Qualitative analysis of feminine morality and visible personality characteristics among young adults

This article documents the perceptions and judgments of youth about character of female as ‘good’ or ‘bad’, based on her visible personality characteristics. A qualitative study is carried out among the undergraduate students in two public sector universities. This study highlights contextual factors linked with the choice of clothing and quality of physical appearance among young girls. The judgments about a girl’s character are based on immediate, apparent personality characteristics. This study found that there are two contrasting categories of clothing and visible personality associated with positive and negative feminine morality. Certain expectations are also found to be associated with the attire of young women in Pakistani society which restricts their individual choices. Pakistani and Britain national boys judged girl’s character as immoral or bad based on cosmetics usage, fashion-ability, body exposedness, physical attractiveness, friendliness, bold temperament, and easiness while interaction with boys.     

The knowledge spillover theory of entrepreneurship: the developing country context

International Entrepreneurship and Management Journal - This is among the few studies to test the Knowledge Spillover Theory of Entrepreneurship (KSTE) at the city level in a developing country...     

Does insurance‐growth nexus hold for Malaysia?

The study investigates the impact of insurance activities on economic growth in Malaysia over the period 1990–2015. Combined cointegration in the presence of identified structural breaks was used to confirm the existence of long‐run relationships among economic growth, insurance activities, human capital, physical capital, and industrial production. The findings indicate feedback effects between insurance activities and economic growth in the long run. The study provides new insights for policymaking to enhance economic growth via insurance activities.     

Empirical earnings functions for Iran

Some recent studies have debated the appropriateness of semi-log earnings function in approximating actual earnings profiles. This study contributes further to this debate by estimating four specifications of earnings function, namely, semi-log quadratic, semi-log cubic, quadratic and cubic with cross section data for 4035 full-time urban male earners in Iran for 1993. The analysis shows that the semi-log quadratic earnings function fits the actual empirical earnings profiles very poorly. The quadratic earnings function provides a much better approximation to the actual earnings. Measures of out-of-sample prediction errors also show the superiority of quadratic function over others.     

Future of Ethically Effective Leadership

This research focuses on (a) introducing and exploring ethically effective leadership, (b) introducing and testing theory on triad of typical–maximal–ideal ethically effective leadership performances, (b) theorizing and empirically testing that each of typical–maximal–ideal ethically effective leadership performance is different from each others, in other words exploring mean differences between each pair of typical–maximal–ideal effective leadership performances, (c) introducing, theorizing, and testing mechanism to quantify respondents’ intrinsic desire and inherent potential to enhance their ethically effective leadership performances, (d) exploring precedents of each of typical–maximal–ideal ethically effective leadership performances, and finally (e) exploring bases and feasibility of virtual, robotic, and mixed reality ethically effective leadership that may or may not be same as conventional ethically effective leadership. This paper explores global leadership aspect of ethically effective leadership performance at three data collection levels (via typical, maximal, and ideal effective leadership performances) adding precision to assessment of ethically effective leadership and resolving an important challenge (precise assessment) to ethical leadership development. It explores respondents’ typical ethically effective leadership performance E_T, their maximal ethically effective leadership performance E_M, and their ideal ethically effective leadership performance E_I. It presents non-western perspectives on ethically effective leadership disregarding homogenization of leadership behavior. It advances our insight into ethical leadership development by empirically identifying presence, direction and magnitude of respondents’ (a) intrinsic desire and (b) existing intrinsic potential for alteration of their ethically effective leadership. Means of typical ethically effective leadership performance E_T, maximal ethically effective leadership performance E_M, and ideal ethically effective leadership performance E_I are distinct. Typical ethically effective leadership performance E_T is positively associated with maximal ethically effective leadership performance E_M and ideal ethically effective leadership performance E_I. This article concludes that the selected leaders report their ideal ethically effective leadership performance E_I to be higher than their typical ethically effective leadership performance E_T and maximal ethically effective leadership performance E_M depicting significant intrinsic desire for 14 % enhancing their ethically effective leadership performance. Respondents have significant existing intrinsic potential for 10 % enhancing their ethically effective leadership performance. Regression constants for regression models for typical ethically effective leadership performance E_T, maximal ethically effective leadership performance E_M and ideal ethically effective leadership performance E_I are significant depicting that the researchers have to look for other variables to fully explain variance in typical ethically effective leadership performance E_T, maximal ethically effective leadership performance E_M and ideal ethically effective leadership performance E_I. Regression coefficient of typical ethically effective leadership performance E_T is significant in model for ideal ethically effective leadership performance E_I as well as maximal ethically effective leadership performance E_M and vice versa. So, the paper suggests that training strategies may be feasible to alter typical ethically effective leadership performance E_T and maximal ethically effective leadership performance E_M in such a way as to bring it closer to ideal ethically effective leadership performance E_I but for this, researchers have to look for other variables too.     

Service firms and customer loyalty programs: a regulatory fit perspective of reward preferences in a health club setting

In this paper, we examine the impact of various configurations of regulatory fit on the attitudes, exercise intentions and actual behavior of members of a health club loyalty program. Regulatory fit is conceptualized as both the match between types of program rewards and how they are communicated, as well as the congruence between reward types and regulatory focus as a stable, individual disposition. In two experimental designs, non-point reward programs offering a short-term cash bonus were used. The results of Study 1 suggest that regulatory fit has a positive impact on perceived value, exercise intentions and exercise intensity, but not on visit frequency. Analysis of repeated behavioral measures further reveals that regulatory fit has a stronger impact on exercise intensity over time relative to nonfit. Study 2 also confirms the predictive power of regulatory fit over nonfit when conceptualized as the match between reward type and trait regulatory focus.     

Designing a framework for acquiring technological knowledge among technology transfer recipients A perspective from a radar

Technology transfer is becoming increasingly important for business and economic growth in developing nations. The modern global economy uses knowledge resources to increase productivity and foster improvements in standard of living. Individual businesses acquire knowledge of advanced technologies to establish and maintain competitive positioning in the global marketplace. Without proper knowledge acquisition, transfer of technology cannot take place. The process of acquiring knowledge requires the organization to choose or adapt elements of the technology to local cultural conditions to integrate it with indigenous technologies. The cultural context of the recipient can also affect the process of acquiring knowledge. The culture and social environment of the individual creates a schema for organizing knowledge and understanding reality. This paper has two objectives： Firstly, to investigate how organisational culture affects readiness for technology transfer, and secondly, to identify elements of organisational culture affecting readiness for technology transfer. Qualitative mode of data collection was used in this study as well as interview and focus group discussion. The results from the preliminary investigations were used to create the components of the framework. Hypotheses were formulated between the constructs of the framework and a rigorous attempt was made using Structural Equation Modelling （SEM） to validate the construct as they created through qualitative findings.