Abstract:Purpose: A major thread in accounting literature, which has remained a contentious issue, is how accounting alchemy can be modeled. The paper builds on existing accrual models in proposing an accounting alchemy model and tests if it is still the right medicine for earnings and book value of firms. The accounting alchemy model was based on mechanisms of earnings, book value, earnings before extraordinary items, net profit after tax, cash flow from operations, revenue, and total assets. We modified accrual mode… Show more
“…First, the study found no statistical problem with the data obtained as observed from the descriptive and diagnostic statistics see Tables 3-7. Second, we found that Pearson r for co-worker-incivility and supervisorincivility were negatively linked, thus indicating a negative link between workplace incivility (co-worker and supervisor incivilities) and employees' satisfaction; however, this result does not connote any statistical problem, since the Pearson r values were not above 0.8 as recommended by Gujarati (2003) cited in Okoro and kwueme (2021) and Okoro and Ihenyen (2020).…”
There are few empirical studies that have examined whether workplace incivility affects employees' satisfaction of small and medium-sized firms (SMEs) in Nigeria, despite the fact that we acknowledged the strong extant literature on the relationship between workplace incivility and employees' contentment. Consequently, this study investigated whether workplace incivility affects the satisfaction of employees among small and medium enterprises (SMEs) in Nigeria. The study employed a survey design, utilising a questionnaire as the primary tool for data collection. The questionnaire was circulated among six hundred (600) respondents. Out of the six hundred questionnaires distributed, five hundred and eighty (580) were successfully completed and returned. Data obtained in the survey was analyzed using descriptive statistics (simple percentages, frequency counts, mean, standard deviation, skewness, kurtosis, and Pearson correlation), post-estimation statistics (variance inflation factor), and inferential statistics (multiple regression). Findings revealed that supervisors’ incivility (t= -9.17; Prob.= 0.000) and co-workers’ incivility (t = -7.44; Prob.=0.000) negatively and significantly affect employees’ satisfaction. The study concludes that workplace incivility affects employees’ satisfaction of small and medium scale enterprises. The suggestion posits that individuals who own small and medium enterprises, as well as human resource professionals, have the potential to mitigate instances of uncivil conduct and practices, thereby fostering a culture of civility within the workplace.
“…First, the study found no statistical problem with the data obtained as observed from the descriptive and diagnostic statistics see Tables 3-7. Second, we found that Pearson r for co-worker-incivility and supervisorincivility were negatively linked, thus indicating a negative link between workplace incivility (co-worker and supervisor incivilities) and employees' satisfaction; however, this result does not connote any statistical problem, since the Pearson r values were not above 0.8 as recommended by Gujarati (2003) cited in Okoro and kwueme (2021) and Okoro and Ihenyen (2020).…”
There are few empirical studies that have examined whether workplace incivility affects employees' satisfaction of small and medium-sized firms (SMEs) in Nigeria, despite the fact that we acknowledged the strong extant literature on the relationship between workplace incivility and employees' contentment. Consequently, this study investigated whether workplace incivility affects the satisfaction of employees among small and medium enterprises (SMEs) in Nigeria. The study employed a survey design, utilising a questionnaire as the primary tool for data collection. The questionnaire was circulated among six hundred (600) respondents. Out of the six hundred questionnaires distributed, five hundred and eighty (580) were successfully completed and returned. Data obtained in the survey was analyzed using descriptive statistics (simple percentages, frequency counts, mean, standard deviation, skewness, kurtosis, and Pearson correlation), post-estimation statistics (variance inflation factor), and inferential statistics (multiple regression). Findings revealed that supervisors’ incivility (t= -9.17; Prob.= 0.000) and co-workers’ incivility (t = -7.44; Prob.=0.000) negatively and significantly affect employees’ satisfaction. The study concludes that workplace incivility affects employees’ satisfaction of small and medium scale enterprises. The suggestion posits that individuals who own small and medium enterprises, as well as human resource professionals, have the potential to mitigate instances of uncivil conduct and practices, thereby fostering a culture of civility within the workplace.
“…This suggests that there is a positive relationship between the market-level performance indicators (mbvr and tobinq) and the directors' observable characteristics. The correlation coefficients showed that no two directors' observable characteristics were perfectly correlated for the sampled firms in Nigeria and South Africa since none of the coefficients were above 0.8 (Gujarati, 2003cited in Okoro, 2014Okoro & Ekwueme, 2021;Imasuen, Okoro & Yahaya, 2022); hence, there is absence of multicollinearity problem in the empirical model of board of directors' observable characteristics and market-level financial performance. The mean VIF in Table 5 is 1.09 and is not above the accepted mean VIF level of 10, suggesting the nonexistence of multicollinearity problems in the empirical model of the directors' observable characteristics and market-level financial performance in Nigeria and South Africa.…”
Purpose: The primary aim of this study was to examine the effects of directors’ observable characteristics on market-level financial performance in Nigeria and South Africa via ex-post-facto research design.
Method: Cross-sectional data of one hundred and eleven (111) and one hundred and sixty-four (164) financial and non-financial firms were sampled in Nigeria and South Africa respectively from 2012-2021. Directors' observable characteristics used were board independence and gender diversity, and market-level performance indicators (Tobin’s Q and market-to-book-value ratios) Data were obtained from the annual reports and accounts of publicly quoted firms on Nigerian and Johannesburg Stock Exchanges. Data obtained were analyzed using descriptive, post-estimation and inferential statistical tools.
Results and Conclusion: The results of fixed and random effects regression revealed that while directors’ observable characteristics had significant effects on Tobin’s Q (Wald=39.87; Prob.=0.0000<0.05), an insignificant effects was found for market-to-book value (Wald = 6.27; Prob.=0.3933> 0.05) of firms in Nigeria and South. On the basis of the findings, it is recommended that management should engage in economic or business activities by way of investing more in capital assets or bonds to generate a high Tobin’s Q value for firms in Nigeria and South Africa
Implication of the Research: The implication is that directors’ observable characteristics can serve as a means of enhancing Tobin’s Q except market-to-book value
Originality/Value: There is the need for future researches to validate the model employed by using the identified directors’ observable characteristics which were not used in this current study.
“…The mean VIF is = 1.66 and is not greater than the accepted mean VIF of 10.0, indicating that there is an absence of multicollinearity problems in the models of workplace nepotism and employees' job satisfaction. VIF value above 10.0, according to Gujarati (2003), as cited in Egberi (2011); Okoye, Okoro and Salubi (2017); and Okoro and Ekwueme (2021), is considered good. Hence, the dataset is exceptionally reliable for conducting inferential statistics (multiple regressions).…”
In recent times, workplace nepotism has become a prevalent issue facing small, medium and large companies; hence, it has turned out to be a major discussion among management practitioners and researchers. Besides, while we acknowledged the plentiful studies on workplace nepotism and employees’ job satisfaction nexus, there is limited literature on whether nepotism in the workplace does affect employees’ job satisfaction among healthcare companies in Nigeria. In view of the above, this study assessed workplace nepotism and employees’ job nexus of selected healthcare companies in Nigeria. The study used a sample of three hundred and ten (310) respondents, which were selected via a purposive sampling technique. Data obtained were analysed using descriptive (mean, standard deviation, skewness, kurtosis, and Pearson correlation), diagnostic (variance inflation factor) and inferential (multiple regression) statistical tools. Findings indicated significant and negative relationships between workplace nepotism dimensions (gender and ethnic divides) and employees’ job satisfaction. Given the findings, it was recommended that the management of healthcare companies should strive towards overseeing the divides in gender and ethnicity so as to cushion the effect on employees’ job satisfaction. Additionally, there is a need for healthcare companies’ management to set up measures aimed at fitting the divides in gender and ethnicity in order to encourage harmony among employees.
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