The Gap between Male and Female Pay: What Does the Case of Hotel and Catering Tell Us?

This article discusses the gap between men's and women's pay with particular reference to the hotel and catering industry.

The general causes of pay inequality are reviewed and their relevance to hotel and catering assessed. The general conclusion is that the dismantling of the Wages Councils, the fragmentation of pay structures and the contracting out of Catering services are all likely to cause a deterioration in Women's pay relative to men's. Furthermore, the gap between the average pay of men and women is likely lo compare even less , favourably in the ,future. The effect of this deterioration may be masked if increasing numbers of men are forced to compete with women for low paid jobs in service industries.     

Bribery: Australian Managers’ Experiences and Responses When Operating in International Markets

Managers seeking to respect local norms when operating in cross-cultural settings may encounter ethical dilemmas when faced with values that potentially conflict with their own. The question of whose ethics or values should be applied or whether a set of universal eth- ical norms should be developed often confronts managers in their international business dealings. This article explores the findings from a qualitative research study that examines critical ethical dilemmas confronting Australian managers in their international business operations and their responses to those dilemmas. For Australians managers in this study, bribery emerged as the major ethical dilemma confronting them in their international operations.     

Conclusion: Globalization,Work and Employment – Asia Pacific Experiences in Retrospect

In the concluding essay, the authors of this special issue provide a synthesis of the contributions presented in the volume. It is argued that globalization has become a powerful force in the business environment and has a major influence on the labour process, labour markets, the practice of management, and the management of employees in organizations. It is also asserted that both local and global companies are in various ways adjusting to the changes brought about by globalization. The essay comprehensively evaluates the significant number of management issues and variety of outcomes arising from economic globalization in the Asia-Pacific region. The implications of these issues for academic debate by managers, other practitioners, trade unions, employees and governments are critically explored.     

Review of Taxation Work in 2005 and Plans for 2006

In 2005.China＇s total tax revenue topped 3.11866 trillion Yuan （excluding tariffs and agrictlttural taxus）. up 20% and 514,8 billion Yuan over 2004 and exceeding 3 trillion Yuan for the first time. During the 10th five-year plan period, the total tax revenue remitted into tile state coffer amounts to 10.9217 trillion Yuan, with an average annual increase of 19.5%： and the revenue in Ihe fifth year more than doubles that in the first year.The fast and steady growth of the tax revenue in pace with the economic growth has greatly enhanced the country＇s financial strengthe and provided solid financial guarantee for the country＇s efforts to build a well-off society in an all-round way.     

The Effects of Professional Managers’ Credit on Their Work Performance: Firm Owners’ Trust and Credit Identification Mechanisms

Finding successors for private enterprises has become an urgent problem in recent years, partially because those firms’ owners lack trust in professional managers. Previous research on agents focuses on preventing opportunistic behavior and neglects the value of their entrepreneurship. In our research, professional managers’ credit is divided into three dimensions: personal credit, professional credit and operational credit. Using a sample of 379 firm owners from 27 provinces in China, we find that credit and its detailed dimensions are positively related to private owners’ trust in professional managers. We also found that a rigorous and effective credit identification mechanism positively moderate the above relationships. Furthermore, trust affects professional managers’ work performance in a positive way. Accordingly, we advise that (1) professional managers’ credit assessment system should be established and improved; (2) professional managers and enterprise owners should attach importance to enhancing professionalism and promoting rigorous credit identification mechanisms; (3) the closed-loop of the credit-trust psychologically interactive mechanism based on credit mechanisms and credit identification mechanisms should be put to use.     

‘Activists in a Suit’: Paradoxes and Metaphors in Sustainability Managers’ Identity Work

Both sustainability and identity are said to be paradoxical issues in organizations. In this study we look at the paradoxes of corporate sustainability at the individual level by studying the identity work of those managers who hold sustainability-dedicated roles in organizations. Analysing 26 interviews with sustainability managers, we identify three main tensions affecting their identity construction process: the business versus values oriented, the organizational insider versus outsider and the short-term versus long-term focused identity work tensions. When dealing with these tensions, some interviewees express a paradoxical perspective in attempting to accept and maintain the two poles of each of them simultaneously. It emerges in particular that metaphorical reasoning can be used by sustainability managers in varied ways to cope with the tensions of identity work. We read these findings in light of the existing literature on the relation between paradoxes and identity work, highlighting and discussing their implications for both research and practice.     

Social Capital Initiatives: Employees and Communication Managers Leading the Way?

Organizations’ development of social capital and their decision to give back to society are becoming increasingly important to the business of managing organizations as much more than profit-driven entities. This article focuses on the rationale for an Australian–Canadian study on employees’ involvement in social capital initiatives and the communication management of these initiatives. As employees are key stakeholders, they play a vital part in achieving organizational goals. This study, a work in progress, highlights an in-depth, qualitative analysis of two organizations—one in Canada and one in Australia—committed to funding community projects as part of their corporate social responsibility development and commitment. The importance of a qualitative study that focuses on subjective components of social capital is that it develops understanding of employees’ attitudes, feelings, and viewpoints. It also begins to investigate why employees might/might not be committed, to organizations’ social capital initiatives. Using an interpretative analysis lens, an understanding of the moral, relational, and communication dynamics is explored. Questions surrounding concepts such as the moral fiber of social capital are highlighted and critiqued in the context of community engagement and what organizations’ social capital investments mean as part of their responsibility to society.     

A Discovery of Early Labor Organizations and the Women who Advocated Work–Life Balance: An Ethical Perspective

The relevance of leader ethicality has motivated ethical leadership theory. In this paper, we emphasize the importance of moral identity for the concept of ethical leadership. We relate ethical leadership incorporating an internalized moral identity to productive deviant workplace behavior. Using qualitative empirical data we illustrate the relevance of critical situations, i.e., situations in which hypernorms and organizational norms diverge, for the distinction of ethical leaders with or without internalized moral identities. Our paper takes a multidisciplinary approach integrating insight from management as well as humanities and social sciences toward a comprehensive sense of ethical leadership.     

‘Psychopaths’ at Work? Implications of Lay Persons’ Use of Labels and Behavioural Criteria for Psychopathy

In attempting to explain or deal with negative workplace behaviours such as workplace bullying, the notion of ‘workplace psychopaths’ has recently received much attention. Focusing on individual aspects of negative workplace behaviour is at odds with more systemic approaches that recognise the contribution of individual, organisational and societal influences, without seeking to blame a person(s) for their behaviour or personality disorder. Regarding a coworker as a psychopath is highly stigmatising, and given the relatively low prevalence of psychopathy in the community, is likely to be incorrect. Sources promoting the notion of workplace psychopathy provide lists of diagnostic criteria and appear to encourage the perception that it is common. This research examines how lay persons use behavioural criteria consistent with psychopathy and the label ‘psychopath’ in relation to a coworker. 307 Australian workers completed an online survey concerning their experience of workplace bullying, which also asked them to rate a coworker’s behaviour on a range of scales to assess perceptions of psychopathy. Rates of psychopathy, when using labels and behavioural criteria, were found to be much higher than scientific estimates of prevalence, for both participants who had been bullied and those who had not. A higher proportion of non-bullied participants classified a coworker as a psychopath when using the label ‘psychopath’, compared to when using behavioural criteria. The notion that there are psychopaths in every workplace should be treated with caution to ensure that the potential for ‘misdiagnosis’ and stigmatisation do not cause further harm in situations of unacceptable workplace behaviours.     

Restaurant Managers’ Adoption of Sustainable Practices: An Application of Institutional Theory and Theory of Planned Behavior

The restaurant industry uses vast amounts of resources, but only a paucity of research discusses sustainability issues from restaurant management point of views. By applying both institutional theory and theory of planned behavior, this study addresses this gap by asking casual restaurant managers what motivates them to adopt and implement sustainable practices and by examining managers’ behaviors when facing environmental pressures. The study revealed restaurant managers were most influenced by pressures from their suppliers, customers and to a lesser extent from their employees and by expectations of society at large. Future research should investigate a nationwide sample of restaurant managers.     

Fast Track Opportunities for High Achievers? A Comparative Investigation into Career Advancement Patterns for In-House and Consultancy Practitioners

Consultancy? Or in-house department? Public relations and communication graduates usually extensively debate the “pros and cons” of the industry's two key employment options. However, to date there has been a lack of research into potential differences in required skill sets, career advancement, and promotional opportunities between these two employment types. Contrary to management research, public relations scholars have largely focused on traditional career advancement determinants, such as experience in years and gender, largely failing to embrace modern management research into career advancement. Based on the author's previous research into alternative career advancement factors, which has highlighted the importance of social competencies and networking skills for PR practitioners, this article sets out to investigate potential differences in career advancement factors and career development patterns for in-house and consultancy-based practitioners.     

Ethical Perspectives in Work Disability Prevention and Return to Work: Toward a Common Vocabulary for Analyzing Stakeholders’ Actions and Interactions

Many studies have emphasized the importance of medical, insurance, and workplace systems treating individuals fairly in work disability prevention (WDP) and return-to-work (RTW). However, ethical theories and perspectives from these different systems are rarely discussed in relation to each other, even though in practice these systems constantly interact. This paper explores ethical theories and perspectives that may apply to the WDP–RTW field, and discusses these in relation to perspectives attributed to dominant stakeholders in this field, and to potential differences in different jurisdictional contexts. Literature was sought primarily in biomedical ethics, business ethics, and public administration ethics. In biomedical ethics, four ethical principles are dominant: autonomy, beneficence, nonmalevolence, and justice. Business ethics involve theories on Corporate Social Responsibility (CSR), social contracts, and organizational justice. Public administration ethics focus on constitutional theory, citizenship, social equity, virtue, and public interest. Several concepts were identified as relevant for ethical analyses in the WDP–RTW field, including justice; individual autonomy; nonmalevolence; economic and social responsibility; and social contracts. These concepts provide a vocabulary that may be used to analyze stakeholders’ actions and interactions in RTW processes. It was also noted how the power balance between stakeholders will influence which ethical perspectives will influence RTW. Jurisdictional differences that influence RTW processes with regard to stakeholder responsibilities were identified, as well as varying beliefs as to who is the client in different compensation systems. A social contractual approach may inform an analysis of cultural and legal differences.     

The Rise of Fund Managers in Foreign Exchange:Will Fundamentals Ultimately Dominate?

This paper analyses the behaviour and motivation of fund managers in foreign exchange markets reflected in questionnaire evidence. We find that fund managers and FX dealers differ significantly. Fund managers rely more on fundamentals, basically due to their longer forecasting horizons, and reject non‐fundamental influences on exchange rates more than FX dealers. However, neither can fund managers be considered as pure fundamentalists. Non‐fundamentalist positions markedly influence short‐term decision‐making. They inspire ambivalent views about market imperfections and these views seem to become stronger over time. This latter change counterbalances the strengthening fundamental influences resulting from the rise of fund managers.     

Milking It for All It’s Worth: Unpalatable Practices,Dairy Cows and Veterinary Work?

Journal of Business Ethics - Viewing animals as a disposable resource is by no means novel, but does milking the cow for all its worth now represent a previously unimaginable level of exploitation?...     

Managers’ Unethical Fraudulent Financial Reporting: The Effect of Control Strength and Control Framing

In response to numerous recent cases involving materially misstated financial information arising from fraudulent financial reporting, companies, auditors, and academics have increased their focus on strengthening internal controls as a means of deterring such unethical behaviors. However, prior research suggests that stronger controls may actually exacerbate the very opportunistic behavior the controls are intended to curb. The current study investigates whether the efficacy of an implemented control is conditioned on not only the strength of the control (weaker or stronger), but also on how the firm frames the purpose for implementing the control (e.g., monitoring or coordinating). A monitoring purpose frames controls as reducing managers’ opportunities to engage in self-interested behavior, while a coordinating purpose frames controls as facilitating coordination between the firm and its managers. We posit that the efficacy of stronger controls to reduce unethical fraudulent reporting depends on the control frame. Using an experiment, this study investigates the interactive effect of control strength and control frame on managers’ fraudulent reporting decisions. As predicted, our results show that when controls are framed for monitoring purposes, stronger controls result in less fraudulent reporting than weaker controls. Conversely, when controls are framed for coordinating purposes, stronger controls result in more fraudulent reporting than weaker controls. Our results suggest that an inconsistency between the firm’s choice of the control strength and the control frame reduces the efficacy of the implemented control to curb unethical reporting behaviors. Furthermore, supplemental analysis shows that managers’ rationalization helps explain the interactive effect of control strength and communicated control purpose on fraudulent reporting.     

Bank Work Experience Versus Political Connections: Which Matters for Bank Loan Financing?

This paper examines how bank lending decisions are affected either by executives’ connections with banks, through their former banking experience, or by their political connections with governments, using a sample of bank loans granted to Chinese listed non‐state‐owned enterprises (SOEs) from 2003 to 2010. We find that bank loans are more closely related to profitability for firms with bank connections, while firms’ political connections weaken this relationship. We further find that the influence of bank connections is more significant for firms from less supported industries or less developed regions. Furthermore, firms with bank connections are less likely to become financially distressed after the initiation of their bank loans and experience higher future stock returns, while firms with political connections experience the opposite outcome. Overall, our results indicate that in the context of a relationship‐based economy like China, firms’ connections with banks create value by alleviating information asymmetry and improving banks’ lending decisions, while political connections result in capital misallocation and subsequent deterioration in performance.     

The “Decorative” Female Model: Sexual Stimuli and the Recognition of Advertisements

Recent evidence suggests an increasing prevalence of “decorative” or functionless female models in print advertising (2, 3, 4, 5). Results of a test of the impact of “decorative” models indicate, however, that models facilitate recognition of model/related information (p< .05) but do little to increase the recognition of brand names. This finding is discussed in terms of a distinction between a product's image and memory of a product's brand name. Implications of this finding are also discussed for practitioners utilizing “decorative” models in their advertising.