Purpose-With growing literature on corporate reputation, different perspectives are being reported on the concept of corporate reputation. These stem from different sets of issues to be managed, and various disciplinary competencies brought to bear on them. This paper presents a review of these efforts. Design/methodology/approach-Additionally, a new methodological basis for understanding perceptions of corporate reputation is presented. This paper introduces social judgement theory as a potentially useful theoretical and methodological basis for understanding perceptions of corporate respectability. Findings-Though it is generally recognized that subjectivity plays an important role in the assessment of reputation, that people rely on naïve theories of judgement to make such assessments, and that subjective or clinical judgements are generally not accurate, investigations of the process by which corporate respectability is assessed are not generally reported. However, a computerized procedure facilitates identification, measurement and reporting of judgemental sources of assessment of corporate respectability. Research limitations/implications-This paper provides an account of an empirical study as an example of how the procedure described here can be used for both research and practical application in formulating corporate reputation policy. Practical implications-The procedure described here can be used for both research and practical application in formulating corporate reputation policy. The approach presents an alternative approach to the assessment of corporate respectability. Originality/value-The description of policies in terms of parameters of the judgement process provides an operational definition of the decision makers' cognitive sets about the domain of corporate respectability. This information would prove invaluable in developing and implementing a judgement-based decision support system for the benefit of managers of public relations, corporate communications, and corporate reputation.
The interaction between host environment and international students plays a critical role in the students’ cross-cultural adjustment. However, limited research has captured this interaction in investigating international student acculturation. Building on acculturation and person–environment fit theories, this article investigated student–university alignment of different dimensions as predictors of psychological adjustment of international students at universities in Victoria, Australia. The results of structural equation modeling suggested student–university goal alignment was positively associated with student psychological adjustment. A revealing finding of this article is the mediating role of complementary fit in the relationship between supplementary fit and student psychological adjustment, where the complementary fit was represented by the alignment between student needs and university academic and facilities support, and supplementary fit was represented by student–university goal alignment. The findings have implications for universities and practitioners in developing the necessary resources to support international students.
This paper reports on an exploratory study examining factors which may affect the career choice of accounting students. Although prior studies have examined factors affecting the choice of an accounting major, few studies have examined factors affecting the choice of career of accounting graduates. This study found that more students aspired to become Certified Practising Accountants (CPAs) of the Australian Society of Certified Practicing Accountants (ASCPA) rather than Associate Chartered Accountants (ACAs) of the Institute of Chartered Accountants in Australia (ICAA) This study also found that there were differences in career aspirations between males and females, and between students at different universities. Female students perceived gender discrimination would have a greater adverse effect on their future careers compared with male students, particularly in chartered accounting and industry; and overseas students were more conscious of discrimination than Australian students. There is also some evidence that Big 6 selection practices are perceived as biased.
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