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    Impact of business strategy on carbon emissions: Empirical evidence from U.S. firms
    (ERP Environment and John Wiley and Sons Ltd, 2024-05-06) Houqe MN; Abdelfattah T; Zahir-Ul-Hassan MK; Ullah S
    This study examines the nexus between business strategy and carbon emissions by utilising a dataset of U.S. firms from 2007 to 2020. It focuses on two broad types of firms, that is, prospectors and defenders. Regarding carbon emissions, we consider total emissions (Scope 1 & 2), direct emissions (Scope 1) and indirect emissions (Scope 2). The results reveal a significant association between business strategy and total carbon emissions as well as direct carbon emissions. Notably, the results suggest that prospectors, compared to defenders, display higher levels of total and direct carbon emissions. Our findings contribute to the debate on whether prospectors in developed countries mismanage sustainability issues. The study offers valuable insights into the interplay between business strategy and carbon emissions and provides empirical evidence that business strategy is an important determinant of total and direct carbon emissions.
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    Business strategy, cash holdings, and dividend payouts
    (John Wiley and Sons Australia, Ltd on behalf of Accounting and Finance Association of Australia and New Zealand., 2023-12) Houqe MN; Monem RM; van Zijl T
    Business strategy's impact on firm cash holdings and dividend payouts has largely remained unexplored. We identify a fundamental and direct link between a firm's business strategy and its cash holdings and dividend payouts. Analysing two large samples of data on US firms over the period 1992–2017, we find strong evidence that prospectors (defenders) are likely to hold more (less) cash and pay less (more) dividends than other firms. Further analysis suggests that prospectors pay dividends less frequently than do defenders. The results are robust to a battery of robustness checks and additional analysis. Overall, the results suggest that identifying a firm's business strategy significantly helps to understand a firm's cash holdings and dividend payout decisions.
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    Discrimination or diversity? A balanced score card review of perceptions of gender quotas : prepared in partial fulfilment of a Master of Business Studies, Massey University (Albany)
    (Massey University, 2019) Burrell, Erin Kathleen
    Creating an economy where gender equality is at the forefront could be claimed to be beneficial to most, if not all, citizens and countries. Recent mandates of gender reporting at the Director and Officer levels have created a dichotomous environment in New Zealand. Taking learnings from other countries experiences with quotas, with a particular focus on Norway, adds insight into what could happen if implementation were to occur. Using qualitative interviews across a diverse group of participants, this study investigates current perspectives and implications of gender quotas. Understanding the role of the board to govern and design organisational strategy, the Balanced Score Card was selected as a clear instrument for analysis and recommendations. This exploration showcases the complexity of equity strategy as a component of board construction and the realisation that gender alone will not deliver a diverse board of directors. Empowered by the BSC structure, this effort delivers a recommendation for driving organisational change through diversity programming and contributes to academic discourse through a business outcome focused approach to qualitative research. Findings display that social policy does have a place in the boardroom, but that efforts must be measured and documented consistently over time, a process that is lacking in many NZ firms. Further, outcomes from the study show that quotas are not preferred as a tool for gender equity with just 27.78% of participants supporting the concept. This study makes a three-fold contribution: first, it investigates a broader range of participants than does existing NZ work, second, it leverages the Balanced Score Card for analysis to support real-time application of findings by practitioners outside of the academic sphere, and third, it introduces gender diversity as an element of gender quotas.