Why do corporations accept voluntary codes on corporate governance and why is the acceptance so rapid among the corporations? A theoretical explanation

Implementation of principles of the Codes on Corporate Governance (CCG) is aimed at minimizing agency conflicts and corporate governance problems in the listed firms but we see them emerging over and over again despite the rapid implementation of CCG by listed firms, motivate us to develop this theoretical framework to understand why do the firms accept the voluntary principles and what type of behaviours could be expected among and between the top management personnel

Impact of work values and ethics on citizenship and task performance in local and foreign invested firms: a test in a developing country context

This study examines the impact of work values and individual characteristics on organisational citizenship behaviour (OCB) and task performance (TP). A theoretical foundation was developed in order to use work values and ethics as antecedents of OCB. Using five work related values orientations and 416 responses from Sri Lankan manufacturing sector employees, it is found that gender, employment category, and level of education influence citizenship performance. Importantly, the impact of work values on OCB is found to be more significant than that of demographic factors, with three dimensions (work norms, work ethics, and intrinsic values) found to be significant in influencing OCB. Differences between foreign invested firms and local firms are also found with regard to the impact of demographic factors and work values on OCB. Overall, the study contributes to theories and application of work values and OCB

Impact of individual characteristics and cultural values on citizenship and task performance: experience of non-academic employees of universities

This study examines the impact of individual characteristics and cultural values on citizenship and task performance (CTP) of non-academic staff members of Sri Lankan universities. Literature review provides conceptual support for the proposed links between individual characteristics, cultural values, and CTP. Survey strategy was adopted and a questionnaire was distributed among 125 employees of five universities. Analysis was based on 72 usable returned questionnaires. ANOVA, correlation and regression analyses were performed in order to examine the proposed impact

Impact of work values and individual attributes on citizenship and task performance

This study examined the impact of work values and individual characteristics on citizenship behaviour (OCB) and task performance (TP). Based on the arguments of Social capital Theory, a theoretical foundation was developed to use work values as antecedents of OCB. Analysing 416 responses from Sri Lankan manufacturing sector employees, it was found that gender and employment category were related to citizenship performance, while level of education was related to task performance. More importantly, the impact of work values (work norms, work ethics, and intrinsic values) on OCB was found to be more significant than that of demographic factors, Overall, the study contributes to individual attributes and work values theories of OCB by providing empirical evidence to understand how strongly individual attributes and work values affect OCB

Do we have wicked problems and solutions in strategic decision making?: A review of literature

In today\u27s complex world, most businesses and companies experience different confusing strategy issues. Most of these problems are not just persistent or severe but are labelled as wicked in some areas of practice such as urban planners. In this context, the term \u27wicked problems\u27 refers to those issues which companies and businesses cannot resolve definitively. This paper proposes that applying wicked solutions to wicked problems might be an effective strategy that requires an appropriate decision-making approach by senior leaders of business organisations. It also provides ways of measuring outcomes of some strategic decisions. The paper will use the existing body of knowledge and different conceptual models to investigate the research idea empirically in a sample of senior leaders and CEOs

Generational differences in work values and attitudes: reintroducing retirees to the workforce

Reintroducing retirees into the workforce has been proposed as a solution to population ageing. This paper explores whether generational differences about work values and attitudes might represent a barrier to the reintroduction of retirees to the workforce. Based on empirical data collected from pre and post interviews with 32 respondents across three generational cohorts in Australia, and a research intervention to simulate retirees\u27 reintroduction to the workforce, this paper theorizes about workplace conflict caused by generational differences. The pre-research intervention results show significant generation differences. The post-research intervention results showed positive change. The findings provide important contributions about the impact of generational differences in terms of work values and attitudes and how sharing retirees\u27 knowledge modifies some negative stereotypes about older people. A conceptual model is developed to reflect general differences in work values and attitudes. Overall result supports our contention that the reintroduction of retirees to the workforce is a feasible solution to aging population and knowledge sharing, which may also be used to improve positive work behaviours between generations in the workplace

Cultural values and demographic correlates of citizenship performance

This study examines the impact of cultural values on citizenship performance (CP) in the context of a developing country. Although differences in CP across cultures have been examined, the situation in developing countries is often not clear. Using a sample of 362 Sri Lankan employees, it is found that gender and education have significant impact on CP. While collectivism, future orientation, and uncertainty avoidance are found to be positively related to CP, power distance and masculinity values are negatively correlated with CP. It is also evident that the same cultural value orientation can have both positive and negative impacts on CP, depending on the particular aspect of CP. The findings reveal that developing countries are not totally different from developed countries as far as the impact of cultural values on CP is concerned. The study contributes to the advancement of CP theories of individual differences and cultural values and relevant knowledge pertaining to developing countries. Implications of findings are discussed and suggestions are offered for further research