marketing at the University of Mississippi. His research interests include consumer complaint behavior and cross-cultural issues. His work has been published in theJournal of Retailing, Journal of Services Research, Journal of Business Research, Psychology and Marketing, and in other marketing journals. Long-Chuan Lu is an assistant professor of marketing at the National Chung-Cheng University of Taiwan. He received his Ph.D. from the University of Mississippi. His work has previously appeared in theJournal of Business Ethics, in addition to other journals and conference proceedings. Gregory M. Rose (Ph.D., University of Oregon) is an assistant professor of marketing at the University of Mississippi. His research interests include consumer socialization and cross-cultural consumer behavior. He has published articles in theJournal of Consumer Research, Journal of the Academy of Marketing Science, Journal of Business Research, Journal of Consumer Psychology, Journal of Advertising, Journal of Marketing, and other journals and proceedings. Scott J. Vitell is the Phil B. Hardin Professor of Marketing at the University of Mississippi, receiving his Ph.D. from Texas Tech University. His previous work has appeared in theJournal of the Academy of Marketing Science, Journal of Business Research, andResearch in Marketing and the Journal of Business Ethics, in addition to numerous other journals and conference proceedings.