1- Introduction

2- Related literature

3- Method

4- Results

5- Discussion and implications

References

Abstract

Purpose – The purpose of this paper is to investigate the effect of four types of cause-related marketing (CRM) strategies on consumer responses to a fashion brand and to assess the relative effectiveness of each.
Design/methodology/approach – An experiment was conducted with young adult consumers (n ¼ 344) and undergraduates (n ¼ 415). Using a between-subject design, each participant was randomly assigned to one of four CRM scenarios and completed a questionnaire.
Findings – Across all CRM conditions, the effect of CRM strategy on consumer responses (e.g. perceived brand distinctiveness/credibility/attractiveness, customer–brand identification, brand attitude, customer loyalty) was significant. The effect of corporate social responsibility image on perceived brand distinctiveness was strongest for cause-related event marketing, followed by cause-related experiential marketing, transaction-based CRM and sponsorship-linked marketing. Practical implications – By providing information about the relative effectiveness of four types of CRM strategies, this research aids fashion marketers in their selection of the CRM strategy that generates the best performance. Adding an event component to their CRM activity would increase the effect of CRM strategies on consumer responses.
Originality/value – This research contributes to the extant literature on CRM by identifying types of CRM strategies, their relative effectiveness, and key variables (e.g., C–B identification) that explain the impact of CRM strategies on consumer responses.

Introduction

Over the past decade, corporate social responsibility (CSR) has evolved from a “nice-to-have silo” to a “fundamental strategic priority” for businesses (McPherson, 2017). CSR as a concept refers to the idea that corporations should take responsibility not only for the economic consequences of operating a business but also for any impacts that the business has on social and environmental issues (Australian Human Rights Commission, 2008). One strategy that falls under the umbrella term of CSR is cause-related marketing. Cause-related marketing (CRM) involves mutually beneficial cooperative efforts between a company and a non-profit organization (NPO) designed to promote the company’s sales and the NPO’s cause (Grantspace.org). CRM impacts consumer’s behavior as the 2017 Cone Communication CSR report noted 87 percent of US consumers are likely to purchase a product from a business that advocated for issues they cared about. Then, can companies “do well by doing good” through strategically practiced CRM? Companies engage in CRM for several reasons such as improving their image (Vanhamme et al., 2012), enhancing consumer’s attitudes (Melero and Montaner, 2016) and increasing customer loyalty (Park et al., 2017). Consumers also directly benefit from companies that engage in CRM initiatives. Participating in a brand’s CRM can result in consumers’ experiencing positive emotions as well as enhancing self-perceptions.

1- Introduction

2- Theoretical framework and hypotheses development

3- Research methodology

4- Results

5- Conclusion and discussion

References

Abstract

Purpose – The purpose of this paper is to determine the quality of HR disclosure of companies listed in Qatari Exchange Market and identify factors that influence the level of this HR disclosure quality.
Design/methodology/approach – Content analysis of annual reports and sustainability reports of 12 companies from industrial and real estate sectors over the period 2013–2015 had been analyzed using the three-point scale (0–2, numerical disclosure 2, 1 for narrative form and 0 for not disclosed). This research employed also multiple regressions, in order to examine the impact of profitability and employee expenses on HR disclosure quality.
Findings – The results point out that HR disclosure quality level is very low among the sample companies. The ordinary least squares (OLS) regression analysis results indicate that the level of HR disclosure quality is associated with company’s employees expenses as a proportion of its total operating expenses, whereas profitability does not have a significant influence on its level of HR disclosure quality.
Research limitations/implications – The current study has two important limitations. First, the sample of the study consists of only 12 leading Qatari industrial and real estate sectors firms listed on the Qatar Stock Exchange Market. Second, the study used an unweighted index which implies equal importance of the selected information items.
Originality/value – The study has bridged the literature gaps by offering empirical evidence and new insights on the HR disclosure quality in Qatar and the factors that affect, which have not been examined before.

Introduction

The discovery and extraction of oil in the Gulf states, including Qatar, has led these nations to adopt ambitious development plans, characterized by the magnitude of the general investment, mainly aimed to improve and expand the pillars of economic and social development process, such as building schools, hospitals, water supply, roads, and bridges, as well as projects for the provision of necessary infrastructure for the economic revival of the factories, the technological expertise, etc. The Gulf state of Qatar has seen a dramatic economic transformation over the last two decades, fueled largely by the growth of its oil and gas sector. The most visible sign of its transformation has been a massive increase in construction across the country. It is evident that these processes of construction initiated by Qatari government required extensive human resources. Hence, human resources and workforce have considerably increased from 54,000 in 1975 to 1.7m in 2013; of which, 90 percent of the State’s labor market were foreign migrant workers, mostly from India, Pakistan and Sri Lanka, the Philippines, Nepal and Bangladesh. Furthermore, the number is growing rapidly. Qatar may harbor nearly a million workers in the next ten years, in order to prepare the infrastructure and the construction of stadiums for the 2022 World Cup (Amnesty International Report, 2016; Human Rights Watch, 2015).

Introduction

Theoretical frameworks

Method

Results

Discussion

References

Abstract

Purpose – The purpose of this paper is to test the effects of two types of celebrities (Instagram celebrity vs traditional celebrity) on source trustworthiness, brand attitude, envy and social presence. The proposed theoretical model consists of the celebrity type as the independent variable, social presence as the mediator and self-discrepancy as the moderator.
Design/methodology/approach – A randomized two-group comparison (Instagram celebrity vs traditional celebrity) between-subjects experiment (n ¼ 104) was conducted.
Findings – The results indicate that consumers exposed to Instagram celebrity’s brand posts perceive the source to be more trustworthy, show more positive attitude toward the endorsed brand, feel stronger social presence and feel more envious of the source than those consumers exposed to traditional celebrity’s brand posts. Structural equation modeling (Mplus 8.0) and bootstrap confidence intervals indicate that social presence mediates the causal effects of celebrity type on trustworthiness, brand attitude and envy. Multiple regression analyses reveal the moderating effects of appearance-related actual–ideal self-discrepancy.
Practical implications – Ultimately, managerial implications for social media marketing and Instagram influencer-based branding are provided. From the perspective of marketing planning, the findings speak to the power of influencer marketing as an effective branding strategy.
Originality/value – The paper discusses theoretical implications for the marketing literature on celebrity endorsements.

Introduction

Instagram is a platform that is based on visual aesthetics and filtered images, which makes it a suitable ecosystem for promoting beauty products, popularizing certain body images and advocating luxurious lifestyles and prominent luxury brands (Djafarova and Rushworth, 2017). Instagram is also a social media app that allows users to gather followers, connect with different brands and entities, and facilitate social interactions among consumers (Blight et al., 2017). Considering these unique characteristics of Instagram, this study investigates the utility of leveraging fashion influencers on Instagram in promoting luxury brands. Fashion enthusiasts have gained popularity and achieved a huge success through Instagram, partly due to the aesthetic appeal of Instagram filters and the platform’s capability to reach wide audiences. The rise of fashion bloggers, referring to individuals who provide fashion tips and introduce certain products and brands via their social media accounts and blog posts, caught the interest of fashion brands (Paton, 2014). What some brands found intriguing is that these Instagram personalities are effective in spreading messages about new products, starting and popularizing new trends and driving up sales. Based on the magnitude of influence, these Instagram celebrities are labeled as the Instafamous (Dewey, 2014).

1- Introduction

2- A general approach for valuing firm’s financial flexibility under default risk and bankruptcy costs

3- A simulation analysis

4- Concluding remarks

References

Abstract

Purpose – The purpose of this paper is to present a model to value leveraged firms in the presence of default risk and bankruptcy costs under a flexible firm’s debt structure.
Design/methodology/approach – The authors assume that the total debt of the firm is a combination of two debt components. The first component is an active debt component which is assumed to be proportional to the firm’s value. The second one is a passive predetermined risk-free debt component. The combination of the two debt categories makes the firm’s capital structure more realistic and allows us to include flexibility into the firm’s debt structure management. The firm’s valuation is performed using the discounted cash flow technique based on the weighted average cost of capital (WACC) method.
Findings – The model can be used to define active debt management strategies that can induce the firm to deviate from its capital structure target in order to preserve debt capacity for future funding needs. The firm’s valuation is performed by using the WACC method and a closed form valuation formula is provided. Such a formula can be used to value costs and benefits of financial flexibility.
Research limitations/implications – The proposed approach provides a good compromise between mathematical complexity and model capability of interpreting the various economic and financial aspects involved in the firm’s debt structure puzzle.
Practical implications – This model offers a realistic approach to practical applications where real financing decisions are characterized by a simultaneous use of these two debt categories. By comparing costs and benefits deriving from using unused debt capacity for future funding needs, the model provides a quantitative support to investigate if financial flexibility can add value to firms.
Originality/value – To the authors knowledge, the approach the authors propose is the first attempt to build a valuation scheme that accounts for firm’s financial flexibility under default risky debt and bankruptcy costs. Including financial flexibility, this model fills an important gap in the literature on this topic.

Introduction

In a seminal paper, Modigliani and Miller (1959) showed that the use of debt financing can increase the market value of a firm as a consequence of the debt tax shield. However, the presence of debt in the capital structure can lead the firm to incur into default and distress costs (Warner, 1977; Altman, 1984; Opler and Titman, 1994). The valuation of distress costs is therefore an important task in financing decisions making (Oded and Michel, 2007; Lahmann et al., 2017). The impact of default costs on the firm’s value has been deeply investigated in the literature. Andrade and Kaplan (1998) estimate losses on the order of 10–23 percent of the predistress firm value. Glover (2016) confirms that the average cost among defaulted firms is about 25 percent of the predistress firm value.

1- Introduction

2- Theoretical background

3- Sample 1: toward a theory of the structure-agility linkage in MDFs

4- Sample 2: research proposal testing

5- Discussion and conclusion

References

Abstract

Purpose – In today’s constantly evolving global business environment, multidivisional firms (MDFs) require an organizational structure for supply chain management (SCM) that facilitates the development of supply chain agility. This research aims to investigate what structural elements of an MDF’s SCM team contribute to supply chain agility. Design/methodology/approach – A two-sample field study was conducted. Four MDFs with topperforming supply chains (Sample 1) were first studied to identify agility-supporting structural elements. Then, quantitative data from 35 MDFs with contrasting levels of supply chain agility (Sample 2) were collected to test the theoretical propositions advanced from Sample 1 findings.
Findings – The results reveal four structural elements that exert a positive impact on an MDF’s supply chain agility: hierarchical position of the divisional top supply chain executive, scope of divisional supply chain operations, hierarchical position of the top supply chain executive at the headquarters and scope of SCM coordination by the headquarters.
Originality/value – First, this study provides a comparatively comprehensive understanding of the SCM organization structure in MDFs. Second, this study is one of the first to provide empirically supported theoretical insights about the linkage between an MDF’s organizational structure for SCM and supply chain agility.

Introduction

A multidivisional firm (MDF) is organized based on divisions, each being self-contained with its own functional hierarchy, responsible for day-to-day operating decisions, and guided as well as controlled by strategic and financial targets from the headquarters (Hoskisson et al., 1993). Because the multidivisional form is one of the most-used management models (Jones, 2005), and supply chain agility is emerging as a strategic means to create competitive advantages and superior performance (Christopher et al., 2004; Gligor et al., 2015; Li et al., 2017), how MDFs can develop supply chain agility deserves investigation. In seizing opportunities and responding to changes/disturbances, agility is a critical feature of best value supply chains, which are most likely to prosper in a dynamic landscape (Lee, 2004; Ketchen and Hult, 2007; Li et al., 2015; Whitten et al., 2012). As the benefits of agility have become generally acknowledged, there is increased investigation of how firms develop supply chain agility (Swafford et al., 2006; Braunscheidel and Suresh, 2009; Gligor and Holcomb, 2012; Gligor et al., 2013). Acknowledging that the capability of responding to changes can be either hindered or facilitated by the organizational structure, several researchers have investigated the impact of certain aspects of organizational structure on a firm’s supply chain agility (Nahm et al., 2003; Wieland and Wallenburg, 2013). However, how MDFs design their supply chain management (SCM) organization to foster and facilitate supply chain agility has not been addressed. The structural complexity of MDFs has not been considered in prior research. Previous studies have not examined how supply chain agility is impacted by a MDF’s structural choices for SCM organization at the headquarters, within and across business divisions. This paper contributes to an understanding of this structure–agility linkage.

2- Literature Review

3- Data and Methods

5- Empirical Results

6- Conclusion

References

Introduction

A key open question in analyzing policy responses to income inequality is why economic growth would decrease income inequality in developed countries (DCs) but increase income inequality in developing countries or less developed countries (LDCs)? What is the nature of the relationship between income inequality and economic growth, and other related macroeconomic variables? Kuznets (1955) shows how income inequality would increase until a critical threshold level of income is attained, and after reaching the threshold income inequality begins to decrease. Kuznets (1955) predicts that as economies develop and the level of income increases, income inequality will first rise, then reaches a maximum, and then falls after a specific critical threshold development stage and income level. Kuznets’s (1955) claim is based on both cross-country (a panel of countries including United States, England, and Germany) and time series data. Kuznets proposed the idea of the “inverted U-shaped hypothesis” of income inequality (Kuznets, 1955; 1963), which is consistent with the Lewis dual economy model (Lewis, 1954). On the other hand, inflation is considered to be as a purely monetary phenomenon that influences a country’s income inequality level in different ways. Since David Hume (1711-1776), it has long been believed that wages lag inflation (Mayer, 1980). Therefore, one mechanism through which inflation can increase income inequality is by shifting income away from wage earners towards profits (Laidler & Parkin, 1975; Fischer & Modigliani, 1978). Historically over the past few decades, and especially since the global financial crisis in 2008, income inequality has increased in most developed and many developing countries reflecting a range of external factors like globalization and its consequences as well as internal factors like monetary and fiscal policy affecting economic growth (OECD, 2013; IMF, 2014). The driving idea is that there is a typical trade-off between equality and economic growth (Okun, 1975). However, the findings of some recent research studies question this conclusion.

1- Introduction

2- Literature review

3- Research hypothesis

4- Research methods

5- Data analysis and results

6- Discussion

7- Conclusion and future research directions

References

Abstract

Purpose – Technology adoption is a great challenge in the banking sector of Pakistan. A recent report issued by state bank of Pakistan revealed that there is a squeak growth, only 3 percent, in internet banking adoption. In order to effectively delve into the issue of internet banking adoption, the purpose of this paper is to use unified theory of acceptance and use of technology factors, namely performance expectancy and effort expectancy and e-service quality (E-SQ), as theoretical lens for this study. Design/methodology/approach – The research model was empirically tested using 398 valid responses from customers of commercial banks in Pakistan. The theoretical model was tested using structural equation modeling.
Findings – Findings indicate that performance expectancy, effort expectancy, website design, customer service, assurance and reliability have direct influence on user intention to adopt internet banking. Results revealed that approximately 79 percent of variance in user intention to adopt internet banking was explained by predictors. In addition, the mediating role of performance expectancy and effort expectancy among website design, customer service and user intention was also confirmed.
Practical implications – For researchers, this study provides a base of integrated technology model and it suggests using this model in other online domains such as mobile payment and online web-shopping for further refinement. For policymakers, understanding the key constructs is important to design, refine and implement new internet banking website that, in turn, will boost internet banking adoption trend among users of commercial banks.
Originality/value – This paper makes a unique contribution toward information system and services marketing literature. The study schematized that website design, customer service, assurance and reliability are the key dimensions of E-SQ and significantly influence the user intention to adopt internet banking.

Introduction

Internet banking has appeared as one of the most profitable e-commerce application (Wang et al., 2017). Several banks have offered internet banking system in an attempt to reduce cost while improving customer services (Xue et al., 2011). Therefore, banks are still finding difficulties in fully maximizing their operations, thereby attributing to customer’s unwillingness to adopt internet banking irrespective of the benefits (Martins et al., 2014; Rahi and Ghani, 2016a, b). Banks are trying to discover new ways to dematerialize customers relationship with physical banking system (Narteh, 2013; Samar, Norjaya, and Feras, 2017). The adoption of internet banking services will not be only beneficial for banks but it will also give an opportunity to banks to satisfy their customers from a distance (Frye and Dornisch, 2010; Martins et al., 2014; Rahi, 2016a; Shahzad et al., 2017). Thus, understanding the reason for this resistance will be useful for policymakers in formulating new strategies aimed at increasing internet banking use.

Introduction

Literature review and hypotheses development

Methods of study

Results

Discussion

Theoretical implications

Limitations and future research directions

Conclusions

References

Abstract

Purpose – This study aims to examine the adoption and efficacy level of progressive human resource management (HRM) practices in various organizations operating in India. Design/methodology/approach – Primary data based on 615 respondents from 103 domestic firms and 116 foreign multinational corporations (MNCs) operating in India were gathered and analyzed using statistical techniques like t-test, confirmatory factor analysis and structural equation modeling. Findings – The results reveal that the adoption of progressive HRM practices in form of self-managed teams, flexibility to work flexible hours, use of online mediums to invite applicants, selection of candidates using assessment center and integrity test, performance based incentives, flexible benefits, facility of e-learning and innovative management development programs is positively related to firm performance in Indian context. Using institutional and cultural perspective, the findings have also demonstrated that their exist differences in adoption of progressive HRM practices between foreign MNCs and domestic firms. Practical implications – Domestic firms in India are needed to learn some important managerial lessons from the foreign MNCs, especially when their adoption of progressive practices results in more increase in firm performance. These are suggested to implement a broad range of innovative HR practices like MNCs to improve growth potential, instead of focusing on two or three practices. Originality/value – By exploring the differences between domestic and foreign MNCs, this study has offered some key insights on the extent of adoption and operationalization of progressive HRM in current Indian business environment.

Introduction

Since the triggering of liberalization and economic restructuring programs in 1990s, India has witnessed a remarkable growth (Som, 2008). With this outstanding progress, the issues pertaining to increased globalization, ever changing customer and investor demands, and heightened competition to generate innovative products and services have become the standard backdrop for the organizations operating in India (Budhwar, 2012). Organizations have now realized that to manage these issues, they have to constantly increase their performance through reduction in various costs, improvement in quality of products, and differentiation in their products and services. In the opinion of Subramaniam and Youndt (2005), an organization’s ability to improve its performance while developing continuously very much depends upon its “human capital”. Further, Bhatnagar (2006) has opined that organizations in India are increasingly becoming aware of “human capital” as their most important asset in contrast to the technology, IT infrastructure, and the large-scale operations that can no longer be considered as effective tools for gaining an edge over competitors for a long time. This shifted focus on “human capital” has directly impacted the functioning of HR departments in Indian organizations which, in turn, have responded back with development of a domestic workforce proficient in facing the challenges brought forth by the entry of foreign multinational corporations (MNCs) in Indian market (Budhwar and Bhatnagar, 2009).

1- Introduction

2- Theoretical framework

3- Methods

4- Data analysis and discussion of results

5- Conclusions

References

Abstract

Purpose – The purpose of this paper is to verify the relationship of job satisfaction in the banking sector with its antecedent constructs ( financial rewards and psychological rewards) and the mediating role of internal marketing in this relationship and to verify the relationship between job satisfaction in the banking sector and its consequent constructs (work engagement and the intention to leave) and the moderating effect of internal marketing on this relationship.
Design/methodology/approach – The paper adopts a quantitative, descriptive, cross-sectional research methodology. Data are collected through an online questionnaire, which involves 355 bank employees.Partial least squares–structural equation modeling is used to verify the predicted relationships.
Findings – The results show that internal marketing tends to mediate the relationship between financial rewards and job satisfaction and the relationship between psychological rewards and job satisfaction. Internal marketing presents a moderating effect on the relationship between job satisfaction and work engagement, but internal marketing does not moderate the relationship between job satisfaction and the intention to leave the bank.
Originality/value – This study expands the understanding of the scope of internal marketing by exploring its mediating and moderating effects on the interactions among the behaviors of banking sector employees.

Introduction

In very competitive markets, producing value for the consumer, be it internal or external, can be as complex as it is essential for the longevity of organizations. In the banking sector, there is a demand to understand and manage the relationship and interaction with employees (Narteh, 2012; Du Preez and Bendixen, 2015; Bailey et al., 2016) to provide a favorable environment for the development of behaviors that contribute to the delivery of high-quality services to the final client and to the objectives of the organization (Caruana and Calleya, 1998; Ahmed et al., 2003; Awwad and Agti, 2011; Narteh and Odoom, 2015). In this context, internal marketing plays a relevant role in an organization’s ability to manage its relationships with its employees (Naudé et al., 2003) from a market orientation perspective (Narver and Slater, 1990; Awwad and Agti, 2011). In the internal marketing view, an organization’s employees are its first customers and have the ability to create, relate and even influence the perception of external customers (Berry, 1981; Caruana and Calleya, 1998; Bailey et al., 2016). Thus, internal marketing allows researchers to look at two potential sources of competitive advantage, employees, who are one of the few resources that cannot be copied by competitors, especially in the banking sector, where financial services are almost homogeneous (Papasolomou and Vrontis, 2006; Introduction In very competitive markets, producing value for the consumer, be it internal or external, can be as complex as it is essential for the longevity of organizations. In the banking sector, there is a demand to understand and manage the relationship and interaction with employees (Narteh, 2012; Du Preez and Bendixen, 2015; Bailey et al., 2016) to provide a favorable environment for the development of behaviors that contribute to the delivery of high-quality services to the final client and to the objectives of the organization (Caruana and Calleya, 1998; Ahmed et al., 2003; Awwad and Agti, 2011; Narteh and Odoom, 2015). In this context, internal marketing plays a relevant role in an organization’s ability to manage its relationships with its employees (Naudé et al., 2003) from a market orientation perspective (Narver and Slater, 1990; Awwad and Agti, 2011). In the internal marketing view, an organization’s employees are its first customers and have the ability to create, relate and even influence the perception of external customers (Berry, 1981; Caruana and Calleya, 1998; Bailey et al., 2016).

1- Prelude

2- Rationale of the study

3- Related review of literature

4- Research gaps

5- Research objectives

6- Research methodology

7- Data analysis and interpretations

8- Findings and discussion

9- Managerial implications

10- Limitations of the study and further scope of research

11- Conclusion

References

Abstract

Purpose – Today, the employees stand firm as an integral part of the organization and are a precious asset. They are willing to learn, accept challenges and strive hard to deliver their level best. The role of the employees has become pronounced and significant, and it is no more conventional. They are now taking up responsibilities in strategic planning and development of the organization. Thus, HR department plays a profuse role in planning for the human resource of the firm to optimize the utilization of their potentials that would help support and meet the business as well as strategic goal of the firm. These HR planning programs ensure managing people within a planned framework and make them develop their performance that becomes a source of sustained competitive advantage for the firm. The paper aims to discuss these issues.
Design/methodology/approach – A descriptive research has been conducted with cross-sectional survey through a formalized questionnaire. Multistage sampling has been used in the study. Primary data have been collected from different manufacturing industries of India. Exploratory factor analysis and confirmatory factor analysis have been conducted on the hypothesized research model. Structural equation modeling has been done to specify the relation between the measured and latent variables.
Findings – The HR planning programs, namely, staffing plan and succession plan, yield a better result in addressing the strategic goal of the company. Succession plan, staffing plan and talent management strategies augment the efficacious performance of the firm. Effectual performance aids in gaining a competitive advantage for the firm in a substantial way. Job analysis and design have no impact in achieving the strategic intent of the organization.
Originality/value – The study gives a comprehensive scenario of the HR planning programs that can help the organization to meet and uphold their strategic goals. The study provides a model that can solidify and bind the organization toward securing organizational intent and leading a steadfast business process in this dynamic competitive marketplace.

Prelude

Globalization of business has resulted in a greater mobilization of human resources. This phenomenon has lead to effective management of human resources across the organization. In recent times, HR department plays a significant role in effectual utilization of its human resources, thereby attaining the desired organizational objectives. The different human resource management functions today have brought the people and organization together, improving productivity as well as creativity, and have facilitated value creation. Thus, HRM is proactive and its practices forms an inherent part of business strategy planning. Human resource planning (HRP) is one of such practices that help in forecasting and assessing the manpower requirement in an organization, aim at balancing demand and supply, allocation and reallocation of manpower, anticipate human resource problems and plan for the requisite programs so that the future need of manpower is met efficaciously (Bhattacharya, 2012). HRP is no longer an option; it is imperative and has an exigent demand in any organization for its sustained growth and existence (Aswathappa and Dash, 2008).

1- Introduction

2- Insights into performance-based budgeting

3- Actors’ dynamics in the practice of PBB: a theoretical backdrop

4- Research setting and method

5- Actors’ dynamics in PBB

6- Discussion

7- Conclusions

References

Abstract

Purpose
This article analyzes the under-investigated role played by different key organizational actors engaged in the practice of performance-based budgeting (PBB) (e.g., Ministry of Finance, National Audit Office, Sectoral Agencies) to explore how they influence the practice of PBB, contributing to lead the change or create resistance towards it.
Design
The empirical evidence has been collected through a multiple case study based on semi-structured interviews and document analysis in Sweden and Finland, which have long traditions with PBB, and has been interpreted through the lens of institutional and organizational change theory.
Findings
The results show that, despite the lengthy experiences with PBB, the lack of sound dynamics across key actors makes the budgetary use of performance information limited and partial, placing the reform in a “grey area” between the complete implementation of the practice and the total resistance towards it.
Originality/Value
The knowledge obtained from the exploratory analysis has relevant implications for understanding differences and similarities across key organizational actors and underlining their crucial role in making a change feasible. Indeed, PBB may represent a radical change even in presence of embedded performance management systems.

Introduction

Performance-oriented reforms, including performance-based budgeting (hereafter PBB), have been proposed as potential solutions to the problems of efficiency, effectiveness, and/or accountability in the public sector. The rationale of PBB is to produce and use performance information in the budgeting process to improve allocation of resources (Budding et al., 2015; Jordan and Hackbart, 2005; Robinson and Brumby, 2005). Specifically, the practice of PBB refers to the practice of integrating performance measurement information into the budgetary process (Lu et al., 2015), where this integration can take different forms ranging from the reporting of performance information in budgeting documents to their use to allocate resources among different programs. The practice of PBB is thus in line with the performance management movement in the public sector. However, while this latter movement refers more broadly to the production of performance measures and information and their use to monitor, assess and report performance influencing organizational decision-making, PBB is characterized by the ambition of influencing the budgetary decision-making. It has been thought as a practice suitable for paying more attention to how available resources are used and which results should be achieved compared to traditional public budgets, which have been focused on cost control and adopted an input-based rather than outputs and outcomes- based approach (Macnab and Mitchell, 2014).

Introduction

Conceptual framework and hypotheses development

Methods

Findings

Discussion and conclusions

References

Abstract

Purpose – The purpose of this paper is to apply the multidimensional construct of green perceived value (GPV) to the buying behavior of green food products to enhance the understanding of consumer behavior intentions and explain the formation of the intention to buy green food products.
Design/methodology/approach – This study adopted four GPVs (i.e. functional value, conditional value, social value and emotional value) and explored the relationships among GPV, attitudes and purchase intention. A total of 300 self-administered questionnaires were distributed, from which 253 usable responses were obtained.
Findings – The relationships between six constructs and 20 indicators were measured using structural equation modeling. All the underlying dimensions had a significant effect on consumers’ attitudes, significantly affecting their purchase intention.
Originality/value – Implications for future research and marketing strategies in the field of purchasing behaviors of green food products are discussed.

Introduction

The increasing environmentally friendly behavior seen in the form of growing demand for green products has resulted in academic and practical interest in green perceived value (GPV) of products (e.g. Holbrook, 2006; Lin and Huang, 2012; Masini and Menichetti, 2012; Schuitema et al., 2013; Suki, 2016). Prior studies noted that the term “green” is broadly replaced by “ecofriendly” or “environmentally responsible,” but all of these terms describe activities that are good for the environment (e.g. Aschemann-Witzel and Aagaard, 2014; Manaktola and Jauhari, 2007; Roberts, 1996). Protecting the environment has been a critical topic in most parts of the world, and individuals have also been interested in environmental issues. These ecologically conscious consumers or green consumers are more likely to exhibit environmentally friendly behaviors than others (e.g. Menozzi et al., 2017; Pipatprapa et al., 2017; Worsley et al., 2015). From this point of view, Chen and Chang (2012) suggested that consumers pay more attention to rising environmental issues and their behavior can reflect their attitudes toward environmental protection. Honkanen et al. (2006) reported that consumer considerations about environment concerns and a desire for harmony with nature are a key reason for purchasing organic food products. In addition, Worsley et al. (2015) pointed out that because consumer choice can have a significant impact on the environmental characteristics of food supplied to the market, it is important to investigate the influences of consumers on food purchases. In the food sector, Laureti and Benedetti (2018) pointed out that green the green food market have become one of the crucial market segments, and McCarthy et al.

1- Introduction

2- Literature review

3- Research question and purpose of the study

4- Research methodology

5- Data analysis

6- Findings, interpretation and discussion

7- Conclusion

References

Abstract

Purpose – The purpose of this paper is to understand the perception of the bankers towards an integrated approach to corporate social responsibility (CSR) initiatives in a strategic way of achieving sustainable growth of the banking sector. The paper additionally provides insights into different CSR initiatives and their implementation process in the context of scheduled commercial banks (SCB) of India. Design/methodology/approach – The study is exploratory and endorses the qualitative approach of primary research methodology by adopting a non-random stratified sampling method. The localist approach of the face-to-face interview has been applied to collect the data from 26 elite class respondents from 13 SCBs. The interview method was semi-structured and open-ended. The conformity, trustworthiness, credibility, transferability, dependability test of the study have ensured the quality of the data.
Findings – The study reveals that the bankers perceive CSR as a moral obligation for the benefit of the society, beyond the regular banking operations. Further, the study comprehends that the CSR initiatives play a vital role in establishing the bank’s image, brand and reputation, as well as, building a strong bond of trust among the employees and the bank management. Besides, CSR activities facilitate to cultivate a better culture by improvising in the quality of customer service for achieving competitive advantages.
Research limitations/implications – The findings of the study represent a significant contribution to CSR theory from the interface of banking and society. Significantly, the results confirm that CSR initiatives play a vital role in building trust and minimise the gap between the employees and the management of the bank. The banks can increase its acceptance in the society and achieve competitive advantage by integrating CSR objectives with the business objectives to strengthen the corporate personality and brand.
Practical implications – The study will help practitioners to develop the social identity of their firm to achieve competitive advantages in long-run. The bankers can channelise their limited resources while planning, designing and the implementation of different CSR activities with the overall goal of the bank in a cost-effective way. The study is confined only to public and private SCBs and limited to the geographical scope of one state in India. Therefore, further exploration may be carried out by considering other banks and geographic regions in India and different cross-cultural settings.
Originality/value – The originality of the study lies with the in-depth analysis and quality check of the data. The results can contribute significant value to the qualitative method of conducting research.

Introduction

In recent years, corporate social responsibility (CSR) and sustainability have been considered as the twin idea of global corporate consciousness. While both these ideas have followed parallel evolutionary paths, they have converged to convey a unified sense of a company’s long-term success and its existence (Vaaland et al., 2008; Chabowski et al., 2011; Vallaster et al., 2012; Hammer and Pivo, 2017). Since the past few decades, CSR has rapidly evolved in most of the emerging countries. Pioneering companies have voluntarily made strategic approaches to CSR, devoting unprecedented efforts and resources in creating value for both the company and the society (Porter and Kramer, 2011; Lodsgard and Aagaard, 2017). In light of the value creation, CSR initiatives are well incorporated into the national and international banking community (Yeomans, 2005; Karim et al., 2016). The corresponding progress in Indian banking sector, CSR has been predominantly aimed at addressing the financial exclusion problem by providing financial services to the unbanked or untapped banking areas of the country (Narwal, 2007; Bihari and Pradhan, 2011). Additionally, CSR in banking sector emphasises the socio-economic development of the country by focussing on the activities, namely, poverty eradication, health and medical care, rural development, self-employment and financial literacy training, infrastructure development, education and environmental protection (Dhingra and Mittal, 2014; HadfieldHill, 2014). The benefits of CSR are well documented in the literature.