The Influence of Institutional Factors on the Value Relevance of Accounting Information: Evidence from Jordan

The purpose of the study was to present empirical evidence on the value relevance of accounting information in Jordan; whether institutional factors influence this value relevance and to determine which share price proxy is more reliable in indicating value relevance. The study examines the influence of institutional factors (foreign ownership, trading volume, financial disclosure time, financial disclosure level, number of shareholders, listing status, company’s age and type of industry) on the value relevance of accounting information (earnings, book value and cash flows relative to three share price proxies including average annual share price, annual closing share price and share price after a three-month period following the financial year-end) for Jordanian services and industrial companies during the period from 2004-2009. The study found that book value has the greatest value relevance and the best predictor for firm value. The value relevance of earnings and book value is greater for companies having foreign ownership, larger trading volume, larger shareholder numbers that conform to financial disclosure time, that are listed on the main board and that are older in age. Value relevance of book value is greater for companies complying with disclosure requirements and for services companies. Finally, annual closing share price proxy is more reliable in detecting the value relevance of accounting information. The findings suggest that market participants might be able to extract the firm value through the aforementioned institutional factors. The study extends the valuation model by including cash flows together with earnings and book value. The findings demonstrate that there is a shift away from earnings towards book value as the basis of firm valuation

The Quest for Gainful Employment: Former Prisoner Experiences Managing a Socially Stigmatized Invisible Identity

The former prisoner identity can be described as a socially devalued identity that is not visible or readily apparent to others (i.e. Chaudoir & Fisher, 2010). Employment is an essential means through which former prisoners can be successfully reintegrated into society (Visher, Winterfield, & Coggeshall, 2005). However, former prisoners are faced with the challenge of navigating through a labor market filled with numerous barriers and social stigmas. Former prisoners represent a population whose voices are typically left unheard in organizational practice and in the management literature. The purpose of this study was to develop a better understanding of the psychological mechanisms that inform identity management post-release and the associated employment effects. To address this purpose, this study employed an explanatory mixed methods design. This involved the collection and analysis of quantitative and qualitative data. The quantitative inquiry found significant relationships between internalized stigma and disclosure and concealment such that those who engaged in disclosure strategies were less likely to engage in concealment strategies. The results suggest that individuals do internalize stigma post-release, and that this affects their employment outcomes. However, contrary to the theorized expectations, identity management does not appear to explain this link. In light of the limited knowledge pertaining to managing an invisible stigmatized identity throughout the employment process, I was prompted to further explore the depth of individual experiences with employment post-incarceration. In the qualitative portion of this study, I reflect on interviews with twenty-two formerly federally incarcerated men, released on parole, to understand how their self-identification is shaped within and across their experiences of employment seeking or attaining after prison. Specifically, I explore developments in the identity management experiences and practices releasees engage in as they navigate the pre-employment and later employment processes as well as the interplay between the effects of pre-and post-incarceration experiences on releasee interpretations of self and of work. This study contributes to our understanding of identity sensemaking as well as to our understanding of the experiences of social stigma and identity invisibility through the employment reintegration process

Resistance to change: Exploring Singapore blue-collar worker’s perceptions of organizational change management approaches in the semiconductor industry

“Change” has never been as drastic as in 2020 compared to previous years. Technological advancements have always been a major driving force for changes in many high-tech companies. The escalating trade wars between the US & China, Hong Kong / China sovereignty and the Brexit have caused major disruption in the global markets and supply chains. The Covid-19 pandemic had become the latest catalyst in propelling technology adoption such as video conferencing, e-learning, contactless transactions, online-shopping etc. All these events are compelling Singapore companies to hasten innovations and change their old ways of operation. The study of change is not new with much literature, journals and models developed. While previous studies are mainly directed at the top & middle management level, what set this research apart from most studies is that it focuses on blue-collar workers in the Singapore Semiconductor sector. The aim of this research was to explore Singapore’s blue-collar worker perceptions on organizational change management approaches in the semiconductor industry. Swift transformational change brought about by disruptive innovations and companies wanting to survive from competition can result in opposition among these workers expressed as resistance to change. Resistance to change is an important factor during organizational change. Hence, understanding their perceptions and response to change can aid stakeholders in their planning and execution of change initiatives. Adopting a post-positive philosophical paradigm, cross-sectional mixed-methods design, the study captured both statistical and contextual data. It was an appropriate strategy as it achieved triangulation of the findings with multiple types of data. Using 3 analytical approaches, it was found that Group Dynamics among the blue-collar workers is a critical consideration for change. While Training, Participation, and Communication were found to invoke positive perceptions and reduce resistance to change, the study revealed deeper contextual interpretations and their influencing effects towards blue-collar workers. It was found that workers with between 1 to 5 years of experience in the semiconductor industry have the highest tendency to resign compared to other groups. Contrary to many studies, workers display more openness and lower resistance to change as they age. Recommendations are made according to the findings. Recommendations were also made for future researches as more research is needed to understand this vulnerable group

Confidence interval estimation of a common correlation coefficient

This paper presents a generalized variable approach for confidence interval estimation of a common correlation coefficient from several independent samples drawn from bivariate normal populations. This approach can provide one-sided bounds and two-sided confidence intervals with satisfying coverage probabilities regardless of the number of samples, sample sizes and magnitude of the common correlation coefficient while the large sample approach can be very liberal for one-sided bounds. The large sample approach generally performs well for two-sided confidence interval estimation.