Altered Common Stock Offerings

This study examines share price behavior when firms alter the size of their primary common stock offerings subsequent to the announcement date. The empirical evidence supports the theory that, given asymmetric information between management and investors, equity issuance is a function of prior stock returns. Average prediction errors in the announcement and postannouncement intervals, taken together or separately, have relative magnitudes that may be logically related to subsequent management decisions concerning these issues. Logistic regressions document significant relationships between the announcement and postannouncement excess returns and managerial decisions.     

Class Formation and Localism in an Emerging Bureaucracy: British Bank Workers, 1880–1960

This article uses a case study of the spatial and career mobility of bank workers from Lloyds, a leading British bank, to explore the relationship between class formation and spatial mobility. The article argues against the idea that the large‐scale concentration and bureaucratization of the British banking industry in the early years of the twentieth century saw the emergence of a mobile middle‐class spiralist or cosmopolitan. We use archival data from Lloyds Bank to argue that the emergence of Lloyds as a large‐scale national bank involved a compromise with localized interests rather than a detachment of the bank from local concerns. We use data on the career histories of a representative sample of male bank employees to argue that spatial mobility was organized largely within regions and helped to consolidate the prospects of rural bank workers. We argue that London emerged as a distinctive ‘hub’ for banking careers, with significant amounts of movement to and from London from all regions. We therefore demonstrate how localized and rural cultures were sedimented within a large, national bureaucracy, and that a genuine ‘spiralist’ structure did not emerge. En s’appuyant sur une étude de cas relative à la mobilité géographique et professionnelle du personnel de la Lloyds, l’une des premières banques britanniques, cet article examine le lien entre la formation d’une classe et la mobilité spatiale. Il combat l’idée que la concentration et la bureaucratisation à grande échelle du secteur bancaire britannique au début du XXe siècle a fait na? tre une classe moyenne mobile en spirale ou cosmopolite. Les données d’archives de la Lloyds révèlent que son développement en tant que grande banque nationale s’est accompagné d’un compromis avec les intér? ts locaux plutôt que d’une indifférence à l’égard de ces préoccupations. Les informations sur les carrières d’un échantillon représentatif d’employés de banque masculins permettent d’établir que la mobilité géographique a été organisée largement au plan régional, contribuant à consolider les perspectives des employés en zone rurale. Londres est apparu comme un ‘pôle’ particulier dans les carrières bancaires, avec un nombre considérable de mutations vers et de la capitale à partir de toutes les régions. L’article montre ainsi comment des cultures locales et rurales se sont sédimentées au sein d’une importante bureaucratie nationale et qu’aucune structure ‘en spirale’ pure n’en est issue.     

Examining the antecedents of work connectivity behavior during non-work time

In this study, we draw from human agency theory to develop the construct of work-related connectivity behavior during non-work time, and conduct a survey to investigate the organizational and individual antecedents of this behavior. Data from 139 full-time working adults in the marketing division of a media organization revealed that work connectivity behavior after-hours is significantly related to the distribution of wireless enabled devices by the organization and organizational norms about connectivity. Our results also indicate that individual characteristics exert different levels of influence depending on the functionality of the device through which connectivity behavior is enacted. Polychronicity was more strongly related to laptop connectivity behavior than to handheld connectivity behavior, whereas role integration preference is only related to handheld connectivity behavior. We also found that organization members were more likely to exhibit continued workplace connectivity behavior during generic “downtime” activities such as traveling or commuting. These results have important theoretical and practical implications.     

How real people make long-term decisions: The case of retirement preparation

Large variations in retirement wealth are common, with some households accumulating hundreds of thousands of dollars and others accumulating next to nothing. We examine to what extent formal planning or simple rules of thumb contribute to these differences in wealth accumulation. In particular, we investigate whether those who follow simple rules of thumb or those who come up with more complete plans accumulate more wealth than those who take an unsystematic approach. We test this empirically using a specifically designed survey about retirement preparation. We find that people who rely on a rule of thumb behave like literal planners. However, people without any systematic approach save substantially less. Our results, taken together with evidence from psychology, suggest that financial planning advice based on simple rules of thumb may be helpful for those who currently take no systematic approach.     

Use of Contingent Valuation to Elicit Willingness-to-Pay for the Benefits of Developmental Health Risk Reductions

We report the results of several contingent valuation (CV) surveys to elicit willingness-to-pay values from the general public for risk reductions associated with decreases in exposure to a chemical, PCBs, in the environment. We also develop Quality Adjusted Life Years (QALYs) from the survey using both standard gamble and time-tradeoff elicitation methods to explore the relationship between QALYs and willingness-to-pay (WTP), and to develop QALY weights for subtle developmental effects. The results of the CV surveys are designed for incorporation into a case study of an integrated risk model to monetize the benefits of predicted risk reductions. Respondents showed a nearly proportional, positive relationship between decreasing the risk of a 6-point reduction in IQ (a standard measure of “intelligence”) and WTP, but showed a negative relationship between risk reduction and WTP for reading comprehension as an outcome. The range of mortality risks that respondents would accept on behalf of their (hypothetical) 10-year-old child is 2 in 10,000 to 9 in 1,000 per IQ point, and WTP per IQ point is $466 ($380, $520). QALY weights elicited via time tradeoff (reduction in life expectancy) were significantly different from QALY weights elicited via a standard gamble (p = 0.001). Respondents who answered questions about ecological endpoints first were willing to pay a small additional amount when asked about human health effects, but those respondents who answered questions about human health endpoints first were not willing to pay any additional amount when subsequently asked about ecological effects. This paper has not been submitted elsewhere in identical or similar form, nor will it be during the first three months after its submission to the Publisher.     

Just-in-time inventory systems innovation and the predictability of earnings

Firms that adopt just-in-time (JIT) inventory practices do so in order to realize cost savings and improve product quality, but an unexpected benefit to such firms could be a more predictable earnings stream. We examine the relationship between implementation of just-in-time inventory practices and the predictability of future quarterly earnings for a matched-pair sample of 82 firms, half of which have publicly announced that they have adopted JIT inventory practices. We find that one- and four-step-ahead forecasts of quarterly earnings, using either a Brown–Rozeff [Journal of Accounting Research (1979) 179–189] ARIMA or a seasonal random walk expectation model, are more accurate for the firms that have adopted JIT.     

Reflections from Employers on the Disabled Workforce: Focus Groups with Healthcare,Hospitality and Retail Administrators

Historically, employment rates for people with disabilities have been low. Despite legislation that prohibits the discrimination of this group in work settings, employers are reluctant to hire people with disabilities. The purpose of this qualitative study was to explore the experiences of employers with workers with disabilities. Three focus groups were conducted with 21 administrators from three business sectors (i.e., healthcare, hospitality, and retail). Content analysis indicated five primary themes: (1) importance of disability employment agencies and disability advocates; (2) persistence of manager bias; (3) lack of promotion opportunities; (4) costs associated with having workers with disabilities; and (5) benefits associated with having workers with disabilities. Implications include the need for intervention studies that address the challenges experienced by individuals with disabilities, particularly during hiring and promoting phases of employment, and educational efforts to inform administrators and managers of the few costs and numerous benefits associated with having workers with disabilities.