Suchergebnisse

pt. 1. Overview of M&As and executive compensation -- pt. 2. Bidders' executive compensation before the deal -- pt. 3. Targets' executive compensation before the deal -- pt. 4. Acquirers' executive compensation after the deal -- pt. 5. Discussion and priorities for future research.

Many management practitioners, consultants, and students have heard about the Dubai miracle, but little is known about the specific challenges and opportunities of doing business and managing UAE-based organizations. Managing Organizations in the United Arab Emirates seeks to familiarize readers with the nature of doing business and managing organizations in the Middle East by bringing together case studies highlighting the dynamic characteristics and drivers of economic development in one of the most dynamic and rapidly growing economies in the world. Spraggon and Bodolica's dynamic collection includes six case studies of local organizations, accompanied by discussion questions and research-driven analyses, to uncover and assess the opportunities and challenges of managing UAE-based small firms, family businesses, and entrepreneurial ventures. Highlighting the dynamic characteristics and drivers of economic development in one of the most rapidly growing economies in the world, the volumes case studies help to define the features of UAE-based organizations, which set them apart from other companies in the Middle East.

Purpose– The purpose of this paper is to seek to contribute to the field of workplace play by introducing the notion of social ludic activities (SLAs) as a specific form of play in organizations.Design/methodology/approach– The conceptualization of SLAs is built upon insights from the practice and organizational play literatures.Findings– SLAs can be deployed not only for productively engaging with work but also as an instrument to resist authority, boycott work or challenge firm contingencies. The particular enactments of SLAs may be influenced by how employees perceive and interpret the organizational climate (i.e. corporate culture, management style, job design and task complexity, and intra-firm interactions) in which they are embedded.Practical implications– The recognition that emergent forms of play may be conducive to the generation of valuable outcomes without managerial intervention can save managers' time and efforts required for dealing with potential employees' resistance. Taking advantage from spontaneous manifestations of play implies understanding the logic of players and creating favorable corporate contexts for the emergence of SLAs rather than attempting to interfere in the natural experiences of flow.Originality/value– SLAs are conceived as an alternative form of organizational play that is a priori unselfconscious and emergent, inherits autotelic and rational dimensions from prior views of play, draws upon practice insights, and represents the employee perspective.

PurposeThe purpose of this paper is to explore multiple cases of Moldovan women who individually initiated and involved in work arrangements with Italian employers. The main purpose is to examine the international employment experiences of female migrants by identifying the challenges they face in a foreign country and building a comprehensive typology of female migrant workers.Design/methodology/approachThe empirical work consists of field notes gathered through direct observations and semi‐structured interviews conducted with five Moldovan women while they were still working in Italy. The content analysis of the interviews reveals how Moldovan workers perceive their foreign experience and the ways it influences their personal development.FindingsThe paper suggests that such brain mobility concepts as brain drain, brain waste and optimal brain drain represent the distinguishing characteristics of our interviewees who are citizens of a transitional economy. Imaginary trip, frustrating encounter, identity consolidation and self‐actualization are identified as four consecutive stages through which the self‐initiated migration experience develops over the time. The resulting variations in migrants' behaviours and mind‐sets create a typology of female workers based on their desperateness to migrate (planner vs despairer), their failure to tolerate the frustrating encounter (surrenderer), their attitudes towards personal development (conformist vs rejuvenator) and their ability to transcend their own limitations (highflyer). The paper describes the double identity strangeness along with other aspects which differentiate self‐initiated experiences from expatriate assignments.Research limitations/implicationsThe use of a limited number of case studies prevents concluding whether and to what extent the findings apply to all female migrant workers from other transitional economies. This limitation could be clarified in a future study on larger samples of female respondents involved in self‐initiated employment arrangements in Italy or in other developed countries.Practical implicationsAt the organizational level, the findings allow employers and human resource managers in the destination country to distinguish different types of migrant workers and better understand their particular needs in order to facilitate their intra‐firm integration.Originality/valueUsing a gender analysis highlighted in the international migration literature, this research makes a contribution towards creating a solid knowledge base on Moldovan migrant women – a widely underexplored group of migrant workers – and their involvement in labour market processes in Italy.

Intro -- Preface -- Eurasia Business and Economics Society (EBES) -- Contents -- Contributors -- Part I: Eurasian Business Perspectives: Education -- Understanding Student Learning Gain: Using Student-Staff Partnerships within Higher Education to Inform the Continuous Improve... -- 1 Introduction -- 2 Research Approach and Method -- 3 Application of the Model -- 4 Data Analysis -- 5 Discussion -- 6 Conclusion -- 7 Limitations and Future Research -- References -- The Role of Technology in Student Learning and Engagement: The Case of the Webinar -- 1 Introduction -- 2 Literature Review -- 3 Methodology -- 4 Findings and Analysis -- 5 Conclusion and Recommendations -- Appendix -- Participant Information Sheet and Questionnaire -- What Is This Study About -- Further Information -- Potential Questions -- Part 1: Demographic Information -- Part 2: Access and Support -- Part 3: Learning and Engagement -- Part 4: Reflection -- References -- Investigation of Higher Education Teacher Adoption of Microsoft Teams: Managing Behaviour through Online Delivery and Promotin... -- 1 Introduction -- 2 Literature Review -- 2.1 The Role of Technology-Enhanced Learning -- 2.2 Managing Behaviour Online -- 2.3 Teachers´ Adoption of E-Learning -- 2.4 Delivering Learning through Microsoft Teams -- 2.5 New Literature -- 3 Methodology Evaluation -- 3.1 Data Collection -- 3.2 Achieved Sample -- 3.3 Adhering to BERA Ethical Guidelines -- 3.4 Research Limitations Evaluated -- 4 Findings and Analysis -- 4.1 Data Reporting -- 4.2 Emerging Themes -- 4.2.1 Emerged Theme 1: Competence and Confidence in Delivering Online -- 4.2.2 Emerged Theme 2: Perceptions of Appropriateness of Microsoft Teams Training -- 5 Conclusion -- 5.1 Key Recommendations Are as Follows -- Appendix: Interview/Focus Group Protocol and Proposed Questions.

EBES conferences have been intellectual hub for academic discussion in economics, finance, and business fields and provide network opportunities for participants to make long lasting academic cooperation. This is the 23rd volume of the Eurasian Studies in Business and Economics (EBESs official proceeding series) which includes selected papers from the 36th EBES Conference Istanbul. The conference was organized on July 1-3, 2021 in hybrid mode with both online and in-person presentation. In the conference, 141 papers by 311 colleagues from 49 countries were presented. Both theoretical and empirical papers in this volume cover diverse areas of business, economics, and finance from many different regions. Therefore, it provides a great opportunity to colleagues, professionals, and students to catch up with the most recent studies in different fields and empirical findings on many countries and regions.

In our globalized world, competition for capital is intense and only jurisdictions with superior corporate governance will attract the FDI crucial for economic growth and development.29 Corporate governance encompasses numerous aspects of how a business is governed and the relationship between the company and various stakeholders. An important marker of good corporate governance is transparent and reliable financial reporting since investment decisions are based on financial statements which must be reliable and trustworthy. Indeed, accurate
financial reporting of publicly-traded companies constitutes "the" source of information for a myriad of stakeholders including: company manager; shareholders, government regulators and potential investors

Background The rapid spread of COVID-19 renewed the focus on how health systems across the globe are financed, especially during public health emergencies. Development assistance is an important source of health financing in many low-income countries, yet little is known about how much of this funding was disbursed for COVID-19. We aimed to put development assistance for health for COVID-19 in the context of broader trends in global health financing, and to estimate total health spending from 1995 to 2050 and development assistance for COVID-19 in 2020.