An empirical examination of the impact of market microstructure changes on the determinants of option bid-ask spreads

This paper examines the determinants of bid-ask spreads in the Australian Options Market before and after it switched from a quote-driven floor-traded market to an order-driven screen-traded market. This study reports that both put and call option bid-ask spreads are positively related to the option's value, its remaining term-to-maturity, its absolute hedge ratio and the volatility of returns from the underlying asset and negatively related to the level of trading activity in that option series. The study also reports that spreads are generally less when market makers are obliged to maintain continuous quotes in the market. The paper also finds that following the change in trading regime, both call and put option spreads became more sensitive to the absolute value of the option's delta. This finding is consistent with previous theoretical and empirical work from equities markets that has suggested that a switch to an electronic trading regime results in an increase in the adverse selection component of the bid-ask spread. There is also some limited evidence that suggests that the switch to electronic trading resulted in call option spreads being less sensitive to the return volatility of the underlying asset but more sensitive to the option's price.     

The organizational adoption of high-technology products “for use”: Effects of size, preferences, and radicalness of impact

This research reports the results of a study on organizational adoption of high-technology products “for use” in contrast to “for manufacture.” Additionally, the study examines high-technology adoptions which often have different issues that are important to the decision process relative when compared to the adoption of less-technical products. For example, the level of compatibility or the availability of complementary products (e.g., network externality considerations) are often important issues for high-technology adoptions. As such, this study provides additional information in the relatively underresearched organizational adoption literature, particularly as it relates to high-technology products. In order to maintain connectivity with past work, we look at the firm size versus adoption issue. At the same time, we add new information by also examining how organizational preferences for products, and the degree of radicalness of the products affect organizational adoption. We use a proportional-hazards model to test our hypotheses using panel data on 400 firms that are drawn from 14 industries. As part of the research effort we developed an improved scale for judging the radicalness of a product than has been used in prior research. Furthermore, we extended the Booz, Allen, & Hamilton New Product Categories (1982) approach to incorporate innovation impact. As expected, the results show that size “does matter,” but that it is modified by degree of product radicalness and organizational preference. Interestingly, we found that for high-technology products “for use,” organizations prefer radical impact products but adopt incremental impact products. Hence, preferences and purchase behaviors do not match.     

Same or different? How distance and variation affect similarity judgments

The effects of distance and variation on product‐category similarity judgments are examined in two studies. Distance between product categories is characterized as the mean difference in the average scores of all brands in one category with all brands in another on a comparison attribute. Variation is characterized as a degree of spread of brands along that comparison attribute. Study 1 finds that both distance and variation influence the perceived similarity of two product categories. An interaction between distance and variation is also observed. Study 2 is designed to replicate and extend these results, determining if distance and variation also affect similarity judgments when brands in the two product categories are not described by the same attribute—but instead where a comparison attribute must be abstracted. The results confirm the main effects of distance and variation. However, the interaction effects between distance and variation disappear, suggesting that subjects lose some information about distribution knowledge in the abstraction process. Both studies support consumers' use of distribution knowledge about brands (distance and variation) in product‐category similarly judgment tasks. © 2004 Wiley Periodicals, Inc.     

Britain's low skill equilibrium: a problem of demand?

Britain has experienced a dramatic relative deterioration in workforce quality and productivity. This is seen as a central element in national economic decline. Current analysis assumes that this is essentially a supply-side problem. Here it is argued that deficiencies in demand have been more important in preventing the emergence of a better-trained and more productive workforce. The re-emphasis on demand-side failure has implications for analysis and policy at macro and micro levels.     

Banking Employees’ Perceptions of Corporate Social Responsibility,Value-Fit Commitment,and Turnover Intentions: Ethics as Social Glue and Attachment

Evidence suggests that efforts to improve corporate ethics and social responsibility are associated with enhanced work attitudes, but the nature of these relationships is still subject to investigation. Consequently, this study determines the degree to which perceptions of corporate social responsibility are related to individuals’ value-fit commitment and turnover intentions (both employee-reported and manager-reported). Information was obtained from subjects employed in a southern regional branch of a national banking and financial services institution. Two unique self-report questionnaires were developed to collect information from managers and employees, resulting in ninety-two matched pairs of forms. Mediation analysis indicated that perceived corporate social responsibility was associated with increased value-fit commitment, and that value-fit commitment was negatively related to employee-reported and manager-reported turnover intentions. The presence of full mediation was identified in both frameworks. These findings present a number of important managerial and research implications, which are discussed in this study.     

Culture and auditor choice: A test of the secrecy hypothesis

The purpose of this study is to investigate whether firms’ auditor choice relates to national culture. We construct a novel measure of secretiveness based on Hofstede [Hofstede, G., 1980. Culture’s Consequences: International Differences in Work Related Values. Sage Publications, Beverly Hills, CA] cultural factors. Using a very large sample of firms from 37 countries and controlling for a number of firm- and country-level factors, we find that firms in “more secretive” countries are less likely to hire a Big 4 auditor. We also document that the relation between secrecy dimension of national culture and auditor choice is mitigated by the firms’ degree of internationalization. These results establish a link between national culture and financial reporting quality through the firm’s choice of auditor.     

Narcissism is a bad sign: CEO signature size,investment, and performance

Using the size of CEO signatures in SEC filings to measure individual narcissism, we find that CEO narcissism is associated with several negative firm outcomes. We first validate signature size as a measure of narcissism but not overconfidence using two laboratory studies, and also find that our measure is correlated with employee perceptions of CEO narcissism used in prior research. We then use CEO signatures to study the relation between CEO narcissism and the firm’s investment policies and performance. CEO narcissism is associated with overinvestment, particularly in R&D and M&A expenditures (but not in capital expenditures). Firms led by narcissistic CEOs experience lower financial productivity in the form of profitability and operating cash flows. Despite this negative performance, narcissistic CEOs enjoy higher absolute and relative compensation. Our results are robust to several alternative specifications, including controlling for a popular options-based overconfidence measure used in prior research.     

Costs and Benefits of Bycatch Reduction Devices in European Brown Shrimp Trawl Fisheries

Discarding of juvenile fish is a wellrecognised problem in shrimp fisheries. In manycases, these fish are commercial species that,if not caught, could increase the productivityof other fisheries. In January 2003, Europeanlegislation was implemented by Member Statesrequiring all vessels fishing for brown shrimpto use selective trawls in order to minimisethe bycatch of other commercial species. Incomplying with the regulations, however, thecatch rate of the target species (the shrimp)is likely to be reduced. In this paper, we usea bioeconomic model to assess the impact ofbycatch reduction devices on fishing effort,catch and profitability in the European Crangon fisheries. The potential benefits (interms of higher future yields and consequentlyhigher profits) to the white-fish fisheries arealso estimated. From the model results, theregulation is expected to result in a netreduction in the profitability of the shrimpfishers. However, the benefits to thewhite-fish fishers is expected to more thanoffset this cost, resulting in an overall netbenefit.     

A Multilevel Appraisal and Conceptualization of Company Downsizing

Downsizing is widely used to improve corporate efficiency and competitiveness. Although downsizing can be useful, the process has a number of associated disadvantages, and companies commonly overlook the negative impact on society, the business profession, the company, and employees' collective attitudes and perceptions. Consequently, the purpose of this study was to present a multilevel framework that examines the impact of societal, institutional, organizational, and individual factors on corporate downsizing. The potential negative effects of downsizing on each of these domains are also examined, and recommendations regarding the successful implementation of employee reduction programs are presented based on information highlighted in the framework.