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Income and crop diversification have been identified as essential strategies for raising income and reducing rural poverty. Both strategies were analyzed based on empirical data collected from rural households. The analysis was done using the Simpson Index of Diversity (SID) and Ordinary least square (OLS) regression analysis. The results revealed that diversification into a number of income sources and crops grown were very high. The determinants of income diversification were number of children less than 12 years old, number of adults above 60 years old, availability of electricity in the household and distance from local market. The determinants of crop diversification were, age and level of education of the household head, number of extension visits, availability of tractor hiring services and returns from crop production. Most households occupations in the study area were no longer agriculture based, however there willingness to diversify was significantly influenced by their socioeconomic characteristics.

Purpose This paper aims to investigate the relations between employee corporate social responsibility (CSR) attitudes on job satisfaction (JS) and organizational commitment (OC) in the context of Bangladeshi banks in the developing world. Specifically, it examines the relationship of CSR attitudes with the three diverse aspects of OC: affective OC, normative OC and continuance OC. Design/methodology/approach Comparisons are made via survey data obtained from 502 employees of two banks in Bangladesh using structural equation modeling analysis. The research instrument in four sections illustrates the most common measures in the literature used to evaluate the constructs and their interrelations according to the proposed conceptual model of the study. Findings The outcomes of the study reveal that there is a positive relationship between employee CSR attitudes, and both JS and OC. In addition to establishing a relationship between CSR attitudes and “Affective OC”, this study also found a relationship with “Normative OC”, which is less common in the existing literature. Research limitations/implications The limitations of the study mostly revolve around sample and social desirability. To further test the generalizability and cross-sectional validity of the outcomes, it is suggested that the proposed framework be tested in several other industrial/service sectors of developing countries. Practical implications The findings of the present research encourage companies in the developing world to adopt CSR practices to increase rates of JS and OC. Originality/value The study contributes to the literature on CSR and positive workplace outcomes, specifically in the developing world context. Additionally, and unlike past research, the results show the significant effect of employee CSR attitudes on both affective OC and normative OC.

We examine the role of index futures trading in spot market volatility. We use the exponential generalized autoregressive conditional heteroskedasticity (EGARCH) approach to measure volatility, analyze causality and feedback relations between volatilities in the spot and futures markets, and test various hypotheses in the context of a multivariate model that incorporates other macrostate variables. Our empirical results suggest index futures trading may not be blamed for the observed volatility in the spot market. Rather, we find stronger and more consistent support for the alternative posture that volatility in the futures market is an outgrowth of a turbulent cash market. We use the regret (cognitive dissonance) theory to explain our results. The Southern Finance Association and the Southwestern Finance Association.

Applying the organisational climate of corporate social responsibility (CSR) and human resource management (HRM) behavioural theories, this paper examines the associations among socially responsible HRM (SRHRM), organisational citizenship behaviour (OCB), turnover intention, and bank reputation. The proposed model, including seven hypotheses, was examined on a sample of 711 Bangladeshi bank employees. The results suggest that SRHRM has significant positive effects on both OCB and bank reputation, and a significant negative influence on turnover intention. OCB was positively significant for bank reputation but was estimated as insignificant for bank employees’ turnover intention. Moreover, perceived bank reputation was significant and negative on Bangladeshi employees’ turnover intention. Finally, a partial mediation effect was found for OCB on the direct relationship between SRHRM and bank reputation. This paper recommends that banks should aim at higher levels of OCB and reputation and lower turnover intentions should encourage SRHRM in their strategic approaches for HRM and CSR. The implications of the results of this study can help financial organisations to recognise the significance of SRHRM and its favourable effects on employee motivation and institutional reputation.

This article examines the impact of trading in the Dow Jones Industrial Average (DJIA) index futures and futures options on the conditional volatility of component stocks. It investigates the contention that the introduction of futures and futures options on the DJIA could increase volatility in the 30 stocks comprising the DJIA. The conditional volatility of intraday returns for each stock before and after the introduction of derivatives is estimated with the Generalized Autoregressive Conditional Heteroscedasticity (GARCH) model. Estimated parameters of conditional volatility in prefutures and postfutures periods are then compared to determine if the estimated parameters have changed significantly after the introduction of the various derivatives. The results suggest that the introduction of index futures and futures options on the DJIA has produced no structural changes in the conditional volatility of component stocks. © 2001 John Wiley & Sons, Inc. Jrl Fut Mark 21: 633–653, 2001