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Emotional intelligence development: leveraging individual characteristics	[ "Emotional intelligence", "Training", "Leadership development" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: Research on emotional intelligence (EI) has mushroomed during the past decade. It has been fuelled by a recognition that emotions play a central role in the working lives of individuals as they perceive the world, and attempt to understand and interact effectively with colleagues and customers at work. Research on EI is commonly concentrated in three general areas:1. defining what emotional intelligence is and attempting to measure it (e.g. Bar-On, 2004; Brackett and Mayer, 2003; Mayer and Salovey, 1997);2. distinguishing the phenomenon from other, seemingly related, phenomena such as cognitive intelligence and personality traits (e.g. Palmer et al., 2005; Ciarrochi et al., 2000); and3. examining the relationship between emotional intelligence and various attitudes, processes or behavioral outcomes (e.g. Day and Carroll, 2004; Austin, 2004; Wong and Law, 2002).Although nearly all research on EI deals with these issues, some research has explored whether it is possible to enhance the EI of individuals through training (e.g. McEnrue et al., 2007).\nNature of EI: The study of emotions, emotional expression, and related constructs has persisted for nearly a century with early work by Thorndike (1920) on social intelligence to current research examining the ability to identify, understand, regulate, and express emotions (e.g. Salovey and Mayer, 1997). Generally, emotional intelligence refers to the ability to deal effectively with emotions, a simple definition that characterizes the relatively low level of agreement across the major EI theoretical perspectives. The seminal lines of EI research in organizations were developed by Salovey and Mayer (1990), Goleman (1995), and Bar-On (2004), which comprised different conceptualizations and associated measures of the construct. Moreover, the study EI developed immense interest in both business and popular literatures with the publication of Goleman's (1995) text titled Emotional Intelligence: Why it can matter more than IQ.Based on a current review of the research literature, there are four major EI theoretical perspectives and their associated measures. The first theoretical model is Goleman's (1995, 1998a,b) four-dimensional trait-based model of self-awareness, self-management, social awareness, and social skills. Goleman and colleagues measure EI with the emotional competency index, or ECI-2. The second major theoretical perspective is Bar-On's (1997) five-dimensional trait-based model consisting of intrapersonal, interpersonal, adaptation, stress management, and general mood factors. This model is assessed with the emotional quotient inventory (EQ-i; Bar-On, 1997). Next, Dulewicz and Higgs' (1999a, 2000) seven-dimensional trait-based model is comprised of self-awareness, emotional resilience, motivation, interpersonal sensitivity, influence, intuitiveness, and conscientiousness. The associated EI measure for this model is the emotional intelligence questionnaire (EIQ; Dulewicz and Higgs, 1999b). Finally, the fourth major EI theoretical perspective is Salovey and Mayer's (1990, 1997) four-dimensional ability model that comprises emotional perception, appraisal, and expression, emotional facilitation of thinking, understanding emotions, and regulating emotions. This model is assessed using the Mayer-Salovey-Caruso emotional intelligence test (MSCEIT; Mayer and Salovey, 1997), as well as a number of self-report measures (e.g. Groves et al. (in press); Tett et al., 2000).For purposes of our research on EI training, we chose to utilize a measure based upon the Mayer and Salovey (1997) EI model. Mayer and Salovey (1997, p. 5) define EI as:[...] the ability to perceive emotions, to access and generate emotions so as to assist thought, to understand emotions and emotional knowledge and to reflectively regulate emotions ...This model conceives of EI as an ability, rather than a dimension of personality and narrowly defines the construct to distinguish it from other phenomena such as initiative, customer service orientation, optimism, and other factors. Based on the most current theoretical and empirical EI research, the Mayer and Salovey (1997) model is the most widely endorsed EI model among management scholars (e.g. Ashkanasy and Daus, 2005; McEnrue and Groves, 2006; Ashkanasy and Daus, 2005). For a discussion of the major models and measures used to assess EI, see McEnrue and Groves (2006).Given our interest in EI training, we chose to measure EI using the Mayer and Salovey (1997) model because it represents a \"high fidelity\" approach (Tett et al., 2000). It is narrow in breadth but deep in terms of each EI dimension. This offers key advantages to anyone responsible for training and development. The model permits greater specificity in learning outcomes and makes it possible to narrow the scope of training to match the training criteria. Training would therefore exclude efforts to enhance an individual's sense of optimism or achievement because, strictly speaking, these competencies are either unrelated to EI or products of EI according to this model. This also has advantages for trainees and the organization at which they work. The organization has the opportunity to target resources more exactly to build essential EI skills. The individuals themselves have clear, well-defined performance achievement objectives rather than ambiguous and diffuse training goals. The advantages of having clear, specific, and challenging performance targets are well known (e.g. Locke and Latham, 1994).This study follows-on and builds upon earlier research demonstrating that it is possible to enhance the EI of individuals through deliberate training (McEnrue et al., 2007; Groves, 2005). Specifically, we examine the roles that openness to experience, self-efficacy, and receptivity to feedback play independently or in concert with one another in producing EI gains. We believe, based on theory and prior empirical research, that these characteristics (e.g. attitudes, beliefs, and personality attributes) will enhance the likelihood that participants who engage in training will realize greater gains in EI than participants who do not possess such characteristics. Figure 1 presents a model of EI development that summarizes existing research on the variables of interest and the hypotheses we test in the present study. Based on theory and prior research, we expect neither openness to experience (OE) nor self-efficacy (SE) to directly predict EI development outcomes, while we predict SE will moderate the OE-EI development relationship. We also expect receptivity to feedback (RF) to directly impact EI development, a relationship that we anticipate will be moderated by both OE and SE. Finally, we believe that OE, SE, and RF will interact to predict EI development outcomes. In the following sections, we review relevant research concerning these factors and offer a series of hypotheses concerning their respective roles in EI development.Openness to experience\nMethod: Participants\nResults: Preliminary analyses\nDiscussion: Main findings\nConclusion: This paper has attempted to address the increasingly important question of whether certain individuals are better suited for EI development programming than others. Our findings concerning openness to experience, self-efficacy, and receptivity to feedback suggest that leadership development professionals will likely derive differential EI gains depending upon participants' status across these variables. The results of our research preliminarily debunk the erroneous yet popular one-size-fits-all approach that characterizes previous EI training research. We hope that future scholars will take our work further and examine the individual, job and organizational variables that provide optimal conditions for EI development. Doing so will make it possible for leadership development professionals to spend training resources effectively and maximize the outcomes they seek to achieve with the resources that they devote to leadership development.\n", "role": "user" }, { "content": "Purpose: - The purpose of this paper is to examine the separate and combined effects of three individual characteristics on training gains achieved in a leadership development program designed to enhance participants' emotional intelligence (EI). The overall purpose was to test heretofore untested propositions advanced by various theorists concerning the impact of openness to experience (OE), self-efficacy (SE), and receptivity to feedback (RF) on training outcomes.\nDesign/methodology/approach: - This empirical study utilized a sample of 135 fully-employed business students in a treatment/control group research design.\nFindings: - The findings suggest that leadership development professionals will likely derive differential EI training gains depending upon participants' status across several variables. Receptivity to feedback was directly associated with EI training gains while the SE-RF and SE-OE interactions were predictors of EI training gains.\nPractical implications: - The results hold implications for organizations that seek to enhance the EI of leaders both effectively and efficiently. The application of these findings to a range of leadership development practices and to training efforts that focus on other competencies are discussed.\nResearch implications: - The paper connects EI to one of the major challenges facing leaders and leadership development professionals in the future: managing change and offers recommendations regarding research on other factors that are likely to optimize results achieved through efforts to develop the EI of leaders.\nOriginality/value: - This is the first study to investigate the impact of these three individual characteristics on training gains achieved. The paper's findings suggest that some individuals are better candidates for EI training and presents a method to identify them.\n", "role": "assistant" } ]
How money got its tail (not too light; not too heavy; but "just so")	[ "Assets", "Return on capital employed", "Prices" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: The dedicated reader of these editorials will have noted a recent foray into the world of heavy-tailed asset-return distributions. Specifically, in Powers (2009a, b), I addressed the problem of developing a simple but appropriate risk measure for heavy-tailed (and in particular, Levy-stable) returns. In the present piece, I would like to consider an even more fundamental issue: Why do asset returns evince heavy-tailed behavior in the first place?[1] My hope is that, in a manner similar to the way evolutionary biologists (and other \"just so\" storytellers) might explain \"How monkey got his tail,\" it is possible to suggest how \"money\" - in the form of random asset returns - got its distributional \"tail\".\nPrice formation: Assume there are n traders in the market for a given asset, and that each trader can be in either of two states at any given time:1. holding one share (\"1\"); or2. holding no shares (\"0\").Now let nt-11 and n-nt-11 denote the respective numbers of traders in each of the two states at time t-1, and define the following indicator variables:1. It-1j(0,1) equals 1 if individual j in state \"0\" wishes to buy one share at time t-1, and equals 0 otherwise; and2. It-1k(1,0) equals 1 if individual k in state \"1\" wishes to sell one share at time t-1, and equals 0 otherwise.For purposes of studying the observed return ln (Pt/Pt-1), we will employ the following simple descriptive model of price formation[3]: Equation 2 If one assumes that an individual trader's decision to buy or sell at time t-1 is governed by a random process reflecting his or her private information, then it is reasonable to view {It-1j(0,1);j=1,2, ... ,n-nt-11} and {It-1k(1,0);k=1,2, ... ,nt-11} as sequences of (not necessarily independent) Bernoulli random variables with respective transition probabilities tht-1B (for \"Buyers\") and tht-1S (for \"Sellers\"). Setting: Equation 3 and: Equation 4 we can write: Equation 5 where k=(n-nt-11)/nt-11>0 is treated as a constant (at least for large t).In short, the above analysis permits us to express the asset-return random variable as a constant plus the natural log of the ratio of two Bernoulli proportions; that is: Equation 6 where Wt-1=th^t-1B/th^t-1S. We now look more closely at the random variable Wt-1 and its implications.\nRatio of Gaussians: In the simplest case, {It-1j(0,1);j=1,2, ... ,n-nt-11} and {It-1k(1,0);k=1,2, ... ,nt-11} are mutually independent i.i.d. Bernoulli sequences, meaning that the individual potential buyers j and potential sellers k possess private-information sources that are entirely statistically independent of one another. For sufficiently large n, the Bernoulli proportions th^t-1B and th^t-1S will be independent, approximately Gaussian random variables whose ratio is concentrated almost entirely on the positive half-line, with right tail given by Pr {Wt-1>w}~CRw-1 as w-[?] and left tail by Pr {Wt-1<=w}~CLw as w-0+. (Fieller, 1932). From the simple transformation Yt-1=ln (Wt-1), it then follows that Pr {Yt-1>y}~CRe-y as y-[?] and Pr {Yt-1<=y}~CLey as y--[?], so that both tails of ln (Pt/Pt-1)=ln (k)+Yt-1 are approximately exponential.These results can be generalized by permitting any dependence structure among the Bernoulli sequences {It-1j(0,1);j=1,2, ... ,n-nt-11} and {It-1k(1,0);k=1,2, ... , nt-11} that causes the Bernoulli proportions th^t-1B and th^t-1S to become approximately bivariate Gaussian for large n. For example, one might assume that private information is allocated separately to the sets of potential buyers (j) and potential sellers (k) in a manner similar to the \"m-dependent\" sequences considered by Chen (1975) and Hudson et al. (1989). If the buyers' and sellers' separate information allocations are statistically independent of each other, then th^t-1B and th^t-1S will tend to independent Gaussian random variables; further conditions could allow for non-zero correlations. Again, the approximately exponential tails of ln (Pt/Pt-1)=ln (k)+Yt-1 follow from Fieller (1932).\nRatio of betas: Naturally, the above derivation of exponential tails is somewhat suspect because the Bernoulli proportions th^t-1B and th^t-1S are not precisely Gaussian - and in fact are restricted to the interval (0,1][4]. As an alternative, one might consider employing the beta(a,b) family, defined on the unit interval, to approximate these proportions. This family is particularly flexible because the polynomial form of its probability density function: Equation 7 for a>0 and b>0, provides a wide variety of possible shapes.If we assume th^t-1B~beta(at-1B,bt-1B) and th^t-1S~beta(at-1S,bt-1S) are independent, then their ratio, whose sample space is the positive half-line, possesses tails given approximately by Pr {Wt-1>w}~CRw-at-1S as w-[?] and Pr {Wt-1<=w}~CLwat-1B as w-0+. (Pham-Gia, 2000). Letting Yt-1=ln (Wt-1), it then follows that, approximately, Pr {Yt-1>y}~CRe-at-1Sy as y-[?] and Pr {Yt-1<=y}~CLeat-1By as y--[?]; that is, both tails of ln (Pt/Pt-1)=ln (k)+Yt-1 are characterized by approximately exponential decay. This is similar to the Gaussian-ratio case, but now the model includes two (possibly time-dependent) parameters: at-1B and at-1S.\nNeither too light nor too heavy: The most striking aspect of the above analysis is that the finding of exponential tails lies distinctly and conspicuously \"in between\" the light-tailed Gaussian assumption so commonly (but unrealistically) employed in theoretical discussions of asset returns, and the heavy-tailed Levy-stable model (for a<2) borne out by many empirical studies. (Bidarkota and McCulloch, 2004.) This observation yields two implications of remarkable significance given the parsimony of the simple price-formation model employed (i.e. equation (1)):1. the Gaussian assumption provides a poor \"starting point\" for asset-pricing models (leaving one rather puzzled by its historical popularity); and2. empirically observed heavy-tailed behavior is likely the result of time-dependent components in the exponential tail parameters, at-1B and at-1S (e.g. if these parameters were themselves drawn from underlying gamma distributions, then each tail would follow a power law over time)[5].In sum, it seems reasonable to conclude that Money's tail is truly exponential in nature - that is, neither too light nor too heavy. However, because of the unpredictable manner in which Money is wont to wag its tail, one cannot help attributing greater heaviness to the resulting blur.\n", "role": "user" }, { "content": "Purpose: - The purpose of this paper is to explore the theoretical basis for heavy-tailed asset-return distributions.\nDesign/methodology/approach: - Through a simple model of asset-price formation, one can formulate the asset-return random variable, ln (Pt/Pt-1), as a constant plus the natural log of a ratio of Bernoulli proportions. This random variable admits of different approximations, whose distributions may be studied analytically.\nFindings: - The paper finds that for two reasonable approximations to the asset-return random variable, the tails are approximately exponential. This suggests that the Gaussian assumption provides a poor \"starting point\" for asset-pricing models, and empirically validated heavy-tailed behavior is likely the result of time-dependent components in the tail parameters.\nOriginality/value: - The editorial offers a theoretical analysis of asset-return distributions using parsimonious modeling assumptions.\n", "role": "assistant" } ]
The impact of climate change on firm adaptation: the case of the wine industry	[ "Australia", "Innovation", "Green issues", "Psychometric/Qualitative", "Strategy", "Regression", "Environment", "Climate change", "Absorptive capacity", "Stakeholder", "Sustainability", "Wine" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Climate change is believed to have an impact on industries such as tourism (including wine tourism) and agriculture (including wine production) (Galbreath, 2011; Mair, 2011). As scholars have addressed climate change, much of the research has explored an inside-out approach. An inside-out approach examines how firms respond to climate change through mitigation strategies, or the means and mechanisms to reduce (e.g. reductions in GHG emissions) their impact on the natural environment (Pinkse and Gasbarro, 2019). Alternatively, there is now a view that research needs to more thoroughly consider an \"outside-in\" approach, assessing the extent to which climate change impacts directly on firms (Galbreath, 2011; Pinkse and Gasbarro, 2019). In this case, adaptation, in contrast to mitigation, takes on importance. The IPCC (2012, p. 5) defines adaptation as \"the process of adjustment to actual or expected climate and its effects, to moderate harm or exploit beneficial opportunities.\" Thus, do physical changes in the climate lead to adaptive behaviour on the part of firms?\nTheoretical background: Natural stakeholder-based theory\nHypotheses: Climate change (temperature/rainfall) and adaptation\nMethods: Sample and data collection\nResults: Key firm characteristics are presented in Table I, and means, standard deviations and correlations in Table II. Although there are significant correlations between some of the control and predictor variables, the correlations are well below 0.80. Correlations below 0.80 minimises concerns over multicollinearity (O'Brien, 2007). Further, the highest variation inflation factor of 5.057 and the lowest tolerance value of 0.241 are considered to be within acceptable standards (O'Brien, 2007), providing further evidence that multicollinearity is unlikely to be problematic in our analysis.\nDiscussion: Our study aimed to examine the extent to which physical changes in the natural environment (i.e. climate change) are associated with adaptive practices in the wine industry. Our findings confirm a significant association between changes in temperature and rainfall and adaptive practices. Thus, we offer one of the few empirical studies that links actual, physical changes in the natural environment and firm-level adaptation from an \"outside-in\" perspective. Our results offer a few key contributions.\nLimitations, future research and conclusion: This study is not without limitations. First, it is limited to firms in a single industry (wine) in a single context (South Australia). A sample such as this limits generalizability. Future research could explore the effect of physical changes in climate on firm behaviour in different wine-producing countries and regions. One option could be to explore incidents of extreme weather (e.g. changes in number of extreme heat days during the growing season over time). Second, only adaptive practices were examined. While such an approach does advance the \"outside in\" perspective (Galbreath, 2011; Pinkse and Gasbarro, 2019), what is not clear is to what extent the actual, physical changes in climate lead to mitigative practices or practices aimed at reducing a firm's GHG emissions (Tashman and Rivera, 2016). Future studies could determine the uptake of mitigative relative to adaptive practices based on changes in the climate. Finally, because of limitations of the methods (e.g. cross-sectional data), the results suggest correlation, not causation. Interpretation of the results therefore should be assessed in light of these limitations. Future research could attempt to rely on time-series panel data to better explore causal relationships.\n", "role": "user" }, { "content": "Purpose: The purpose of this study was to test the effects of climate change, as manifested in both temperature and rainfall changes, on adaptive practices in a sample of wine firms operating in South Australia. Given that firms' adaptation to the external environment can be advanced through effective internal learning systems, a further purpose was to explore the moderating effect of absorptive capacity.\nDesign/methodology/approach: The authors used a survey as well as secondary sources to collect data. Regression analysis was used to test the hypotheses. To test the robustness of the results, alternative measures of temperature and rainfall changes were used.\nFindings: By studying 207 wine firms, the analysis suggests that climate change is significantly and positively associated with adaptive practices. Further, as hypothesized, absorptive capacity positively moderates both relationships.\nResearch limitations/implications: The use of a single industry in a specific location limits the generalizability of the results. Implications suggest that when the effects of climate change are considered the natural environment might be accorded salient stakeholder status. Further, when absorptive capacity is high, firms appear to adapt to climate change at a greater rate, suggesting that internal learning systems are important.\nOriginality/value: This is one the few studies in the business literature that considers the effects of actual physical changes in the natural environment on firm behaviour. Further, the paper is one of the few to incorporate natural stakeholder-based theory as a means of exploring climate change. The research paves the way for future studies of responses to such changes.\n", "role": "assistant" } ]
Implementing hospital quality assurance policies in Iran: Balancing licensing, annual evaluation, inspections and quality management systems	[ "Iran", "Evaluation", "Inspection", "Quality management systems", "Hospital quality assurance", "Licensure" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nInternational and national pressure on hospital quality assurance (QA): Societal attention and government policies to assure hospital service quality has increased nationally and internationally in recent decades (Greenfield and Braithwaite, 2008; Klazinga, 1994; Legido-Quigley et al., 2008; McGlynn et al., 2003). Managers in many countries designed national policies and reforms to assure and improve hospital quality. Some legislated for QA policies as a national health priority, which are intended to set standards, maintain and promote performance and reduce inter-professional service quality variation (Restuccia and Holloway, 1982; World Health Organization, 2004-2005). In recent decades, accumulating quality-related hospital problems led to prioritising QA policies in some regions (Kaya, 2000; Restuccia and Holloway, 1982; Preker and Harding, 2003; Zaim et al., 2010). Managers in many European countries and recently, some Middle Eastern regions (e.g. Turkey and UAE), focussed on hospital QA (Shaw and Kalo, 2002; Gani, 1996; Ovretveit, 1997; Kaya, 2000; Zaim et al., 2010; Joint Commission International, 2014). The World Health Organization (WHO) supported QA policies in various member states (World Health Organization, 2003 and 2006a). Following increased international and national attention, managers are increasingly expected by governments, funders and patients to introduce policies and be accountable for their quality and performance, increase their responsiveness and invest in a continuous quality monitoring and improvement system (Ovretveit, 2003; Wagner et al., 2006; European Parliament, 2011).\nIranian hospital QA: Iran has 850 hospitals, which are variously funded by the state (66 percent), private sector (9 percent), health organizations (8 percent), health insurances or charities (8 percent) or by other organizations (e.g. military) (Zarenejad and Akbari, 2009). At the national level, the Ministry of Health and Medical Education (MOHME) governs and leads hospital sector quality, policy-making, planning, financing and steering. At provincial level, staff in the Universities of Medical Sciences and Health Services (UMSHS) are responsible for providing hospital care (Mehrdad, 2009; WHO, 2011 and 2012).\nMethods: A mixed qualitative and quantitative approach, including document analyses and a questionnaire survey was used to study QA policy implementation in Iranian hospitals between 1996 and 2010. The document analyses included MOHME documents, which were identified and retrieved by consulting quality evaluation and inspection experts employed by MOHME and UMSHS and searching the MOHME web site. The authors' personal experiences as hospital managers and health systems researcher were also employed. Data were verified by ten experts involved in Iranian hospital administration (n=3), policy making (n=4) or quality evaluation (n=3). Information was translated from Farsi (Persian) into English by the authors. Finally, data were re-checked by experts qualified both in the English language and hospital administration. Current QA policy implementation in the Iranian hospital system was studied using a self-administrated validated questionnaire with closed questions. The questionnaire was translated and adapted from an existing European project called Methods of Assessing Response to Quality Improvement Strategies (Groene et al., 2009a, b; MARQuIS project consortium, 2009). In total, 130 questionnaires were distributed in 2010 to public, social security organization (SSO), private and other Iranian hospitals. Hospitals were chosen according to managers' willingness to participate. We aimed to sample hospitals representing at least 10 percent of total Iranian hospitals in the final analysis by selecting 130 hospitals initially. The quality improvement officer or hospital manager in each hospital completed the questionnaire. The response rate was 72 percent (94 hospitals). Among non-responding hospitals, 53 percent (19) were public, 25 percent (9) private, 14 percent (5) SSO and 8 percent (3) were others. Ten incomplete questionnaires were excluded from the analysis resulting in the following distribution: 55 percent (n=46) public, 25 percent (n=21) SSO, 14 percent (n=12) private and 6 percent (n=5) others. The study was approved by the Research and Technology Deputy in the Iranian University of Medical Sciences (Code: 958/1635996).\nResults: Results show that several QA methods have been implemented in the last decade in Iranian hospitals. Mandatory and voluntary QA intervention cycles include licensing, annual evaluation, regulatory inspections and QMS (ISO, EFQM and TQM). Table I summarizes Iranian QA policy extent and implementation mechanisms. Every QA method has specific characteristics, policy support, procedures, implementation mechanisms and standards.\nMandatory strategies: Hospital licensing\nHospital annual evaluation: The national hospital evaluation and grading policy was established in 1996 by MOHME staff to promote service quality. Hospital compliance with 15 evaluation domains is assessed in a routine annual evaluation process, including general facilities, medical and financial performance, quality indicators, values, patient satisfaction, management aspects, professional staff, sanitation and cleanliness, medical records and informatics, hospital committees, hospital infrastructure, safety, medical and non-medical equipment. Hospitals are graded based on staff commitment to the evaluation standards (domains) provided by UMSHS. Under this system, hospitals are classified on the following six-point scale: excellent, 1; best performer 1, 2, 3; below standard; and to be shut down (worst performer). The annual evaluation includes several other more specific QA policies described in the next section.\nHospital inspections: Based on Iranian National Health Law (1955), MOHME staff are authorized to inspect all medical facilities without prior notice. Hospital directors are obliged to provide the MOHME inspectors with information before, during and after an inspection. Hospital managers have to correct any construction, instrument and administration deficiency identified by the inspectors. Failing to overcome deficiencies will lead to hospital shutdown and licence suspension. The following hospital inspections are common:\nVoluntary strategies: QMSs\nDiscussion: Our study provides unique insights into implementing the most common QA policies over the past decade in Iranian hospitals. The study revealed that four main mandatory and voluntary QA method cycles have been implemented, which forms a tight monitoring system to assure hospital service quality. The licensing, annual evaluation and grading and regulatory inspections became statutory to assure hospital quality, while implementing QMS was voluntarily.\nForming a comprehensive QA package: Continuously evaluating service quality is important to ensure that hospital managers are accountable to the public for their performance and service quality. Currently, several QA policies are applied to Iranian hospitals. In addition to obligatory policies, voluntary QMS policies form the Iranian hospitals QA cycle. The ISO and EFQM standards are currently the most applied QMS in the Iranian hospitals, supported by MOHME and SSO recognising EFQM and ISO models as quality policies. Farzianpour et al. (2011) reported that many hospital managers are currently showing interest in obtaining ISO and EFQM certificates. Combining QA policies in Iran partly conforms to international studies, which report similar approaches including licensing, standards, guidelines, quality indicators, inspections, quality assessment, accreditation and QMS for QA and improvement in hospitals. Several national policy studies on quality development in health systems have identified a need to combine statutory and voluntary policies to ensure hospital service quality and accountability (Ovretveit, 2003; Kaya, 2000; HOPE (Standing Committee of the Hospitals of the European Union), 1996; Mohammadi et al., 2007; Shaw, 2001 and 2003).\nA continuous QA activity cycle: The QA policy cycle starts with institutional time-limited licensing before a new hospital starts operating. It continues with frequent regulatory inspections, systematic performance measurement and annual evaluation, extensive grading and license renewal following a satisfactory on-site inspection. These methods are complemented by voluntary QMS to ensure and improve hospital service quality. Other studies identified a continuous performance measurement cycle, valid standards, clinical guidelines, repeated measurement and continuous improvement policies in hospitals in the past two decades (Shaw and Kalo, 2002; Eldar and Ronen, 1995). There are similarities in QA policies between Iran and other countries. But, extent and implementation, QA legal requirements, standard setting process, funding and policy incentives are substantially different.\nGovernment, professionals and patient roles in implementing QA policies: Government\nEffectiveness of applied policies: The compulsory hospital evaluation and performance measurement system, committees, quality indicators and national clinical guidelines are important care system QA polices (Shaw and Kalo, 2002). However, their effectiveness and performance is unknown. It seems there is a need to investigate annual evaluations, hospital committee functions, measuring indicators, data reliability and clinical guideline accuracy on the hospital service quality in Iran (Aghaei Hashjin et al., 2014a). Statutory inspection by different authorized organizations also calls for further investigation. Most inspections are preventive rather than complaint-based. Although inspections have improved hospital performance, there is some evidence that managers increase compliance with standards prior to inspections. Such (pressured) ad hoc quality improvements may not be the optimal way to achieve continuous quality improvement (Shaw, 2004). Although several QA policies are used in the Iranian hospital system, no research has been conducted on assessing their effectiveness to assure Iranian hospital quality. Optimising the balance between policies seems a logical next step in Iran's QA process evolution. Additionally, it seems that the ongoing repositioning and maturing of the evaluation and performance measurement program towards an accreditation program in Iranian hospitals is a positive move towards fulfilling QA requirements (Ministry of Health and Medical Education, 2011). We recommend that the focus on creating a supportive organizational culture at hospital level to increase quality improvement activities uptake. The authors therefore advocate further research focussing on current QA policy effectiveness and related factors that may facilitate or hamper QA implementation in Iranian hospitals.\nStrengths and limitations: This is the first study that provides insight into current QA policies in the Iranian hospital sector. The study's comprehensive scope in a national hospital-sample and mixed methods (validated questionnaire survey and document review) are the study's strong features. However, limited access to QA policy information, determining validity and translation from the original language (Farsi) into English were limitations.\nConclusions: The QA policy implemented cycle forms a tight and comprehensive monitoring system to assure service quality in Iranian hospitals that combine mandatory and voluntary methods. The statutory legal requirement for hospital staff to continuously improve quality is an important implementation incentive. The government's strong external role steering QA policy has been a key implementation factor. Repositioning the current hospital evaluation program into an accreditation system and activities to further mature hospital QA systems are positive movements that should be continued. The optimal balance between QA policies is unknown. Further insight into current QA policy effectiveness and related factors that may facilitate or hamper implementation will increase our knowledge on how to effectively improve hospital service quality.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to provide an overview of applied hospital quality assurance (QA) policies in Iran.\nDesign/methodology/approach: A mixed method (quantitative data and qualitative document analysis) study was carried out between 1996 and 2010.\nFindings: The QA policy cycle forms a tight monitoring system to assure hospital quality by combining mandatory and voluntary methods in Iran. The licensing, annual evaluation and grading, and regulatory inspections statutorily implemented by the government as a national package to assure and improve hospital care quality, while implementing quality management systems (QMS) was voluntary for hospitals. The government's strong QA policy legislation role and support has been an important factor for successful QA implementation in Iran, though it may affected QA assessment independency and validity. Increased hospital evaluation independency and repositioning, updating standards, professional involvement and effectiveness studies could increase QA policy impact and maturity.\nPractical implications: The study highlights the current QA policy implementation cycle in Iranian hospitals. It provides a basis for further quality strategy development in Iranian hospitals and elsewhere. It also raises attention about finding the optimal balance between different QA policies, which is topical for many countries.\nOriginality/value: This paper describes experiences when implementing a unique approach, combining mandatory and voluntary QA policies simultaneously in a developing country, which has invested considerably over time to improve hospital quality. The experiences with a mixed obligatory/voluntary approach and comprehensive policies in Iran may contain lessons for policy makers in developing and developed countries.\n", "role": "assistant" } ]
Using the Delphi technique to support curriculum development	[ "Strategic human resource management", "Curriculum design", "Delphi technique" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: Industry requirements of business graduates in general have come under extensive discussion in recent years (see, e.g. Mather et al., 2011; Vu et al., 2011; Muff, 2012; Hardin et al., 2014). According to Bennis and O'Toole (2005) business schools have lost their way, moving towards curricula that are increasingly irrelevant to practitioners. In their view, business is a profession and as such requires contemporary relevant curriculum content. Chapman and Randall (2012) also contend that business education is at a crossroads as businesses demand graduates who are not only knowledgeable in the functional aspects of their disciplines, but also able to perform in increasingly uncertain environments. O'Keefe and Hamer (2010) echo this in their contention that business curricula should be dynamic, with processes in place to continuously maintain its relevancy. Roffe (2010) identifies the shortened life cycle of curricula, stating that courses are revised and new courses introduced at a faster pace than previously, due to a combination of employer demands and professional, technological and economic advances. The broadening scope of higher education in response to employer, government and student stakeholder expectations has also increased pressure in most disciplines to regularly renew course materials and improve validation processes.\nPurpose and contributions of this paper: The purpose of this paper is to enhance the literature on the use of the Delphi technique for the renewal of business course curricula. As a step towards accomplishing the purpose, this paper describes how we employed the Delphi technique to support curriculum renewal in our SHRM course. During the process of designing the Delphi study we became aware of two main limitations in the extant literature. One limitation is that participant voice is largely absent; we have been unable to find any literature that provides participants' perspectives on the Delphi process. A further limitation is that researchers describe the core elements of the research process, but typically do not share lessons they have learnt after completing the research. This paper is significant because in it we seek to address these limitations in the literature by providing good practice guidelines developed through reflections on our use of the technique together with analysis of participant feedback obtained during the course of the Delphi process in order to assist other academics to effectively utilise this technique.\nOverview of the Delphi technique: The Delphi technique evolved from work undertaken by the Rand Corporation with the US military in the 1950s to obtain consensus of opinion amongst a group of experts by using questionnaires and controlled feedback (Linstone and Turoff, 1975). The technique aims to achieve \"structured communication\" amongst such groups and has been applied in many and varied situations ranging from examining historical events, exploring planning options, evaluating budget allocations, discriminating between various options through to academic research (Keeney et al., 2001; Okoli and Pawlowski, 2004) and curriculum development, primarily in clinical teaching areas (Linstone and Turoff, 1975; Alahlafi and Burge, 2005; Clibbens et al., 2012).\nJustification for using the Delphi technique: As noted previously, the Delphi technique has been demonstrated in the literature as a reliable empirical method for collecting opinions of subject matter experts and deriving consensus among them to the greatest extent possible on a core syllabus in a range of fields, including sports medicine (Fallon and Trevitt, 2006), technical education (Stitt-Gohdes and Crews, 2004), nursing (Keeney et al., 2001), and information systems (Okoli and Pawlowski, 2004). Additionally, our requirements mirrored all five of the criteria outlined by Linstone and Turoff (1975) for effective use of Delphi.\nHow the Delphi technique was employed in our study: We used a web-based Delphi technique to address the focal question: What core KSAs should SHRM students acquire? This format allowed us to develop surveys using the Qualtrics platform and then circulate them via an e-mail link to the participants.\nHow the Delphi rounds were structured: In some Delphi studies (e.g. McGuire and Cseh, 2006) Round 1 is a \"brainstorming\" stage, where panellists respond to open-ended questions, while in other studies (e.g. Rossouw et al., 2011) participants are asked to respond to specific propositions contained in a structured questionnaire. As Critcher and Gladstone (1998) note, in focussing the study there is a balance to be struck between developing specific propositions that participants respond to and keeping a flexible agenda to leave room for spontaneous contributions from participants.\nHow we managed interaction with panellists: Given that Delphi involves communication structuring within a group, we devised a specific communication strategy for our study. Following the initial invitation to participate we confirmed participation in the study with each participant by e-mail, advising them that the Round 1 survey would be sent in the following week. Participants were asked to complete each survey within a ten day period. We attempted to collate the survey information and develop the next survey for circulation within approximately two weeks to maintain momentum and engagement. Rounds 2 and 3 each commenced with summaries of the findings of the previous round and a brief reminder of the process and timeline so that participants would be aware of when to expect the next contact from us.\nKey findings of the Delphi study: Our key purpose in presenting these findings is to demonstrate the degree of expert consensus we obtained from utilising the Delphi technique to develop a set of educational outcomes for our area of teaching. A typical consultation process when developing or reviewing curricula is likely to involve input from academic colleagues, representatives of the relevant professional body and views obtained from industry advisory boards - typically around five individuals. We sought to broaden the scope of this consultation across the academic and professional spheres, but were cognisant of the need for a timely process that would provide information to assist us to develop a contemporary curriculum in a rapidly changing context.\nAnalysis of participants' reflections on the Delphi process: We received 23 comments in response to our question: Looking back on your experience as a panellist, how well do you think this process achieved its aim of building consensus about KSAs necessary for SHRM graduates? These 23 comments were considered along with 19 general comments received after Rounds 1 and 2. This provided a total of 42 responses for consideration. The majority of the 19 general comments related to content issues, but seven of these referred to the process and were included in the analysis. This resulted in 30 statements made by a total of 26 participants for inclusion in the analysis. Table I shows the source of the process-related comments in each round.\nImplications for practice: good practice guidelines: The design of a successful Delphi study involves making crucial choices in regard to the key question posed, panellists, number of rounds, timeframe and communication strategy. From the participant feedback and the tacit knowledge borne out of our experience of using Delphi we have gained some useful insights into using the Delphi technique that may prove beneficial to others contemplating using this approach:\nImplications for research: Feedback from panellists about the limitations of our Delphi process regarding a fragmented approach to curriculum design suggests that a potentially fruitful line of inquiry would be to examine how the results of the Delphi study can be incorporated into a curriculum design process for a single course. Like most prior studies that have employed the Delphi technique for curriculum design purposes (see, e.g. Fallon and Trevitt, 2006; Witt and Puntel de Almeida, 2008; Clibbens et al., 2012;), our study focused on the classical curriculum question about what knowledge is of most worth for inclusion in teaching and learning (Goodlad, 1994). Although the course content is a key component of a curriculum, the course designer also needs to make thoughtful choices about an array of other curriculum components, including the course learning outcomes, learning activities and assessments (Fink, 2003; Whetten, 2007). Ideally, these choices should also be informed by academic and practice experts. For example, teaching and learning specialists can provide valuable guidance on how the core KSAs that students should acquire can be translated into a set of course learning outcomes. Similarly, HR practitioners can assist in the design of workplace-based assessments that focus the students on applying their learning to specific contexts and situations, and require them to produce authentic learning experiences and professionally relevant documents that embed the learning experience.\nConclusion: This paper has presented an example of our use of the Delphi technique for the renewal of business course curricula in response to calls for more contemporary and relevant content and teaching strategies. Our decision to utilise this technique was a response to the need to find an effective way to engage a broad range of experts in identifying the key KSAs our SHRM graduates need to develop during their courses of study. During our journey we identified a significant gap in the literature; not regarding the use of the Delphi technique per se, but about the experiences of those involved in the process which could inform and improve use of the method.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to present an analysis of the use of the Delphi technique to support curriculum development with a view to enhancing existing literature on use of the technique for renewal of business course curricula.\nDesign/methodology/approach: The authors outline the Delphi process for obtaining consensus amongst a diverse expert group, provide an overview of the results of the study to demonstrate its value and present an analysis of participants' reflections on the Delphi process experience. Drawing on participants' reflections and the experience of using the technique the authors present a \"good practice guide\" for others seeking to apply the technique and discuss implications for practice and research.\nFindings: Analysis of participants' feedback identified strengths and limitations of the process. Participants perceived that the process was efficient and fostered reflection on their own practice. The technique's capacity to draw out varied views due to absence of dominant voices was highlighted. Limitations were perceived to be restrictiveness of the process and potential inability to address varying understandings. Participant feedback suggests the process may provide a fragmented approach to curriculum design.\nResearch limitations/implications: The findings suggest avenues for future research, including examining how the Delphi technique can be incorporated into a holistic set of curriculum design field studies that are linked and ultimately lead to a well-designed curriculum.\nOriginality/value: Current literature on the Delphi technique does not provide participants' perspectives on the process nor researcher reflections on use of the technique. The authors address this gap and generate good practice guidelines for using the Delphi technique as a tool for curriculum renewal.\n", "role": "assistant" } ]
Personal values underlying halal food consumption: evidence from Indonesia and Malaysia	[ "Motivation", "Means-end chain", "Halal food", "Laddering", "Personal value" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: There is increasing interest in halal food products. Thompson Reuters (2015) valued the global halal food market at $1,128bn in 2014. They estimated that this figure could reach $1,585bn by 2020. Both growing population of Muslim consumers and increasing awareness of their religious obligations in respect of permissible consumption are believed to be responsible for the increase. In the West, according to Hussaini (1993) and Bergeaud-Blackler and Bonne (2007), 75 percent of American Muslims and 84 percent of French Muslims follow religious dietary laws. The conformance of Muslims in Asia is relatively high. Additional demand comes from non-Muslim consumers among whom an increasing belief that \"halal\" is a standard that regulates permissible processing and supply chain practices, thus, ensuring wholesomeness, food safety and quality (Bonne and Verbeke, 2008) is valued. Nevertheless, Muslims remain core consumers of halal food products. This study is, therefore, primarily motivated by the globally increasing interest of Muslim consumers in halal food products.\n2. Literature review: 2.1 Consumer behavior toward halal food\n3. Data and methods: 3.1 Data collection procedure\n4. Results: The abstractness ratio and centrality index of elements that qualified at a cut-off value of 4 for Jakarta and 3 for Kuala Lumpur are presented in Table II. Complementing our narrative understanding of the contents of the elements, abstractness ratios helped identify the position of the elements in an MEC. Elements with a low abstraction ratio below 0.49 were categorized as attributes. According to the centrality index, \"Allah ordinance\" was perceived as a key base leading to another element. \"Healthy food\" and \"clean\" were other central attributes that were identified by both Indonesian and Malaysian respondents. Elements ranging from 0.5 to 0.7 abstractness ratio were grouped under consequences. Based on the centrality index, \"healthy\" and \"active\" were identified as key consequences. Other elements above 0.73 abstractness ratio referred to personal values. As suggested by the centrality index, Indonesian respondents sought to achieve mainly \"better future\" and \"go to heaven\" values while Malaysian respondents pursued two highly congruent values, \"good Muslim\" and \"go to heaven.\"\n5. Discussion: In Quranic teaching, Islam followers are required to eat only halal food. Our findings suggest that \"Allah ordinance\" was the central aspect of halal food products. While it was an immediate attribute in the view of Indonesian Muslims, it was a higher level attribute derived from the attribute \"clean\" when perceived by Malaysian Muslims. An MEC further suggested that Indonesian and Malaysian Muslims perceived \"Allah ordinance\" to, indirectly and directly, lead to good health. In the terminology of Al-Quran, the motivation to comply with Islamic teaching is related to the appreciation of good health as one of God's countless bounties, i.e. it is a holistic way to nourish human body with respect, not only faith, but also with lawful and healthy food.\n6. Conclusions: Our study has demonstrated that Muslim consumption decisions with respect to halal food are guided primarily by religion, principally through a set of conservation and security values. This suggests that, for Muslims, halal food is chosen over and beyond more functional aspects of consumerism.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to uncover the personal values driving Indonesian and Malaysian Muslims' consumption decisions with respect to halal food.\nDesign/methodology/approach: The personal values of 130 Indonesian and 80 Malaysian Muslims have been analyzed, using a means-end chain (MEC) approach, in relation to halal food.\nFindings: Primary personal values are identified as a better sense of personal security. This is ascribed as seeking \"better future\" and \"go to heaven.\" Other personal values are related to tradition, benevolence and achievement.\nResearch limitations/implications: Since this study was conducted in both the capital cities of Indonesia and Malaysia, this study might not take account of cultural diversity within the two countries' Muslim communities.\nPractical implications: An understanding of the personal values governing Muslim consumption is a useful tool toward improving the promotion of halal certification and food products.\nOriginality/value: This study reveals the personal values of Indonesian and Malaysian Muslims with underpinning their consumption of halal food.\n", "role": "assistant" } ]
Does cultural value affect board efficacy? Insights on international corporate governance	[ "Hofstede", "Corporate governance", "Board efficacy", "Cultural value", "Religious diversity", "G30", "G38", "M14", "Z10" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Ongoing corporate scandals (in the Bank of Credit and Commerce International embezzlement amounted to US$14.47bn in 1991; Enron, $107.09bn in 2001; Tyco International, $2m in 2002; Olympus, $1. bn in 2011; Tesco, $380.59m in 2013; Toshiba, $1.5bn in 2015; and Volkswagen, which lost profits of US$31.84bn in 2015) and the recent financial crisis (2007-2008) have attracted more attention to corporate governance in policymaking in everyday newspaper articles than ever (The Guardian, 2015; The Telegraph, 2015). Corporate governance involves a set of relationships between a company's management, board, shareholders and other stakeholders. Undoubtedly, the board is a key driver for corporate governance. The Organisation for Economic Co-operation and Development (OECD) (2015) defines board efficacy as the level of accountability of management to the investors and the board, and the extent to which the boards and investors exert strong supervision over management decisions. Arguably, the literature shows the efficacy of the board to have various determinants. However, there has been little research so far conducted on the relationships between cultural values and board efficacy.\n2. Review of literature: Two broad corporate governance paradigms across countries, including Anglo-American and Continental European, are discussed by prior literature (Aggarwal et al., 2009; Aguilera and Jackson, 2003; Becht and Roell, 1999; Licht, 2001; Doidge et al., 2007; Durnev and Kim, 2005; Kwok and Tadesse, 2006; La Porta et al., 1998; Martynova and Renneboog, 2011; Licht et al., 2005; Pass, 2006). The Anglo-American paradigm emphasizes on minority shareholder protection. This model (also named as Anglo-Saxon model, Shareholder model, American model, Market-centric model, Equity-based model, Single-tiered model, Principal-agent model, Outsider model and Finance model) is originated from the UK and the USA and is widely followed by countries across the world. Based on the shareholder theory, this model explicitly emphasizes on board independence and disclosure, external mechanisms such as the market for corporate control and country-level legal protection of shareholder rights. The board of directors represents the shareholders, and the company has a fiduciary duty for safeguarding shareholders' interest. The board of directors primarily are composed of non-executive directors who have been elected by shareholders.\n3. Methods and data: Hofstede et al. (2010) defined culture as \"the collective programming of the mind distinguishing the members of one group or category of people from another [...] the unwritten rules of the social game\". Four dimensions are identified, including power distance (PDI), the extent to which the less powerful members of organizations and institutions accept and expect power to be distributed unequally; uncertainty avoidance (UAI) deals with a society's tolerance for uncertainty and ambiguity; individualism (IDV) is the degree to which individuals are integrated into groups; and masculinity (MAS) refers to the distribution of emotional roles between the genders. In line with the study objective and prior research, the study offers three hypotheses, cultural value (H1), regulatory quality (H2) and economic development (H3), as follows:\n4. Empirical findings: The descriptive statistics are reported in Table III. There is significant variation regarding board efficacy among countries. The highest board efficacy was found in New Zealand and Norway, whereas the lowest was found in Vietnam (3.83), Suriname (3.79) and Bangladesh (3.78). The RDI score of 0 indicates that countries have low religious diversification (such as Morocco, Iran, Romania, Turkey, Pakistan and Peru), whereas Vietnam, Taiwan and Singapore are the most religiously diversified. All variables are normally distributed, as the skewness was not greater than +3 and kurtosis was well below +10 (Byrne, 2010). Table IV shows the Pearson correlation. There are significant correlations between BOD and all variables, with the exception of MAS and GDEBT. The highest correlation is found for BOD and AUDIT (r = 0.860) and CE (r = 0.848). No serious multicollinearity exists between the explanatory variables.\n5. Conclusion: The study is the first to investigate the impact of cultural values on board efficacy. The findings of the study show that cultural values play a significant role in board efficacy. Two major contributions emerge from this study: first, more religious diversity has a significant negative impact on board efficacy; second, the findings of the study support earlier literature on three issues, including higher uncertainty avoidance, which has a negative impact (Dutta and Mukherjee, 2012); corporate ethics (Haniffa and Cooke, 2002) and auditing standards, which have a positive impact (La Porta et al., 1998); and third, the study extends Hofstede et al.'s (2010) cultural value by incorporating more cultural variables. The study has major policy implications for the OECD, the World Bank and the IMF. An avenue for further research would be to investigate whether culture impacts shareholder governance (including legal classification, as suggested by La Porta et al., 1998, and corruption and bribes as a proxy of cultural value). Nevertheless, the necessity for corporate governance is arguably unequivocal, as the Organisation for Economic Co-operation and Development (OECD) (2015) stated:\n", "role": "user" }, { "content": "Purpose: This study aims to investigate how culture can either reinforce or attenuate the board efficacy (a key element of corporate governance).\nDesign/methodology/approach: The study uses the data from the World Economic Forum (2006-2014) of 69 countries. The data were restricted to 69 countries because Hofstede et al. (2010) provided cultural value data from 111 countries. However, the data from 42 countries were incomplete for Hofstede et al.'s four dimensions.\nFindings: The study is the first to show that more religious diversity has a significant negative impact on stronger board efficacy in evaluating corporate governance practices. The results also indicate that more uncertainty avoidance in a country has a significant negative impact and corporate ethics and auditing standards have a positive impact on board efficacy.\nOriginality/value: The study extends Hofstede et al.'s (2010) cultural value by incorporating religious diversity and corporate ethics as cultural variables in explaining board efficacy in corporate governance literature. The Organisation for Economic Co-operation and Development, the World Bank and the International Monetary Fund should focus on cultural factors while developing a single set of Corporate Governance Code worldwide.\n", "role": "assistant" } ]
Barriers to HIV and sexuality education in Asia	[ "Barriers", "Asia", "HIV/AIDS", "Sexuality education" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Globally, there continues to be debate about how best to undertake HIV prevention, particularly in parts of the world severely impacted upon by the epidemic. Across much of Asia, the major means of HIV transmission is through unprotected sex, although the sharing of injecting needles and equipment plays an important role in some countries within the region (UNAIDS, 2012a). Because of the close links between education about HIV and education about sex, sexual relations and sexuality, UNESCO (in cooperation with UNAIDS, UNFPA and UNICEF) developed guidance on the most effective approaches to take with respect to HIV and sexuality education. HIV and sexuality are considered together in this guidance due to the importance of addressing sexual transmission (UNESCO, 2007, 2008, 2009, 2010).\nMethods: A review of existing literature on barriers to school-based HIV and sexuality education in Asian countries was carried out by searching electronic bibliographic database including ASSIA (Applied Social Sciences Index and Abstracts), SAGE Journals, Web of Knowledge, ERIC and SciVerse Scopus. Online search engines such as Google Scholar were used to locate further literature on the topic. Inclusion criteria guiding the review stated that studies must: focus on school-based sexuality and/or HIV education; discuss barriers to the provision of sexuality and/or HIV education in one or more Asian countries and be based on research carried out after 1990 (in order to consider the response from early on in the HIV epidemic, but also remain recent enough so as to be relevant to the current context).\nThe context in Asia: The diversity of people, cultures and histories that make up the different regions and countries of Asia should not be under-emphasised; the countries of Asia are in fact extraordinarily heterogeneous. Perhaps as a consequence, and given the wide variations in sexual and drug-related practices, earlier speculations concerning the severity in scale and intensity of HIV epidemics in Asia have not been borne out.\nFindings: The literature identifies four different kinds of barriers to the delivery of good quality school-based HIV and sexuality education: cultural and contextual factors, policy factors, resource constraints and school-level factors.\nConclusions: The four barriers to implementing HIV and sexuality education identified in this paper are strongly inter-related. Each needs to be addressed by national and local authorities, as well as by individual schools, if 100 per cent coverage of good quality HIV and sexuality education is to be implemented and sustained.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to identify the key barriers to the delivery of school-based HIV and sexuality education in selected countries in Asia.\nDesign/methodology/approach: A review of published literature on barriers to school-based HIV and sexuality in countries in Asia was conducted, with a focus on research carried out after 1990. The paper also draws on recently undertaken national situation analyses of HIV and sexuality education conducted by the second author with support from UNESCO, as well as more general Asia-Pacific regional assessments undertaken by others.\nFindings: Four key barriers to the delivery of good quality, school-based HIV and sexuality education are identified: cultural and contextual factors, policy factors, resource constraints and school-level factors.\nOriginality/value: The paper maps these four barriers as key areas in which action needs to occur in order to improve the delivery of school-based HIV and sexuality education. Potential levers for success are highlighted.\n", "role": "assistant" } ]
Specialty food retailing: examining the role of products' perceived quality	[ "Perceived quality", "Food products", "Loyalty", "Satisfaction", "Specialty retailing" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: An increasing competition has resulted in the food retailing industry, as new retail formats capture market share from traditional formats. Among these new retail formats, the specialty food stores have experienced a great increase, since they are designed to fit consumers' needs through customized assortments, great customer service and an attractive environment (Hsu et al., 2010). Moreover, specialty retailers who focus on natural or organic food products have also grown in popularity (Huddleston et al., 2009). Similarly, customer satisfaction is a key issue in the retail industry; being crucial for retail managers to understand customer needs. Accordingly, and since consumers interact with retailers at every step of the consumer decision-making process, some of the relevant issues that have received attention include the role of service and in-store environmental cues and the employee-customer interactions (Grewal and Levy, 2007).\n2. Literature review: 2.1 Specialty retailing: a high involvement shopping environment\n3. Methodology: 3.1 Variables and scale development\n4. Results' discussion: 4.1 Measurement model\n5. Conclusions: Our research goal is to examine the role of the products' perceived quality in the context of the specialty food retailing, aiming to analyse whether the quality perception of products influences consumer satisfaction and loyalty towards the specialty food stores. For this purpose, we propose a conceptual model on the creation of consumer satisfaction and loyalty in the specialty food retailing and we also empirically test the potential moderating effect of the products' perceived quality. For the hypotheses testing, we differentiated between customers who perceive specialty products as having high quality, and those who perceive them as having low or poor quality. So, the major contribution of the present research consists on examining the influence and moderating role of a customer-based attribute underresearched in previous studies: the products' quality perception.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to address the following issue: \"Does the products' perceived quality influences the consumer behaviour in the specialty retailing setting?\"\nDesign/methodology/approach: For this purpose, the authors propose and empirically test a conceptual model on the creation of consumer satisfaction and loyalty in specialty retailing, to examine the influence of products' quality perception and its potential moderating role. Data were analysed through structural equation modelling on a sample of 592 consumers\nFindings: The findings show that the store-based attributes have different influence on customer satisfaction and loyalty, according to the quality perception of products, and suggest the moderating role of products' perceived quality.\nPractical implications: Retailing managers may use the product's perceived quality as a segmentation variable in the specialty food retailing context.\nOriginality/value: The major contribution of this paper is the empirical analysis of one subjective customer-based variable in the specialty retailing setting.\n", "role": "assistant" } ]
Boomerang effect of incentive reminders during shopping trips	[ "Promotional reactance", "Transaction abandonment", "Incentive reminders" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Retailers often try to increase shoppers' transaction sizes by incentivizing them to make unplanned purchases during shopping trips. For example, when shoppers are at the checkout, Amazon and Staples remind them how much more they need to spend to take advantage of the free shipping incentive. Target and Kohl's also often remind shoppers of the incentives such as prepaid gift cards and cash bonuses and specify the remaining amount required to be spent to claim the incentives. Many other retailers, such as The Container Store, Red Robin and Bed Bath & Beyond, and auto service providers frequently offer different incentives such as gift cards, service fee waivers, cash vouchers, discounts and coupons if shoppers increase their transaction sizes to meet specified promotional threshold.\nPrior research and theoretical development: Prior research related to unplanned purchases has mostly focused on impulse buying and the psychological and contextual factors associated with it (Abratt and Goodey, 1990; Bucklin and Lattin, 1991; Kahn and Schmittlein, 1992; Stilley et al., 2010; Shoham and Brencic, 2003; Hulten and Vanyushyn, 2011; Hulten and Vanyushyn, 2014). Unlike impulse buying incidences, unplanned purchases triggered by incentive reminders aimed at increasing basket sizes are more deliberative and are related to other purchase decisions during the same shopping trip (Block and Morwitz, 1999; Engel and Blackwell, 1982; Beatty and Ferrell, 1998; Park and Lennon, 2006; Olsen and Skallerud, 2011; Silvera et al., 2008). Not all promotionally incentivized purchases are necessarily unplanned. Shoppers may start a shopping trip to take advantage of a promotion that promises an incentive conditional to shoppers' basket sizes meeting a specified threshold such as $50. In those situations, spending minimum $50 may be considered as planned purchases. However, when a shopper is at the checkout stage and is reminded of an incentive conditional to the shopper's basket size meeting a specified threshold, the additional purchases needed to reach the threshold may be considered incentivized unplanned purchases. These unplanned purchases are activated by seller's reminder in the middle of a shopping trip. When shoppers are reminded of an incentive that is conditional to a specified promotional threshold, they have to consciously make the choice of searching for previously unplanned purchases needed for reaching the threshold (Lee and Ariely, 2006). It should be noted that not all consumers may feel persuaded to search for unplanned purchases but for those consumers who may decide to search in response to a seller's reminder, the size of unplanned purchases needed for reaching the threshold directly depends on the size of the planned or current purchases (Koukova and Srivastava, 2012; Lewis et al., 2006).\nStudy 1: Participants were randomly assigned to one of the three conditions: no incentive, avoidance type incentive, reward type incentive. A total of 206 undergraduate students (Mage = 20.43, 52.6 per cent female) participated in Study 1 in exchange of course credits.\nInteraction effect of relative size of planned-unplanned purchases and incentive type: If a shopper who has $75 worth of planned purchases in the shopping cart is incentivized to make the transaction size reach $100, the relative size of unplanned purchases needed to claim the incentive would be small. In contrast, if a shopper who has $25 worth of planned purchases in the shopping cart is incentivized to make the transaction size reach $100, the relative size of unplanned purchases needed to claim the incentive would be large.\nStudy 2: A 2 (relative size of unplanned purchases: large, small) x 2 (incentive type: avoidance, reward) between-subject design was used for Study 2 in which 172 undergraduate students participated in exchange of course credits.\nGeneral discussion: Although transaction abandonment is acknowledged as an important area for research, extant research in this area is relatively scarce (Kaufman-Scarborough and Lindquist, 2002; Hofacker et al., 2016). The current research helps address this gap by identifying incentivized unplanned purchases as one of the key antecedents of abandonment.\n", "role": "user" }, { "content": "Purpose: This paper aims to examine the unintended negative effect of incentivizing shoppers to make unplanned purchases through incentive reminders during shopping trips.\nDesign/methodology/approach: Two experimental studies with between-subject designs were conducted to examine the effect of incentive reminders and related factors on abandonment intention.\nFindings: When the search for unplanned purchases needed to reach promotional threshold fails, shoppers' propensity to abandon a transaction increases if they are reminded of an incentive during their shopping trip. When the size of the planned purchases is relatively larger than the incentivized unplanned purchases, abandonment propensity is higher in response to reward type incentives, whereas when the size of the planned purchases is relatively smaller than the incentivized unplanned purchases, abandonment propensity is higher in response to avoidance type incentives.\nResearch limitations/implications: This research intersects and integrates several research domains, specifically transaction abandonment, promotional reactance, unplanned purchases and promotion framing.\nPractical implications: Findings from this research help managers understand the possible negative consequences of incentive reminders and offer suggestions for decreasing shopper propensities to abandon transactions in response to incentive reminders aimed at increasing transaction sizes.\nOriginality/value: This is the first study to highlight (i) the possible effect of incentive reminders on transaction abandonment; (ii) the influence of the size of unplanned purchases and incentive types on abandonment; and (iii) the underlying roles of perceived value of planned purchases and fairness perceptions in abandonment.\n", "role": "assistant" } ]
Veblen's evolutionary economics of religion and the evolutionary psychology of religion	[ "Religion", "Evolution", "Domain-specific psychological mechanisms", "Instinct of workmanship", "Parental bent", "Psychological by-products" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1 Introduction: As evidenced by the flow of articles on various aspects of religion in IJSE over the past three decades, the socio-economic influence of religion is a topic of continuing interest in social economics. A number of those articles have made significant contributions to the new subfield of \"economics of religion\", defined by Iannaccone (1998) as applying all elements of modern microeconomic theory to religion, including the newer techniques of game theory, experimental economics, and empirical studies of consumer behavior. In his review of the literature, Iannaccone (1998) cited Hull and Bold (1989) for their economic theory of the church, and also the modeling of churches as collective action groups by Wallis (1990). As other examples, Ahmed and Salas (2009) and Ahmed and Hammarsledt (2011) used experimental techniques to test whether religion influenced social cooperation; Papyrakis and Selvaretnam (2011) examined how life expectancy or age impacts religiosity or church attendance; and Dilmaghani (2012) used modern quantitative indexing to assess how religiosity affected human capital and earnings.\n2 Veblen's psychology of instincts as the core element in his evolutionary economics of religion: Veblen recognized that religious belief in origin and persistence against the challenges presented by advances in modern science and technology must be deeply rooted in the human psychological architecture or human nature. In criticizing the \"hedonistic psychology\" underlying neoclassical and Austrian economics, Veblen (1898/1961, p. 74) stated that an evolutionary economics requires a psychology that recognizes human nature is \"a coherent structure of propensities and habits which seeks realization and expression in an unfolding activity\". Veblen's economic psychology was a combination of three factors: the instinctive impulses to conscious purposive action, the emotion(s) associated with each particular instinct, and the mental habits shaped by the inherited socio-economic institutional environment. The instinctive proclivities and associated sentiments (emotions) form a human nature that has remained stable after having evolved by natural selection during the long prehistory of modern humans. In Veblen's psychological and anthropological analyses of the formation of social habits, the impulsive tendencies play out in the changing conditions of economic life under the continuous evolutionary improvements in technologies. As products of the combination of instincts that form human nature and life experiences under ever-changing industrial technology, habits or institutions lag behind technological advances, but become eroded, modified, or ultimately eliminated by their incompatibility with the current state of technology.\n3 Why Veblen's problematic psychology clouds the relevance of his evolutionary economics of religion: a case example: A case example illustrates the relevance of Veblen's evolutionary economics of religion to social economics. In the latter decades of the twentieth century, two developments in religion had significant socio-economic impacts on social policies in the Americas - Liberation Theology among Catholics in Latin America and the new religious political right in the USA. In terms of sociological characteristics, Leathers (1884) noted that liberation theology was suggestive of Veblen's natural Christianity, while the new religious political right was suggestive of another round of the revival of the conservative religion. The fundamental impulse driving the liberation theory movement appeared to be the same basic impulse toward brotherhood, mutual service, and Christian charity that Veblen described. In the sociological aspects of that impulse, compatibility existed between liberation theology's emphasis on solidarity with the oppressed masses and Veblen's comment that the Christian trait of brotherly love historically was most at home among the oppressed classes. There was also a commonality in the primacy of concern for the community welfare and the social values of Veblen's Christian morals (Leathers, 1884, pp. 1162-1163).\n4 A modern evolutionary psychology for Veblen's evolutionary economics of religion: Research has provided evidence of the existence of neural circuits in the human brain that are highly specialized for reasoning about physical objects (naive physics), the biological world (naive biology), the beliefs and motivations of other individuals (naive or intuitive psychology), and social intercourse. Evolutionary psychology recognizes that these circuits or modules were designed by natural selection to solve problems of survival and reproduction in the long evolutionary history preceding the emergence of modern humans. Each of the many domain-specific modules in the evolved brain is a simple psychological mechanism designed to produce an inference or intuitive response to a specific input. At a critical juncture in evolutionary process, a physiological change occurred that allowed the domain-specific nodules or psychological mechanisms to communicate, thus creating the ability for immense complexity in computational abilities of the mind without any increase in the size of the brain (Kirkpatrick, 2005, p. 278).\n5 Concluding statement: The strength of Veblen's evolutionary economics of religion was in explaining the psychological origins of religion and persistence of religious belief in the face of challenges from modern science and the materialistic influences that come with economic progress. The innate proclivities of human nature could give rise to religious movements that reflect social concerns (e.g. liberation theology) as well as movements that reflect self-interest (e.g. the new religious political right), both which could influence socio-economic policies. But the relevance of his evolutionary economics of religion is clouded by his psychology of instincts which few (if any) social scientists would accept. In modern evolutionary psychology of religion, we find a viable substitution. The by-products of psychological mechanisms that evolved in the human brain as adaptations for purposes other than religion not only explain religious belief as an innate proclivity of human nature, but also how particular social exchange psychological mechanisms have religious influences similar to Veblen's social-regarding and self-regarding instincts. Thus, with a modern evolutionary psychology of religion giving greater clarity to the psychological basis of Veblen's evolutionary economics of religion, his evolutionary economics approach becomes a complement to the micro-economic based \"economics of religion\" in the efforts to better understand the complex interplay between religion and socio-economic activities.\n", "role": "user" }, { "content": "Purpose: Because belief in a supernatural agent with extraordinary power is rooted in psychology, Veblen's instinct psychology was the essential basis for his evolutionary economics of religion. The innate behavioral traits that Veblen called instincts in human nature are now recognized in evolutionary psychology as domain-specific mechanism that evolved as adaptations to enable human survival and reproduction. The authors aim to explain how the modern evolutionary psychology of religion provides a modern psychological basis for Veblen's evolutionary economics of religion.\nDesign/methodology/approach: First, the authors review how Veblen's theory of an evolved human nature of instincts was applied to explain the origins of religion in primitive societies and remained a resilient force despite evolutionary erosion of institutional religion as science advanced. Second, the authors note how evolutionary psychology explains the origins of religion in terms of the functioning of domain-specific psychological mechanisms that evolved as adaptations for purposes other than religion.\nFindings: The similarities between Veblen's instinct psychology and the explanation of religion as by-products of domain-specific psychological mechanisms are sufficient to allow the conclusion that the evolutionary psychology of religion provides a modern psychological basis for Veblen's evolutionary economics of religion.\nOriginality/value: An evolutionary economics of religion has a great social value if it provides credible explanations of both the origins of religious belief and innate tendency for religious belief to continue even as science refutes elements of religious doctrines. With a modern psychological basis, Veblen's evolutionary economics of religion accomplishes that purpose.\n", "role": "assistant" } ]
Experts within kaizen teams: how to get the most from their knowledge	[ "Tacit knowledge", "Skills", "Continuous improvement", "Team working" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: One of the principal problems for managers is forming work parties where experts' knowledge is truly utilized in order to successfully accomplish the task assigned.\nTeam A: kaizen project: Team A was a multidisciplinary, temporary group, consisting of seven people in a mix of experts and novices from areas such as Engineering, Processes, Quality and Operations. It was a kaizen project team, brought together to solve an unknown problem, with high complexity and relevancy.A life-size sample of a train had failed a security test. It should have withstood a temperature of 750deg centigrade for 15 minutes without catching fire. Team A was assigned the task of solving the problem; to determine the causes as to why the test had not been passed.The dynamic was based on two dimensions: reflective and active. These dimensions formed cycles of reflection-action, in which they worked by trial and error, experimented and then met together to analyze what had happened and to generate ideas.In order to solve the problem, the experience of the most expert members was fundamental. The novice members within Team A did not participate as actively in the meetings as did the expert members. For example Luis, with 15 years of experience in train design, had knowledge from previous test that heat transfer could be the main cause of ignition. He then deployed and shared this knowledge in discussing the test failures during the team meetings.To summarize, for kaizen project teams who must solve an extremely complex task, the experts, continuously and repeatedly, anticipated and identified problems and results, and offered solutions.\nTeam B: kaizen directive: Team B was formed by six people from the first and second levels of the organization, which made up a directive kaizen group. This was a multidisciplinary group in which each member was an expert in his or her specific area. Team B also had to lead and coordinate the research and development group in order to accomplish the new product development process.The purpose of Team B was to create new products to fulfill specific market needs. The products would have diverse applications and would need to compete with other types of substitute products.The expertise of the members in this team was very important for the development of new products. For example, Juan, with more than 15 years of experience, generated viable ideas for the development of new products through:* his active participation in seminars related to his field;* reading and writing articles;* sharing and listening to other experts;* contact, at least once a month, with clients and suppliers to find out what other organizations were doing.In conclusion, this accumulation of expert experience, for kaizen directive teams, given the practical connection with their surroundings, caused them to deploy knowledge in a constant manner, with greater presence since they were continuously visualizing opportunities and clarifying phenomena, in order to create new products.\nTeam C: kaizen natural improvement: Team C was a multidisciplinary group of seven people, all of whom worked in a common area of assembling, making this a kaizen natural improvement group.Team C had a target to define the correct way to assemble a piece of equipment. In order to achieve this objective, the way in which the team worked was to hold a daily meeting to analyze advances and problems and to provide solutions.As with the other teams, the experience of the members became apparent in different situations and stages throughout the assembly of the equipment. For example, Hector, who had been with the organization for 30 years with vast theoretical and practical qualifications in the assembly of this type of equipment, was able to orient the steps towards solutions when the manuals for assembly proved to be insufficient. This allowed for improvements in the process.In summary in the kaizen natural Improvement groups, in which actions are physically carried out, the experts were continuously and repeatedly guiding and validating practices.Table I provides an overview of the similarities and differences at work between the three teams.\nExpert-novice relationship: In all the previously described teams, effective relationships between experts and novices were essential so that the knowledge was deployed and the task was successfully carried out.It was possible to observe that this relationship was \"successful\" when the expert took on a coordinator or team leader role and applied a \"coaching style\". That is to say, he was a teacher or facilitator who not only thought about himself or the immediate resolution of the task, but created commitment towards the group, while generating confidence and giving constant feedback.So, a teacher-apprentice relationship was established. In kaizen terms this can be called senpais-kohais, where the consultative, supportive and educative functions of the leaders are fundamental.\nManagerial recommendations to potentiate expert knowledge in kaizen teams: In order to increase the understanding of managers in relation to kaizen groups and the use of knowledge in the same, we propose the following process (see Figure 1).Observing this scheme we can recommend the following to managers who wish to deploy and potentiate the use of expert knowledge in different types of kaizen teams:* Identify clearly what type of kaizen team is going to be formed. This is done by asking what the task is and what the team's purpose is. In the proposed process this can be visualized for each one of the groups.* Assign an expert who has the appropriate knowledge to accomplish the task or solve the problem. However, their role is to guide rather than to directly solve by themselves. For instance, in the process above for a kaizen directive team, experts need to be able to visualize opportunities and to clarify phenomena. The experts' know how, for each type of team, is set out in the box called Expert behavior.* Finally, in all groups the coordinator must be a coach who encourages a suitable relationship between experts and novices; that is, educating, facilitating, questioning and building teacher-apprentice relationships (senpai-kohai).\n", "role": "user" }, { "content": "Purpose: - One of the main problems for managers is forming work groups where experts' knowledge is truly utilized in order to successfully solve the task assigned. The question that arises is: \"How can expert knowledge be best utilized for different types of teams?\" The purpose of this article is to explore and describe how experts' knowledge is deployed in a specific context, as with Kaizen teams.\nDesign/methodology/approach: - This study used a qualitatively based interpretive methodology, applying the case study as a research strategy through a dual design, which combines longitudinal and retrospective studies.\nFindings: - As a result of the conclusions from the field study, a set of practical recommendations is presented here that can be useful for general and middle management involved in improvement and innovation efforts.\nResearch limitations/implications: - This study is supported in the context of three case studies. Therefore does not seek the empirical generalization but analytical generalization.\nPractical implications: - As a result of the conclusions from the field study, a set of practical recommendations is presented here that can be useful for general and middle management involved in improvement and innovation efforts.\nSocial implications: - Sharing knowledge and promoting organizational learning goes beyond individual benefits and the organization to have an impact on society as it promotes dialogue, collaboration and respect as a way to solve problems and propose solutions.\nOriginality/value: - Amplifying knowledge deployment between the expert and the apprentice in a Kaizen context is one of the unexplored topics in literature on continuous innovation and knowledge management.\n", "role": "assistant" } ]
Toward an evolving conceptualization of instructional leadership as leadership for learning: Meta-narrative review of 109 quantitative studies across 25 years	[ "Principals", "Leadership", "Educational research", "Research methodology" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: The job of the principal, as the leader of a school, is a complex and multifaceted endeavor, as has been well documented in the research literature on school leadership over the past decades (Glasman and Heck, 1990; Goodwin et al., 2005; Murphy and Hallinger, 1992). One specific style of leadership that has garnered particular interest is instructional leadership (Hallinger, 2003, 2011b; Urick and Bowers, 2014). This body of research has contributed several significant findings to the knowledge of how principals positively impact schools and students, such as the importance and roles of school vision, school mission, and goal-setting in aiding school improvement (Hallinger and Heck, 2002; Robinson et al., 2008). Recent investigations have found that principals who emphasize instructional leadership behaviors have a stronger positive impact on student achievement than principals who emphasize other styles of leadership behaviors (Heck and Hallinger, 2009; Louis et al., 2010; Robinson et al., 2008).\nFramework of the study: The first conception of instructional leadership was provided as a framework to enable quantitative research of schools and principal effects and better understand the connections between different individual and organizational constructs within schools (Hallinger and Murphy, 1985) as the literature at that time had not connected school leadership concepts into a framework of specific leadership behaviors that would allow for empirical validation (Bossert et al., 1982; Hallinger, 1981; Murphy et al., 1983). In particular, instructional leadership research was designed to address the problem of \"[...] the [lack of] generalizability of research on effective schools and principals\" (Hallinger and Murphy, 1985, p. 219) by addressing \"the lack of explanatory models [...] that has impeded research on school and principal effects\" (Hallinger and Murphy, 1985, p. 219). Based on the growing body of research that has relied on this model (Hallinger, 2005, 2011a), these authors might be described as being largely successful in achieving their original aims. However, several competing conceptions of instructional leadership have been suggested over the past three decades since the initial framework was put forth (Rigby, 2014).\nMethods: The method we selected for this study is the meta-narrative review method (Greenhalgh et al., 2004, 2005, 2009). The meta-narrative review method was developed to allow researchers to grapple with conceptually complex and varied bodies of research (Greenhalgh et al., 2009). This makes it more appropriate for this study than a meta-analysis, which is of reduced value when reviewing collections of relationships across many variables (Glass, 1976; Hallinger, 2013a).\nResults: In this section we present narrative summaries resulting from our systematic review and analysis of 109 studies focused on instructional leadership using SASS data following the inclusion criteria noted in the methods above. The four most researched themes of instructional leadership within the body of reviewed literature are: principal leadership and influence, teacher autonomy and influence, adult development, and school climate. The three non-instructional leadership factors that were researched most often in relationship to these themes are: teacher satisfaction, teacher commitment, and teacher retention. We describe the major findings between these four instructional leadership themes and three non-instructional leadership factors below using a format in which we first list a summary of the evidence, then provide a brief description of the evidence, and then move to the next theme in the list to provide an initial \"parts list\" of the components of the evidence to date for each theme across the 109 studies. After listing the summary of the evidence for each theme, we then turn to a discussion of the relationships and connectedness between the themes.\nIntegrated model of instructional leadership relationships: The four instructional leadership factors within the SASS instructional leadership literature were: principal leadership and influence, teacher autonomy and influence, adult development, and school climate. The findings above detail the evidence supporting significant relationships between these four instructional leadership themes as well as the relationships they have with three other factors that emerged from the literature: teacher satisfaction, teacher commitment, and teacher retention. In continuing with our synthesis, we combined the major relationships between the instructional leadership themes and emergent factors into an integrated model consisting of instructional leadership and human resource management (Armstrong, 2012; Berman et al., 2012) (see Figure 1).\nLimitations: The results of the present study are limited in two main ways. First, the body of literature was restricted to research that used SASS data. Because of this, many school leadership factors and effects (such as indirect leadership effects on student achievement) and active areas of interest (such as school improvement) were largely absent from the body of literature reviewed within this study. Similarly, changes made to SASS over time make cross-administration analyses very difficult (Boyce, 2015). Several authors who incorporated multiple administrations of SASS data in their analyses noted significant limitations and difficulties in doing so due to different administrations asking different questions (Choy et al., 2006; Parise, 2011), using different measurement scales (Shen and Ma, 2006; Sparks, 2012), and using different question wordings (Parise, 2011).\nDiscussion: The purpose of this study was to explore a body of generalizable quantitative instructional leadership research, identify instructional leadership factors within the research, describe relationships within the instructional leadership factors and other emergent factors, and integrate those relationships into a single model. We have four major findings within this study. First, we have identified the four most researched instructional leadership factors across 109 quantitative studies: principal leadership and influence, teacher autonomy and influence, adult development, and school climate. Second, we have identified the three emergent factors that were researched most often in relationship to these themes within this body of the literature: teacher satisfaction, teacher commitment, and teacher retention. Third, we have described the relationships between these instructional and emergent factors and assessed the evidence regarding each of these relationships. Fourth, we have integrated the relationships into a single model that maps how the factors and relationships fit together.\n", "role": "user" }, { "content": "Purpose: Instructional leadership has been an active area of educational administration research over the past 30 years. However, there has been significant divergence in how instructional leadership has been conceptualized over time. The purpose of this paper is to present a comprehensive review of 25 years of quantitative instructional leadership research, up through 2013, using a nationally generalizable data set.\nDesign/methodology/approach: The authors conducted a meta-narrative review of 109 studies that investigated at least one aspect of instructional leadership using the Schools and Staffing Survey (SASS) administered by the US National Center for Education Statistics.\nFindings: There were four major themes of instructional leadership research that analyzed SASS data: principal leadership and influence, teacher autonomy and influence, adult development, and school climate. The three factors most researched in relationship to instructional leadership themes were: teacher satisfaction, teacher commitment, and teacher retention. This study details the major findings within each theme, describes the relationships between all seven factors, and integrates the relationships into a single model.\nOriginality/value: This paper provides the most comprehensive literature review to-date of quantitative findings investigating instructional leadership from the same nationally generalizable data set. This paper provides evidence that leadership for learning is the conceptual evolution of 25 years of diverse instructional leadership research.\n", "role": "assistant" } ]
Scientification, immune responses, and reflection: The changing relationship between management studies and consulting	[ "Organizational change", "Management activities", "Management theory" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: One might think there were no great differences between management academics and consultants. Even if their emphasises differ - the former are obliged to search for the truth while the latter are more strongly governed by profit-seeking - both groups try to build up and further develop knowledge bases useful to the improvement of managerial practice. In this respect, management academics and consultants share a common mission.However, the relationship between scientists and consultancies is not as harmonic as it often seems to be at first sight. This becomes particularly clear by examining the researchers' comments on consulting concepts. While some researchers welcome the dissemination of these concepts, most researchers ignore or even criticize them, and a few scientists seem to be outright hostile to consulting concepts which are frequently called \"management fashions\".Management fashions have been subject to growing debate in recent years in both academic (Abrahamson, 1996a; Kieser, 1997; Abrahamson and Fairchild, 1999) and practitioner-oriented discourse (Byrne, 1986; Micklethwait and Wooldridge, 1996; Eccles and Nohria, 1992). One could also talk about the \"fashionization of the topic of management fashion\" (Newel et al., 2001, p. 6). In general, there seems to be little consensus among academics on how to treat management fashions. It is the purpose of this paper to point out how management scientists have previously dealt with consulting concepts and which ways of dealing with them seem to be appropriate.On the one hand, consultants hardly establish a connection between the development of their fashionable concepts and scientific discourse. Instead, some recurring (non-academic) rhetorical elements of management fashions can be found in the literature (Kieser, 1997; Rovik, 1996; Furusten, 1995). These include promises of substantial performance enhancement, the threat of bankruptcy in case of non-adoption, using well-known and successful applicants of the particular concept, universal applicability, easy-to-understand, a catchy title, and leaving a certain amount of room for interpretation.On the other hand, academia has an interest in fashionable management concepts since they have high practical relevance (Dean and Bowen, 1994, p. 393). The popularity of fashionable management concepts in fact contrasts with academic discourse, which is virtually ignored by practitioners (Hambrick, 1994). Therefore, the relationship between academic discourse and popular management concepts is tense, possibly even antagonistic (March, 1991, p. 22). In this connection the term \"fashion\" clearly has pejorative connotations.In the following we demonstrate how the relationship between management studies and consulting concepts has changed in the last decades. Three different phases of academic attitudes towards management fashions can be distinguished. In the first phase the communication system of academia regarded management concepts as quasi-scientific elements, in the second phase as a foreign body, and in the third, which is just beginning to dawn, as an object of scientific reflection.The debate surrounding management fashions alludes to the topic, how academia demarks its borders. Thus, the changing attitude towards the fashionable consulting concepts also reflects a change in the self-conception of management studies. In the next step a concept is required with which management studies and practice can be described as distinct entities in order to juxtapose the two spheres. This is done by applying Niklas Luhmann's systems theory (1995) to the realm of management studies.\nManagement fashions - three different views: Management fashions as a quasi-scientific element\nThe consulting-science relationship from a self-referential system's perspective: Inconsistencies with the conventional model of an applied science\nManagement fashions in the social context of application: Interpretative viability\nConclusions: The changing relationship between management studies and consulting\n", "role": "user" }, { "content": "Purpose: - There is little consensus among academics on how to treat management fashions. The aim of this paper is to point out how management scientists have previously dealt with consulting concepts and which ways of dealing with them seem to be appropriate.\nDesign/methodology/approach: - The debate surrounding management fashions alludes to the topic, how academia demarks its borders. Thus, a concept is required with which management studies and practice can be described as distinct entities in order to juxtapose the two spheres. This is done by applying Niklas Luhmann's systems theory to the realm of management studies.\nFindings: - The development of academia's attitude toward consulting concepts can be subdivided into three different phases: management academics considered consulting concepts as quasi-scientific element; these concepts were then interpreted as a \"foreign body\": and, finally, they were an object of scientific reflection. The last phase includes a transformation that has started only recently. From the perspective of the theory of self-referential systems this change can be described as a sound development and it seems unlikely that academic approaches and consulting concepts will converge. In this perspective the non-academic character of such consultancy-concepts becomes evident-just like their hidden usefulness.\nOriginality/value: - Provides insights on how management scientists deal appropriately with consulting concepts. The change in attitude towards fashionable management concepts provides information not only about the consultancy concepts, but also about an altered self-conception of management studies.\n", "role": "assistant" } ]
Labour turnover and considerations around work: temporary farm workers in South Africa	[ "South Africa", "Labour turnover", "Deciduous fruit sector", "Temporary farm workers" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction and theoretical departure: Market deregulation, regulation of labour relations and lean production strategies led to the flexibilisation of work and increased labour insecurity. Deregulation in South Africa began in the 1980s with the financial sector which led to a fall in the value of the rand, increasing the cost of farming inputs (Sandrey and Vink, 2008, p. 7) and income from exports. Increased interest rates led to farming bankruptcies, coupled with decreased investment between 1988 and 1992 due to the uncertain political environment and sanctions. This led to a lack of confidence in agriculture (Coetzee et al., 2002, p. 7) and speaks to the decline in South African farming units with those remaining becoming larger.\n2. Literature review and rationale: Even though Barrientos and Barrientos (2002, p. 19) reported a high rate of labour turnover amongst temporary farm workers in the horticultural sector in Chile and South Africa in 2002, research has yet to determine the actual rates of turnover and farm workers' explanations for this. In fact, the only research available in South Africa in from 1957 on the labour turnover of urban \"native\" (black African) workers in Cape Town, which included farm workers (van der Horst, 1957). Internationally, there are only four studies on the labour turnover of farm workers, one on tobacco farms in Canada (Smit et al., 1985), two on farms in the USA (Taylor and Thilmany, 1993; Gabbard and Perloff, 1997) and a fourth on secondary analyses of the National Agricultural Workers Survey (NAWS) in the USA (Mines et al., 1991).\n3. Research site: South Africa is the second largest producer of pome and stone fruit in the southern hemisphere after Chile, ahead of New Zealand and also competing with Argentina, Brazil and Australia (Hortgro, 2017). South African agricultural export values grew from R4,625 million to R108,895 million between 1990 and 2015 (Department of Agriculture, Forestry and Fisheries, 2017, p. 80) and horticulture accounts for 42 per cent of agricultural exports (Department of Agriculture, Forestry and Fisheries, 2017, p. 81). Deciduous fruit accounts for 27 per cent of the gross value of horticultural products (Department of Agriculture, Forestry and Fisheries, 2016, p. 45). Half of all deciduous fruits are exported mainly to Europe, and exports account for 80 per cent of the gross value of deciduous fruit (Department of Agriculture, Forestry and Fisheries, 2016, p. 46). Deciduous fruit is predominantly grown in the Western Cape (81 per cent) of South Africa, in the regions of Grabouw and Ceres (Hortgro, 2017). In contrast to Ceres, labour brokering is prevalent in Grabouw (van der Burg, 2008). There are three deciduous fruit regions in South Africa: Ceres, Grabouw and Langkloof. This study was conducted in Ceres, situated in Witzenberg Municipality in the Western Cape Province of South Africa (Figure 1). Overall, Ceres produces 26 per cent of South African deciduous fruit (Hortgro, 2017).\n4. Research design: The research design is a case study of temporary non-resident farm workers. Analysing workers' considerations around work required a geographical setting where workers lived off farms to have freedom to choose workplaces, as workers living on farms are generally obliged to work for employers of residence. Further, remote areas of Ceres continue to offer on-farm housing for permanent and temporary workers, whereas farms closer to labour pools recruit non-resident workers. Thus, large farms established on the boundaries of a town were requested to participate in the study. Subsequently, to control for variations due to distances to work, the sample included four farms. The town is kept anonymous for confidentiality. Similarly, participants and participating farms are given pseudonyms.\n5. Overview of temporary farm workers: Temporary non-resident farm workers are employed across three different workstations in orchards (48 per cent), packinghouses (40 per cent) and drying courts (12 per cent) (Figure 2). Packinghouses mostly employ women (84 per cent), predominantly coloured women (71 per cent). In orchards, workers are mostly men (66 per cent) and black African workers (72 per cent). However, 91 and 72 per cent of black African men and women, respectively, work in orchards.\n6. Findings: Following an inductive approach, thematical analyses of findings suggested that considerations around work were informed by child care, returning to sending communities, housing, interpersonal relationships and employment conditions. Moving abductively between literature and findings, refinement of statistical and thematical analyses of considerations around work regarding employment conditions spoke to four of seven forms of labour insecurities as suggested by Standing (2011, p. 10), although all seven forms were evident.\n7. Conclusions: Market deregulation, regulation of labour relations and lean production strategies led to the flexibilisation of work and increased work-related insecurities. Lean production includes the recruitment of increased numbers of temporary workers in inverse proportion to permanent employees. This decreases labour costs by employing workers according to demand and temporary workers do not receive state-subsided skills training and are not entitled to social insurance benefits such as pension, medical aid and maternity leave. Labour costs are also reduced through the externalisation of labour. On farms, this has meant that some employers cease offering residences for workers in favour of recruiting workers from local labour pools, where possible. Thus, non-resident workers are not eligible to access services provided to resident workers. This means that temporary, permanent, resident and non-resident farm workers experience differential access to social and basic services, and social insurance benefits. Non-resident temporary farm workers are disproportionately affected relying on social insurance in accordance with length of time worked, oversubscribed and fee-based social and basic services, and informal care provided by (elderly) mostly unemployed women.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to delineates workers' labour turnover and considerations around work, in a context of informalisation of work, through a case study of temporary non-resident farm workers in the deciduous fruit sector in Ceres, South Africa.\nDesign/methodology/approach: The research design is a three-phase exploratory sequential mixed-methods strategy. Findings from 29 in-depth interviews were refined, verified and ranked in four focus groups. These informed grounded indicators in a survey of 200 farm workers employed in peak season and their 887 household members.\nFindings: Considerations are informed by work-related insecurities, interpersonal workplace relationships and reproductive insecurity in the form of care of others, social linkages and residential insecurity, seemingly hierarchical. The least important considerations most thwart workers' ability to complete fixed-term contracts and account for over 70 per cent of labour turnover in the form of resignations. In sum, workers experience constrained considerations around work arising from their material, social and economic conditions.\nOriginality/value: This is the first study on the labour turnover of farm workers in South Africa and the fifth globally. The research gives precedence to the voice of farm workers and is a thick description of workers' considerations around work.\n", "role": "assistant" } ]
Awareness and adoption of mobile technologies in the delivery of services in academic libraries in Jordan: A library staff perspective	[ "Academic libraries", "Library services", "Technology adoption", "Mobile technologies", "Awareness", "Service enhancement" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Information and communication technology (ICT) advancements, specifically, in terms of MT, have transformed the way people communicate. Such technologies enhance the way people access, receive and interact with information, and they provide new channels for communication. Such new technological advancements provide faster access to an increasing volume and variety of information. However, the challenge for libraries in this context is to adjust and adopt to new technologies to enhance routines and services.\n2. Literature review: Academic libraries are exposed to both internal and external factors which create and necessitate organizational change. One of these changes relates to technology and MT, which libraries are increasingly seeking to respond to. The extent to which libraries are able to deal with and adapt effectively to change plays a major role in the effectiveness of managing change and embedding innovation. MT is one form of innovation that libraries are attuned to.\n3. Methodology: This research is based on a case study design. This strategy facilitates an exploration of how library staff view MT. It investigates their perceptions, awareness and propensity to adopt MT as part of their library services. Case studies are also preferred in examining contemporary events where the relevant behavior cannot be manipulated. This is in contrast to experiments where the researcher can manipulate behavior directly, precisely and systematically (Yin, 2003).\n4. Statistical analysis: Mean and standard deviation were calculated to assess the degree of respondent's agreement with items to assess their perceptions about the level of MT adoption in their library and its use (current or future) to enhance library services. One-way ANOVA analysis was conducted to investigate the existence of any statistical differences, at significance level (a <= 0.05) using f-tests and t-tests between responses of library staff perception and awareness of MT in their libraries (dependent variable) and gender, age, job title, educational level and experience (independent variable).\n5. Discussion: MT has been attracting the attention of academic libraries for some time, as they are considered to offer a strong communication channel that can offer advanced library services (Cummings et al., 2010). They are effective in terms of disseminating information and marketing services. They also provide better communication and interactions for and between library users (Malathy and Kantha, 2013).\n6. Conclusion: This research was set out to investigate the potentials of implementing MT within academic libraries in public universities in Jordan from library staff viewpoint. It is also aimed at exploring library staff expectation of MT to enhance library services. The effects of external factors (independent variables) such age, job title, educational level and experience on library staff perception of MT use and role in academic libraries in Jordan was investigated as well.\n", "role": "user" }, { "content": "Purpose: Mobile technologies (MT) have been attracting the attention of academic library stakeholders for some time, as it is considered a strong communication channel that can offer advanced library services. Furthermore, MT can offer a number of flexible options for library users. Accordingly, the overarching aim of this research is to investigate the potentials of implementing MT within academic libraries in public universities in Jordan from library staff viewpoint. Exploring library staff expectation of MT to enhance library services is another aim. It is also important to investigate the effects of external factors such age, job title, educational level and experience on library staff perception of MT use and role in academic libraries in Jordan.\nDesign/methodology/approach: Using a case study design, a questionnaire was developed and disseminated to all library staff (n = 174) within ten public universities. Some 121 responses were received.\nFindings: The study indicates that there is a high level of awareness of the advantages of using MT in academic libraries in Jordan. However, the research also reveals that, although library staff are aware of the role and value of MT within the academic library environment, MT has not yet been fully exploited in these environments in Jordan for various reasons. These include incompatible information technology infrastructure and a lack of training. As a result, these libraries need to invest more in MT and enhance the use of technologies among their users to raise their performance and the quality of services that they offer. Such enhancements could lead to more meaningful interactions with users and a better overall user experience.\nResearch limitations/implications: This study investigated awareness levels among library staff of MT to provide library services. Users perspectives regarding receiving library services on mobile devices have not been explored. MT should be assessed from user perspective to understand how MT might enhance academic library services. Library staff could also be interviewed to explore these issues in closer detail. Library and Information Science departments might also upgrade their curricula and include MT application development in library courses.\nOriginality/value: This study fills a gap in MT research in the context of library services, as it is the first such attempt to conduct research into this topic in the Middle East in general, and in Jordan specifically.\n", "role": "assistant" } ]
Productivity paradox? The impact of office redesign on employee productivity	[ "Privacy", "Friendship", "Collaboration", "Productivity", "Open office", "Generation Y" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Productivity is an important aspect of an organization. Generally, the concept of productivity indicates the ratio of output to input (Pritchard, 1992 in Pritchard et al., 2008; de Been et al., 2017). At the individual level, work productivity is the employees' capacity to generate products or services needed to achieve organization goals. A high work productivity would improve organization performance (Huselid, 1995; Prakash et al., 2017) such that organizations will seek the best ways to enhance their employees' productivity to generate positive and sustainable impacts.\n2. The qualitative study: The current study investigates the significant changes experienced by employees after an office redesign that encompasses layout, office desk design and decorations. The studied office was formerly organized in a combi style, which, although it was already based on an open-plan design, enclosed every two or four workstations with high partitions and thus resembled \"cubicles.\" Each cubicle was used by 2-4 employees, who each had their own desk and bookshelf. Other fully closed rooms were available for formal meetings. The management decided to change this old office plan into a more open office with non-territorial desks (also known as a flex office), where high partitions were replaced by very low partitions (approximately 30 cm) that divided the workstations. No particular desk is assigned to any one employee, as the desks are shared and used as needed. The bookshelves were removed and replaced by lockers. The ratio between employees and workstations is now 3:1.\n3. Hypotheses formulation: 3.1 Office design and productivity\n4. Quantitative study: Subsequent to the qualitative stage, the second stage of the current study involved collecting quantitative data using a survey. This study conducted the survey after all variables were formulated into measurable indicators based on previous literature. This study measured friendship through three indicators - mutual trust, commitment, and shared interests and values (Nielsen et al., 2000; Berman et al., 2002); privacy through three indicators - visual disruptions and interruptions, speech privacy, and control over accessibility (Brill, 1985 in Ding, 2008; McElroy and Morrow, 2010; Leadon, 2015); and collaboration through three indicators - knowledge transfer, coordinated work, and ideation and creative development (McElroy and Morrow, 2010; Leadon, 2015). Productivity was measured using two indicators: performance and time management (Brennan et al., 2002; Al Horr et al., 2016). Each of the indicators owned a minimum of three items. The scoring was on a differential semantic scale, ranging between -3 to +3.\n5. Discussion and implications: 5.1 Theoretical implications\n6. Conclusion and further study: 6.1 Conclusion\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is twofold: first, to investigate the relationship between office redesign and employee productivity; and second to highlight the impact of privacy on work productivity across different generations.\nDesign/methodology/approach: This study examines open-office policy more comprehensively by integrating socio-behavioral and physical aspects of the office, and by using a mixed-method approach that incorporates most significant change, factor analysis and hierarchical regression analysis. Using a census method, the respondents were all consultants and trainers in an educational institution who were experiencing office design changes from a combi, cellular-like office to a more open, non-territorial office.\nFindings: Three variables emerged as impacts of office redesign perceived by respondents: friendship, collaboration and privacy. Collaboration and privacy exert a positive influence on work productivity, while friendship does not. The relationship between privacy and work productivity is stronger for the Generation Y than for senior employees, namely, the Baby Boomers and Generation X.\nResearch limitations/implications: This study examines the impacts of office redesign in one organization. Future studies should advance the findings by empirically testing the theoretical model in broader contexts. Future studies could also enrich the literature by bringing cultural aspects into the discussion and comparing Asian-based and European or Western-based findings.\nPractical implications: For Gen Y employees who prefer freedom, mobility and flexibility to personalization in their workplace, the open office could be a better solution for organizations that aim for both work productivity and efficiency.\nOriginality/value: This study provides an empirical value by using a mixed method of qualitative and quantitative research. This study further contrasts the different perspectives of an office redesign between younger and older generations.\n", "role": "assistant" } ]
Trust and commitment in supply chain management: a systematic review of literature	[ "Supply chain management (SCM)", "Supply chain partners", "Literature review", "Trust", "Commitment", "Antecedents", "Consequences", "Types of trust", "Types of commitment" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Competitive global business environments are challenging, reducing margins, increasing competition and forcing organisations to integrate their supply chains (SCs) to stay ahead of competition (Chong and Bai, 2014). Innovations, imitations and obsolescence of products are also forcing firms to concentrate on their SC (Lejeune and Yakova, 2005). The term supply chain \"includes all activities involved in the flow and transformation of goods from the raw material stage to the time they reach the end user\" (Handfield, 2002). Firms are deriving their competitive advantage out of the competitive advantages of their SC partners. A third of strategic alliances between SC partners fail due to trust deficit (Sherman, 1992). Supply chain management (SCM) is a key factor for building trust and commitment (T&C) (Lee and Billington, 1992) and is essential for the successful integration of the supply chain partners (SCP) (Fawcett et al., 2008; Kwon and Suh, 2004, 2005). According to the social exchange theory, the key dimensions of SCP relationship include T&C along with power, communication, uncertainty and performance (Ambrose et al., 2010; Nyaga et al., 2010; Palmatier, 2008). T&C are the key to understanding supply management relationships (Kibbeling et al., 2009). Supply chain performance demonstrates collaborative advantage resulting into better synergies, that is, information and material sharing leading to superior performance with long-term orientation, finally impacting bottom line (Cao and Zhang, 2011; Projago and Olhager, 2012). If SCP share information openly, with a long-term perspective in mind, it may reduce opportunistic behaviour (Ellram and Cooper, 1990). While trust is essential for developing commitment among SCP, it leads to successful performance of the SC (Kwon and Suh, 2004). Efficiency and effectiveness between SCP improves due to commitment towards ongoing relationships (Johnston et al., 2004; Sahin and Robinson, 2002). \"How to develop T&C among the partners\" has become a focus area for most firms as they see building trust amongst SCP as a challenge (Shapiro et al., 1992).Economic activities and transactions constantly affect and are affected by trust, thereby making it an ever-changing phenomenon (Kwon and Suh, 2004). Research on economic and environmental dimensions of the sustainable supply chain is overstretched, while the critical social dimension needs further research focus (Dubey et al., 2015). This paper dwells into social dimension through an inquiry into T&C. T&C are frequently examined when viewing supply chain relationships as relational contracting transactions (Tsanos and Zografos, 2016). T&C have attracted immense scholarly interest in the field with numerous empirical studies and review-based studies on the subject (Delbufalo, 2012; Mohammed et al., 2010; Seppanen et al., 2007). For the last three decades, there have been different interpretations and dimensions of trust and commitment (T&C). Shapiro et al. (1992) state lack of conceptual clarity and know-how among the supply chain members on how to build trust. Seminal work by Morgan and Hunt (1994) examined the critical role of T&C and its centrality in the success of relationship marketing. This paper discusses the linkages between T&C and various other factors in the context of SCM. Previous studies discuss either the antecedents or consequences of trust or commitment. To the best of our knowledge, there was no exhaustive study on a simultaneous discussion on both these social dimensions in the context of SCs. This research bridges the gap for a comprehensive review of literature on T&C in SCM, which structures the available knowledge and identifies new opportunities for research in the area. Both theoretical and empirical papers have been examined for the purpose using a hybrid approach of presenting concept-centric descriptive research. It is supported by bibliometric analysis wherein information on the top contributing authors, journals and so on is also presented.This paper synthesises and analyses literature on the topic from 1990 to 2019 for gaining a better insight on whether and to what extent T&C impact SCM. Broadly stating, this paper fills the gaps in the existing literature through its twofold contributions. Firstly, it explains the contexts in which T&C have been explored by previous research, by defining and categorising T&C. Secondly, the antecedents and consequences of T&C along with the relationships between them indicate the significance of these two variables for SCM. Morgan and Hunt's (1994) commitment-trust theory provides the theoretical basis for this paper. The objectives of this article are as follows:To review the evolution of the concepts of T&C in SCM over years;To identify antecedents and consequences and interplay of T&C in SCM;To synthesise the findings of the literature review;To present future research directions.Review of the evolution of the concepts of T&C in SCM would throw light on different dimensions that are gaining importance, the scope of T&C and so on. Identifying the antecedents and consequences common to both T&C would help researchers and managers immensely for improving SCP integration, thereby impacting SCM. Given the above objectives, the remainder of this paper is structured as follows. The next section provides description and methods used to carry out the systematic literature review. The third section includes the results and discussion, followed by the last section on the conclusions and scope for further study.\n2. Review methodology: Literature review as a tool helps in the analysis and management of the existing knowledge in a particular field of academic inquiry (Tranfield et al., 2003). A brief bibliometric analysis followed by a systematic literature review was conducted for this study. 2.1 Bibliometric analysis\n3. Analysis and discussion: 3.1 Evolution\n4. Further research directions: Based on the analysis of the existing literature on T&C, it may be concluded that over the years, research on T&C in SCM and operations management has become more sophisticated. Changing economic transactions are affecting and being affected by T&C, calling for studies using panel data comprising of series of interactions related to trust. Sentiment analysis of opinions, views expressed on the social media or supply chain intelligence and the role of trust on the performance of SC is as an interesting area for research (Swain and Cao, 2019). Other methods of research may be employed for gaining greater insights on various aspects of T&C in SCM.It was also observed that survey research was the most common choice of researchers in this field. Most of the recent studies in the field under study used structural equation modelling (SEM) for analysis (Muhammad et al., 2015; Laureano et al., 2014; Cerri, 2012; Chu et al., 2012; Cambra-Fierro and Polo-Redondo, 2011; Cheng et al., 2008; Kwon and Suh, 2005). Other tools such as MANOVA and ANOVA were also used for analysis by researcher, indicating that other tools can be explored for further research. Articles reviewed showed literature reviewed using agency theory to discuss the dynamics surrounding SC behaviours and relationships (Fayezi et al., 2012). T&C among SC partners can be examined extensively through other competitive theories, inventory theories, asset specificity theory, decision theory, information-based logistics orientation theory and theories of organisations and so on. Further, the assumptions underlying these theories within SC environment in the context of T&C need examination.Measuring inter-organisational trust becomes challenging if the conceptualisation of trust involves the organisation as a trustor (Janowicz and Noorderhaven, 2006), leading to wrong interpretation of results and hence calls for defining measures that are more appropriate. Drawbacks of inter-organisational trust need further analysis (Delbufalo, 2012). Few studies report factors moderating trust and supply chain performance. Similarly, few studies report the factors moderating commitment and supply chain performance. Role of trust as a moderator in various SC relationships and processes needs further examination. Challenges in measuring inter-organisational trust can be focus for deepening research in T&C. Though there is growing research on SC communications for improving inter-organisational trust commitment, there is scope for further research on the influence of variables and dimensions such as uncertainty.Research on the interaction of T&C and technology, especially using neurosciences development, will bring interesting perspectives on T&C in SCM. The impact of technology on T&C in SCM performance needs further analysis. The economic aspects of trust for all nodes in the supply chain may be examined (Tejpal et al., 2013). Network perspective of inter-organisational trust needs further examination (Delbufalo, 2012; Zaheer and Harris, 2006). Theories related to economic aspects and competitive advantage of trust need further analysis (Tejpal et al., 2013). Similarly, the role of T&C in supply chain performance measurement in cross-cultural contexts (Han et al., 2018) needs to be explored further. Examining accounting and legal systems in governance of relationships between organisations, their control mechanisms and their impact on relationship performance calls for further inquiry (Suresh, 2007). How is trust influencing transaction costs, social capital and the tendency of SC partners to collaborate needs further examination (Hoejmose et al., 2012). Scanty literature is reported on T&C in humanitarian organisations and operations (Awasthy et al., 2019). Swift trust, which refers to trust being built in urgency for temporary teams for a limited amount of time (Meyerson et al., 1996), though important, has received little attention and hence calls for more research. Few studies report the role of swift trust in humanitarian SCs (Tatham and Kovacs, 2010); prerequisites (Hung et al., 2004) and its impact (Dubey et al., 2018) discuss the moderating role of swift trust in humanitarian SCs to improve the level of coordination among humanitarian actors.\n5. Conclusions: Several implications for managers for building and implementing T&C emerge from this study, as SCM needs a thorough understanding of skills for building relationships (Kwon, 2004). Researchers state an increasing need for sustainable supply chain, which enables warding off SCP from the growing global threats, resulting in long-term value (Closs et al., 2011). Firms can benefit from the supply chain systems such as collaborative planning, forecasting and replenishment and vendor management in the presence of inter-organisational collaboration (Daugherty et al., 2006). Studies show that supply chain collaboration and performance are interlinked (Sheu et al., 2006; Romano, 2003). Firms need an understanding of T&C to leverage on the benefits of supply chain collaboration such as - efficiency, effectiveness and profit sharing (Kwon and Suh, 2004). Spekman (1988) states that trust is perceived as the cornerstone of strategic partnerships. Successful performance of the supply chain depends on the T&C among the SCP (Kwon and Suh, 2004). When T&C are present together, they promote efficiency (Kwon and Suh, 2004), productivity and effectiveness (Morgan and Hunt, 1994) and reduce transaction costs of the trading partners in terms of verification, inspections and certifications (Kwon and Suh, 2004). In the original equipment manufacturing (OEM) industry, it was found that T&C are among the major factors influencing flexibilities (Thome et al., 2014). Across studies, trust emerges as a significant predictor of positive performance in business relationships (Panayides and Lun, 2009). Lack of T&C between manufacturer and supplier was a major barrier towards achieving effective supplier relationship management (Oghazi et al., 2016; Tsanos and Zografos, 2016). Successful activities of relationship marketing, better communication, information exchange, adaptation willingness, cooperation and satisfaction and behaviour are due to T&C (Zineldin and Jonsson, 2000). An understanding of T&C among the SCP thus helps managers improve SCP relationships, thereby improving firm performance.Current paper presents an elaborate and rigorous systematic literature review of T&C in SCM. The objective of this article was to recover, synthesise and integrate existing literature on T&C in supply chain limited to the reviewed papers. Bibliometric analysis guides researchers on an overview of top contributions from authors, countries and affiliated institutions for the purpose of smart search of research resources as well as impactful research collaborations. The concept of trust is evolving over years, and so are the forms of trust. Based on the definitions on T&C by researchers in the past, this paper syntheses 15 definitions of \"trust\" and nine definitions of \"commitment\" and presents their essence. Conceptual understanding on trust gets widened further with discussion on types of trust and their characteristics differentiating them with an interesting perspective that trust has varied sources of origin as institution, process, personalities involved and so forth. In all, 40 antecedents and 39 consequential factors of trust presented in this paper show that \"trust\" in supply chain has been researched well. Antecedents like communication, cooperation, information sharing, opportunistic behaviour, perceived satisfaction, power and shared values were observed as discussed most in previous studies. Similarly, consequence of trust as evident through previous researches includes collaboration, commitment, performance, relational outcomes as stability, relationalism, relationship commitment, satisfaction and transaction cost. Research further shows that factors such as information sharing, collaboration (Wu et al., 2014) performance and relational stability are the outcomes of both T&C. Key antecedents of both T&C are communication, information sharing and dependence. Empirical studies also showed that trust could be both an antecedent and a consequence for factors such as asset specificity (Kwon and Suh, 2004) and information sharing.Commitment has been part of most trust-related studies. Authors observe that researches talked majorly about the antecedents of commitment as dependence, information sharing, power, shared values and trust. Similarly, consequences were acquiescence, collaboration, cooperation, integration, information sharing and relational stability. Affective, normative and continuance commitments were the frequently referred types of commitment in previous studies. Authors provide a discussion on future research directions as potential research methods which can bring deeper insights in areas not recorded yet.\n", "role": "user" }, { "content": "Purpose: Trust and commitment (T&C) among the supply chain partners in the context of supply chain management (SCM) are of interest for both researchers and practitioners. This paper analyses literature on T&C and identifies gaps for further research.\nDesign/methodology/approach: The current literature review paper provides a comprehensive perspective on the topic using bibliometric analysis followed by a systematic review of literature. In all, 207 relevant articles were extracted from the Scopus database using the relevant key word searches. For the purpose of the systematic review, another 48 relevant papers were identified through an iterative process. Hence, 255 papers published between the years 1990-2019 were analysed for the sake of this study.\nFindings: A total of 15 definitions of trust, nine definitions of commitment, 13 classifications of trust, 40 antecedents of trust, six classifications of commitments, 39 consequences of trust, 11 antecedents of commitment and 15 consequences of commitment were identified and analysed. Future research directions were presented.\nResearch limitations/implications: The study is limited to identifying the antecedents and consequences of T&C. A detailed framework could be developed in future research. The antecedent and consequences for T&C could be discussed in greater detail.\nPractical implications: Important implications for managers emerge from this study for building and implementing T&C, as SCM requires a thorough understanding of relationship-building skills. The discussion on the definitions of T&C, types of trust and the antecedents and consequences provides important insights for practitioners for strategy formulation. Results provide important insights and bring about greater clarity for researchers and practitioners on T&C in SCM.\nOriginality/value: Through rigorous analysis of the prevailing research, this paper extensively reviews literature on T&C in SCM till 2019. It summarises the current status and proposes future research directions.\n", "role": "assistant" } ]
Why choose a temporary employment?	[ "Data analysis", "Motivation (psychology)", "Temporary work", "Volition", "Contract preference" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Volition is one of the most important constructs used in exploring work-related attitudes, behaviors, and heterogeneity of temporary workers (Connelly and Gallagher, 2004; De Cuyper et al., 2008). Volition refers to the degree of choice in employment contracting for a job-seeker perspective. Its measurement envisions a continuum that distinguishes voluntary temporary workers who prefer temporary contracts from involuntary temporary workers who would prefer permanent employment (De Cuyper and De Witte, 2008). Isaksson and Bellaagh (2002) use the variable named \"contract of choice\" when referring to volition. In a more recent study, theoretically based on the Psychology of Working Framework, volition was defined as the perceived capacity to make occupational choices despite constraints (Duffy et al., 2012). The first studies on temporary work used a dichotomous measure that divided temporary workers into voluntary and involuntary categories and pointed out that individuals who voluntarily choose temporary work contracts over permanent contracts often have more positive and satisfying organizational experiences than those who are forced by the lack of alternatives (Connelly and Gallagher, 2004; Krausz et al., 1995).\nReasons for choosing temporary employment: Few studies have systematically reviewed the literature to investigate the possible reasons for choosing temporary work (Connelly and Gallagher, 2004). The classification work of Tan and Tan (2002) represented the important first attempt in this direction (De Cuyper and De Witte, 2008). The authors indicated 20 items divided into six main choice motivations: family; economic incentives; self-improvement; personal preference; means to obtain a permanent job; and inability to find permanent employment. These reasons can be further grouped into voluntary (family, economic incentive, self-improvement, personal preference) and involuntary (means to obtain a permanent job, inability to find permanent employment). Even in its importance, this classification raises two problems (De Cuyper and De Witte, 2008). First, it gives the impression that involuntary reasons are associated with unfavorable outcomes and voluntary reasons are associated with favorable outcomes. The second critical problem is that this classification associates involuntary reasons with forced choice and voluntary reasons with free choice. In response to these issues, other authors (De Jong et al., 2009), inspired by SDT (Ryan and Deci, 2000), have distinguished three reasons, instead of two, for choosing temporary work: first, voluntary reasons (or autonomous choices) that authentically reflect a deliberate choice for temporary work based on intrinsic qualities such as freedom, variety, and flexible schedule; second, involuntary reasons (or controlled choices) in that the difficulty of finding permanent jobs and temporary work is perceived as the last resort in the labor market; and finally, stepping stone reasons, which, in turn, may reflect a combination of autonomous and controlled choices in order to achieve the goal of permanent occupation. In their results, a completely involuntary group was not found, a sign that workers still see some advantage in temporary work (De Jong et al., 2009). It must be considered, however, that authors selected one single item for each motive, and, in a later article, De Jong and Schalk (2010) recommend that \"future research could assess the influence of using multiple-item measures for temporary worker motives, for example [by] using the measure developed by Tan and Tan (2002).\" De Cuyper and De Witte (2008) discussed the reasons behind free choice, forced choice, and instrumental choice, further dividing them into intrinsic (e.g. improvement of skills or gain experience) and extrinsic (e.g. find a permanent job). That division allows researchers to highlight the two extremes of the continuum, free choice and forced choice, but also the possibility of intermediate combinations in which workers prefer a permanent job but recognize the positive characteristics of temporary work. In agreement with most publications and with the SDT, the authors associated free choice with positive outcomes, forced choice with negative outcomes, and reasons for instrumental choice, such as motivation to achieve permanent work and growth of skills and competencies, with favorable outcomes. The four factors were confirmed, but only stepping stone reasons contributed to explaining job satisfaction, affective organizational commitment, and reduced turnover intention. The positive correlations between forced choice and both instrumental reasons indicated that value is perceived in working temporarily in any case (De Cuyper and De Witte, 2008). Recently, some authors (Lopes and Chambel, 2014) made an effort to make research more theoretically robust in this area. They proposed a scale of motives for being a temporary agency worker in accordance with SDT and measured four types of motivations: intrinsic (the more autonomous motive), integrated (the \"flexible\" motive for balancing employment with personal goals such as school or family), identified (the stepping stone motive), and external motivation (the less autonomous motive). The four factors were confirmed. In this study, the stepping stone workers also showed the most positive results for work well-being (more engagement and less burnout). The authors indicated that these persons would like to be perceived as good workers in order to increase their chances of being hired by the client company, as this is their desire.\nMethod: Procedure\nStudy 1: Sample\nStudy 2: The three-factor solution obtained with EFA in the first part of the study is the starting point from where, in the second part, we started by applying a CFA in order to verify the obtained results.\nLimitation: There are some limitations to the present study. First of all, the two samples were of a single temporary work agency, so they did not represent the entire heterogeneous population of temporary workers (Connelly and Gallagher, 2004; De Cuyper et al., 2008). The obtained results might be the prerogative of the prevalent professional profile of our sample (i.e. male, low-medium education, and blue-collar), whereas the results might be different with other samples.\nConclusion: This study proposes a first attempt to construct a questionnaire about the reasons for choosing temporary employment in Italy. Face validity and the construct validity appear adequate. Therefore, we present a scale with means and standard deviations for the measurement of the integrated regulation and the identified regulation constructs.\n", "role": "user" }, { "content": "Purpose: The literature on volition indicates that the only dichotomous measure that differentiates voluntary from involuntary temporary workers is unable to fully explain temporary workers' attitudes. There are more detailed explanations of why workers choose temporary work. The purpose of this paper is to develop and validate a scale of reasons for choosing temporary employment.\nDesign/methodology/approach: The study is divided into two parts. In the first part, 32 items were selected based on the literature. They were administered to a sample of 337 Italian temporary agency workers. Then, an exploratory factor analysis was used. In the second part of the study, previous findings were subjected to a confirmatory factor analysis (CFA) considering a sample of 325 Italian temporary agency workers.\nFindings: A two-factor solution (i.e. integrated regulation and identified regulation) emerged from the CFA. The authors present the scale with means and standard deviations for the measurement of the constructs. The integrated regulation subscale appears sensitive enough to differentiate the contract preference.\nResearch limitations/implications: The two samples were from a single temporary work agency, thus they did not represent the entire heterogeneous population of temporary workers.\nOriginality/value: This study proposes a first attempt to construct a questionnaire about the reasons for choosing temporary employment in Italy that raises questions about how institutional factors within various labor markets influence issues of volition and employment contract choice.\n", "role": "assistant" } ]
IPO lockups, founder power, and executive compensation	[ "IPO lockup", "Executive compensation", "Founder", "Stocks", "Senior management" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nI. Introduction: An initial public offering (IPO) is a critical stage for entrepreneurial firms. A new enterprise involved in an IPO is in the transition from a closed-held private firm to one where there is more dispersed ownership. In particular, as a crucial exit strategy, an IPO opens the door for founders and other original shareholders to sell their stocks in the public market and to harvest their investment. For example, in recent Facebook IPO, 420 million shares were sold, among of which 57 percent of shares were coming from existing stockholders, including the company's earliest investors, executives and CEO and founder Mark Zuckerberg. Such potential cashing out activities by insiders post a threat to underwriters and new investors, because selling pressure from insiders might suppress stock price and inhibit potential equity buyers from purchasing shares. To regulate insider selling and to ensure insiders' shares do not enter the public market too soon after the IPO, underwriters may choose to sign a lockup agreement with founders and other insiders before a firm going public (Arthurs et al., 2009). Under such a lockup agreement, insiders are prohibited from selling their shares for a set period of time following the effective date of the IPO. By restricting such sales, new investors ensure that insiders will remain significant economic interests in the firm for a certain period of time following the IPO. The typical lockup period is 180 days (Bradley et al., 2001), but the federal security law does not regulate the term of lockups.[1] As a result, actual lockup periods could be either longer or shorter dependent on negotiation between insiders and underwriters.\nII. Hypotheses development: As an insider trading regulation, IPO lockup is costly for insiders. Because insiders usually possess private information about the firm, any firm-level restriction on insider trading suggests a loss of potential profits for insiders who otherwise could have earned from exploiting their private information (Bettis et al., 2000). In addition, restriction on trading or hedging reduces liquidity of stocks and potentially prevents these stockholders from rebalancing their portfolios at the optimal time, thus negatively affects their valuation of these equities (Hall and Murphy, 2002). Therefore, even for a non-informational reason, restriction on the ability to trade is costly for insiders. On the contrary, IPO lockups generally benefit new investors. The existing financial literature has consistently found significant negative abnormal returns in the period surrounding lockup expiration (Aggarwal et al., 2002; Bradley et al., 2001; Field and Hanka, 2001; Ofek and Richardson, 2003). In addition, lockup expiration was also shown to be associated with considerable insider trading and substantially increased trading volume and decreased share price (Cao et al., 2004). Taken together, lockups and particularly a long lockup period are harmful for insiders, although beneficial for new investors. Therefore, other things being equal, insiders are less likely to ask for a long lockup period if they do have power to influence lockup terms.\nIII. Data and variables: III.I Sample\nIV. Methods and results: IV.I Descriptive statistics\nV. Conclusions and discussions: The existing literature on IPO lockups has heavily focussed on examining the stock market reaction to lockup expiration (Aggarwal et al., 2002; Bradley et al., 2001; Cao et al., 2004; Field and Hanka, 2001; Ofek and Richardson, 2003). Within the limited empirical studies that investigate IPO lockup determinants, the emphasis is on the economic factors that influence lockup length (Arthurs et al., 2009; Brav and Gompers, 2003). IPO lockups are argued to be remedies for agency problems caused by information asymmetric in the IPO process. In contrast, our paper extends the extant literature by investigating the influence of founders' power on lockups in the context of IPOs by entrepreneurial firms. We test the proposition by studying relationship between IPO lockups terms and founder-CEOs' compensation and incentives. We find that lockup existence and lockup length are negatively related to founder-CEOs' total compensation, and positively related to founder-CEOs' equity incentives. These results hold after controlling for the endogenous decision to sign a lockup agreement at the IPO. We thus suggest that insiders' power is another crucial factor to be considered in the lockup determination process apart from economic factors identified in previous studies.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to examine the relationship between IPO lockups and founder-CEOs' compensation and incentives in newly public firms. The paper argues that existence and length of lockup agreements are affected by bargaining power of founders, which will consequently influence the determination of their compensation contracts.\nDesign/methodology/approach: Multivariate tests are constructed to examine the relationship between IPO lockups and executive compensation. OLS, fixed-effect panel data model, and the Heckman two-stage model are all utilized to conduct the tests.\nFindings: The study finds that lockup existence and lockup length are negatively related to founder-CEOs' total compensation and positively related to founder-CEOs' equity incentives. The results hold after controlling for the endogenous decision to sign a lockup agreement at the IPO.\nResearch limitation/implications: The paper's results suggest that the power of founders and other insiders is a crucial factor in the lockup determination process besides economic factors identified in previous studies. The paper's results also echo the political power theory in the management literature which suggests that an organization's decision making is heavily influenced by relative power of organizational members and reflects their preference.\nOriginality/value: The paper raises a new explanation for the determinant of IPO lockups that supplements the extant theories. The paper argues that existence and length of lockup agreements could be affected by bargaining power of insiders.\n", "role": "assistant" } ]
Grammar checking and relation extraction in text: approaches, techniques and open challenges	[ "Evaluation", "Review", "Approaches", "Techniques", "Grammar_checking", "Relation_extraction" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Natural language processing (NLP) refers to processing human languages automatically using computational algorithms. Grammar checking (GC) has gained popularity in the area of NLP and different approaches have been used in order to build grammar error detection and/or correction systems (Madi and Al-khalifa, 2018). Various works use machine learning, mainly classification, for solving this task. Classification requires feature engineering for training a data set, for example, semantic relations (Xiang et al., 2013). Semantic relations are the associations that exist between the meanings of words.\n2. Background: 2.1 Grammar checking (GC)\n3. Methodology: This review on grammar checking and RE was carried out using the following protocol: we prepared research questions, planed for searching strategy, addressed paper selection criteria to distinguish relevant works, extracted data from these works, and finally, analyzed and synthesized the data.\n4. Review results: This section summarizes the results obtained after conducting the review and synthesis. The answers for the research questions are addressed in separate subsections. And, a discussion and interpretation of the results are presented.\n5. Discussion: From the presented literature in grammar checking, the rule-based approach in Gebru (2013) and Deksne (2016) were not beneficial in correcting a word with regards to context. Also, syntax-based methods as in Shaalan (2005), Leacock et al. (2014), Krishna Chaitanya and Bhattacharyya (2017), Goldberg (2017), Moncecchi et al. (2010), Kumar (2017), Dale and Kilgarriff (2011), Dale et al. (2012), Ng et al. (2013), Hernandez and Calvo (2014), Daudaravicius et al. (2016), Yannakoudakis et al. (2011), Dahlmeier et al. (2013), Strassel et al. (2003), Doddington et al. (2004), ACE (2007), Ac, E.N. (2008), Girju et al. (2007), Hendrickx et al. (2009), Gabor et al. (2018), Camacho-Collados et al. (2018), Santus et al. (2016), Wu and Zhang (2017), Bird et al. (2008), (Oramas et al., 2016), Baroni et al. (2009), uchile-nlp (2018), (Oramas et al., 2016), (Oramas et al., 2016), Gebru (2013), Deksne (2016), Bick (2015), Gakis et al. (2016), Singh Gill and Singh Lehal (2008), Kaur et al. (2014) were not able to handle neither complex sentences nor unknown words. This approach needed to be extended with more error types and grammar rules in order to be sufficient. As for statistical-based approaches in Go and Borra (2016) and Go et al. (2017), data need to be large and representative containing all types of sentences and errors in order for this approach to show good performance.\n6. Open challenges and future directions: Based on our observations for grammar checking and RE works, we found that the most obvious challenge is the lack of data sets, especially for low-resource languages. Also, the lack of unified evaluation methods hinders the ability to compare results.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to provide an overall review of grammar checking and relation extraction (RE) literature, their techniques and the open challenges associated with them; and, finally, suggest future directions.\nDesign/methodology/approach: The review on grammar checking and RE was carried out using the following protocol: we prepared research questions, planed for searching strategy, addressed paper selection criteria to distinguish relevant works, extracted data from these works, and finally, analyzed and synthesized the data.\nFindings: The output of error detection models could be used for creating a profile of a certain writer. Such profiles can be used for author identification, native language identification or even the level of education, to name a few. The automatic extraction of relations could be used to build or complete electronic lexical thesauri and knowledge bases.\nOriginality/value: Grammar checking is the process of detecting and sometimes correcting erroneous words in the text, while RE is the process of detecting and categorizing predefined relationships between entities or words that were identified in the text. The authors found that the most obvious challenge is the lack of data sets, especially for low-resource languages. Also, the lack of unified evaluation methods hinders the ability to compare results.\n", "role": "assistant" } ]
Determinants of entrepreneurial intentions: Technical-vocational education and training students in Ethiopia	[ "Entrepreneurial intentions", "Theory of planned behaviour", "Technical-vocational education and training" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Entrepreneurship is considered as one of the most important factors contributing to economic development and has numerous benefits for society (Moriano et al., 2012). Consequently, nations have given entrepreneurship education an important place for at various levels. Mainly it is believed that entrepreneurship education can enhance and develop traits that are associated with entrepreneurial success and provide skills that entrepreneurs will subsequently need (Finisterra do Paco et al., 2011). Nabi and Holden (2008) argue that entrepreneurship education is a mechanism for educating and developing students for an entrepreneurial career and for equipping them with the necessary skills and competences to compete in a rapidly globalizing marketplace. The underlying assumption here is psychological attributes related to entrepreneurship can be acquired culturally (Gibb and Ritchie, 1982; Kurato, 2005).\n2. Literature review and hypothesis: 2.1. Entrepreneurship education\n3. TVET education in Ethiopia: Nelson and Johnson (1997) highlighted several developmental concerns for developing countries that encompass unemployment, rural-urban balance, industrialization, capital formation, and labor utilization. It is argued that technical education can immensely improve the above conditions, especially if it directed toward enhancing enterprise culture through entrepreneurship education. It is no different in Ethiopia where almost 31 million people live below the defined poverty line of 45 US cents per day and each year millions are in danger of starvation. A very low-human development index, strained resource base, inadequate service delivery, and labor market still are the stumbling blocks for this nation, despite various efforts by both governmental and non-governmental institutions.\n4. Research methods: 4.1. Sample and data collection\n5. Results: The three key results of this empirical study are: descriptive analysis, factor analysis, and multiple regressions.\n6. Summary and conclusion: In this study, the EI of technical-vocational students was studied primarily by looking at determinant factors. The findings indicate that the TPB is a useful model in explaining EIs in different contexts (economic, socio-cultural, and political set up). Considering the purpose of the TVET programs, to create competent and self-reliant citizens for the socio-economic development, proper care should be taken in designing and implementing the curriculum. According to our findings, EIs of TVET students are highly influenced by personal attitude of students toward entrepreneurship. Hence, while designing and running the program, significant care should be taken in matters that could enhance students' individual attitudes toward job creation. This would appear to be supported by Nelson (1977) and Tessema (2012) as they criticize the prevailing educational system for predominantly focussing on teaching students how to be managers or become an employee or to certain extent teach them the fundamentals of the courses with a major emphasis on the nature and historical development of entrepreneurship. It can be inferred that what is taught in the program could significantly influence the venture creation process of students.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to examine factors that could explain the difference in entrepreneurial intention (EI) among technical-vocational education and training (TVET) program students. Centered on the theory of planned behavior (TPB), the paper aims to contribute to the understanding of factors that affect EIs of students and offer some important insight into unique aspects of TVETs to empower youth and adults to actively engage in entrepreneurial initiatives.\nDesign/methodology/approach: A survey with a sample size of 107 TEVT students, taking part in four key programs, participated in this study using Entrepreneurial Intention Questionnaires. Linear and hierarchical regression were applied to test the hypotheses.\nFindings: The findings indicate that the two most predictable variables of EI were personal attitude toward behavior and perceived behavioral control. Hence, it was suggested that proper care should be taken in the way curricula and content are designed. It is also highlighted that the educational practice needs adjustment to include course contents like decision making, effective communication, entrepreneurial negotiation, leadership, effective and efficient use of sources, new product development, creativity and critical thinking, and service-based and technological innovation.\nPractical implications: Policy makers in developing countries are trying to address the critical developmental concerns of unemployment, rural-urban imbalance, industrialization, capital formation, and labor utilization. Vocational education is seen as a policy instrument to promote economic and social progress using entrepreneurship education. However, in order for institutions to play this key role, their skill formation process needs to be geared toward enhancing and developing traits associated with entrepreneurial success. This study has confirmed that TVET programs are required to reach a balanced spectrum of delivering entrepreneurial skills through intensive engagement with partners and effective mobilization of interest groups if they are to boost economic and social change.\nOriginality/value: This study applies the TPB in an effort to understand determinants of EI on technical and vocational education. It invites academics and policy makers to rethink the approach adopted in entrepreneurship education in the vocational set up. It questions TVET programs' roles in preparing students for self-employment, networking or partnership efforts, and the design of curricula as a process and entrepreneurial skill as an outcome of entrepreneurial education.\n", "role": "assistant" } ]
Toward an inclusive understanding of technology intelligence: a literature review	[ "Tools", "Process", "Methods", "Structure", "Players", "Technology intelligence" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Scholars' research has so far produced various reasons for corporations' failures in confrontation with radical technological changes. One of the most important reasons has been the poor and partial process of technology intelligence (Lichtenthaler, 2007). Although most managers tend to claim that their companies are well keeping pace with the latest developments in their areas of specialization, they hardly have a systematic methodology to sift the key elements of technological change out of the general current of information in their environment. On the other hand, the fast and high availability of information and technological knowledge is, at first, seen as a benefit for organizations in the information age. On closer examination, the outcome of this is a big challenge. The amount of information that is available these days has to be systematically structured (Schuh et al., 2014).\n2. Methodology: To respond to the two main questions about technology intelligence in this paper, we have studied relevant academic, peer-reviewed journals (such as the Technological Forecasting and Social Change, R&D Management, International Journal of Technology Management, International Journal of Technology Intelligence and Planning, Journal of Engineering and Technology Management, Technology Analysis and Strategic Management, Research-Technology Management, Technovation, Research Policy, Competitive Intelligence Review, Foresight, Expert Systems With Applications and other journals) and books using the literature databases of Google Scholar, Sciencedirect, Inderscience, Taylor and Francis, Wiley and Emerald Insight.\n3. Technology intelligence (What?): In this section, we try to answer this question: What is technology intelligence? Therefore, we mention to philosophy, definitions, related concepts, generations and other aspects of the technology intelligence concept.\n4. Technology intelligence (How?): In this section, we try to answer this question: How is technology intelligence accomplished in organizations and companies? Therefore, we explain five key dimensions of technology intelligence:\n5. Conclusion: Technology globalization and high rate of technological changes intensify risks which technology-based companies may face. To be able to make efficient and effective decisions in the technology field, there has to be acquaintance about changes of product, materials, processes and business technologies. Responding to technological changes and the reduction of related risks can, to a very large extent, be achieved using an efficient technology intelligence system, which is equipped with an early alarming apparatus and can assess potentials of new technological advances. In this section, a classification of research conducted in the field of technology intelligence is offered, and, at the end, a number of managerial implications and directions for future researches are proposed.\n", "role": "user" }, { "content": "Purpose: The aim of this paper is to promote the authors' understanding of technology intelligence by responding to two questions: What is technology intelligence? How is it accomplished?\nDesign/methodology/approach: To respond to the two main questions about technology intelligence in this paper, the authors have studied relevant academic, peer-reviewed journals and books using the literature databases of Google Scholar, Sciencedirect, Inderscience, Wiley and Emerald Insight. They have used few selection criteria to choose papers and books for inclusion in their study.\nFindings: Enhancing the authors' understanding of the technology intelligence concept by responding to the two main questions (What is technology intelligence? How is it accomplished?), classifying the main studies in the field of technology intelligence and several practical and theoretical implications are the findings in this paper.\nPractical implications: A number of practical implications related to technology intelligence structure, process, methods, tools and players are suggested to managers of organizations and companies to improve their technology-related planning processes and decision-making.\nOriginality/value: Despite the considerable level of consensus on the necessity of precise scanning and monitoring technological changes and trends, there is still limited understanding of the technology intelligence concept. This paper intends to enhance the authors' understanding of technology intelligence by responding to two questions: What is technology intelligence? And how is it accomplished?\n", "role": "assistant" } ]
Electrical sector suffers from disconnection between Executive's education and vocational training policies	[ "Education", "Vocational training", "Apprenticeships", "Schools", "Scotland" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: The future prosperity of Scotland's electrical sector is being jeopardised unnecessarily by a disconnection between the Scottish Executive's education and vocational training policies. That is because, on the one hand, the Executive is promoting a rise in the number of apprenticeships while, on the other, it is promoting a rise in the number of pupils staying on longer at school. So much for joined-up thinking.\n", "role": "user" }, { "content": "Purpose: - This paper aims to present the viewpoint of David Wright, head of External Affairs for SELECT, the Electrical Contractors' Association of Scotland. Its purpose is to highlight the adverse impact on the electrical sector of a disconnection between the Scottish Executive's education and vocational training policies.\nDesign/methodology/approach: - The paper chronicles relations between the Scottish Executive vis-a-vis its education and vocational training policies and Scotland's electrical sector regarding the funding (or otherwise) of apprenticeships.\nFindings: - The paper points out that the Executive is simultaneously promoting a rise in the number of apprenticeships and a rise in the number of pupils staying on longer at school. The paper found that this contradiction has arisen largely as a consequence of the Westminster decision to fund apprenticeships for all 16-18 year-olds rather than provide social security payments for anyone unemployed within that age group, while the Executive is simultaneously encouraging 16-18 year-olds to stay on at school by funding them to do so. It found that an 18 year-old leaving school seeking to embark on an apprenticeship will be unlikely to receive any funding, while a 16 year-old will be guaranteed funding.\nPractical implications: - The paper covers SELECT's support for the policy promoted by the Scottish Parliament's Enterprise and Culture Committee for lifelong learning through the creation of individual learning accounts, whereby funding for vocational training is available to individuals of any age rather than restricted to narrow age parameters. It calls for funding programmes which recognise the practical consequences of the government's policies and which will enable people in their late teens and early 20s - and older - to train or retrain as apprentices.\nOriginality/value: - This paper is of value to policymakers, employees, school pupils and apprentices.\n", "role": "assistant" } ]
HR practices and employee performance: the mediating role of well-being	[ "Performance management", "Employee behaviour", "Employee attitudes", "Motivation", "Best practice", "Human resource management" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: The impact that different dimensions of human resource (HR) practices have on employee performance has attracted a lot of attention in the human resource management (HRM) literature over the past 25 years (Van De Voorde and Beijer, 2015). In the past two decades, researchers also began to focus more directly on employee-centered outcomes such as employee well-being and to look more closely at the effect that HR practices have on employee well-being (e.g. Jiang et al., 2012). The role of employee well-being as a mechanism through which HR practices affect employee performance has also been studied (Fisher, 2010; Van De Voorde and Beijer, 2015).\nTheoretical background: Different dimensions of employee performance\nMethod: Data and sample\nFindings: First, the discriminant validity of the multi-item measures reported by the respondents was assessed. Using SAS 9.3, a confirmatory factor analysis was conducted with the latent variables associated with each dimension of HR practices, employee well-being and employee performance. The fit indices showed a good fit with the data (kh2(646)=1,711.97 p<0.01; GFI=0.93; CFI=0.90; NFI=0.90; RMSEA=0.06)[2]. The eight-factor model was compared against a three-factor model - with a single latent variable representing the main concepts. The three-factor model had a significantly poorer fit than the eight-factor model (kh2(664)=1,958.76, p<0.01; GFI=0.75; CFI=0.71; NFI=0.70; RMSEA=0.08; Dkh2(18)=247, p<0.01).\nDiscussion: A pressing question for both the scholarly and practitioner HRM communities is to reveal the possibility of a complex pattern of complementary effects and trade-offs between HR practices, employee well-being and employee performance (Jackson et al., 2014; Jiang et al., 2012; Van De Voorde et al., 2012; Van De Voorde and Beijer, 2015). Drawing on the AMO model and the social exchange perspective, this study offers a theoretical framework and empirical analysis that contributes to advancing our understanding of these effects and trade-offs.\nPractical implications: From a practical standpoint, our results suggest that organizations can obtain substantial (but different) benefits when investing in different dimensions of HR practices. Principally, our study revealed that motivation-enhancing HR practices enhance psychological employee well-being, which, in turn, increases innovative job performance by employees. Hence, we advocate that when organizations need to improve the psychological condition of employees and encourage them to be more creative and innovative, they should profoundly invest in accurate and fair compensation and provide them with meaningful and stimulating tasks. Additionally, to encourage innovative behavior among employees, it may be wise for organizations to establish long-term employment relationships with employees.\nLimitations and future research: Our study is not without limitations. First, even though a multi-actor design was applied, the HRM data were based on employee perceptions and thus examined the perceived use of HR practices. Future research should consider investigating the actual use of HR practices. In addition, the study design was cross-sectional, which allows the reporting of associations among variables instead of causal direction. While the study design is similar to other HRM studies that report meaningful associations between variables (e.g. Flinchbaugh et al., 2016), future studies should examine the mediation processes using longitudinal data sets. Also, the study did not have a multilevel design and the findings should be interpreted with this limitation in mind.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to examine the associations between the skill-, motivation- and opportunity-enhancing dimensions of human resource (HR) practices and in-role and innovative job performance. Furthermore, it considers the mediating effects of psychological, physical and social employee well-being on these associations.\nDesign/methodology/approach: Structural equation modeling was utilized to analyze multi-source survey data from a sample of 300 employees and 34 immediate supervisors in a professional service company in Finland.\nFindings: The results indicate that whereas physical and social employee well-being partially mediate the association between skill- and opportunity-enhancing HR practices and in-role job performance, psychological employee well-being partially mediates the association between motivation-enhancing HR practices and innovative job performance.\nResearch limitations/implications: Given its cross-sectional nature, the authors cannot completely exclude the possibility of common method bias influencing the study results. The authors thus call for longitudinal research to examine the nature of causality within the associations analyzed in the study.\nOriginality/value: This study does not support the notion of trade-offs between HR practices, employee well-being and employee performance. Instead, it illustrates that even though different dimensions of HR practices enhance different dimensions of employee well-being, which, in turn, increase different types of employee performance, the different dimensions of HR practices work in the same direction and do not generate any unintended consequences in terms of reduced employee physical well-being.\n", "role": "assistant" } ]
Exploring a new perspective on service efficiency: service culture in retail organizations	[ "Services", "Organizational culture", "Retailers" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: An executive summary for managers and executive readers can be found at the end of this article.\nIntroduction: In today's competitive retail environment, many retailers focus on \"wow-ing\" the customer and developing an experiential retailing outlet to entertain the customer (Tokman et al., 2007). While these devices can differentiate retailers from their competitors, it is important that retailers also understand the importance of the support systems that make end consumer services possible. In order for retailers to be successful, retailers should develop a culture that embraces service ideologies (Dabholkar et al., 1996; Arnold et al., 2005) thus encouraging retention and growth of their customer base.An organization's culture manifests from the \"underlying values, beliefs, and principles that serve as the foundation for an organization's management system as well as the set of management practices that reinforce those principles\" (Denison, 1990, p. 2). From these values and norms, members of an organization develop guidelines and set expectations about what kinds of behaviors define the direction of the retailer. Culture, from the retailer's perspective, can be a very dynamic concept. A study of retail cultures found that high-level managers view culture as being related to strategic \"consensus and consistency,\" while store managers view culture as being inconsistent and characterized by multiple subcultures and on the spot decision improvisation (Harris and Ogbonna, 1998; Moorman, 1995). In other words, the definition of culture in retailing depends on whom you ask. Our research examines the idea of an overarching culture that applies to all levels of retail management, but specifically allows for store management and employees to set more consistent expectations about consistent service delivery to the customer. For our purposes, service culture is defined as a customer centric culture aimed at exceeding customer expectations and creating superior value through the development of service and performance competencies. The concept of service culture is new to the services literature. This exploratory research defines the service culture measure and examines its relationships with important organizational antecedents and customer service outcomes. The paper begins with a brief literature review, followed by the development of the conceptual model. The survey instrument is then introduced to validate both the service culture measure and its nomological network.\nLiterature review: Retailing and service culture\nStrategic antecedents and outcomes of retail service culture: In this section, antecedents and outcomes are proposed for service culture. These antecedents are used to provide support for the development of service culture within a retail context. The outcomes are identified to show the managerial implications for the development of retail service culture.Antecedents\nStrategic outcomes of retailer service culture: Success in today's competitive environment cannot be measured solely based on financial performance. Business performance is a complex, interactive, multidimensional phenomenon (Chakravarthy, 1986). The outcomes, for a retailer with high levels of service culture will be related to performance: quality outcomes (product quality, service quality, and image) and market performance (customer loyalty, customer satisfaction, and repurchase intentions). Quality outcomes are important to retailers because they enhance customer perceptions of a retailer in comparison to other competition (Teas and Agarwal, 2000). Market performance outcomes, such as the ones listed here, have been shown repeatedly to lead to retailer success (Lemon et al., 2002; Anderson et al., 1994).Morgan and Piercy (1998) focused two primary outcomes for measuring business performance, quality outcomes and market performance. The analysis of service culture adapts this multi-dimensional performance analysis from the strategic business unit (SBU) (Morgan and Piercy, 1998) context to the retailer context as it pertains to service culture.Quality performance\nDevelopment of service culture measure: Study one\nResults: Previously developed scales were used to evaluate market and quality performance. These items are presented in the Appendix. One of the biggest concerns from the pre-test was establishing the discriminant validity of customer orientation and service culture. A correlation analysis between the two dimensions (a procedure suggested by Gaski and Nevin, 1995) shows that the correlation between the two is lower than each construct's individual reliability, an indicator of discriminant validity.Nomological validity\nTheoretical implications: Researchers in retailing and services have been picking apart service quality for over 30 years. This research extends research in services marketing by applying the managerial concept of culture and understanding how retailers can develop an environment that is conducive to the optimization of service influenced performance. Furthermore, the measure for service is an alternative for service quality scales to evaluate service performance from a meso-level internal perspective, needed to be evaluated as a potential alternative.Additionally, the examination of service culture extends the research on customer orientation by adding a new dimension of service. While customer orientation captures the idea of understanding customer needs, service culture examines more specifically, how to meet those needs. Vargo and Lusch (2004b) attest that service is the only way to compete in today's retail environment that products are substitutable, and it is the service that it is difficult to emulate. Based on this revelation, it is important that market and customer orientation be extended to understand the role that services play in creating superior customer value and how service relates to responding to market information. The research indicates that customer orientation is an antecedent of service culture. Research has proven that customer orientation is important to the sustainability of an organization. This research takes this one step further and identifies that service culture is an outcome of customer orientation, especially with the support of top management. Top management is an integral part of the development of customer orientation and this research indicates that assumption holds true for service culture as well. In other words, in order for service culture to be attained, a firm must be customer oriented and have the support of top management. This extends previous research on customer and market orientation and creates new opportunities for examining orientations from a service perspective.While service culture does not directly evaluate customers' perceptions of performance, it does evaluate bi-level internal perceptions of service performance. This internal method is then correlated to direct outcome measures such as customer loyalty, satisfaction, and repurchase intentions that show whether or not the service initiatives are having a profitable impact on the organization. While working directly with customers to evaluate their perceptions of a retailer's service will always be an important tool for any marketing researcher, the service culture measure provides an alternative for evaluating service from an internal perspective. In other words, how well do the employees feel that they, or their organization, are doing in meeting the needs of their customers?\nManagerial implications: The results identify several different areas that may have potential benefits for managers the role of service culture and its impact on performance. Service culture has a direct and positive influence on customers' perceptions of quality and market performance outcomes, such as customer loyalty, repurchase intentions, and customer satisfaction. All of these factors translate into financial success. Ultimately, it is a retailer's goal to reach maximum profit margins to enjoy continued success. As service culture is positively related to these factors, it is clear that management cultivate this type of culture to facilitate growth. As stated throughout this research, it is becoming increasingly important for retailers to begin to compete on services because products are becoming more and more substitutable. Those retailers that are in competitive markets should focus their efforts on maintaining their product assortment, but as this research indicates, it is critical to pay increased attention to the perceptions of service both internally and externally to the retailer. The development of a culture conducive to providing optimal customer service will lead to a competitive advantage for today's retailers.\nLimitations: One of the first limitations of this study is the use of Zoomerang as a data collection tool. As previously stated, internet surveys do yield usable results. However, Zoomerang is a system into which respondents self-select. This might create a varied type of non-response bias. In addition, the caliber of individuals who self-select into this program might not necessarily be completely representative of the retail population. Although the internet is becoming more and more prevalent in today's business environment, there are still some retailers who do not use it as a tool, which would exclude them from this survey. Internet and paper surveys should be used to validate the findings in this research.Another limitation of this study is response bias. Respondents were asked to rate themselves on certain criteria in comparison with their main competitor. While this method has been used in the past, it does offer an opportunity for self-report bias. The results were not skewed significantly, but as respondents cannot speak directly for their competitors, it is difficult to assess the accuracy of these answers. In addition, respondents were also asked to rate different variables from the perspective of the customer. Again, there is opportunity for managerial hubris, as the respondent cannot speak directly for the customer. Future research should attempt to triangulate results directly with customer responses in order to minimize this limitation.\nFuture research: Service culture in a retail context is a customer-centric phenomenon aimed at exceeding customer expectations and creating superior customer value through the development of customer service competencies. The literature presented in services, customer orientation, and retail management supports the necessity of the development of a service culture construct. In the end, a nine-item, unidimensional measure was developed for service culture that is parsimonious, accounts for a significant amount of variance, and has an acceptable reliability.One of the most fascinating discoveries from this research is the extraordinary opportunity for future research. One of the most pervasive opportunities for research is to examine culture from a dyadic perspective. The premise of the initial research is that retailers select and socialize partners who will share the ideals of a service culture or at least help the retailer uphold their ideals for service culture. However, it will be quite interesting to explore the perfect partnership of cultures. The old axiom \"opposites attract\" may perhaps be true in the setting of supply chain relationships. Are relationships more profitable when the culture of the supplier and the retailer are exact, or are they more profitable when one culture dominates the other?Another area of interest that was a by-product of this research indicates that the size of the retailer may influence its overall service culture. This phenomenon requires further examination. With retailers trending towards the big middle, it is imperative that big box retailers understand this concept of service culture. It will be interesting to determine how service culture varies across different sizes of organizations. In addition, future research may examine how top management can play a role in creating that \"personable\" feel often limited to small retailers in order to create a better perception of service culture for customers.\n", "role": "user" }, { "content": "Purpose: - The purpose of this paper is to introduce the concept of retailer service culture. A service culture is the customer-centric culture aimed at exceeding customer expectations and creating superior customer value through the development of service and related performance competencies.\nDesign/methodology/approach: - In this research, surveys were conducted with key decision makers in various retail positions across the USA to develop a customer service-based measure of service culture and test it against traditional retail management performance outcomes.\nFindings: - The results of this research demonstrate that service culture is a unidimensional construct and is positively related to increases in market performance and customer perceptions of quality for the retailer.\nPractical implications: - Service culture provides retailers with a new perspective to examine their service orientation internally. Additionally, service culture extends to the relationships that retailers develop with their suppliers.\nOriginality/value: - Examining retailing from a customer service perspective is becoming increasingly important as marketing research shifts its focus from being product-centered to more service-centered. In an increasingly turbulent economy, retailers have to create value propositions that provide customers with higher levels of customer service than ever before. This research develops a new construct that explores how retailers can incorporate service values in their overall culture. Additionally, this research validates the measure for future researchers to continue this path of study.\n", "role": "assistant" } ]
Globalisation through the kaleidoscope	[ "Globalization", "International trade", "Multinational companies" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: Globalisation is a defining word of our age and the way in which we live. This special issue is confined to the study of globalisation and of regionalisation, in an effort to try to bring greater clarity and meaning to a phenomenon that has quickly spread across the planet and influenced governments, business and society. There are issues that need to be addressed right from the outset, though. We frequently hear this word and we see this word but it remains intangible and difficult to discern. There are certain words that have the ability to capture the moment and the very essence of the time in which we live and so it is with \"globalisation\". Whether we spell it with an s or a z, globalisation is a term that has successfully passed into common currency since Levitt (1983) first used it in and sparked off the present controversy.\nOur contributors: The special issue has focused on the challenges that marketers face in international markets given the noticeable need for bringing goods with speed to market and the increasing homogenisation of markets. The papers presented in this special issue focus on the many varied problems and issues related to globalisation and regionalisation and what it means for both business and consumers in the twenty-first century. This debate has certainly been controversial. Alan Rugman has gone further than most in arguing that there is no such thing as globalisation and that the most that we can seriously hope for is regionalisation.The paper by Alan M. Rugman, Jing Li and Chang Hoon Oh presented in the special issue is entitled \"Are supply chains global or regional?\" In this paper, the authors revisit the meaning of globalisation and they address whether the sales of the world's largest firms are global or regional and discover that almost all the world's largest companies in the Fortune 500 listing are regional in nature and not global.The second article is entitled \"Globalisation/regionalisation of accounting firms and their sustainability services\" by Ans Kolk and Andreea Margineantu. These authors explore the regionalisation/globalisation debate within the services sector among the four largest accounting firms.Doren Chadee and Revti Raman present the third article: \"International outsourcing of information technology services: review and future directions\". The authors examine the international outsourcing strategies of IT services and explain why the research focus needs to shift for service providers in developing countries.Our fourth paper, by Akin Kocak and Temi Abimbola entitled \"The effects of entrepreneurial marketing on born global performance\" uses multi-case analysis interview techniques to compare and contrast the effect of entrepreneurial marketing on performance by analysing the internationalisation process pursued by born global firms.Dave Crick authors the fifth article entitled \"The internationalisation of born global and international new venture SME's\". This paper explores the differences between born global firms and international new ventures (INVs). The findings raise interesting questions about INV position and performance in global markets.The sixth paper by Demetris Vrontis, Alkis Thrassou and Iasonas Lamprianou, \"International marketing adaptation versus standardisation of multinational companies\" re-visits the standardisation and adaptation discussion. The paper reminds the reader that multinational companies may be influenced by seven or more \"Ps\". The authors use a Rasch rating scale model to illustrate multinational companies' attitudes towards standardisation and adaptation.Papers seven to nine discuss the influence of culture on the decision-making process. The first two of these papers focus specifically on brand advertising. Fang Liu, Hong Cheng and Jianyao Li's article \"Consumer responses to sex appeal advertising: a cross cultural study\" uses a factorial design approach to explore the effects of sex appeal on brand advertising in Australia, China and the USA. This paper explores country and culture issues in brand advertisement designs. Paper eight by Adesegun Oyedele, Michael S. Minor and Salma Ghanem, \"Signals of global advertising appeals in emerging markets\" explores global advertising effects in newly emerging markets, highlighting the challenges to standardisation. Both this paper and the previous one demonstrate why it is important to consider strategies at local, regional and global levels. Paper nine is by Yi Wang and entitled \"Applying intelligent cultural networks to marketing analysis\". This uses network analysis to explore the effects of culture on consumer decisions.Helen Borland authors the tenth article entitled \"Conceptualising global strategic sustainability and corporate transformational change\". The paper presents the concept of global \"strategic sustainability\", represented by a conceptual framework, the \"Spheres of Strategic Sustainability\" and examines the corporate domain in which routes are identified through responses to existing globalisation, corporate strategy and corporate culture.\nReviewers of the special issue: The guest editors would like to thank the reviewers for their contribution to the special issue:* Dr Aliakbar Jafari, University of Strathclyde, UK.* Professor Andrew McAuley, University of Stirling, UK.* Dr Charles Cui, Manchester Business School, UK.* Professor Colin Wheeler, Portsmouth Business School, UK.* Professor Demetris Vrontis, University of Nicosia, Cyprus.* Dr Dianne Dean, Hull University Business School, UK.* Professor George Tesar, Professor Emeritus, University of Umea, Sweden.* Dr Habte Selassie, University of Bedfordshire, UK.* Professor Heiner Evanschitzky, University of Strathclyde, UK.* Dr Ingrid Kajzer-Mitchell, Royal Roads University, British Columbia, Canada.* Professor Jim Slater, University of Birmingham, UK.* Dr Judy Zolkiewski, Manchester Business School, UK.* Dr Lakhdar Boukersi, London South Bank University, UK.* Malcolm Stewart, University of Strathclyde, UK.* Professor Matthew J. Robson, University of Leeds, UK.* Professor Michael Thomas, University of Strathclyde, UK.* Professor Michel Librowicz, Universite du Quebec a Montreal, Canada.* Dr Mo Yamin, Manchester Business School, UK.* Professor Nick Papadopoulos, Carleton University, Ottawa, Canada.* Professor Nigel Holden, University of Central Lancashire, UK.* Oliver Borchert, University of Strathclyde, UK.* Professor Peter Enderwick, Auckland University of Technology, New Zealand.* Dr Sylvie Laforet, The University of Sheffield, UK.* Professor Teri Bryant, Haskayne School of Business, University of Calgary, Canada.* Dr Tim Andrews, University of Strathclyde, UK.* Dr Vic Petrovic, President, Petrovic Enterprises, Inc. USA.* Dr Ying Fan, Brunel University Business School, UK.We extend our thanks to Jeryl Whitelock for providing us with an opportunity to produce this special issue. We are indebted to Mary Miskin at Emerald for her assistance in preparing the document for publication and to Mrs Jan Whiteford at Strathclyde for her skills in editing and word processing that saved us from many a crisis.\n", "role": "user" }, { "content": "Purpose: - The purpose of this paper is to offer an introduction and background as well as a narrative to the development of an economic, social, technological and cultural phenomenon that has been sweeping across national frontiers since first being identified by Theodore Levitt in 1983.\nDesign/methodology/approach: - The approach is to trace theoretical development but there is lack of a consensus on this subject and so the perspectives of key authors in this area are reviewed alongside each other to test for signs of possible convergence.\nFindings: - Globalisation is a set of processes rather than just one. The practice is different from what the authors may have expected in that sales of the leading multinationals are not global but regional. Organisational forms reflect differences in strategic thinking with less uniformity being necessary or imposed. Individuals today recount their daily tasks in terms of using the names of global brands or products as nouns and verbs in everyday language. Attitudes towards globalisation are constantly changing. Equally, globalisation continues to evolve.\nResearch limitations/implications: - What is presented here is an overview of the literature as it applies to international trade where globalisation was earlier hoped to bring an economic rescue to billions of people and liberate them from poverty. Marketing, organisational behaviour, risk assessment and strategic decision making all have important roles to play here and so further research is required to monitor a new global trading situation.\nPractical implications: - It is hoped to contribute to further thought, discussion and conceptualisation of research in this area. The idea of globalisation and regionalisation is not new but the prevalence of this phenomenon in our daily lives is striking.\nOriginality/value: - As the concept has advanced and developed, more studies have been made of this phenomenon and from different perspectives. Here, it is hope to recount those different perspectives as well as reach certain conclusions as to where it has reached and how far it may be expected to reach.\n", "role": "assistant" } ]
FTA break new ground in response to grand challenges	[ "Future‐oriented technology analysis", "FTA", "Grand challenges", "Forward looking activities" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: Today's grand challenges - from climate change to unemployment - go beyond current national policies. Grand challenges are usually interrelated and have an effect on different scales ranging from global to local. Often it is not clear how transitions can be oriented towards more sustainable pathways. The 4th International Seville Conference on Future-Oriented Technology Analysis (FTA) held in May 2011, illustrated the existing variety of FTA approaches to address structural and systemic transformations in a diversity of application fields responding to grand challenges. The presentations comprised themes surrounding creative futures, energy, governance, health, horizon scanning, innovation and sustainability, law, mobility, nanotechnology, and others. All contributions had in common that they were calling for appropriate forms of FTA to support and enable both organizations and individuals to anticipate, adapt and respond pro-actively to grand challenges.\n", "role": "user" }, { "content": "Purpose: - This Guest Editorial aims to demonstrate the diversity of application fields in which FTA methods are being used and to offer a glimpse into possible consequences that grand challenges may imply for the development of FTA.\nDesign/methodology/approach: - This introductory paper provides an overview of selected FTA 2011 Conference contributions for this Special Issue.\nFindings: - FTA approaches create spaces where an effective dialogue between key players in different policy domains facilitates vision-building and consensus-building for engineering major processes of transformation. Therefore, sound approaches of futures thinking will help to better address the grand challenges.\nResearch limitations/implications: - From a large set of excellent papers presented at the FTA 2011 Conference, only a restricted number of papers could be included in this Special Issue highlighting the broad diversity of FTA application fields in response to grand challenges.\nPractical implications: - FTA can contribute not only to the steering of diverse innovation systems, but also to their adjustment, adaptability and ability to shape responses to grand challenges.\nSocial implications: - The papers of this Special Issue point to the need for FTA to take into account user perspectives and to shape the social context.\nOriginality/value: - This Special Issue brings together papers that explore not only the opportunities and limitations of implementing FTA methods in a variety of policy domains, but also their benefits in enabling a better understanding of complex systems that interact in each situation and in defining effective policy responses.\n", "role": "assistant" } ]
Data-driven capabilities, supply chain integration and competitive performance: Evidence from the food and beverages industry in Pakistan	[ "Pakistan", "Data-driven capability", "Resource-based view", "Supply chain integration", "Food and beverages industry" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Supply chain practitioners continually work on strategizing and devising supply chain models, which impart value to firms, customers, community and other stakeholders in an integrated manner. The extended resource-based view (RBV) focuses on information technology (IT) as an antecedent to supply chain integration (SCI) to improve logistics and supply chain processes (Liu et al., 2013; Wu et al., 2006). Firms, which are part of global supply chains, increasingly invest in flexible IT resources such as radio frequency identification (RFID), cloud computing, e-customer relationship management (CRM), enterprise resource planning (ERP), etc., to streamline their operations and derive competitive performance in return (Chae, 2015). These resources process a large amount of data deemed to give deep insights about supply chains and logistics (Tiwari et al., 2018). For example, leading multinational companies (MNCs) such as Dell, IBM, Sony and Samsung are actively leveraging big data and employing it in their supply chain management, whereas many firms are still in their early stage of adoption of big data across their value chain (Manyika et al., 2011).\n2. Context - food and beverages industry in Pakistan: The forecast suggests that Asia will surpass other regions on global beverages consumption for 2021 (Source: www.statista.com). Pakistan has the seventh largest population in the world and is a consumption-oriented economy in South Asia. The supply chain in F & B is a system of organizations, people, information and resources, and covers activities related to procurement, processing and distribution of food (Ji et al., 2017). The F & B industry is the second largest industry in Pakistan and accounts for 27 percent of its value-addition production. Pakistan is the world's eighth largest market for fast food consumption and food-related business (Source: www.nation.com.pk/16-Jun-2014/growth-in-food-sector). The country is an emerging market for the import of food products in South Asia. The supply chain in the F & B industry involves multiple nodes connecting various stakeholders, including suppliers, intermediaries, distributors, retailers and importers. Figure 1 presents a traditional flow of supply chain structure in the F & B industry.\n3. Theories and hypotheses development: This section sheds light on theories and develops hypotheses for empirical investigation.\n4. Method: 4.1 Sampling and data collection\n5. Structural model analyses: The results of the structural model analysis using AMOS 23 (Figure 4) demonstrate that six out of seven hypotheses were accepted, except the (H1a, p>0.05). The R2 value for II and EI was 0.33 and 0.74, respectively, while that of competitive performance was 0.49, indicating good explanatory power. Figure 4 and Table IV reveal the results of hypotheses testing in detail.\n6. Implications: 6.1 Theoretical implications\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to analyze the effects of data-driven capabilities on supply chain integration (SCI) and competitive performance of firms in the food and beverages (F & B) industry in Pakistan.\nDesign/methodology/approach: The authors adopt the structural equation modeling approach to test the proposed hypotheses using AMOS 23. Survey data were collected from 240 firms in the F & B industry in Pakistan.\nFindings: The results revealed that SCI (i.e. internal integration (II) and external integration (EI)) significantly mediates the effect of data-driven capabilities (i.e. flexible information technology resources and data assimilation) on a firm's competitive performance. In addition to the direct effects, II also has an indirect effect on competitive performance through EI.\nPractical implications: The study has several implications for managers in the context of big data application in food supply chain management (FSCM) in a developing country context. The study posits that firms can achieve excellence in performance by governing data-driven supply chain operations. The study also has implications for distributors and importers in the F & B industry. The cloud-based sharing of data can improve the operational performance of channel members while reducing their overall cost of operations. In practice, food franchises largely get the advantage of shared resources of their suppliers in managing orders, payments, inventory and after-sales services.\nOriginality/value: The study is novel and deepens the understanding about the use of big data in FSCM keeping in view the industry trends and stakeholder's priorities in a developing country context.\n", "role": "assistant" } ]
Leveraging environmental scanning methods to identify knowledge management activities in transportation	[ "Community of practice", "Knowledge sharing", "Research agenda", "Business drivers", "Environmental scanning", "Transportation" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: There are few reports in the peer-reviewed literature of efforts to assess or advance knowledge management (KM) practices at an economic sector level. The majority of the peer-reviewed literature focuses on KM practices and efforts at the organizational, the community or an individual level. This makes good sense because conventional wisdom suggests that the goal of KM is to create an organization whose collective value is greater than the simple sum of its parts (Bollinger and Smith, 2001). While it makes good sense to focus on the organization level when addressing KM practices, focusing on the sector level makes more sense for assessing the state of the practice of KM and for generally advancing the discipline. This paper describes a novel effort to advance KM at an economic sector level. This paper describes an effort begun by a broad-based community of practice among knowledge practitioners in transportation agencies.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to highlight the level of knowledge management (KM) activity underway in the transportation sector. The environmental scan highlighted common business drivers for KM across transportation agencies.\nDesign/methodology/approach: The project team used outreach methods, environmental scanning techniques, targeted interviews constructed around amplifying questions to identify stakeholders. A two-day workshop was sponsored, where stakeholders could discuss common business interests and exchange KM practices.\nFindings: The environmental scan methodology was successful and will be carried over to two other economic sectors in the coming year. The identification and elaboration of business drivers through the amplification process was a valuable contribution. Sharing of KM practices was highly effective because the participants were working from a common set of business drivers.\nResearch limitations/implications: This activity has implications for other sectors. Well-designed environmental scans of KM programs and initiatives can identify stakeholders for intra-sector communities of practice. These communities of practice provide a support network for knowledge professionals working within organizations, provide the input for intra-sector KM research agendas, and a collaborative action plan for moving that agenda forward.\nPractical implications: The workshop participants identified six action items to advance the practice of KM within their institutions.\nSocial implications: The environmental scan and the workshop resulted in the creation of a community of practice of knowledge professionals for the transportation sector. The community of practice will work to advance KM within the transportation sector.\nOriginality/value: The authors believe the scan approach provides a new and valuable approach to encouraging the practice of KM in the field of transportation. The authors also suggest that this approach may be used effectively in other sectors to promote the discipline.\n", "role": "assistant" } ]
Work in progress? How the credit crunch has its roots in the lack of integrated governance and control systems	[ "Financial forecasting", "Financial institutions", "Governance" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: Almost to the day, on the fifth anniversary of the Securities and Exchange Commission's (SEC's) implementing the Sarbanes-Oxley Act, financial markets suffered one of the most significant tightening in credit markets in a generation. In the aftermath, many financial institutions have had to take huge write-downs already totaling in excess of $60 billion1 - a total which may climb higher still. Heads of senior Wall Street bankers have rolled.\nImplementation challenges: Compliance and competitive advantage are seldom paired together. Most financial institutions have kept them well part over decades. Until now. It is clear that developing governance and control capabilities can yield improved business performance. The focus is now on achieving next-generation capabilities.Almost without exception, no major financial institution can claim to have a fully integrated and operational risk, governance, and controls systems. For instance, in a forthcoming study, Deloitte estimates that about one-third of institutions are in the \"leaders\" category, 45 percent are in the \"followers\" cluster, are the remaining quarter fall in the \"laggards\" group. None are categorized as \"next-generation\".The focus on achieving next-generation status - an intelligent risk, governance, and control culture - will require those at the top of an organization to recognize the long-term benefits from improved risk management (Figure 2). A portfolio view of an organization's risk appetite could have helped many of the companies that have faced difficulties in the recent \"credit crunch\", for example. By moving to a more active approach, rather than a passive or defensive approach, all firms can gain business benefits from their governance and control. Next-generation institutions will be distinguished by three key areas:1. Governance. Senior management should be visibly involved in communicating messages about behavior through the organization in a way that reflects the \"tone at the top\" and adopts continual improvement. The Basel Committee on Banking Supervision at the Bank for International Settlements has said that since the board of directors is ultimately responsible for the operations and financial soundness of the company, a bank's risk profile, policies, and management procedures should be understood and approved at that level2.2. Culture. Building a strong governance and control culture within a company could significantly reduce the risks of control failure and could identify more areas where good control can bring business benefits. The FSA has said: \"There should be a clear message within the firm that compliance risk is owned by the business and that all staff are responsible for adhering to the desired compliance culture\"3. This message should be strengthened by explicitly considering the compliance behavior in staff assessments, including staff appraisal, reward, and promotion processes.3. Systems. The technology industry would not be what it is today without the financial sector and its huge purchasing power. Pressures to reduce cost mean that successful financial institutions are likely to demonstrate an ability to optimize technology around key priorities. Governance and controls is near the top of the list. Developing systems that can intelligently review data to identify control shortfalls is crucial to reducing the manifold and costly risks of control failures. Tools now exist that allow organizations to structure and store all relevant data in a central repository, including data related to their risks, controls, and procedures4. Embedding automated controls can give senior management the opportunity to govern in a manner that is consistent with the company's risk profile.In closing, current market dynamics reinforce the fact that there are few greater issues for financial institutions than governance and control systems. While such systems set few hearts racing, increasingly such systems are determining the winners and losers across the world's financial-services industry. Not only that, in doing so they are likely to play a central role in the individual success or failure of senior executives. Like it or not, governance and controls should be right back at the top of the corporate agenda in financial firms around the globe.The forthcoming Deloitte publication on governance and control estimates that financial-services companies face a multi-billion dollar bill that will not peak until 20105. To face this challenge, to achieve cost efficiency, and to gain business benefits from governance and control, companies need to consolidate and redesign their systems, making them flexible enough to adapt to a changing regulatory and business environment. It appears some financial institutions are already meeting this challenge, while others require regime change.Larger institutions are facing proportionally lower costs for governance and control, and the possibility of a \"lead supervisor\" model across boundaries could further their advantage. But large or small, financial-services companies face the same challenge in creating systems within their organizations that can handle a more stringent regulatory environment, with good risk and market practices at a premium. On the other side of the risk coin is return. Companies that grasp the opportunities this entails will move ahead in the coming years.\n", "role": "user" }, { "content": "Purpose: - This paper aims to focus on recent developments within the financial markets.\nDesign/methodology/approach: - The approach is that of critical commentary on the present situation.\nFindings: - Current market dynamics reinforce the fact that there are few greater issues for financial institutions than governance and control systems.\nOriginality/value: - The paper shows that financial institutions are still seeking to find the correct balance between risk and reward among the forces of financial innovation.\n", "role": "assistant" } ]
Knowledge valorisation: A route of knowledge that ends in surplus value (an example of the Netherlands)	[ "Knowledge valosization", "Social and economic valorization", "Surplus value" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Universities in many respects hold the key to the knowledge economy and society. It is vital that knowledge flows from universities into business and society (European Commission, 2003). In the 1990s was initiated the concept of the triple helix (Etzkowitz, 1994; Etzkowitz and Leydesdorff, 1995) according to which the potential for innovation and economic development in a knowledge society lies in a more prominent role for universities and in hybridisation of elements from university, industry and government to generate new institutional and social formats for the production, transfer and application of knowledge.\nTheoretical framework: Concepts such as \"knowledge transfer\", \"commercialization\", \"valorisation\", \"academic capitalism\" (Slaughter and Leslie, 1997) and the so-called \"third mission\" of the university (Etzkowitz, 2003) have become part of the everyday paradigm of scientific researchers, university administrators and policymakers (Zomer, 2011). Valorisation was framed in the context of the discourse of academic capitalism (Benneworth and Jongbloed 2010; Slaughter and Leslie, 2001). The notion of academic capitalism identifies an increase in the involvement of academia in the free market and can be viewed as \"institutional and professorial market or market-like efforts to secure external money\" (Slaugther and Leslie, 1997, p. 8; see also Slaugther and Rhoades, 2004). The 1980s were characterised by the decrease of public revenues for higher education and an increase in various activities developed by universities aimed to compensate the shortage of state funding (Park, 2011). Universities were compensating for decreasing governmental revenues through liaison with business and through the marketing of educational services (Fairweather, 1988). Decreased funding of block grants to institutions moved universities to resource-generating activities through knowledge transfer (Slaughter and Leslie, 1997).\nMethodology: Valorisation the same as research and education are three strategic goals of the 13 Dutch universities in the context of knowledge economy. We are interested in the discourse of valorisation in the Netherlands. Discourse is presented through written documents such as national policy documents and documents issued by universities which concern valorisation, e.g. strategic plans of 13 Dutch universities. Documentary analysis is the main method of research. Documents are a stable source of rich information (Lincoln and Guba, 1985). Content analysis classifies textual material, reducing it to more relevant, manageable bits of data (Weber, 1990).\nFindings: Valorisation as a state policy\nValorisation in the Dutch universities: The state creates suitable environment for the knowledge valorisation on the national level but universities also should provide conditions which will stimulate academics for knowledge valorisation. Academics need informative and legislative support, results of their research must be easily approachable for people from business and industry. University must create bridges between academics and representatives of business such as valorisation centres, science parks and technology transfer officers. For example, 8 of 13 Dutch universities already established or planning to open valorisation centres.\nConclusions: The success of the Netherlands in the knowledge valorisation can be explained by the creation of the process in which its main actors - state and universities collaborate and clearly understand and perform their functions involving into collaboration the representatives of the industry. The state managed to create on the level of the country beneficial environment for knowledge valorisation which includes legal basis and establishment of ogranisations which provide funding for knowledge valorisation.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to explore the reasons of the success of the Netherlands in knowledge valorisation: what are the actors that participate in knowledge valorisation process and what are their functions; what is the route of knowledge in valorisation; what \"surplus value\" does knowledge gain in the valorisation process.\nDesign/methodology/approach: Documentary and content analysis of the documents that regulate the knowledge valorisation on the level of the national policy and on the level of universities.\nFindings: The success of the Netherlands in the knowledge valorisation can be explained by the creation of the process in which its main actors - state and universities collaborate and clearly understand and perform their functions and involve into the collaboration, the representatives of the industry. The state managed to create on the level of the country beneficial environment for knowledge valorisation that includes legal basis and establishment of organizations which provide funding for knowledge valorisation. Universities in their turn also have created beneficial and stimulating conditions for knowledge valorisation - science parks and valorisation centres provide support to the academics in the knowledge valorisation process. The process of valorisation at the university is built on cooperative relationship between researchers and management of the universities. Cooperation between researchers and management structures of the university which consult and support them in the process of valorisation is beneficial for both sides. Surplus value in the knowledge valorisation process can be financial and societal, but in some way they coincide because valorisation accelerates scientific progress, supports the economic development of the region and the Netherlands.\nResearch limitations/implications: In research were explored documents that regulate knowledge valorisation on the level of state and on the level of university (strategic plans of the Dutch universities). This paper provides a basis for the substantial development of the general framework for the development of the policy at the area of knowledge valorisation and initiatives by higher education institutions.\nPractical implications: The experience of the Netherlands in policymaking in area of knowledge valorisation and initiatives of the Dutch universities can be used as the basis for the development and implementation of the national policies of knowledge valorisation.\nSocial implications: The experience of the development of the valorisation initiatives of the Dutch universities can be used as the basis for the development and implementation of the valorisation initiatives of the higher education institutions.\nOriginality/value: The study takes a documentary analysis to understand and explain the essence of the term \"valorisation\", its types - societal and financial, the input of the main actors into knowledge valorisation process and to determine what surplus value and benefits are created during this process.\n", "role": "assistant" } ]
A start-up in interaction with its partners	[ "Relationship management", "Response strategies", "Interaction process", "Mode of interaction", "Portfolio collaboration", "Start-ups networking" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Start-ups do not emerge in a vacuum. They build on the pre-existing resource constellations, activity patterns and a web of actors in the network (Snehota, 2011). To survive in this network, start-ups have to embed themselves in the established developing, producing and using setting (Hakansson et al., 2009). It is not sufficient for a start-up to just develop new ideas. These ideas have to be embedded in the producing and using setting to create any desirable economic effect (Hakansson and Waluszewski, 2007). Consequently, a start-up is defined as a company that is not yet established in the pre-existing developing, producing and using setting. In these settings, the value of a start-up's resources depends on their connections to the resources of others, and the outcome of its activities is interdependent with its counterparties' activities. Therefore, start-ups are dependent on the skills, resources, actions and intentions of other organisations (Hakansson et al., 2009). This interdependence implies that organisations are interactive instead of being independently developed and implemented (Hakansson and Ford, 2002). The Industrial Marketing and Purchasing (IMP) approach defines interaction as \"a constant process of action and reaction involving activities, actors and resources\" (Hakansson et al., 2009, p. 197). Interaction may be unplanned and unintentional, but it is also the process through which actors try to achieve their aims. The deliberate actions of a start-up influence the extent to which its partners perceive the outcomes of the relationship as either positive or negative. Subsequently, this affects its partners' willingness to take action to either support or counteract a start-up's action and the potential outcomes (Das and Teng, 2002; Ring and Van de Ven, 1994). Therefore, start-ups need to know how to act so as to embed themselves in the pre-existing network and to benefit from the resources, initiatives and activities of others (Hakansson and Ford, 2002; Lui and Ngo, 2005).\nTheoretical framework: A series of sequential episodes represent the interaction process\nMethodology: Methodological approach\nResults: The development of the start-up\nAnalysis: The findings described in the previous section show that the start-up and its partners interacted in a way that was predicted by the research framework described in Figure 1. Therefore, the findings of the 18 interaction episodes presented previously are summarised, analysed and compared in light of the research framework in this section.\nDiscussion: The aim of this paper was to study how a start-up interacts with its partners over time in order to embed itself in the established developing, producing and using setting. The investigated start-up is clearly embedded in the developing setting. It built several relationships with the partners in the existing diabetes device development network, such as the teaching hospital and the partners of the European project. The start-up's relationships are all research and development oriented. Only following the initiation of the relationship with the market leader could the start-up take its first steps to become embedded in the producing and using settings. However, it still has a long way to go before it can actually produce the artificial pancreas and introduce it successfully into the market. To be able to become embedded in the developing setting and take the first steps into the producing and using settings, the start-up needed to interact with its partners. Without this interaction the start-up would not have been able to initiate, maintain and end its relationships in the pre-existing network.\nConclusion: This paper has contributed to the existing literature on start-ups' actions in relationships by researching how a start-up interacted with its partners, and offers process-focused explanations in this start-up's attempt to embed in a pre-existing network. This was done by developing a conceptual research model in which interaction and dynamics are key aspects. This model was used to analyse the interaction episodes of a start-up in the medical device business with its partners. The results show a high co-occurrence of interaction modes which emphasises the interactive nature of the start-up's actions. In addition, they reveal an evolution of interaction modes over the course of the relationship, a clear link between trigger, action, interaction and outcome, and an impact of previous episodes on current ones. All three findings highlight the dynamic nature of the start-up's actions. Moreover, it was found that: triggers can be internal or external in origin and can expand or constrain the opportunities for future interaction; the start-up used a variety of modes of interaction and (with the exception of acquiescence) to a similar extent to its partners; and the start-up and its partners rely on their network to create novel and potentially useful solutions to conflicts. In conclusion, this paper shows that the start-up's actions were not one-sided and stable, but interactive and dynamic.\nImplications for future research: This paper provides six directions for future research. First, previous literature and this paper provide contradictory results regarding the importance of opportunities for organisational action. As a result, future research may wish to further explore if and how \"beneficial\" situations as opposed to \"adverse\" situations result in organisational action and in turn affect the outcomes of the relationship. Second, the co-occurrence of interaction modes in a single episode and the development pattern of interaction modes during the relationship, stress the importance of analysing the regularities and the recurrence of action in relationships. In other words, interaction modes should be studied in relationship to other actions both preceding and following it. Lui and Ngo (2005) identified three action patterns to characterise cooperative processes: action acquiescence, action simplicity and action reciprocity. As their research was based on established organisations, future research should address the question if these interaction patterns also apply to start-ups. The interaction patterns in single episodes and over multiple episodes that appeared in this research can be used as the starting point to further develop and study the interaction patterns of start-ups. Third, the conclusions were drawn from 18 episodes of a single start-up which limits the ability to say something meaningful about the relationships between trigger, mode of interaction, interaction and outcome in other contexts, i.e. start-ups in other industries or with other types of relationships. Nevertheless, the results could form the basis for hypotheses on the relationship between these aspects that can be tested in a larger and more divers sample of start-ups. Fourth, the discussion reveals that several factors, such as relationship characteristics and perceptions of the past and future interaction, influence the preference for a particular type of action in an episode. Taking into account these factors in future research will help scholars to explain why start-ups and their partners act in the ways in which they do. Fifth, the research revealed that the start-up and its partner relied on their network to create innovative solutions to their problems. Therefore, it would be interesting to initiate further research on how an interaction mode of a partner in a relationship affects and is affected by the surrounding network. Finally, managers do not only need to know what modes of interaction can be used in a certain situation, but also what the action with the most beneficial outcome is. Therefore, future research into organisational actions in relationships should involve both the antecedents of actions and their outcomes to be of practical value.\nPractical implications: The findings of this paper also have several implications for the managers, owners and directors of start-ups. First, and most importantly, managers of start-ups have the ability to act in a variety of ways over time and in a variety of relationships. Although they do not have complete control the outcome of the interaction process, they do influence it with their actions. The case shows that if the start-up acquiesced, compromised or created it was more likely to result in converting outcomes, whereas when it avoided, defied or manipulated it was more likely to result in inhibiting outcomes. Second, managers of start-ups do not only have to act in response to internal or external events that constrain the opportunities for future interaction, but also to opportunities that expand the scope for future collaboration. Third, they have to closely consider the ways in which they are going to act or react because partners are likely to act in a similar way. If a manager wants a partner to concede it should not act coercively because that would probably trigger a coercive reaction. Fourth, managers of start-ups have to be aware that they can and need to rely on their network to resolve conflicts with their partners. Fifth, they need to create an understanding of their own and their partners' interaction patterns. In this way, they will be better able to anticipate the actions and reactions of their partners. Finally, they can stimulate the initiation of relationships by seeking media attention, attending both public and private meetings and using existing partners to connect to potentially new partners.\n", "role": "user" }, { "content": "Purpose: Start-ups are companies that are not yet embedded in a pre-existing network of relationships. Studies that researched how start-ups act in their relationships focused on just one type of action and assumed that start-ups are autonomous in how they choose to act. However, organisational action in relationships is both interactive and dynamic. Therefore, the purpose of this paper is to investigate how a start-up interacts with its partners over time.\nDesign/methodology/approach: The research aim is addressed through a longitudinal case study of a start-up in the medical device business. It was analysed how this start-up and its six key partners acted and reacted during 18 interactions episodes, what triggered these actions and what the outcomes of their actions were. In addition, the researchers explored if and how the subsequent episodes were related.\nFindings: First, the case shows that the past and the future affect current episodes. Second, it shows that action was triggered by both internal and external events which could expand or constrain opportunities for future interactions. Third, the findings show that there was a pattern in the interaction modes used during the relationship. Fourth, the findings show that the initial mode of interaction was often imitated by the counterparty. Finally, it is shown that there are clear links between the trigger, interaction process and outcome in an interaction episode.\nResearch limitations/implications: The results indicate that besides the focal firm, partners should always be actively and directly involved in any research into organisational action. Moreover, action in relationships should be characterised as a dynamic process that is in a state of continual change.\nPractical implications: Managers of start-ups: can influence the outcomes of their relationships through their actions; have to react to both opportunities and conflicts in their relationships; can rely on their network to solve conflicts; and should closely consider their own actions and their counterparty's actions.\nOriginality/value: The research is valuable because it studies the interactive and dynamic nature of start-ups' action in relationships.\n", "role": "assistant" } ]
Analyzing the dynamics of the global construction industry: past, present and future	[ "Lean production", "Construction industry", "Waste" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: The term construction is generally used to describe the activity of the creation of physical infrastructure, superstructure and related facilities (Wells, 1985). Construction is also referred to as all types of activities associated with the erection and repair of immobile structures and facilities (Nam and Tatum, 1988).The construction industry plays a major and vital role in transforming the aspirations and needs of people into reality by physically implementing various construction development projects. Construction projects usually cover infrastructure, such as roads, dams and irrigation work. Schools, houses, hospitals, airports, railways, factories and other construction work are some of the examples of the physical foundations as some form of development efforts to improve living standards. Thus, the construction industry is undeniably essential to the growth of a nation and a key sector in the nation's economy. A country cannot grow if there is no development and infrastructure build to spur the economy. The construction industry is an important factor in the process of development. Its contributions are more than just economic; the products of construction mentioned above contribute extensively towards the creation of wealth and the quality of life of the population.Traditional ways of performing and managing construction processes face unprecedented challenges. The growing competition forces construction organizations to rethink their construction for improving productivity, quality and efficiency (Karna and Jonnonen, 2005). The construction industry may also benefit from best practices in other industries - for example electricity (Chau, 2009), breweries (Goncharuk, 2009), healthcare (Duggirala et al., 2008) or new processes - for example quality function deployment (Miguel and Carnevalli, 2008).The construction industry as defined by the US Census Bureau (2002) comprises companies primarily engaged in the construction of buildings and other structures, heavy construction, additions, alterations, reconstruction, installation, and maintenance and repairs. Companies engaged in the demolition or wrecking of buildings and other structures, clearing of building sites and sale of materials from demolished structures are also included. This industry also includes those establishments engaged in blasting, test drilling, landfill, levelling, earthmoving, excavating, land drainage and other land preparation. The industries within this sector have been defined on the basis of their unique production processes such as earthworks and piling, sub structure and super structure, mechanical and electrical, etc. As with all industries, the production processes are distinguished by their use of specialised human resources and specialised physical capital. Construction activities are generally administered or managed at a relatively fixed place of business, but the actual construction work is performed at one or more different project sites (US census Bureau, 1997). The department of Statistics Malaysia has defined the construction sector as new construction, alteration, repair and demolition. Installation of any machinery or equipment which is built-in at the time of the original construction is included, as well as installation of machinery or equipment after the original construction but which requires structural alteration in order to install (Department of Statistics Malaysia, 1995).The construction sector mainly has two classes of end product, first, buildings associated with offices, hospitals, airports, shopping centres, housing, factories, etc.; second, the civil works that involve the infrastructure for water supply, irrigation, transportation, power generation and so forth (Chris, 1998; Gould and Joyce, 2008).\nLiterature review: The concept of using fewer resources, especially shortening the total time of production was first highlighted in 1921 (Journal of Mechanical Engineering, 1921; Clark, 1922; Miller, 1922). The following two quotes from Ford (1926, p. 826) also show that time was understood as one of the production inputs in that period:The time element in manufacturing stretches from the moment the raw material is separated from the earth to the moment when the finished product is delivered to the ultimate consumer.Time waste differs from material waste in that there can be no salvage. The easiest of all waste, and the hardest to correct, is this waste of time, because wasted time does not litter the floor like wasted material.Another similar study by Gilbreth and Gilbreth (1922) found that time is consumed in production by two types of activities. These are transformation and non-transformation activities. The non-transformation activities are transfers, delays and inspection activities. These two notes in the history reveal that engineers were looking to eliminate unnecessary steps from production and make effective use of resources. This elimination of unnecessary elements from production, compounded with the lack of resources (Fawcett, 1989) after the Second World War in Japan, resulted in the invention of the Toyota Production System, developed by Toyota Motors and later known as lean production system (LPS) (Schuster, 1993; Wu, 2003). Under the tutelage of Ohno, an engineer at Toyota Motors is considered the inventor of the Toyota Production System, which is arguably the pre-eminent manufacturing organization in the world (Balakrishnan et al., 1996; Becker, 2003; McMohan and Browne, 1998; Womack et al., 1990; Ohno, 1988). However, the term LPS was coined around 1989 with the popularity of the book The Machine that Change the World written by researchers at the Massachusetts Institute of Technology (Boyer, 1996; Krafcik, 1988). The term itself is used to describe the collection of efficiency improvement.What is LPS?\nResearch objectives and methodology: This research is applying the principles of LPS from the manufacturing sector into the construction industry with the aim that LPS is able to enhance operational performance in construction.This research has the following objectives:* To evaluate the use of LPS principles in construction industry.* To study the influence of LPS principle on operational performance.The researchers have used the most popular survey method used to understand the characteristics of a population. As Roberts (1999) pointed out, the survey method is one of the most common approaches used in the social sciences to empirically study the characteristics and interrelationship of sociological and psychological variables, and its methods and analysis have profoundly influenced the social sciences (Kerlinger, 1986).\nConstruction industry in the years bygone: Construction is one of the oldest laboratories of the management sciences, particularly in the field of production management. In 400 BC, Cairo in Persia carried out studies on the use of movement, layout and transport of materials in construction sites. Moreover, it was in the construction industry that Gilberth carried out his famous motion studies that laid down some of the principal foundations of scientific management (Cheetham et al., 1992; Gilberth, 1911). Construction is a type of production (Heizer and Render, 2005; Koskela, 2000). Bertelsen and Koskela (2004) have defined construction as a complex production of a one kind product undertaken mainly at the delivery point by cooperation within multi-skilled ad hoc teams. This definition of construction indicates at least four characteristics. Construction is production and it produces a one-of-a-kind product, it is complex and undertaken through cooperation by a temporary organization.\nCurrent status of the global construction industry: Current theory in the construction industry\nChallenges of the global construction industry: The problems in the construction industry in the form of waste, design, planning, material control, production control and labour control were first reported by Journal Mechanical Engineering (1921). There have been several attempts to measure and improve construction productivity (Siegel, 1980). Walker (1996) also quoted that there has been a stream of official investigations of various facets of construction. The other reports on construction problems and their improvement are Emmerson (1962), Banwell (1964), Tavistock Institute (1965) report, Latham (1994) report and finally rethinking construction by Egan (1998). The problems and the improvement in the construction industry were never ignored. Even then the estimates indicated that up to 30 per cent of construction costs are due to inefficiencies, mistakes, delays and poor communication (Atkins, 1993; Eaton, 1994; Forbes et al., 2002; Koskela, 2000; Tucker, 1986). The problems concerning areas in the construction industry are briefly explained below.Productivity\nSummary of findings and conclusions: This study has looked into the background of construction, the current theory in construction and its deficiencies. It also discussed characteristics and environmental uncertainties in construction and emphasized how other industries have overtaken similar characteristics and uncertainties and improved their performance.The study successfully achieved its objective and found that the construction industry is using principles of the LPS into construction management, but with variations. It also revealed that the LPS has influence on the operational performance. The results also revealed that there is difference in LPS application with respect to respondent designation and educational level. Finally, it also concluded that there is difference in operational performance improvement with respect to company size and respondent designation.The present study is testing the LPS principles with performance for the first time in the construction. It also has developed new knowledge by identifying new LPS principles from an extensive literature survey and applies them to the global construction industry. The model has implications both for research and practice. For research, it can be used as a model for operationalizing LPS in construction in order to be able to study change processes. In practice, the model can be used as a tool to assess the conversion from conventional construction organization to LPS. This study has developed an instrument to measure degree of integration of LPS principles in the construction industry that can be used globally. It can be used as a checklist for what to aim at when trying to implement LPS in construction.The findings of this preliminary study must be interpreted in the light of several limitations. An inherent limitation of this study pertains to its sampling frame, as the population of the study is limited to Grade Seven construction companies, the results of this study cannot be generalised to the whole of industry. The second limitation of this study stems from use of a cross-sectional analysis. A longitudinal analysis would have been meaningful because it would have provided some measure of how the use of LPS in construction influences its operational performance. The third limitation side is on the survey mail as a research methodology because it can establish whether or not a relationship exits between two variables but is not sufficient to determine the direction of causality (Babbie, 1982). Furthermore, survey is like a self-report and therefore truthfulness of reporting is important (Babbie, 1982).There are number of topics that deserve further investigation in order to advance knowledge in this area. For future research, the topics are suggested by this research are; holistic integrative implementation of the LPS, a longitudinal analysis as this study used cross-sectional analysis and an evaluation to test and improve safety performance in the construction industry.\n", "role": "user" }, { "content": "Purpose: - The purpose of this paper is to analyze the production processes utilized by the global construction industry.\nDesign/methodology/approach: - This paper discusses the history of the construction industry with a specific focus on the evolution of lean production systems (LPSs) that has a significant impact in reduction of waste in the light of operational performance. The paper proceeds through a comparison of the differences between construction and manufacturing processes.\nFindings: - The construction industry consumes large amounts of natural resources along with wastage due to inefficient and improper utilization. Numerous factors contribute to this poor performance, but an efficient means of identification and reduction of waste has always been left aside. A fully integrated LPS is a way to eliminate much waste in the construction process.\nOriginality/value: - This paper has developed an instrument to measure degree of integration of LPS principles in the construction industry that can be used globally. It can be used as a checklist for what to aim at when trying to implement LPS in construction.\n", "role": "assistant" } ]
Your Homes Newcastle scoops Investors in People gold: Communications and employee development place organization among the best	[ "Social housing", "Awards", "Employee satisfaction", "Organizational performance" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: Watching a BBC2 documentary helped employees at a UK social-housing provider to learn more about what the future might hold when the headlines are being created.\nLearning and development: A direct link was made to improvements in the organization's overall performance as a result of employees' learning and development. These include:* a year-on-year reduction in absence levels, from 12.23 days in 2007-08 to 10.11 days in 2009-2010 and 8.59 days in 2011-2012;* a year-on-year fall in rent arrears, from PS3,130,729 in 2007-2008 to PS2,142,677 in 2009-10 and PS1,749,941 in 2011-2012;* a year-on-year increase in customer satisfaction, from 78 percent in 2007-08 to 79 percent in 2009-2010 and 81.2 percent in 2011-2012; and* increased levels of overall staff engagement, from 49 percent in 2009 to 52 percent in 2011.The IiP assessment confirmed that all staff are involved in identifying their own development needs as part of the annual appraisal process and during regular one-to-one sessions. Confirmation was received throughout interviews that the organization uses a range of approaches to meet the learning and development needs of staff, including:* access to a range of in-house training sessions and courses, including mandatory and optional learning;* support to achieve professional qualifications;* opportunities for work shadowing and secondments;* opportunities for coaching and mentoring from qualified coaches;* the achievement of Institute of Learning and Management's management, leadership and coaching qualifications through YHN's ILM-accredited center; and* the organization of regular themed learning events such as diversity week, learning at work week and health and well-being week.\"It is evident that the organization values learning and encourages all employees to participate in learning by using various approaches,\" said Sandra Archbold.\nCommitment to social responsibility: The assessors also noted that many employees felt a sense of pride in working for the organization, with examples given relating to achieving \"three star\" recognition from the Audit Commission, improving tenants' homes, providing job opportunities and training for residents, and providing care and support for elderly residents.YHN has a strong commitment to social responsibility. \"As a social-housing organization, we have numerous initiatives in place to help with the development of local communities,\" said Sandra Archbold. \"Staff regularly volunteer to be involved in a range of activities that are in place to support the residents, including clean-up days, training sessions to help tenants to develop their do-it-yourself skills and improve their skills in managing finance and so on.\"Staff are involved in a range of charity events and fund-raising activities. Some of those interviewed by IiP assessors explained how an employability co-ordinator has been appointed to manage and develop a trainee scheme aimed at providing tenants with work-placement and training opportunities.\"These are just some of the varied activities aimed at supporting local communities,\" enthused Sandra Archbold.\nInspirational leadership: Commenting on the factors that contributed to YHN's leaders being considered \"inspirational\", she highlighted the senior-management \"back-to-the-floor\" initiative, regular communications through team briefings on critical business areas, the system of 360-degree feedback and the general \"visibility\" of board members and senior executives.\"Staff are made to feel valued through their involvement in key decision-making,\" she explained. \"This includes question-and-answer sessions over lunch with the chief executive, the attendance of the chief executive and other managers at induction programs, regular feedback on performance and annual Star awards for outstanding staff members.\"\nHealth and well-being: Health and well-being were the top-ranked indicator of staff engagement in a recent YHN staff survey. The organization's health and well-being project group, made up entirely of staff volunteers, oversees such initiatives as the employee-assistance program and the sports and social network.Employees are offered flexible working, free health checks, help to give up smoking and support for cycling to work. There are also themed events linked to such national health campaigns as mental-health awareness.\"Additionally, the investment in health and well-being has enabled YHN to achieve the North East Better Health at Work (bronze 2009, silver 2010 and gold level 2011) accreditation,\" said Sandra Archbold. \"We are currently working toward achievement of the North East Better Health at Work (continuing excellence) accreditation and the IiP Health and Well-being accreditation and will be assessed for both in December 2012.\"\nThe pride of employees: Commenting on the IiP gold award, Sandra Archbold said: \"As a major employer in the region, YHN is thrilled to be representing the north-east in the top 6 percent of organizations in the country. The accolade is testament to the strong team we have working for us, whose commitment to making YHN the best housing provider in the north-east is second to none.\"Like most organizations, we are currently facing a number of challenges due to changes in government policy and the economic climate, and for us to achieve gold status against such a backdrop is a fantastic achievement. It is extremely gratifying for us to learn of the pride our employees feel in working for us, but we will not rest on our laurels and look forward to building on our success to make YHN an even better place to work.\"YHN was initially recognized by IiP in 2007 and, following a successful bid for bronze status in 2010, the organization was encouraged to seek gold status. A cross-section of employees and managers from all areas of the organization was interviewed.\nNote: David Pollitt, Human Resource Management International Digest Editor, wrote this article.\n", "role": "user" }, { "content": "Purpose: - This article aims to explain how social-housing organization Your Homes Newcastle (YHN) won a gold award from Investors in People.\nDesign/methodology/approach: - The human resource management areas - internal communications, leadership quality, training and development, health and well-being and social involvement - are focused on.\nFindings: - The article details the year-on-year reduction in absence levels, the fall in rent arrears, the rise in customer satisfaction and the increased levels of overall staff engagement seen at YHN.\nPractical implications: - In particular, the importance of learning and development in YHN's success is emphasized.\nSocial implications: - It is revealed that staff regularly volunteer to be involved in a range of activities that are in place to support residents, including clean-up days, training sessions to help tenants to develop their do-it-yourself skills and improve their skills in managing finance and so on.\nOriginality/value: - The article presents a range of policies and procedures that can help to improve humanresource management at any organization.\n", "role": "assistant" } ]
Collective action competence: an asset to campus sustainability	[ "Sustainability literacy", "Collective action", "Action competence", "Social learning", "Collective action competence", "Free-choice learning" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Those involved in creating sustainable campus operations and communities focus on practical, cost-effective means to achieve positive outcomes. For the purposes of this article, such campus stakeholders are called \"campus sustainability practitioners\". Those involved in academic sustainability-related research at higher education institutions (HEIs) often develop or know of theories that might be applied to advance these outcomes. However, practitioners and researchers, even at the same institutions, often do not communicate so that their work is mutually beneficial. This article draws on insights from two relevant social science theories - social learning and collective action - and from frameworks of learning and sustainability competence, to inspire practitioners and researchers to build bridges between research and campus sustainability efforts and to increase authentic collaboration between researchers and practitioners in campus contexts. The concept of action competence is introduced as a relevant connection between learning and action. The term \"collective action competence\" is introduced to describe the intersection of social learning with action or behavior change by a group. \"Collective action competence\" is defined as the capability of a group of people to direct their behavior toward a common goal based on a collective literacy, a collective competence (set of skills and experiences) and a collective need or goal. This definition encompasses the resulting solution-directed collective action. Throughout the article, anecdotes from Duke University (Durham, NC, USA) illustrate application of the theory to promotion of sustainability on an HEI campus.\nInsights from learning theory: Insights relevant to sustainability learning at HEIs are provided by two learning theories - social learning and free-choice learning - and by Bloom's Taxonomy of Educational Objectives, a seminal typology of the learning process (Bloom and Krathwohl, 1956; Krathwohl et al., 1956). For a summary of other applicable learning theories, see Armitage et al. (2008).\nInsights on competence: Two concepts of competence are discussed here as relevant for campus sustainability practitioners: \"action competence\" and \"strategic competence\". This discussion assumes that \"competence\" is based on having ability or skill (Bloom's psychomotor domain), but it goes beyond that to include attitudes and, in some cases, actions. However, this definitional distinction is ambiguous in the literature (Wiek et al., 2011). The authors of the concept of \"action competence\" position it at an intersection of factual knowledge, interpretative knowledge and commitment to change, resulting in particular action choices (Fontes, 2004, pp. 151-152) Similarly, \"strategic competence\" has been defined as \"a functionally linked complex of knowledge, skills, and attitudes that enable successful task performance and problem solving\", requiring that these components be applied to \"real-world sustainability problems, challenges and opportunities\" (Wiek et al., 2011, p. 204).\nInsights from collective action theory: \"Collective action\" is a voluntary action by a group toward a shared goal, even (and often) when individuals pay a present cost in time or financial resources that may not be recovered. The concept of collective action emerged from the disciplines of political science and economics. Although these disciplines have had less influence on sustainability education than have psychology and health behavior, collective action theory is directly applicable to sustainability learning at HEIs. HEI offices of sustainability often have goals for behavior that involve recruiting individual students or other campus stakeholders to voluntarily use learned information and skills in ways that cost them time or money, such as using more environmentally friendly forms of transportation, changing eating habits or reducing water use. Understanding the tenets of successful collective action could benefit campus sustainability practitioners by allowing them to parlay individual recruitment into successful collective behaviors.\nCollective action competence: A new unifying concept, \"collective action competence\", is proposed to bring together the learning, competence and action of a group of people working toward a particular solution. The concept is broadly applicable, but is applied here in the context of sustainability at HEIs. \"Collective action competence\" is defined as the capability of a group of people to direct their behavior toward a common goal based on a collective literacy, a collective set of skills and experiences and a collective need, including the resulting solution-directed collective action.\nConclusion: \"Collective action competence\" is defined as the capability of a group of people to direct their behavior toward a common goal based on a collective literacy, a collective set of skills and experiences and a collective need, including the resulting solution-directed collective action. Two particular suggestions for campus sustainability practitioners are proposed:\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to operationalize theories of social learning and collective action for campus sustainability practitioners at higher education instititions (IHEs) to enhance their work, and to introduce the concept of collective action competence as a practical tool.\nDesign/methodology/approach: This paper presents a theoretical argument based on the concepts of learning and collective action for stronger consideration of social learning, action competence and voluntary collective action in campus sustainability initiatives.\nFindings: Many important sustainability outcomes depend heavily on voluntary behaviors by groups of campus stakeholders, making voluntary collective action an important, although underused, tool for campus sustainability practitioners. The term \"collective action competence\" is introduced and defined as the capability of a group of people to direct their behavior toward a common goal based on a collective literacy, a collective competence, and a collective need or goal.\nOriginality/value: The term \"collective action competence\" is introduced as a novel unifying concept that articulates a critical capability needed for collective behavior change in social settings such as HEIs. Collective action competence is based on the theories of collective action and of social and free-choice learning and on the concepts of action competence and strategic competence.\n", "role": "assistant" } ]
The impact of dependence and trust on supply chain integration	[ "China", "Manufacturing industries", "Supply chain management", "Channel relationships", "Supply chain integration", "Trust", "Dependence", "Performance", "Structural equation modelling" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1 Introduction: Supply chain management (SCM) is the systematic, strategic coordination of business functions and flows of materials, products, information and money within a particular company and across the businesses in the supply chain (SC) to improve the long-term performance of the SC as a whole (Mentzer, 2001; Naslund and Williamson, 2010). Supply chain integration (SCI) has been advocated as a key to improve performance and to create value in SCM (Frohlich and Westbrook, 2001; Corsten and Felde, 2005; Fabbe-Costes and Jahre, 2007; Krause et al., 2007). SCI includes both economic actions, such as system alignment, information sharing, joint investments, and on-going inter-organizational social relationships among exchange partners (Zhao et al., 2008; Narasimhan et al., 2009; McCarthy-Byrne and Mentzer, 2011; Zhao et al., 2011). Based on different theoretical lenses, including social capital theory (Krause et al., 2007; Villena et al., 2011), resource-based view (Swink et al., 2007; Mahapatra et al., 2010), resource dependency theory (Crook and Combs, 2007; Yeung et al., 2009), and transaction cost theory (Wang et al., 2011; Zhao et al., 2011), previous studies found that relational capital and assets, such as trust, power, relationship commitment, and dependence, play crucial roles in achieving SCI goals and competitive advantages.\n2 Literature review and research hypotheses: 2.1 Dependence\n3 Research methodology: 3.1 Questionnaire design\n4 Analysis and results: In this study, structural equation modeling was used to estimate the relationships among different constructs with LISREL 8.54 program based on a sample of 617 companies. The standardized coefficients that are significant at the 0.05 level are shown in Figure 2. The goodness of fit indices for the model are kh2=2,748.31 with degrees of freedom=689, RMSEA=0.073, NNFI=0.95, and CFI=0.96. These indices are better than the threshold values suggested by Hu and Bentler (1999). As such, the model can be accepted, suggesting support for H3-H8 but not H1 and H2. This indicates that dependence on customers/suppliers has a positive influence on trust with customers/suppliers but does not directly improve customer/supplier integration. Trust with customers has a positive influence on customer integration and trust with suppliers has a positive influence on supplier integration. Both customer integration and supplier integration have positive influences on financial performance.\n5 Discussion: The results show that dependence is positively associated with trust, indicating that it prompts a manufacturer to build trust with customers/suppliers. Generally, trust may bring potential risks for the trustor because it could be exploited by the trustee (Villena et al., 2011). Our study shows that when a trustee is dependent on a trustor, the trustee should take risks to trust the trustor, because he/she can expect reciprocal favors in the future. For example, firms that only have one or a few suppliers for key resources have to develop trust with those suppliers as it is difficult to switch to others. Hence, when a manufacturer depends on its SC partners to pursue its company goals and deems the relationships as strategic assets, it may be more likely to trust the partners. This finding is also consistent with previous studies; for example, based on the transaction cost theory, Handfield and Bechtel (2002) proposed for firms to build close trust-based relationships, they need to invest in site-specific assets and contracts according to dependence.\n6 Main implications: This study contributes to the literature by enriching extant knowledge on the enablers of SCI from the perspective of inter-organizational relationships. Such results also provide a foundation for researchers to explore how SCs can rely on the interactions and synergies in relationship management practices to strategically adjust social relations, to achieve the desired outcomes. It also fills in some of the gaps exposed in previous studies. For example, Van der Vaart and Van Donk (2008 p. 48) stated that \"less than one-third of all the papers reviewed examine both upstream and downstream relationships of the focal company.\" By simultaneously examining the supplier and customer in terms of dependence, trust, integration, and performance, this study extends the understanding of relationship management and SCI from the buyer-seller dyad (Petersen et al., 2008; Zhao et al., 2008) to the supplier-manufacturer-customer triad. Moreover, taking into account the unique national culture of China, including high power distance, collectivism, long-term orientation and Guanxi (relationship) networks, the concept of inter-organizational relationships and the relationships among them may be unique. For example, regarding the high power distance culture of China, dependence may play a more important role in influencing trust than in a low power distance culture. Regarding collectivism and a long-term orientation culture, dependence and trust are more effective in improving integration than when concerned with individualism and a short-term orientation culture. In Chinese Guanxi networks, dependence, trust, and integration are all relational resources that can bring about competitive advantages. Therefore, it is valuable to test western theories of dependence, trust, and integration in a Chinese context.\n7 Conclusion: With the growing awareness of dependence, trust, and SCI over the past decade, it is important to improve the understandings of these variables and their associated relationships. This research contributes to this aim by developing and empirically testing a dependence-trust-SCI-performance model based on a sample of 617 manufacturing firms in China. This study shows that dependence on customers/suppliers positively influences trust with customers/suppliers, which leads to SCI. It reveals that dependence on customers/suppliers has positive indirect impacts on SCI through trust, though the direct effects are insignificant. We also found that both customer integration and supplier integration enhance firms\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to investigate the joint influence of dependence and trust in supply chain relationships on supply chain integration (SCI) and financial performance.\nDesign/methodology/approach: This study develops a dependence-trust-SCI-performance model and tests it using structural equation modeling based on empirical data collected from 617 manufacturers in China.\nFindings: The results show that trust with customers/suppliers significantly influences SCI. Although dependence on customers/suppliers has no direct effect on SCI, it improves SCI indirectly through trust with customers/suppliers. Both supplier integration and customer integration significantly improve financial performance.\nPractical implications: This study suggests that manufacturers should manage dependence and trust in supply chain relationships simultaneously to enable SCI. When there is high-level dependence on customers/suppliers, manufacturers should invest resources to develop trust with those customers/suppliers. Moreover, to achieve a better financial performance, manufacturers should integrate with both customers and suppliers.\nOriginality/value: This study contributes to the literature by providing empirical evidence regarding the direct effect of trust on SCI, and the indirect influence of dependence on SCI through trust. This extends extant knowledge regarding the joint impact of dependence and trust on SCI. Hence, both researchers and practitioners should pay attention to interdependence among different relationship management practices. Moreover, this study also empirically supports the argument that SCI improves firms\n", "role": "assistant" } ]
Hierarchy the sectorial performance indicators for Brazilian franchises	[ "Competitiveness", "Analytic hierarchy process", "Brazilian franchises", "Multi-criteria decision aid", "Performance measurement systems" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Over recent years, it is even more noticeable the manner organizations relate to one another and with their final costumer, in such way that is an increasing concern about how market is tending its actions in order to create a competitive business environment, this from the viewpoint of activities which give sustainability to the business (Drucker and Maciariello, 2005; Kaplan and Norton, 2008; Porter, 2008).\n2. From the PMS to the prioritization construction: The Brazilian system of franchises was developed based on guidelines that are regulated by the ABF in a manner that, in 2011, it reached approximately annual revenue of $44.44 billion, equivalent to around 2.14 percent of the national gross profit, through a network with more than 2,000 companies distributed in a total of approximately 93,000 franchised units all over the country, generating a total number of 838,000 direct jobs (ABF, 2012). In order to better evaluate the effects and the development of the sector ABF classified the franchises into 12 different performance categories, suggesting a subdivision of these segments, allowing the generation of more precise results from the PMS proposed (Mauro, 2006; Bisio, 2011; Zachary et al., 2011).\n3. Hierarchization of the indicators: Before this study had started, it was defined that the PMS would be built by five indicators, according to the characteristics of the data concerning the franchise market in Brazil, in such a manner it would incorporate the behavior of two basic parameters found among franchises: economical and non-economical. The first one is related to the analysis of econometric models which describe the information, from the standpoint of the regression and techniques applied to the database, where the dependent variable used in the franchise case is the relation between their own units or units owned by others, together with the efficiency of the capital maximization in their own units, because they are directly linked to possible operational profits or losses that the installation of the company may represent to the ones concerned (Castrogiovanni et al., 2006; Bordonaba et al., 2009; Wang and Lai, 2011).\n4. Conclusions: Through the hierarchy of indicators for the sectorial assessment of franchises in Brazil, it was possible to better comprehend which of them have a better predominance in the PMS used, according to characteristics which are more relevant to the present scenario.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to study the level of importance existing among the indicators that were previously defined for a Performance Measurement Systems (PMS) and are relative to franchises in Brazil, using the Analytic Hierarchy Process (AHP) methodology, together with a series of tests, which are responsible by verifying the degree of reliability, robustness and stability of the parameters used and the results obtained. As a result, the author suggests that the diagnosing of the five delimited indicators have different relevance assigned to them.\nDesign/methodology/approach: This paper reviews extant literatures in Franchise, PMS, Multiple Criteria Decision Making (MCDM), in specific the theory about AHP.\nFindings: The authors found that it was possible justified, for both the relative and the evaluative method, that the I3 was the main point of the system and, as a consequence, be considered as priority when talking about sectorial development of franchises in Brazil. As for the other indicators, even being located in a level lower than I3, they must be taken into contemplation in these measurements, however, with a relatively inferior importance degree.\nPractical implications: It was possible to better comprehend which economics and non-economic factors selected have a more predominance in the Brazilian franchise context, according to characteristics of the companies present.\nOriginality/value: The absence of scientific papers that describe the relevance level of the main factors that influence in the Brazilian franchise system.\n", "role": "assistant" } ]
The changing nature of operations flexibility	[ "Flexible manufacturing systems", "Manufacturing industries" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: Operations flexibility has never been a difficult attribute to justify. No one likes to be thought rigid, especially in a business function such as operations that has traditionally suffered a reputation for its sometimes unbending attitude to change. Flexibility allows operations to increase the scope for a firm's market positioning. This was probably true in 1985 when the research for the original paper was carried out. It is even more so now when markets are perceived to be more turbulent, faster moving, more competitive, or all three. That is why flexibility has retained its position as an important topic in the, now far more extensive, operations literature. Certainly, how the topic is treated has changed. There is far less concern with defining what flexibility is, and more with its role as a core operations competence that, over the long-term, can be exploited in almost any market context. Flexibility has come to occupy a central position in how operations can be strategically developed to play an effective part in achieving competitive advantage.\nThe original paper: The original work on flexibility that led to the 1987, and other, papers began in the summer of 1982. At an engineering conference in Bordeaux, frustrated at being indoors for two very warm days, I was further frustrated by almost every other paper discussing flexibility (almost always machine flexibility) and yet (implicitly) using wildly different definitions of the term. These differing definitions of flexibility resulted in much of the early work in the area being definitional, or what Eilon (1974) would have called \"classifier\" research. Furthermore, if flexibility was such an important issue in manufacturing, as many of the engineering academics were claiming, then it should be conceptualized in business, rather than purely technical terms. This is why the methodology for the original paper was based on the use of relatively unstructured interviews with managers and directors across a range of functions in ten manufacturing organizations. It quickly became evident that reaching a single, simple, and unified definition of flexibility would have proved at best naive and at worst misleading. Rather, it was the different perceptions of flexibility between managers and between companies that proved to be more interesting than the areas of common ground; hence the organization of the findings into ten \"observations\". The paper also proposed a flexibility \"hierarchy\" that could form the basis of an approach to clarifying the contribution and role of flexibility within manufacturing strategy. At the time this methodology was very much a proposal. It was only tested (and substantially modified) later. Each of these ten observations and the proposal will be re-examined in the light of subsequent literature and subsequent experience.\nThe ten observations on manufacturing flexibility: It is worth noting that, notwithstanding the longevity of flexibility as a research topic in operations management; its nature remains relatively ambiguous. This is evidenced by the multitude of definitions and facets of flexibility as revealed in the literature reviews of the topic. For example, see Gupta and Goyal (1989), De Toni and Tonchia (1998), and Sethi and Sethi (1990). This latter work alone identified in excess of 50 definitions of flexibility. Yet, rather than becoming (naively) frustrated by the ambiguous nature of flexibility, most of the later work in the area has focused more on how flexibility can enhance business performance. With some reservations this seems to have become generally accepted. In particular the work by Swamidass and Newell (1987), Fiegenbaum and Karnani (1991), and Narasimhan and Das (1999) consolidated this idea. Similarly, the idea that flexibility is a prerequisite to an effective response to changing market needs has formed a continuous thread of work since the 1980s, (Gerwin, 1993; Bayus and Putsis, 1999; Bordoloi et al., 1999; Barnes-Schuster et al., 2002). Of course, implicit in the original paper was the assumption that flexibility could provide the basis for improved operations, and by extension, financial performance, but it was never its central proposition.Observation 1: Managers had a partial rather than a comprehensive view of manufacturing flexibility\nProposition: The flexibility hierarchy can be used as a basis for a methodology that assesses appropriate flexibility: Flexibility is an integrative concept. The flexibility of a business as a whole is determined exclusively by the flexibility of its constituent resources and processes. And, although this lesson was documented well before the explosion in flexibility literature (most notably by the work on socio-technical systems); it is still occasionally ignored, even in modern literature. Examining the flexibility of a limited part of a whole operation will be seen as being of partial, or at least of limited, value if not set in its full organizational context. After all, one of the virtues of examining operational flexibility has always been in its ability to provide a \"rich picture\" of operations capabilities. So setting flexibility in a hierarchical context that links strategic intent with operational capability is always likely to exploit its utility as a measure of operations performance.At the time of the original paper several authors had distinguished between different levels of analysis in the flexibility debate, what De Toni and Tonchia (1998) were later to call the \"vertical classification\" of flexibility. Both Gerwin (1983) and Buzacott (1982) had already distinguished between resource level flexibility and overall production system flexibility. Later, this distinction would be refined further by Gupta and Goyal (1989), Gupta and Somers (1992), Chen et al. (1992), and Sethi and Sethi (1990). Nevertheless, one could argue that the importance of hierarchical definitions of flexibility has not been fully exploited. If flexibility is important strategically, then the different levels of contribution to strategic flexibility must, by extension, be themselves important. Indeed, one could argue that operations management in general has paid insufficient attention to the similarities and differences between how operations and processes can be analyzed at all levels from the total supply network down to the individual unit of resource within specific processes. Flexibility studies span all levels of analysis of course. Supply network agility and flexibility has been extensively researched. Flexibility of the operation as a whole was stressed by many authors including the original paper. The contributions of technology, human resources, planning and control routines, and so on, have all been treated from a flexibility perspective. What is less well treated are the relationships between each level.A serious omission from the original paper was any sense of what De Toni and Tonchia called \"horizontal classification\" of flexibility. No where in the paper was mention made of what we would now call \"supply chain flexibility\". Partly this was because the concept of the supply chain and its associated terminology was only just emerging in the mid-1980s. However, in the interviews upon which the original paper was based, there are enough clues to suggest that the translation of customers' flexibility requirements into demands on suppliers for flexibility were already seen as being important. In the sense that, twenty years later, supply chain flexibility (along with concepts of supply chain agility, responsiveness, vulnerability, etc.) is clearly an important topic, this omission in the original paper is probably its most significant failure.Verdict on this observation: \"hierarchical models are an appropriate basis for measuring flexibility, but supply chain-based models may be better\".\n\"Manufacturing\" or \"operations\" flexibility: The title of the original paper was \"Flexibility of manufacturing systems\". As such, it treated flexibility in an exclusively manufacturing context. Even in the mid-1980s one could argue that this was a mistake. If flexibility is an important concept in operations management, it should be explored in all types of operation, not just in manufacturing. The arguments over the relative importance of manufacturing and service sectors of developed economies are well rehearsed in the economic and financial press around the world. But, not withstanding arguments concerning the importance of manufacturing or service sectors as economic drivers, or repositories of technical knowledge, or as a protection against long-term economic turbulence, the fact remains that more than eighty per cent of economic activity and employment occurs in non-manufacturing enterprises. So, although flexibility is no different from most other topics in operations in that it is unreasonably skewed towards the manufacturing sector, it would nevertheless benefit from more empirical and conceptual work in the context of service operations. There have been some studies of service flexibility, for example Silvestro's (1993) work, and that of Correa and Gianesi (1994) who set flexibility in a service context, when they distinguished between defensive and offensive uses of flexible resources, but it lags well behind the number of manufacturing based studies. Yet, the way in which flexibility is defined within a service context, such as \"a willingness on the part of the service worker to amend or alter the nature of the service or product to meet the needs of the customer\" (Johnston, 1995) and other service concepts that include flexibility, such as that of the \"coping zone\" (Johnston and Clark, 2005) have resonance in all types of manufacturing or service operations.\n", "role": "user" }, { "content": "Purpose: - This short paper seeks to explain why the original paper \"The flexibility of manufacturing systems\" was written (1987), and attempts to examine at least some of the flexibility literature that has followed.\nDesign/methodology/approach: - The approach is a review and observations about the 1987 work.\nFindings: - The original paper treated flexibility in an exclusively manufacturing context. Even in the mid-1980s one could argue that this was a mistake. If flexibility is an important concept in operations management, it should be explored in all types of operation, not just in manufacturing. Now, more than 80 per cent of economic activity and employment occurs in non-manufacturing enterprises. Flexibility is no different from most other topics in operations in that it is unreasonably skewed towards the manufacturing sector, it would nevertheless benefit from more empirical and conceptual work in the context of service operations.\nOriginality/value: - Provides a useful update on an author's findings from two decades ago.\n", "role": "assistant" } ]
The "dark side" of organisational career growth: Gender differences in work-family conflict among Italian employed parents	[ "Work–family conflict", "Gender differences", "Organizational career growth", "Organizational work–family support" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: In the present day, one of the most urgent societal challenges centres around balancing the two most important life domains for adults, work and family (e.g. Michel et al., 2011). Several recent transformations in working conditions and processes (e.g. strenuous competition, instability, intensified workload, requests for flexibility and continuous learning), coupled with the increasing use of information and communication technology, have dramatically increased the risk of overwork at the expense of the private life domain (e.g. Clark et al., 2016). Employees who are also parents appear to be the most affected by the work-family imbalance phenomenon (e.g. Allen et al., 2000). Parenthood was found to increase the domestic workload for both men and women, strengthening a traditional division of labour (e.g. Craig and Mullan, 2010). Additionally, although several progressive countries advance towards an egalitarian system of rights, gender differences still pervade this scenario in the labour market (e.g. Gonzalez et al., 2014), particularly in Italy where the employment rate in 2017 was 72.3 per cent for men and 52.3 per cent for women (Eurostat, 2018) and the \"male breadwinner\" is the prevailing model (Bosoni, 2012).\n2. The mediating role of OCG in the relationship between organisational work-family support and work-family conflict: Organisational work-family support can take different forms, but typically it consists of a mixture of both formal work-family benefits (e.g. flexible hours and parental leave) and informal support (e.g. supervisors and co-workers being sympathetic to the employee's family and personal concerns), which often implies both instrumental and emotional support. Indeed, it has been argued that emotional/informal work-family support is more crucial than formal arrangements (e.g. Allen et al., 2014). Accordingly, this study is focussed on emotional support in the form of organisational work-family support, particularly how sensitive and supportive both managers/co-workers and the organisation are to employees' family responsibilities. There is much empirical evidence that informal work-family support is related to lower work-family conflict (i.e. French et al., 2018) and other positive employee outcomes such as work-family enrichment, commitment and job satisfaction (Lo Presti and Mauno, 2016). This relationship can be explained by Signalling Theory (Casper and Harris, 2008) and Organisational Support Theory (Eisemberger et al., 1986). The former postulates that organisations supporting their employees (concerning their work-family needs) signal that they also care about the well-being of their staff, and these signals promote positive attitudes towards the employer and a higher level of well-being; the latter proposes that employees have a generalised perception of the extent to which the organisation values their contributions and cares about their well-being, and this perception of organisational support has been found to have important consequences for employee performance and well-being. Thus, according to the aforementioned theoretical and empirical contributions, we expect that organisational work-family support will be significantly and negatively associated with work-family conflict. However, since several previous contributions have addressed this relationship, we examined it by inscribing it within a more comprehensive model including the mediating role of OCG.\n3. The role of gender: a moderated mediation model: The issue of work-family balance and its related variables have typically been examined from a gender perspective (Colombo and Ghislieri, 2008). Although the results of these studies are often conflicting, the gender dimension can play a role in modulating experiences related to the work-family interface. Workplace cultures have often been shown to espouse traditional notions of career paths and gender roles within organisations, both of which often disadvantage women if they choose flexible working options. This disparity is called \"the motherhood gap\" (Bellamy and Rake, 2005), meaning that women are not able to compete with men on equal terms in the labour market, including in progressing their careers. Clark et al. (2017) argued that although there is evidence that a growing number of men espouse egalitarian values (particularly those with a spouse who is also employed), societal norms and traditional gender roles expect that men should be more invested in the work domain, whereas women should be more invested in the family domain. Despite this, these norms and gender roles greatly influence behaviours and attitudes towards managing work and family roles (Bagger et al., 2008). Given the greater demands of family roles, working women might experience greater resource drains than working men (Hobfoll, 1989), and as a result, they might experience greater benefits from organisational support factors. In this vein, the relationship between organisational support factors and work-family outcomes viewed from a gender perspective can be explained through the Conservation of Resources theory (COR; Hobfoll, 1989). According to COR, individuals have a finite amount of resources (time, energy and attention), and if resources are spent in one role (e.g. work), there is a decrease in the resources available for use in another role (e.g. family). Additionally, social identity theory (Ashforth and Mael, 1989) is commonly used to explain gender differences in perceiving factors related to organisational work-family support (Clark et al., 2016). Social identity theory suggests that individuals are especially concerned with factors that benefit or threaten their most central identity (e.g. work and family). To the extent that women view their family identity as more central to their self-perceptions than their work identity, women will benefit more than men from informal and formal support factors that allow them to better attend to family needs and responsibilities. In line with the social identity theory, a broader theoretical conceptualisation focusing on the relationship between one's career and other life domains was proposed by Sullivan and Mainiero (2007). These authors identified two main career patterns, a and b, including gender as a discriminant variable between these two patterns. In summary, they found three main parameters that served as guideposts throughout an individual's life:\n4. Method: 4.1 Participants\n5. Results: First, since the data in this study were collected from a single source, before running formal analysis, a test for potential common method bias was conducted. Using Harman's single-factor technique (Podsakoff et al., 2003), all items were loaded onto a single method factor in a confirmatory factory analysis model. In addition, the model fit indices were examined. A poor fit was found (kh2/df=15.564, CFI=0.485, RMR=0.24, RMSEA=0.17), indicating that the variance in the data could not be accounted for by a single method factor.\n6. Discussion: Although the results of the present study failed to report that gender, as a moderator, impacted the mediating effect of OCG in the relationship between organisational work-family support and work-family conflict, considerable evidence has been found. First, the mediating effect of OCG in the relationship between organisational work-family support and work-family conflict was found, as a partial mediation was inferable. Thus, the possibility to advance in one's organisational career might play an important role in the process of organisational work-family support and the possible negative output of this process, namely work-family conflict. Despite OCG obviously represents a desirable opportunity for workers, and it is often considered as a positive indicator of well-being in organisations, we aimed at highlighting also its possible \"dark\" side by revealing its relationship with work-family conflict in a sample of working parents. However, it is worth to emphasise that the OCG is obviously not a negative element in itself. The issue is how the management implicitly and explicitly induces the conditions for the OCG to be an opportunity for all.\n7. Conclusion: In the present day, our cultural system seems to foster contrasting values, leading to a paradoxical \"mission impossible\" for parent employees. On one hand, there is the need to reduce the work-family conflict, and on the other hand exists the need for achievement by obtaining career growth in an organisation, with the latter requiring heavy investment in work at the expense of family time. The results of the current study noted that to improve employees' quality of life, namely by enhancing the balance between work and family, tailored policies and organisational interventions based on the career customisation theory should be designed and implemented.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to investigate the role of organisational career growth (OCG) in the process linking organisational work-family support and work-family conflict.\nDesign/methodology/approach: Since previous contributions reported theoretical and empirical evidence of possible gender differences in this process, a moderated mediation model was examined including gender as moderating variable of both direct and indirect effects. Conditional process analysis was used to test the hypotheses on a sample of 507 Italian employees who were also parents.\nFindings: Results showed a significant mediation effect of OCG in the relationship between organisational work-family support and work-family conflict. Furthermore, evidence of a moderated effect of gender was found in the way that the negative direct effect of organisational work-family support on work-family conflict was stronger among women, whereas the direct effect of OCG on work-family conflict was significant only for men.\nOriginality/value: This is the first study addressing the possible negative effect of OCG on a specific target of employees.\n", "role": "assistant" } ]
An examination of restaurant loyalty programs: what kinds of rewards do customers prefer?	[ "Loyalty schemes", "Customer loyalty", "Fast foods", "United States of America" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Customer loyalty is the name of the game in today's highly competitive restaurant industry. It has been estimated that attracting a new customer is three to five times more costly than retaining an existing customer (Orr, 1995; Fierman, 1994; O'Brien and Jones, 1995). These cost advantages are generated by reduced service costs, increased spending (purchasing), lowered price sensitivity, and elevated word-of mouth referrals (Reichheld and Sasser, 1990). To leverage customer retention, many restaurant companies have jumped on the frequency programs bandwagon. Some of these efforts have been highly successful. Subway's Electronic Sub Club Card program, for instance, shows that the average reward member spends $7.85 per visit, almost 50 percent more per transaction compared to the average non-member, who spends $5.25 per visit (Frequency Marketing Inc., 2003).Despite the popularity of loyalty reward programs in the restaurant industry, little is known about the attractiveness of the rewards offered. To that end, the purpose of this study is to explore restaurant customers' reward preferences and their motivations for joining a loyalty reward program. More specifically, we examined several types of rewards, such as immediate versus accumulated (points system) rewards, necessary versus luxury rewards and monetary versus non-monetary rewards.\nBackground literature: The objectives of loyalty or frequency reward programs can be categorized into three basic groups. First, most of these programs are designed to protect the existing customer base and thereby maintain sales levels, margins, and profits. The second goal is to enhance the piece of the pie or the share of the stomach by increasing sales to existing customers. The third objective is to enhance cross-selling the company's products and services (Dowling and Uncles, 1997). Rewarding customers for their loyalty is increasingly common in many segments of the travel industry, including airlines and hotels (Kim et al., 2004). As a result, customers are now able to pay for goods and services with new currencies such as frequent flier miles and Diner's Club Rewards (Dreze and Nunes, 2004). Despite their rising popularity, both the academic literature and popular press cast some doubt over the effectiveness of these \"frequent user\" programs (Fournier et al., 1998; Dowling and Uncles, 1997). For example, a study of frequent gamblers showed that only about one third of the loyalty reward members were truly loyal to the company (Baloglu, 2002). Given these opposing views on loyalty programs, it is important to understand what kinds of rewards customers prefer when making dining decisions.One of the elements that determine a program's value from a customer's perspective is the timing of the reward (Dowling and Uncles, 1997). Most frequent-dining programs offer financial rewards based on a points system to reward loyalty (Mattila, 2001). In other words, an accumulation of a certain number of points equals a reward. For example, one dollar spent is equal to one point and a total of 1,250 points is worth a free appetizer or a dessert at TGI Friday's. Previous work, however, suggests that delayed redemption reduces the power of loyalty rewards (Bootzin et al., 1991). To alleviate this problem, many point-benefit programs regularly send their members a statement of accumulated points (Dowling and Uncles, 1997). Since people typically prefer immediate rewards to delayed gratification, we expect that most restaurant customers, if given a choice, prefer immediate rewards to point-system rewards even if accumulated rewards carry higher values.Another factor driving customer preferences is the amount effort needed to reach the requirements of a particular reward. In general, the consumption of luxury items is hard for consumers to justify because such experiences tend to result in feelings of guilt (Berry, 1994; Prelec and Loewenstein, 1998; Kivetz and Simonson, 2002). Yet, Kivetz and Simonson (2002) found that when the reward requirement is high, customers seem to prefer luxury rewards (e.g. expensive wine) to necessary rewards (e.g. gas coupons). We thus predict that restaurant customers prefer necessary rewards over luxury items, but that increased effort leads to a higher preference for luxury rewards.A third variable in the rewards game is the relative efficiency of monetary versus non-monetary rewards (Kivetz and Simonson, 2002). Some companies, such as Discover Card, use cash as reward currency while others, such as American Express, stick to non-monetary rewards. As an example of monetary rewards in the restaurant industry, Rewards Network offers up to 20 percent saving in its affiliated restaurants around the country (Rewards Network Inc., 2004). Conversely, some restaurants reward loyalty with non-monetary items, such as Hardrock Cafe's preferred seating for its All Access members. Since the results from our focus group interviews indicate that monetary rewards are more convenient to redeem and that they offer more flexibility, we expect that restaurant customers prefer monetary rewards to non-monetary rewards of the same value.In addition to reward preferences, we examined consumer motivations for joining loyalty reward programs. Prior research in sales promotions has demonstrated that monetary rewards (savings) are not the only reason why consumers look for special deals (Chandon et al., 2000). Quality, convenience, value expression and hedonic benefits such as exploration and entertainment surfaced as additional motivators among shoppers. We expect that restaurant type might moderate customer motivations to join a loyalty reward program. In other words, hedonic or experiential benefits might be more relevant to casual dining restaurants while savings might be the driving force in the context of fast-foods.\nMethods: To ensure that the concepts adapted from general marketing are applicable to the context of restaurant services, we conducted two, six-member, gender-specific focus group interviews with graduate students in hospitality management. The results from the transcribed tapes indicated that most participants preferred monetary and immediate rewards. Moreover, non-monetary benefits were also shown to be applicable to our context.Questionnaire and sample\nResults: About 15 percent (11/71) of respondents in fast-food restaurants and 26 percent (18/70) of respondents in casual restaurants answered they would not join a 10 percent reward program. However, all reasons (concerns) expressed were regarding only the procedures, such as \"expecting lots of promotion e-mails\", \"difficulty in redeeming rewards\", and \"don't like to carry the reward card\", and not reasons such as \"not interested in reward programs\". Thus, we included all those in our analysis.In the fast-food context, 83 percent (60/72) of respondents preferred immediate rewards (immediate discount or cash back) to points-system rewards (after a customer's bonus points reach a preset requirement, she/he can get somewhat higher quality rewards). Similar results were obtained for casual dining scenarios. Eighty-five percent (60/71) of the respondents preferred immediate rewards.Ninety-three percent of the respondents (66/71) in the fast-food sample preferred monetary rewards (discounts or cash back) to non-monetary rewards (special services or products, such as preferred seating, flower service, or luxurious desserts) while the corresponding number was slightly lower in the casual dining sample (86 percent, 62/71). When we asked the participants who preferred monetary rewards over non-monetary rewards for their reasons, \"more choices and flexibility\" was the most salient reason (4.52 in fast-food restaurants and 4.60 in casual restaurant on five Likert scale anchored from 0=strongly disagree, 3=no opinion, 5=strongly agree). The next closest choice was \"convenient to redeem\" (4.42 and 4.46, respectively).The frequencies for necessary versus luxury rewards are shown in Table I. Although a vast majority of the respondents preferred necessary rewards ($20 worth of gas coupons or the same value grocery coupons) to luxury rewards ($20 coupons for wine or the same value facial massage), their preferences for luxury rewards increased slightly with higher effort requirements. Specifically, compared to its dollar amount counterpart, the frequency of patronage requirement resulted in a larger increase in people's preferences, 8 percent and 7 percent increases for luxury rewards in the fast food and casual dining respectively.Eighty-five percent of the respondents in the fast-food sample were willing to join a 10 percent loyalty program (i.e. for every $100 spent, there is a reward worth $10), while the corresponding number in the casual dining sample was slightly lower (74 percent). In terms of expected benefits from joining loyalty programs, savings was the most highly rated attribute in both samples. See Table II for the mean ratings. In addition, quality as a benefit received high ratings among the casual dining respondents (mean=4.56). As expected, the means for value expression, exploration, and entertainment benefits were significantly higher for the casual dining sample than for the fast-food sample, (t=-3.543, p=0.001; t=-2.178, p=0.031; t=-3.447, p=0.001, respectively).\nImplications: Developing an effective loyalty reward program requires a thorough understanding of what kinds of rewards are perceived favorably by the firm's customer base. The purpose of this research was to examine customer preferences for loyalty reward programs in the restaurant industry. Specifically, we examined customer preferences for immediate versus accumulated rewards (points-system rewards), necessary versus luxury rewards, and monetary versus non-monetary rewards.The findings of this study indicate that both fast-food and casual dining customers seem to favor immediate, necessary, and monetary rewards over points-system, luxury, and non-monetary rewards. These results are largely consistent with previous research in various contexts (Berry, 1994; Dowling and Uncles, 1997; O'Brien and Jones, 1995; and Prelec and Lowenstein, 1998). The tendency to prefer immediate gratification, non-luxury rewards was consistent across demographic classification variables such as gender, age, income level, and employment status.Consumer preference and management preference could be different. One of the reasons will be the cost. For example, management may want to offer a $10 dessert instead of giving $10 cash, because the actual net cost of the dessert will be lower than $10. So, how to coordinate both will be management's task. Like this, offering a cash discount as an immediate reward is not always best. Our findings show that customers prefer immediate rewards, whereas management may want to conduct postponed rewards, which are more efficient to induce repeated patronage. Thus, how to coordinate both approaches into every different situation will be another management task.Although the rate of preference increased slightly with higher reward requirements, the vast majority of our respondents preferred necessary or monetary rewards over more hedonic rewards such as a facial massage or a bottle of wine. This finding is somewhat inconsistent with Kivetz and Simonson's (2002) study in which they reported that customers prefer luxury rewards when the effort required to reach a reward are high. They argued that increased effort tends to reduce feelings of guilt associated with the consumption of luxury items. In this study, increasing the requirements in terms of frequency had a stronger impact on shifting preferences for luxury rewards than manipulating effort via dollars spent. Consequently, restaurants might want to restrict the use of hedonic rewards to their most frequent customers. Given the high level of effort required to reach the \"preferred customer\" status, these consumers are less likely to feel guilty when offered luxury rewards such as an expensive bottle of wine.Our study findings indicate that there is strong potential for developing loyalty reward programs in the restaurant industry. Less than 10 percent of the respondents currently carried a restaurant loyalty reward membership while nearly 80 percent showed interest in joining a 10 percent loyalty reward program (i.e. for every $100 spent, there is a reward worth of $10). By improving some procedures, such as no need to present the reward card, easier redeeming processes, and by clearly communicating the program benefits, restaurant operators could enlarge their membership bases.In addition to monetary savings, customers are seeking quality, convenience, and entertainment benefits. These intangible benefits seem to be particularly salient in the casual dining context. Hence, casual dining operations might want to focus on advertising exciting and entertaining events as rewards as well as saving benefits when launching their loyalty reward programs.This study forced customers to choose between several types loyalty rewards (i.e. monetary versus non-monetary, immediate versus points system and luxury versus necessary rewards). However, in real life, restaurant patrons might prefer flexible reward schemes that fit their individual needs. Future research with different methodology (e.g. conjoint analysis) is needed to shed light onto this issue. Moreover, investigating different types of restaurants, such as fine-dining or theme restaurants, would provide further insight into what truly drives customer preferences in the powerful loyalty reward game.\n", "role": "user" }, { "content": "Purpose: - This study aims to investigate customer preferences towards loyalty reward programs in the restaurant industry. Willingness to join such programs and expected benefits are also examined.\nDesign/methodology/approach: - Focus group interviews followed by a survey methodology were used to test the research questions. The study sample included participants in a popular arts festival in Pennsylvania, USA and restaurant patrons in Las Vegas, USA.\nFindings: - A vast majority of study respondents favored immediate, necessary, and monetary gratification. These results were consistent across restaurant types (fast-food versus casual dining). Although savings was the most sought-after benefit, intangible benefits such as quality and convenience also received high ratings. Casual dining customers, in particular, seemed to be highly motivated by exploration and entertainment-type benefits.\nResearch limitations/implications: - Future research should investigate the optimal level or combination of rewards. In addition, other types of restaurants (e.g. fine dining) might require different types of reward schemes.\nPractical implications: - The findings of this study suggest that restaurant operators in the casual dining and fast-food segments should consider employing immediate, necessary, and monetary rewards as opposed to points-system, luxury, and non-monetary rewards. In terms of motivation to join loyalty reward programs, the study results indicate that casual dining patrons are looking for exciting and entertaining rewards in addition to mere cost savings.\nOriginality/value: - This paper helps restaurant managers to better understand customer preferences for loyalty reward programs and to realize the value of targeted rewards.\n", "role": "assistant" } ]
Transformative learning: innovating sustainability education in built environment	[ "Transformative learning", "Curricula", "Higher education", "Asia-Pacific", "Built environment education", "Sustainability education" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: sustainability education in the built environment: The further and higher education sector has acknowledged the importance of learning for sustainability through various declarations (Centre for Environment Education, 2007; UNESCO - Education Sector, 2006; University Leaders for a Sustainable Future [ULSF], 1990), including committing universities to curriculum change and professional development for sustainability (University Leaders for a Sustainable Future [ULSF], 1990).\nThe ProSPER.Net project for Asia-Pacific universities: The ProSPER.Net project, Integrating sustainability education into engineering and built environment curriculum, was led by academics from an Australian university. It followed a collaborative inquiry process wherein the role of the industry to achieve outcomes was considered as vital as ensuring the sustainability goals of project. The central objectives of the ProSPER.Net Project were to:\nInnovation of education and integration of sustainability: The unique features and issues of sustainability have a profound effect on the way academic curricula are structured (Lozano-Garcia et al., 2008), not just as knowledge sharing or transfer, but as knowledge generation (Miller et al., 2011) at all levels. It also needs to consider not just for teaching and learning but also across the university or educational institution, adaptive to changing societal needs and co-produce with society the knowledge for sustainability. It needs to espouse \"walking the talk\" at all levels of university teaching and operations.\nConclusions: directions and imperatives: In this carbon-constrained climate, now more than ever, the approach taken for sustainability education needs to move from traditional ways of thinking and doing to actions that provide a clear direction for the future.\n", "role": "user" }, { "content": "Purpose: This paper aims to evaluate how transformative learning is key to innovating sustainability education in the built environment in the region's universities, in addition to reporting on the research project undertaken to integrate sustainability thinking and practice into engineering/built environment curricula in Asia-Pacific universities.\nDesign/methodology/approach: The project drew from the experiences of academics in built environment programmes and espoused a collaborative inquiry process wherein the role of the industry was vital. A literature review focusing on sustainability integration into curricula was followed by a workshop which brought together academic and industry participants.\nFindings: The general direction of education for sustainability is moving increasingly towards integration and innovation. However, the slow progress of integration of sustainability in the built environment curricula may have been due in part to the outcome/practice-led approach of built environment education, which is the hallmark of the discipline and lends to a largely discipline-based curriculum framework.\nResearch limitations/implications: The project focused only on the curricula of university programmes and courses taught in the participating Asia-Pacific universities and institutions.\nPractical implications: This paper highlights how the framework for the proposed curriculum guide focusing primarily on built environment programmes and courses can provide guidance for potential application in other higher education institutions.\nOriginality/value: Much is written about embedding sustainability and education in built environment curricula. However, little analysis, application and collaborative work in Asia-Pacific universities have taken place. This paper considers the value of transformative learning in the innovation of the predominantly discipline-based engineering/built environment programmes for sustainability.\n", "role": "assistant" } ]
Introducing web components into the LIS graduate curriculum	[ "Information technology", "HTML5", "LIS", "LIS curriculum", "Web components", "Web development" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: As of July 2017, there are over 91 million websites using HTML5 (BuiltWith, 2017). This fact may lull library and information science (LIS) educators into a sense of complacency: HTML5 is here and the world of the Web seems to be largely the same as it ever was. But that sense of complacency is false. HTML5 represents a profound change in the potential of Web development, and it will facilitate a new generation of websites. The Web landscape has already started to change; it will not be business as usual for Web developers or end users (Wusteman, 2014). And one of the most exciting HTML5 technologies is web components, a powerful new method of creating custom elements.\nTechnology innovators or technology users?: The increasing focus on information technology (IT) throughout the LIS professions has long been a discussion point in the literature (Maceli, 2015; Virkus, 2015; NMC, 2014; Breeding, 2013; Riley-Huf and Rholes, 2011; Audunson, 2007). Kelley (2015) notes the growing specialization of librarianship: generalists are being replaced by new specific roles such as \"data analysis librarian, Web instruction librarian, emerging technologies librarian, and metadata librarian\".\nTeaching for the future, not the past: In the past decade, there has been a major increase in the number of technology courses taught in LIS schools. Maceli (2015) reports that those offered by North American ALA-accredited LIS graduate programs are dominated by the topics of user experience and Web design/development. Although the Web design/development skills correlate well with jobs advertised in code4lib, there is a lack of library jobs that require \"user experience\" skills. She also notes \"relatively few\" programming courses in the North American programs, and suggests that jobs that require such skills would probably hire \"trained software developers with experience in the library domain\" rather than candidates with only an LIS degree (Cortez, 2016).\nWeb development with HTML5: An upshot of the advent of HTML5 is that there is now considerably more to understanding HTML than a familiarity with the concept of markup (Wusteman, 2014). HTML5 is larger and more complex than its predecessors, HTML4 and XHTML, and it represents a seismic change in the concept of the website. Formerly static information-dissemination conduits are making way for highly dynamic and interactive environments, often highly social and increasingly mobile. And this new concept requires changes in the way we teach Web development in LIS graduate programs.\nWeb components: The HTML4 standard includes 70 elements[1] (W3C, 1999). HTML5 introduced 32 new elements, including structural elements such as <article>, <header>, <main>, <footer>, the new <canvas> graphics element, and a range of new media elements such as <audio> and <video> (W3C, 2014). Deployment of these 32 new elements will undoubtedly facilitate innovation on the Web. But what transformations might 100 new elements facilitate? What about 1,000? Or 10,000?\nWeb components vs widgets: Prior to the emergence of web components, the creation of custom elements was possible via approaches such as web widgets. The latter is the term used for a small application that can be installed and executed within a Web page. Widgets are widely used within library websites to perform useful tasks such as incorporating Google-sourced book jackets (Back and Bailey, 2010) or journal tables of contents[3] in OPAC pages. However, whereas web components are on track to become W3C standards, widgets may be implemented using many different and incompatible methods. Further, although browser vendors are producing browser - native implementations of web components, this is not the case for widgets.\nSharing web components: Web components were first proposed by Google (Russell, 2011), but the standard is now being progressed by the World Wide Web Consortium (W3C, 2017). It is not yet finalized but Polymer[4], the Google implementation of the standard, is a useful half-way house. Until all browsers fully support the emerging W3C specifications for web components, standard polyfills will be required. A polyfill is a piece of JavaScript that ensures support for a technology, in this case web components, in browsers that are not sufficiently modern to provide such support natively.\nImplications for LIS graduate programs: The Web development syllabi in LIS graduate programs need to cover the HTML5 standards family, particularly those standards that comprise web components. Although this will add somewhat to the cognitive load for students, these extensions to the curriculum should not move Web development beyond the ability of the majority of LIS graduate students. Nor do they risk converting LIS graduate degrees into computer science degrees by another name. The necessary syllabus changes are limited and achievable without their monopolizing the curriculum.\nThe downside?: As with all technical advances, there are potential downsides to the introduction of web components to the LIS graduate curriculum. It could be argued that it will lead to an increasing focus on existing website patterns, thus stifling individual student creativity. Further, it may encourage students to shoehorn user needs into inappropriate existing solutions. However, a crucial lesson in information architecture which students struggle to learn is the importance of standardization in website structuring, labelling and navigation. Creativity is generally best left to the content. As information architect, Donna Spencer (2010) advises:\nConclusion: To date, there appears to have been no discussion of web components in the LIS literature. But this technology is likely to become increasingly significant in Web development. Although web components are still evolving, the concept and the techniques involved are sufficiently stable that an awareness of their existence, plus an exploration of their potential impact, could be introduced into LIS graduate syllabi immediately.\n", "role": "user" }, { "content": "Purpose: This paper introduces web components, one of the most exciting and potentially transformative of the technologies that comprise HTML5. Web components provide a standardised method of creating and sharing custom HTML elements.\nDesign/methodology/approach: This paper is a viewpoint.\nFindings: The paper proposes that the web development curriculum in library and information science (LIS) graduate programs needs to expand to cover this important topic.\nOriginality/value: Despite the potentially seismic impact of web components on Web development, up until this point, there has not been a discussion of this technology within the LIS literature.\n", "role": "assistant" } ]
The past as more than prologue: a call for historical research	[ "History", "Inequality", "Equality", "Achievement gap", "Historical research" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: In 1965, the passage of the Elementary and Secondary Education Act of 1965 (ESEA) in the USA sought to equalize educational opportunity through federal aid to disadvantaged schools. Today, 50 years later, school administrators continue to struggle to close achievement gaps between \"white students and racial minorities, native English speakers and students who are English learners, and students with disabilities and those without\" (US Department of Education, n.d., p. 1). In 2001, the reauthorization of ESEA, more commonly known as No Child Left Behind (NCLB), required for accountability purposes the categorization of students into \"subgroups\" based on their race/ethnicity, socioeconomic status, home language, and ability. These student subgroups are now central to the Department's focus on closing achievement gaps, which they define as \"differences in academic performance between subgroups of students and their peers\" (p. 1). Policies like this one reflect a national fixation on the achievement gap and decline of American education often attributed to the poor academic performance of certain subgroups - namely students of color, English learners, and children in poverty.\nA lack of historical context and perspective: intentional ignorance?: According to 2014 National Assessment of Education Progress (NAEP) data, less than one-quarter of eighth graders scored at or above proficient in civics or US history, revealing that little progress had in fact been made since the abysmal 2010 results (The Nation's Report Card, 2014). The trend reverberates beyond the schools, too, as a variety of studies exposed just how little most Americans know about the past (Burnett, 2014; Romano, 2011). The general public is not alone in its historical ignorance; education researchers and policymakers often proceed from a similarly ahistorical vantage point. Secretary of Education Arne Duncan shared this perspective in a recent speech, \"America's educational crossroads: making the right choice for our children's future.\" For Duncan, the future - full of promise and hope - was the antithesis of the past, something that was \"out-of-date\" and blighted. The choice was clear: we could \"mov[e] forward or turn back the clock\" (Duncan, 2015). Such narratives of progress where society is always moving on to bigger and better things are at once comforting and powerful. In this formulation, the malleable presentation past offers political leverage by masquerading perspective as objective fact. Tropes of progress, much like those of exceptionalism, have social value as myths but do little to spawn real change. Beyond an inability to recall key facts, a lack of historical knowledge prevents us from understanding equality, democracy, citizenship, or justice in meaningful and critical ways.\nThe explanatory and disruptive power of \"doing history\": History is not a straight line that leads from then to now, and the axiom that we should know about the past so that we do not repeat its mistakes is an oversimplification. So then, what is historical methodology and how might it be useful for scholars of education leadership? There is no single way to do history, but three elements are nevertheless near constants. First, all historical scholarship hinges on the analysis of rich primary source materials. Historians of education, for instance, have turned to diaries, legislative documents, newspaper articles, union minutes, teacher writings, published score reports, the census, maps, photographs and oral histories, among many others, to recover and understand bygone times (see Blount, 1998; Bogotch, 2011; Cuban, 1988; Horsford et al., 2013; Tyack, 1974; Walker, 1996).\nUsing history to explain and disrupt \"the achievement gap\": Historians have long documented the conditions and politics of inequality as well as the ways racist assumptions shaped the nation's most fundamental social institutions, including labor markets, courts, prison systems, and public schools (Gross, 2009; Berry, 1995; Franklin and Moss, 2000; Spring, 1988; Williamson, 1980). Many researchers, policymakers, and the broader public often point to Brown v. Board of Education of Topeka (1954) as evidence that the problem of racial segregation of schools is a problem of the past - one that has been settled, since ushering in an era of equal educational opportunity for all. In some regards, this view is correct. The explicit, legal mechanisms that segregated society cease to exist today. And yet racial inequality persists. Why? Even as laws changed, the institutional structure of these organizations proved durable and largely intact. How might historic racialized assumptions persist today? To what extent might the very ways we discuss, consider, and attempt to close the achievement gap contribute to its endurance? (Horsford, 2011, 2013; Horsford and Grosland, 2013). Two broad yet deeply entwined assumptions characterize the current achievement gap rhetoric as well as attempts to close it. First, education is an equalizer. Second, testing is the core of meritocracy and can yield equality. Existing historical scholarship problematizes both of these claims.\nClosing the \"history gap\": a call for historical research: The challenges facing today's educational leaders are weighty. Calls to close the achievement gap offer just one example of how the educational issues we wrestle with today stem from a larger historical reality. A lack of grounding in historical knowledge, context, and perspective on the role of race and racism in the USA undermines not only leadership efforts intended to increase student performance among certain subgroups of students (e.g. students of color, students with disabilities, English language learners, students living in poverty, foster youth, homeless, LGBTQ, etc.), but also the research base that informs the work of education policymakers, practitioners, and leaders. By focussing narrowly on scholarship that produces short-term strategies to increase student test scores and graduation rates without consideration of the long-term effects of concentrated poverty, racism, and larger contextual factors associated with poor academic achievement, we continue to stamp subgroups of black, Latino, immigrant, and poor children with the very \"badges of inferiority\" (Horsford and Grosland, 2013) that the Brown decision sought to remove, reproducing inequality rather than reducing it.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to argue that historical research methods offer an innovative and powerful way to examine, frame, explain, and disrupt the study of contemporary issues in educational leadership. More specifically, the authors examine how historical methodology might recast some of the questions educational leadership researchers presently engage and how the act of \"doing history\" might simultaneously lead to new research agendas and social change.\nDesign/methodology/approach: This conceptual paper provides a discussion of the explanatory and disruptive power of historical research methods and how intentional ignorance of uncomfortable historical realities, such as racist institutional structures and practices, undermines present-day efforts to advance equity in schools. Using the mainstream achievement gap narrative as an example, the authors consider the ways in which historical scholarship can effectively disrupt current conceptions of educational inequality and opportunity in the USA.\nFindings: The paper suggests researchers close the \"history gap\" by engaging historical research methods in ways that better ground, contextualize, and disrupt the often ahistorical and uncritical ways the field frames present-day challenges like the achievement gap.\nOriginality/value: This paper explores the explanatory and disruptive power of historical research as a mode of inquiry in education leadership.\n", "role": "assistant" } ]
Do analysts' recommendations reflect co-opted boards?	[ "Board independence", "Corporate governance", "Agency theory", "Analyst", "Analyst recommendation", "Co-opted boards", "G32", "G34" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: It is widely believed among regulators and scholars that the independent directors could ensure effective corporate governance and board independence by monitoring the actions of management and ensuring that management act of the best interest of the stockholders. However, the empirical evidence supporting this belief has demonstrated little consistency in results (for survey papers, Fields and Keys, 2003; John and Senbet, 1998; Korac-Kakabadse et al., 2001).\n2. Sample construction and variable description: To construct our sample, we obtain the data on co-opted directors from Coles et al. (2014), who use data from the Institutional Shareholder Services database (formerly RiskMetrics) to calculate their measures of board co-option [1]. Many researchers have used co-option to capture the sense of obligation the director may feel toward the CEO for being selected (Harris et al., 2019; Jiraporn and Lee, 2018). As in earlier studies, we gauge co-option as a fraction of directors appointed after the CEO assumes office. It is a continuous variable, therefore, ranges from zero to one, with a higher value indicating weakened board monitoring efficiency. Alternately, we consider TW co-option as suggested by Coles et al. (2014) and others. TW co-option is the summation of the tenure of co-opted directors divided by the total tenure of all directors. The assumption behind this alternate measure is that co-opted directors may become even more co-opted through time and that the influence of co-opted directors increases with their tenure on the board. However, for the sake of brevity, we show and discuss only the results using TW co-option, the more sophisticated measure of co-option. The results are qualitatively similar, whether co-option or TW co-option is used.\n3. Results: 3.1 Univariate analysis\n4. Conclusions: This study investigates the effect of co-opted directors on analyst recommendations. We show that board co-option is a significant determinant of analysts' recommendations. Specifically, there is a negative relation between board co-option and recommendations. This finding is robust even after taking into account a large number of control variables and possible endogeneity. The evidence implies that high CEO influence over the board is associated with less favorable recommendations. Using a natural experiment to corroborate the results, we find that the effect of board co-option on analyst recommendations is more likely casual.\n", "role": "user" }, { "content": "Purpose: This study aims to examine whether co-opted directors influence analysts' recommendations. As information intermediaries, financial analysts should incorporate the quality of corporate governance into their valuation because well-governed firms are associated with lower agency costs and better performance. Co-opted directors are those appointed after the incumbent chief executive officer assumes office. The authors investigate whether board co-option has an effect on analyst recommendations.\nDesign/methodology/approach: The present study uses univariate analysis, multi-variate regression analysis and conduct a natural experiment using the Sarbanes-Oxley as an exogenous shock.\nFindings: The results show that firms with fewer co-opted directors tend to receive more favorable recommendations, suggesting that analysts favor firms with strong corporate governance. The results hold even after controlling for various firm characteristics, including the traditional measures of board quality, i.e. board size and independent directors.\nOriginality/value: The paper is the first of its kind and offers evidence on the effect of co-opted directors on analyst recommendations. The results contribute to the literature both in corporate governance and in financial intermediaries, where analysts play a crucial role in providing information to the various participants in financial markets.\n", "role": "assistant" } ]
Efficient use of medical IS: diagnosing chest pain	[ "Information systems", "Medical diagnosis", "Decision making", "Medical decision making", "Medical informatics", "Electronic medical record", "Medical simulations" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: The healthcare sector has been integrating information technologies (IT) heavily in the recent years. However, despite the increasing use of IS by clinicians, there has been little research documenting the effectiveness of its use (Basu and Meltzer, 2007; Claxton et al., 2002). Currie and Finnegan (2011) pointed out that the investments in IT should not be discussed separately from the institutional process. Theera et al. (2009) highlighted the need for the right combination of IT and the setting in which it operates, in particular people and organizational factors. For instance, Unertl et al. (2012) observed workflow factors and patterns of use of health information exchange (HIE) technology.Data retrieved from a medical IT can improve the quality of decisions and reduce risks and uncertainties that stem from lack of information (Wright et al., 2010). Patients often do not provide a complete history or description of their current health status because they assume, mistakenly at times, that their health information can be transferred among healthcare providers and viewed by the physician they are consulting - including in the emergency department (ED). This assumption can have devastating consequences during medical emergencies, when patients seldom find themselves in the same hospital that treated them in the past (Olola et al., 2011).New medical information systems (ISs) are extremely costly, and their impact on high-stress environments such as EDs, which often have to deal with an enormous number of patients under heavy time constraints, is difficult to assess. Sykes et al. (2011) suggested that both efficiency and the extent of use of such systems by clinicians must be assessed and measured. Although improved health outcomes should be the natural result of integrating a new IS, it may not live up to expectations if the IS functions poorly, training is insufficient, or the implementation is managed in a substandard fashion (Graham et al., 2008).The current study was designed to focus on the key question asked when integrating a medical IT. Does access to medical IS improve physicians' diagnostic accuracy and efficiency?Specifically, we designed a simulation study to test the impact of the use of medical IS on the number of medical tests ordered, whether the use of medical IS improves clinical diagnosis of acute myocardial infarction (AMI) and whether IS improves the confidence level of the decision maker.\n2. Research synthesis: The impact of using an online system for medical decision making has been the subject of many studies. However, despite the increasing use of such systems by clinicians, there has been limited research documenting the effectiveness of their use. Although clinicians express a high level of confidence after receiving information (Westbrook et al., 2005; Hersh et al., 2002), the introduction of additional information and care options has been shown to increase decision complexity (Redelmeier and Shafir, 1995). In terms of actual exploitation of information, physicians retrieve only a small amount of the available information, even without time constraints (Hersh et al., 2002), and use medical systems for far fewer tasks than these systems support (Laerum et al., 2003).Vest and Jasperson (2010) highlighted the importance of future research to not only study the technology and processes involved, but also assess usage. For instance, a number of studies have measured the effectiveness of triaging patients using medical IS in EDs (Michalowski et al., 2007; France et al., 2005; Farion et al., 2008). Several works have dealt with the relationships between viewing medical history and using medical services. Whiting et al. (2007) studied the reasons and context for test ordering by physicians when faced with an undiagnosed complaint. They identified five key interrelated factor groupings that influence a physician's decision to order a test: diagnostic factors, therapeutic and prognostic factors, patient-related factors (including medical history), physician-related factors, and policy and organization-related factors.Walker et al. (2005) showed that medical history enables computer-assisted reduction of redundant tests. Johnson et al. (2008) found a similar general trend toward a decrease in redundant tests as well as better tracking of patients who frequently visit an ED as a result of using medical systems. By contrast, other studies have shown that physicians ordered more tests after reviewing medical history, which leads to an increase in the consumption of medical services (Swap and Nagurney, 2005; Gallagher et al., 2007; Vest, 2009).This study focusses on the use of medical IS in the ED environment and its relationship to the tasks (making a differential diagnosis (DD)) and processes (ordering tests), in order to provide insights into the contribution of medical IS to clinical decision making.\n3. Research hypotheses: The main outcome measures were the number of medical tests ordered by physicians taking part in the simulation; the number of correct DDs, as a function of access/no access to patient medical history through a medical IS; and level of confidence in the diagnosis.3.1 Use of previous clinical tests and ordering additional new tests\n4. Methodology: 4.1 The simulation study\n5. Findings: 5.1 Statistical tools\n6. Conclusions: All the hypotheses were confirmed.Overall, the findings lead to the major conclusion that viewing medical history via a medical IS contributes to improved medical decisions. Physicians apparently take advantage of the availability of medical history, and are apparently aware of its importance. Thus medical IS can lead to improved clinical performance and better healthcare services.Viewing medical history clearly reduces the number of medical tests ordered: (ECG and CE) in all cases and across all levels of seniority. It is important to note that these findings are restricted to our specific cases of chest pain, in which using IS including previous medical tests was sufficient for some of the physicians to decide not to perform the same tests over again.In addition, viewing medical history assists in determining the correct main DD in chest pain complaints and especially helps identify or refute an AMI diagnosis. Improved diagnosis and standardization through medical IS may not only lead to improvement in healthcare services, but also to a more efficient use of these services.There was also a significant increase in the confidence level of the physicians when medical history was viewed. Therefore, viewing medical history may assist physicians in managing stressful medical settings, by giving them higher confidence in their decision making, which can thus lead to a more fluid and positive working environment.The contribution of medical IS is affected by the experience of the decision makers, the type of task they are required to perform and the decision they are required to make. Senior physicians tended to order fewer medical tests and to be more accurate in their AMI diagnoses than interns. This could be directly related to their experience.\n7. Discussion, contributions, and limitations: The main purpose of this study was to provide additional insights into various fields of medical informatics. First, we focussed on the most common complaint prompting patients to go to the ED. Second, we examined the use of integrative real-time medical information from decentralized medical suppliers. Finally, we shed light on the positive relationship between using medical history and making a more accurate diagnosis while ordering fewer medical tests.We thus strengthen the Theera et al. (2009) claim regarding the combination of IT, people and other organizational factors. We found the effects of IS to go beyond their immediate diagnostic contribution. Specifically, such systems increase the confidence of both junior and senior medical staff. This is highly important, in particular in the stressful medical settings of the ED. Sykes et al. (2011) discussed the early stages of medical IS installation. We suggest that once medical staff have experienced a positive interaction with the IS, they will view the system technology much more favorably, which in turn should increase their acceptance and openness to the installation of new or additional systems. This is also true for physicians' adherence to existing systems. Wyatt and Spiegelhalter (1990) concluded that physicians need to be convinced that these systems are safe, enhance the service and care given to the patients, and that all parties can benefit.Wright et al. (2010) indicated that physicians' attitudes toward HIE was very positive, as they found the HIE to increase quality of service. We corroborate this finding for both levels of seniority, and also show an actual increase in accuracy of clinical assessments, thus challenging McNeal et al.'s (1998) concerns about confidence and accuracy in clinical assessments (within our framework).Wyatt and Spiegelhalter (1990) suggested also that feedback and supervision from physicians can provide information to system developers and programers. Rather than leaving these issues to the system developer (Patel et al., 2010), developers should analyze actual usability preferences of potential users. This also addresses Laerum et al.'s (2003) report that staff actually use medical systems for far fewer tasks than these systems support. Our study examined a certain, though very prevalent task, which can provide useful information for system developers. Here we followed Rudin's (2011) suggestion regarding the importance of applying research methods to understand factors that affect IT usage.The simulation results presented here indicate the potential value of using medical IS to generate DDs based on the patient's medical record (Hine et al., 2009). Previous studies have shown that clinicians are interested in accessing data aggregated in terms of demographics, tests, procedures, and treatments, and in particular the results of the same diagnosis (Greenes and Shortliffe, 2009). Medical decisions may improve as a result of using a medical IS. This suggests that developers and designers of medical IS need to have a better understanding of the components that affect IS usage. This, in turn, will help them integrate specific information components into medical IS. In our study, previous medical tests and previous DDs were found to be helpful to the physicians and should be taken into account in new medical IS. Our study also showed that aggregated medical data allows clinicians to be more confident in their decision making.Finally, we contributed to the body of research addressing the effectiveness of triaging patients using medical IS in EDs (Michalowski et al., 2007; France et al., 2005; Farion et al., 2008), and work on the negative relationship between viewing medical history and using medical services (Whiting et al., 2007; Walker et al., 2005; Johnson et al., 2008). Our data tend to disconfirm studies that have shown that physicians ordered more tests after reviewing medical history (Swap and Nagurney, 2005; Gallagher et al., 2007; Vest, 2009). However, our findings solely address the case of chest pain diagnosis and should be expanded to other cases. Clearly future research should address and assess the reasons for these differences. This is essential to address Hoffmann and Bamberg's (2009) concerns regarding the economic burden of highly unnecessary extensive chest pain testing.The study also has its limitations. The findings relate solely to the three specific AMI cases and used a specific medical IS. Thus, future work could extend the generalizability of these findings by studying other cases and other systems. In addition, the study only tested two levels of information (full mandatory access to the simulated IS or no access). In further research, it would be beneficial to look at additional levels of completeness of information. Additionally, further research is advisable with other research methods than simulations or by applying the same research method to other medical scenarios. Finally, the present study did not examine task complexity effects within the same simulated medical cases. Further research on this effect is needed.\n", "role": "user" }, { "content": "Purpose: - The purpose of this paper is to evaluate the contribution of medical information systems (IS) to efficient use of information when diagnosing chest pain complaints with suspected acute myocardial infarction (AMI) as regards ordering of tests and accuracy of diagnosis.\nDesign/methodology/approach: - In total, 102 physicians were asked to diagnose three cases of chest pain in patients consulting an emergency department (ED) in a simulation study. Half of the participants had access to a medical IS with complete patient information and the other half of the physicians did not.\nFindings: - It was found that participants who viewed the medical IS ordered fewer clinical examinations. Participants who viewed the medical histories made a more accurate main differential diagnosis (DD) of AMI. Physicians with access to the medical history reported significantly higher levels of confidence in their decisions, regardless of seniority.\nOriginality/value: - The findings suggest that IS leads to better utilization of medical services, greater efficiency and lower costs and thus has implications for other healthcare sectors.\n", "role": "assistant" } ]
Network-based innovation: the case for mobile gaming and digital music	[ "New product development", "Regional innovation systems", "Casual gaming", "Customer focused design", "Digital music", "Network-based innovation" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Open innovation models have been widely studied in innovation management, competitive strategy and policy making fields in the past decade (Chesbrough, 2006; Koberg et al., 2003; Gassmann and Enkel, 2004; Prahalad and Ramaswary, 2004; Dallander and Gann, 2010; Eckhardt and Shane, 2011), but without conclusive results regarding ideal models. One stream of research focused on a broad range of medium and high technology industries, identified sources of competitive advantages for open innovation models, namely, leveraging external knowledge inputs and transference to accelerate internal innovations, and expanded the markets for external use of innovation, as well as some potential positives externalities as fast economic growth and agglomeration economies. Other empirical studies found that returns from open innovation tend to decrease at the margin, as the costs of openness exceed the benefits (Laursen and Salter, 2006), namely, when factors of specialization and technological change are considered. Moreover, studies show that companies vary considerably in their capabilities and skills to master the challenges and take advantages from open innovation opportunities (Tappeiner et al., 2008; Salge et al., 2012). In summary, the heterogeneity of open innovation models has made difficult to understand the effect of intercompany heterogeneity performance, competitiveness and economic growth. This research analyses the hypothesis that customer-centric innovation models and network value autocorrelation emerges through technology convergence and soft factors encompassed in cross-regional social capital. The hypothesis was tested in one open innovation model applied to the mobile gaming and digital music industries. This research suggests that valuable business concepts and product designs are likely to emerge from the technological convergence and value network of the gaming and streaming music industries.\n2. Literature review: Casual video games are defined as \"games developed for a mass audience, which are easy to learn, fun, quick to access and require no previous special game skills, expertise or regular time commitment to play\" (Casual Games Association, 2007, p. 3). Besides, several casual games can also be mobile games, that is, games designed to be played in mobile devices such as smartphones, personal digital assistant's (PDA's), portable media players and tablets (Casual Games Association, 2007). In accordance with various studies and research, the main characteristics that should be taken into account regarding casual game design include fiction, usability, interruptibility, right level of difficulty and juiciness[4] (Juul, 2010). The gaming literature identifies five models of game innovation and design development (Dempsey et al., 1996): models aimed at fulfilling motivations and needs[5], models aiming at technology and media adoption, models focused on game usage and customer experience, models geared to different types of gamers (taxonomies) and models enhancing the role of music in digital games.\n3. Methodology: We used an interpretive approach and a combination of literature review, secondary data about gaming and music industries, two online surveys and two interviews. The combined research methodology, by using collaboration case, literature review, two online surveys and interviews follows the mixed methods research sampling techniques, associating well-established qualitative and quantitative techniques in complementary and creative ways to answer research questions at both network-based innovation model, market and consumer needs and products and services features implications in the mobile gaming and streaming music industry processes level.\n4. Analysis and results: 4.1 Business description\n5. Interpretation of results and discussion: The SPSS correlation analysis and interpretation of results by conducting the two online surveys and its relationship with the existing literature shows the following:\n6. Limitations and further research: There are limitations from the quantitative basis point of view, so larger sampling to in-depth research and specialization by conducting in-depth interviews, applying focus groups and products prototype market testing should be considered. Further research should address network-based innovation from a process focus, namely, throughout quality function deployment and design for engineering and manufacturing analysis. Finally, statistic analysis over data set of the industries with further empirical modeling would be interesting to validate regional innovation analysis.\n7. Conclusion: The mapping and growth of mobile gaming and digital music industries show potential to increase the network value and customer focus that sustains the development of competitive value propositions throughout disruptive innovation. The growth of digital consumption, enabled by a wide access to technological devices and end equipments, supports the market potential and new business opportunities. Nevertheless, the key success factors are not focusing, exclusively, on the market flaws, but also on the necessary alignment regarding the strategy, team and resources for both companies, NMusic and Rovio within a network of key stakeholders. Despite social capital factor, innovation and risk-taking communalities between the two companies, they have different organizational cultures, so potential coordination and communication problems may arise, for it is important to prepare well the partnership model, avoiding any divergence points along the design and exploitation of the innovative business opportunity.\n", "role": "user" }, { "content": "Purpose: This paper aims to identify, analyze and discuss a potential new business opportunity that arises from the intersection of the digital music and game industries across borders throughout network-based innovation approach.\nDesign/methodology/approach: The research draws on review of industry and academic literature, two online surveys and interviews, overall encompassed by a interpretative exploratory research methodology strategy.\nFindings: The study supports the interest and potential for developing new products that combine digital music and casual digital games and that draw on firms from more than one region, while potentially involving a wide set of social network key stakeholders.\nResearch limitations/implications: This is an exploratory study in which findings should be challenged by confirmatory studies, including new product design and development of modeling techniques and network-based innovation approaches. This research contributes for the generation of new insights over technological and social driving forces, as well as emerging trends that shed light on the global competitiveness and on convergence of mobile gaming and digital music industries at regional innovation systems view. It also discusses spillover mechanisms based on new knowledge creation, knowledge diffusion and knowledge appropriation throughout the key stakeholders. The customer-centric innovation and network value autocorrelation hypothesis was validated, and both technology convergence and social factors are enhancement factors for innovation. Limitations and further research with larger sampling, specialization techniques and empirical modeling to in-depth analysis is suggested.\nPractical implications: The study provides a framework for managers to develop new products that merges boundaries of related industries and encourages network-based innovation and cooperation between industry players, involving different regions. Ultimately, it shows opportunities of diversification, by introducing new products into new markets, as result of interdependence, soft factors, knowledge spillover and absorptive capacity mechanisms over a network of key stakeholders across different regions throughout customer-centric innovation, while impacting also new discussion on entrepreneurship and knowledge spillover theory and policy making.\nSocial implications: Social capital network is key for innovation and knowledge spillover among industry players. Content creation regarding products and services show high dependence on spatial external cultural influences, tastes and habits for customer-centric innovation, while impacting on social and learning customer experience, as well.\nOriginality/value: The paper has value for product development and innovation managers, researchers and practitioners. It discusses the value of innovation systems that are purposively developed beyond traditional geographic and industry boundaries.\n", "role": "assistant" } ]
Which firms export? An empirical analysis for the manufacturing sector in the MENA region	[ "Probit model", "MENA region", "Export decision", "Export intensity", "Fractional logit model", "Government ownership" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: A wide range of empirical studies has analysed the factors that influence the export behaviour of manufacturing firms in many countries[1], but detailed investigations for firms located in countries of the Middle East and North Africa (MENA) region remain scarce in the literature. Considerable efforts have been exerted by policy makers in the MENA region over the past few decades to help manufacturing firms to expand their activities beyond national borders (O'Sullivan et al., 2011). This is because export expansion could eventually lead to higher industrial growth rates as exporters respond to demand from foreign markets (Bernard and Jensen, 1999)[2]. However, MENA countries continue to score lower grades through various indicators of international competitiveness in export markets compared to other developing countries (Ahmed, 2010; O'Sullivan et al., 2011). Thus, examining the factors that influence the export behaviour of manufacturing firms in the MENA region is essential for policies intended to enhance industrial growth and international competitiveness[3].\n2. Data and variables: We use a micro-level data set covering manufacturing firms in the MENA region. This data set is sourced from the World Bank's Enterprise Surveys Indicator Database. These surveys collect information on a sample of private enterprises in more than 100 countries. They represent a comprehensive source of firm-level data in emerging and developing countries. They contain information on various aspects of the business environment such as, access to finance, corruption, workforce characteristics, innovation and technology, and trade. The relevant data set used in this paper covers 4,386 manufacturing firms located in eight Arab countries in the MENA region (Algeria, Egypt, Jordan, Lebanon, Morocco, Oman, Syria, and Yemen). The corresponding survey years/fiscal years are: 2002/2001 and 2007/2006 for Algeria's firms, 2007/2005 and 2008/2007 for Egypt's firms, 2006/2006 for Jordan's firms, 2006/2004 and 2009/2008 for Lebanon's firms, 2007/2005 for Morocco's firms, 2003/2002 for Oman's firms, 2003/2002 and 2009/2008 for Syria's firms, and 2010/2009 for Yemen's firms. The manufacturing industries that are covered in the dataset are: chemicals and pharmaceuticals, electronics, food, garments, leather, metals and machinery, non-metallic and plastic materials, textiles, wood and furniture, and other manufacturing. It should be noted that one of many advantages of using data from these surveys is that the questions are identical through firms across all countries.\n3. Empirical methodology: 3.1 Probit model for firms' decision to export\n4. Empirical results: 4.1 Firms' decision to export\n5. Conclusion: This study analyses the factors influencing the export behaviour of manufacturing firms located in the MENA region through a probit model for export decision and through a fractional logit model for export intensity. These factors cover firm characteristics and national macroeconomic variables. The results from the benchmark empirical regressions show significant positive effects of private foreign ownership, ICT use, and firm size on the probability to export and on export intensity. Conversely, we find that government ownership tends to exert negative effects on firms' propensity to export. The results show positive effects of national economic development levels on firms' export performance. Also, they reveal that smaller domestic market size increases firms' propensity to export.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to analyse the export behaviour of manufacturing firms located in the Middle East and North Africa (MENA) region using data from the World Bank's Enterprise Surveys Database.\nDesign/methodology/approach: This paper examines the factors influencing the export behaviour of manufacturing firms located in the MENA region through a probit model for export decision and through a fractional logit model for export intensity.\nFindings: The empirical results show significant positive effects of private foreign ownership, information and communication technology, and firm size on the probability of exporting and on export intensity of MENA manufacturing firms. Government ownership tends to exert negative effects on firms' propensity to export. The results underscore enhancing effects of national economic development levels on firms' export performance. Also, they indicate that firms' propensity to export decreases with larger domestic market size. The empirical analysis reveals considerable heterogeneity in the implications of firm characteristics for firms' export behaviour through firm size categories and across MENA countries.\nOriginality/value: This paper contributes to the literature by conducting overall and comparative cross-country empirical analyses of the factors influencing the export behaviour of manufacturing firms located in the MENA region. It also explores the specificities of small and large firms' responses to the factors influencing firms' export behaviour. The results have implications for policies intended to enhance industrial growth and international competitiveness of the manufacturing sector in the MENA region.\n", "role": "assistant" } ]
Knowledge strategies of school administrators and teachers	[ "Knowledge sharing", "Knowledge management", "Teachers", "Malaysia" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Knowledge management is associated with learning organizations (Sallis and Jones, 2002). Within a learning organization, people apply several learning strategy to improve their skills and capacity. Swan et al. (2002) suggested that human factor needed to be considered in implementing knowledge management system. Users use various knowledge strategies to acquire information and knowledge, and they utilize information and knowledge in a variety of ways for different purposes. Meaningful knowledge acquisition comprises finding relevant data and information to aid problem solving and decision making. Knowledge utilization on the other hand involves using and re-using knowledge to bring solutions to problems, reduce knowledge gaps, and inform decision making. Often when users interact with information, new knowledge is sometimes created. The synthesis and analysis of information causes embedded knowledge to surface, thus emerging useful patterns, frameworks or concepts. Often creativity when making queries into data systems yield surprising new knowledge.The knowledge strategies of individuals vary. For example, when acquiring information, some may prefer to scan the environment; several might search through the data base repository, while others pick up the telephone to ring friends. The point is that the wider the repertoire of knowledge strategies, the more informed a person can potentially become.This study examines the knowledge strategies of teachers and school administrators in forty schools in Malaysia. More specifically, this study attempts to answer the following questions:* Which knowledge process (that is, knowledge acquisition, sharing, use, and generation) has the most number of strategies amongst teachers and administrators?* Does the knowledge process reflect any order of hierarchical importance?* Does area of specialization, work experience, and ICT competence contribute to any significant difference in the strategies used for knowledge acquisition, sharing and utilization?\nMethodology: The research was conducted in Malaysia involving 40 schools. A total of 782 respondents participated in the study, with 420 respondents from normal national secondary schools, 249 from fully residential schools and 113 from technical and vocational schools. The breakdown comprised further of 282 school administrators, and 500 teachers. School administrators comprised the Principal, Senior Assistants, Heads of Departments and School Counselors. Table I shows the profile of the respondents.The research was conducted using a 23-item questionnaire based on the strategies respondents used to acquire, share and utilize information. The response was calibrated against a five-point Likert scale depicting frequency of use, ranging from none at all to most frequently used. The overall alpha cronbach coefficient was 0.93. To interpret the overall average of mean scores of all items in each construct, it was decided that the averages of mean scores from 1 to 1.80 would be interpreted as very low; 1.81 to 2.61 as low; 2.62 to 3.42 as low moderate; 3.43 to 4.23 as high moderate; and 4.24 to 5 as high.\nFindings and discussion: Knowledge strategies\nConclusion: School leaders need to cultivate competent knowledge strategies amongst their staff members to consolidate the knowledge culture in schools. Of importance is the training in using modern technology, particularly the computer and internet as a knowledge tool to acquire and share information. Schools need to intervene to develop more frequent social and informal settings where professional can meet to actively and intensively utilize the information they have in order to create new knowledge. In particular, school leaders must encourage teachers to value their work-based documents as part of the intrinsic intellectual wealth of the school in particular, and of the teaching profession in general. Only when the human resources (i.e. teachers and administrators) are sufficiently competent in their knowledge strategies can schools move forward to become knowledge centers.\n", "role": "user" }, { "content": "Purpose: - To examine the knowledge strategies of school administrators and teachers in schools to acquire and use information for decision making in various areas of school development.\nDesign/methodology/approach: - Quantitative correlational research design using survey questionnaire as the main instrument for data collection. The respondents were from 40 schools, and involved random selection of 282 school administrators and 500 teachers. The research was conducted using a 23 item questionnaire.\nFindings: - Personal knowledge strategies of school administrators and teachers are highly correlated to the perception of positive knowledge management environments in their schools (r = 0.57, p < 0.001); the quality of data kept within schools (r = 0.63 p < 0.001); and the extent decision making in schools was information-driven. Personal strategies also tend to influence the knowledge culture within schools. Personal strategies can maneuver the way people seek and tolerate new knowledge, and how ideas are valued and used. Higher levels of personal knowledge strategies will also likely result in a stronger belief in the quality process of decision making in schools.\nResearch limitations/implications: - The knowledge strategies is not an exhaustive list.\nPractical implications: - School leaders need to cultivate competent knowledge strategies amongst their staff members to consolidate the knowledge culture in schools.\nOriginality/value: - This paper identifies the need to actively create a school environment that enables teachers to actively and intensively utilize the information to create new knowledge and enhance the knowledge and information culture in their schools.\n", "role": "assistant" } ]
Negative disclosures in corporate social responsibility reporting	[ "Disclosure", "Content analysis", "CSR reporting", "Culture", "Transparency", "Global reporting initiative" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: For many firms around the world, reporting on corporate social performance (CSP) has become an accepted method of addressing corporate social responsibility (CSR) expectations from society and corporate stakeholders. CSR can be viewed as \"a response to the specific demands of largely external stakeholders\" (Basu and Palazzo, 2008, p. 122), while CSP represents the measurable impacts and outcomes that come from a firm's CSR actions (Wood, 2010). CSR reporting is mainly concerned with demonstrating a firm's CSP. By sharing CSP disclosures over and above their financial reporting obligations, firms attempt to legitimize their behavior (e.g. Deegan, 2002; Neu et al., 1998).In 2017, 93 percent of the world's largest 250 firms issued CSR reports (KPMG, 2017)[1]; however, the global proliferation in CSR reporting has not led to an increased belief in firms' intention to take CSR seriously and to report transparently. In fact, the rise in CSR communication and reporting corresponds with even more skepticism and scrutiny from stakeholders (Elving et al., 2015; Waddock and Googins, 2011). One central point of criticism concerns the selectivity in CSR reporting in terms of what is reported on (Coombs and Holladay, 2013). Devin (2016) speaks of \"half-truths,\" in that firms communicate technically correct, truthful information in their CSR reports, but omit key information, like failures and setbacks.Selective reporting and embellishment increase skepticism and prevent transparency, which requires that \"all legally releasable information--whether positive or negative in nature\" (Rawlins, 2009, p. 75) is made available. Enhancing transparency is a declared goal of the Global Reporting Initiative (GRI) framework; balance, which involves disclosing \"positive and negative aspects of the organization's performance\" (GRI, 2015, p. 17), is one of the framework's six principles of report quality. With the GRI's acceptance and its focus on transparency and balance in mind, the research question arises as to whether firms follow the principle of balance and how much of the reports' contents are negative.As negative incidences like failures, setbacks and self-criticism are value-relevant and important material to firms' stakeholders, adhering to the principle of balance in reporting - i.e. disclosing both negative and positive aspects - is crucial to successful CSR reporting. However, research on negative CSP disclosures is limited. Hahn and Lulfs (2014) qualitatively analyzed CSR reports by US and German firms and identified six legitimation strategies that firms apply when reporting negative aspects. Qualitative research has also been used to unveil impression management and neutralization techniques in CSR reports by firms in the energy (Talbot and Boiral, 2018) and mining (Boiral, 2016) sectors. These studies provide in-depth insights into the rhetorical strategies firms use to rationalize, justify or conceal their impacts to limit negative disclosures. In terms of quantity, Holder-Webb et al. (2009) examined a sample of US firms to research various types of public CSP-related discourses in 2004; they concluded that the reporting practices were predominantly self-laudatory. Similar conclusions were reached for environmental reporting practices of Australian firms (Deegan and Gordon, 1996; Deegan and Rankin, 1996).The most recent findings on the quantity of negative CSP disclosures come from outside academia. Drawing on their 2013 analysis of CSR reports published by the world's largest 250 firms (Fortune ranking), KPMG (2013) concluded that most firms offer limited or no information on challenges, setbacks and failures. This analysis found that only 23 percent of the reports are balanced, and that reports by European firms were the most balanced while those by Asia Pacific firms were the least balanced. In their 2015 report, KPMG (2015) noted no improvement in average reporting quality. These findings suggest limited adherence to the principle of balance, as well as geographical and cultural differences.In this study, we extend the limited scholarly research on negative CSP disclosures in CSR reports in three important ways. First, we determine the amount of negative disclosures in CSR reports from large firms. Second, we analyze the topics communicated and the legitimation strategies used when reporting on negative CSP. Third, we shed light on the role of culture in moderating the quantity and quality of negative CSP disclosures, using three cultural clusters: Anglo countries, Confucian Asia and Germanic/Nordic Europe (Gupta et al., 2002).\nLiterature review and hypothesis development: Legitimacy and CSR reporting\nMethodology: Sample\nResults: The unit of analysis for answering/testing the research question and hypotheses was either the whole report (RQ1, H1, H3) or the individual negative passages (H2, H4).Amount of negative disclosures\nDiscussion: Our study reveals that the principle of balance, as laid out by the GRI, is largely disregarded by the large firms in our sample. On average, less than 1 percent of the report content disclosed failures, shortcomings or setbacks. Of the 75 reports analyzed, six included solely positive content. Although face and harmony are considered more important in cultures influenced by Confucianism, we find that firms from the Anglo cluster made just as few negative CSP disclosures. Only in reports by firms in G/N European countries did we find a significantly higher proportion of negative disclosures.This minimal disclosure of failures, shortcomings or setbacks is likely due to a fear of risking legitimacy, losing reputation or incurring other negative consequences (Mishra and Modi, 2013). Firms may also fear that disclosing negative CSP endangers their interests, as competitors might misuse the disclosures for their own advantage. If many firms in a sector withhold negative CSP, a fully transparent firm could suffer a disproportionate amount of damage (Dubbink et al., 2008). Thus, transparency is a double-edged sword, seen by many as advantageous but by others as risky - above all by the reporting firm.An alternative explanation for the limited amount of negative CSP disclosures is that the large firms in our sample operated ideally during the reporting period, with little to no negative CSP to disclose. However, as negative CSP here refers to any corporate conduct regarding social, environmental or economic aspects that had or has a potential or actual negative impact, it is unlikely that most large multinational firms had little or nothing to report. It is more likely that our results indicate that firms omit disclosing certain negative impacts and/or report half-truths (Devin, 2016). However, this practice of self-laudatory CSR communication decreases the likelihood that relevant stakeholders will believe what firms report, especially against the backdrop of decreasing trust in firms (Waddock and Googins, 2011).The GRI claims that external assurance can increase confidence in the quality of sustainability performance data, making it more likely that the data will be relied on and used for decision-making (GRI, 2013). Although we did not measure confidence in the data, we show that external assurance correlates with more negative CSP disclosures and thus more-balanced reporting, which enhances transparency and confidence. However, the amount of negative CSP disclosures in reports with external assurance was still very low.Less external assurance occurs in North America (USA and Canada): more than half of the reports in our sample were not externally assured. This may explain our finding that Anglo reports did not differ from Confucian Asian reports in terms of quantity of negative CSP disclosures. A study by GRI in collaboration with the Governance and Accountability Institute (G&A) showed that only 10 percent (26 out of 269) of GRI-based sustainability reports in the USA obtained external assurance in 2011, while internationally, that rate was 38 percent (GRI and G&A, 2013). Although the sample in our study differs from that of the GRI/G&A study, our findings show that readiness to obtain external assurance for a CSR report is higher among the largest firms than among all firms that prepare a GRI-based report.A closer look at the topics of negative CSP disclosures reveals even more. Our results show that most of the negative CSP disclosures relate to the environment and to working conditions, with emissions, accidents and health disclosures topping the list. In the countries included in our sample, large firms are obliged to report their GHG emissions and/or energy consumption; similarly, reporting on occupational accidents and illnesses (as the International Labor Organization (ILO) promotes) is mandatory in many countries. It seems that firms disclose negative CSP that will inevitably become known while hiding negative CSP that is less likely to go public without volitional disclosure.This raises the question whether negative CSP disclosures are based on volition or whether firms simply use mandatory disclosures to try to create an appearance of balance and transparency. Firms seem to engage in transparency signaling - an effort to nonverbally signal transparency - and disclosure alignment - a firm's public attempts to align their disclosure practices with the expectations/standards of regulatory guidelines (Carroll and Einwiller, 2014). Firms adapt the report to the expectations of their publics so that the firm's stakeholders and constituents will construe the firm as legitimate. We contend that firms disclose negative CSP that will inevitably become known while hiding negative CSP that is less likely to go public without their volitional disclosure. However, this question is open for empirical verification.When firms publish negative CSP disclosures, they may apply various strategies to attempt to preserve their legitimacy. In this research, we studied the extent to which firms from different cultural clusters used the legitimation strategies identified by Hahn and Lulfs (2014). These legitimation strategies can be categorized as either symbolic or substantive approaches. Substantive legitimation includes a real change of corporate aims, structures, actions or activities; symbolic strategies aim at changing stakeholder perceptions of these processes (Ashforth and Gibbs, 1990; Hahn and Lulfs, 2014).The legitimation strategy applied most often was communicating corrective action, suggesting that the firms were prone to engage in substantive legitimation. Symbolic legitimation strategies, including rationalization or abstraction, were applied far less. Rarely did we observe a firm marginalizing the issue or trying to legitimize it by referencing an authority or benchmark.However, detailed analyses of the corrective action approach show that this strategy can serve as either a substantive or a symbolic approach to legitimation. Our results show that a substantive strategy - i.e. giving a precise statement on how or when the problem was to be corrected - occurred in about one-third of the cases. Firms from Confucian Asian countries were strongly represented in this category. However, firms can also apply corrective action as a symbolic strategy; this is the case when the change or correction is imprecisely mentioned, suggested or held out prospectively. Firms from all three clusters used the symbolic approach to a similar degree.A third way of using the corrective action strategy is to communicate a corrective action that has already been implemented, a tactic that is preferred by firms from Confucian Asian countries. They may consider this strategy to be effective in saving face, as it shows that the firm has already acted and has found a practical solution to curb the negative impact. However, communicating a completed corrective action risks giving the impression that the firm is trying to conceal the problem until they have applied a viable solution. This could counteract the principle of timeliness, which requests firms to disclose the information in temporal proximity to the actual events so that stakeholders can integrate it into their decision-making (GRI, 2015).Theoretical and practical implications\nConclusion: Transparency is a key concept in CSR, and the principle of balance is a central aspect. Stakeholders are a firm's potential beneficiaries and risk-bearers (Post et al., 2002) and therefore are reasonably entitled to information about developments or activities that may affect their interests (Deegan and Rankin, 1996; Dubbink et al., 2008). Therefore, balance is a set principle of report quality specified by the GRI, put forth to enable informed assessment of a firm's overall performance. To reach this objective, we suggest that reporting initiatives like the GRI become more assertive and concrete when promoting this principle. Besides specifying that the report should disclose both favorable and unfavorable results, and that the disclosures should be presented in an easy-to-grasp format (GRI, 2015), the guidelines should be very clear that any material information concerning unmet goals or setbacks has to be disclosed.As our data suggest, external assurance increases the disclosure of failures, shortcomings or setbacks, at least to some extent. Therefore, external assurance must be conducted more rigorously to substantially increase transparency. It should be mentioned that some critics argue that assurance itself lacks credibility, because it works more like an internal management tool seizing risks and issues than a practice enhancing transparency and sustainability accountability to external stakeholders (Fonseca, 2010). For the sake of accountability and transparency, firms should not only be open to internally identifying critical issues but also to externally addressing them. Efforts such as Sethi et al.'s (2017) CSR Sustainability Monitor should help in this regard.\n", "role": "user" }, { "content": "Purpose: This study aims to reveal the quantity, quality and cultural differences of negative corporate social performance (CSP) disclosures in large firms' corporate social responsibility (CSR) reports. Firms are expected to be transparent about the impacts and outcomes of their CSP. A central aspect of transparency is balance, which means disclosing both positive and negative CSP.\nDesign/methodology/approach: Content analysis was applied to 75 CSR reports of large firms chosen from the Forbes Top 500 list. The firms belong to three cultural clusters: Anglo, Confucian Asia and Germanic/Nordic Europe.\nFindings: Firms made few negative CSP disclosures, yet the quantity of negative CSP disclosures varied among cultural clusters. Reports from Germanic/Nordic Europe showed the highest number of negative CSP disclosures, reports from Confucian Asia showed the lowest number and the Anglo cluster's number fell in between. The Asian firms communicated corrective actions more often than firms from the other clusters.\nResearch limitations/implications: This study focused on negative CSP disclosures in the CSR reports - not omitting negative CSP. The practice of self-laudatory CSR communication decreases the likelihood that relevant stakeholders will believe what firms report about.\nOriginality/value: Studies on the quality and quantity of negative disclosures are rare; by examining cultural differences, this study contributes to the limited body of knowledge.\n", "role": "assistant" } ]
Net social capital processes	[ "Social capital", "Networking", "Entrepreneurialism" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: An executive summary for managers and executive readers can be found at the end of this issue.\nIntroduction: Much of the work of the IMP group of researchers has been focused upon buyer-seller relationships. However, there exist in organisational markets other kinds of nets that are not primarily of this kind. While these are clearly rarer than traditional buyer-seller nets they offer the opportunity to research phenomena that may also be at work more generally, yet be less obvious in those settings.In this paper, we explore such nets through the lens of a particular focal actor, Richard. Of particular interest is his membership in the Groupement Quebecoise (GQ). The GQ is a voluntary association of elite business owners and presidents that provides a forum for discussion and action in a close-knit supportive context resembling an exclusive club. Its members are constantly available to help each other, often openly discussing critical problems. The GQ organises social events including luncheons and dinner meetings that allow members to keep in touch and offer an opportunity for both social and business issues to be aired.The central construct used to analyse the behaviour of this cooperative business net is that of social capital. It is clear that a great deal of social capital can be invested in nets of various kinds. The main question that this paper addresses is: \"How is net social capital created, maintained and drawn upon?\".The paper begins by setting out an analytical framework that attempts to articulate net social capital in terms of the locus of the actors concerned and the elements of social capital. It then proceeds to apply this framework using a focal actor and some of the nets that he is involved with, concentrating in particular upon the GQ. It ends with some conclusions about the ways in which net social capital mediates much of economic life.\nAnalytical framework: The nature of social capital\nThe net social capital of business constellations: We use the term \"business constellation\" to describe the situation where a group of actors are highly connected by strong, mutual, social capital ties. The ratio of actual ties to possible ties is very high. GQ is an example of such a net. industrial districts or clusters provide another form of business grouping found in practice. These forms represent the middle ground between normal B2B nets and business constellations in terms of levels of connectivity.Net social capital exists across the totality of the group of actors concerned in a business constellation and is diffused across the net. It comprises the social capital that any member of the net can draw upon by virtue of being a member of that group. In what follows we seek, firstly, to describe the processes by which such nets create, maintain and sometimes destroy their net social capital. Secondly, we describe ways in which members of such nets can employ the net social capital to their benefit.\nCreation, maintenance and destruction of net social capital: Where there is business constellation interaction takes place within the context of a net, where there already exists manifest net social capital. As a result, there are more resources ready and available to draw upon and so the interactions should be more \"productive\" than those outside the net. In addition, many interactions will have as their implicit objective the creation and maintenance of net social capital.There are a number of rewards that members of such a net can access that would not be available to those in a sparser, more common B2B net and which provide an explanation for their continued existence. One of the most obvious is access to economic resources. These may come via the usual B2B exchange processes but normally the resources exchanged may differ somewhat from those in traditional B2B nets. In the latter case strong relationships may be formed and social capital may be involved too but it is not a necessity. Economic and/or technological considerations may be paramount and social capital needs to be only enough to ensure that rank opportunism does not occur. It is also likely in typical B2B nets that extensive social capital will be constrained by the existence of competition between vertical nets leading to the absence of cross linking.However, economic rewards are also available if the exchange of resources concerned does not involve competition between the actors. Internal resources such as information, advice and relational links to non-competitive outside sources such as consultants, grant giving bodies and non-competing customers or suppliers can be very valuable. They help the members of the net but do not necessarily involve a great deal of valuable resources, other than the time of the actors. In addition, they are not resources that, once given, mean that the giver will be worse off economically.For business constellations there are important social rewards involved in being a member of such a net. There are many of examples in industrial societies of social nets having members with similar interests, some involving business or management. In these cases, the rewards are personal to the individuals and stem from a community of interest - \"like liking like\". The economic rewards may be low but the social rewards high.Mechanisms for creating and maintaining social capital in a business constellation can best be described in terms of level of aggregation. Individual members will access useful economic resources from other members at the dyadic level. In doing so they will be operating in what might be described as a social barter market. A member of the business constellation may want a contact with new supplier and so will seek out another member who is most likely to make available that resource. Knowing who can provide the resource is part of the market mechanism. Barter is involved because there will not usually be direct payment for access to the resource. The market may be described as social because the \"payment\" will normally be deferred or never made but, most importantly, will create and/or maintain the net social capital for the group. For the individuals concerned, each episode of a helping hand rewards them for membership of the constellation.At a higher level of aggregation, group meetings of any kind provide a means by which the group can reinforce its identity and directly maintain social capital. The meetings may have ostensibly economic objectives, such as a speech by a government official about future developments in grant programmes, or they may be entirely social in nature, such as dinners or golf tournaments.\nEmployment of net social capital: In understanding the relationship between social capital and the processes with which it is involved, a distinction can be made between situations where the alter actor is a member of the focal net or not. One example of net social capital is the reputation, for good or bad, that membership of a net confers upon any one of its members. Another is the ability to draw upon the net as a whole, acting in concert, as in obtaining group discounts by virtue of group membership. In both these cases the net social capital is used in relation to an alter, some actor outside the net.Moreover, a focal actor may draw upon their net social capital in relationship to action with or towards alters outside of the net. This may be a highly valuable resource unless, of course, the social capital is a liability (membership of an illegal organisation) rather than an asset (membership of a business club such as GQ).The identity and assessment of the inherent social capital of a particular net may vary from external actor to external actor such that a core may be agreed (its name or how it is referred to, for example) but the periphery may vary widely (depending on the experience and knowledge of the alter actor). In any case, assessment of the social capital of any particular net is likely to be heterogeneous and will vary from alter actor to alter actor. Assessment of social capital is a precursor to any action with or towards another actor since it is an important factor to take into account when predicting the results of that action.The same vectors for action in relation to external alters occur as in the internal case but become more complicated. Thus the social capital that is mobilised in an action with or towards an alter actor by a single member of the group may be a function of both the social capital of the individual and the group to which they belong. When the personal social capital is non-existent because the actors are not known to one another then the social capital will be group based. For example: you are a member of X university; I have great respect for that institution, so I will agree to meet you. However, in general, the social capital that exists in any particular net actor/alter actor dyad case is likely to be the result of rather complex mechanisms involving assessments by the alter of both dyadic and net social capital. For example: you have always been a good supplier but I am concerned that you belong to that particular industry association.Social capital is only interesting to the extent that it helps explain action, behaviour and processes. The locus of the action is, therefore, likely to be a contingency. Action by a member of a net will be affected by the fact that the actor is a member of a net drawing upon the net's diffuse social capital. However, net action occurs when the actors in a net act jointly as when they decide not to interact with certain non-net alters or to meet to maintain their own social capital. Joint action may not involve all members of the net and the identity of the subgroup will be important in determining the nature and strength of the social capital it enjoys.Dimensions of net social capital\nThe case study: The case is an embedded case, where the focal actor is an individual, Richard, the owner of a small IT company called Unicate. The analysis uses the framework discussed above and concentrates upon the social capital involved in the GQ. The situations involving the focal actor's social capital situations external to the GQ are then described again in the order dyadic/net. The activities and behaviour form the main content of the analysis and the different dimensions of social capital are also used to explain particular behaviours. Figure 3 provides a graphic illustration of the case and the relationships among actors at various levels.Creation of dyadic social capital in the business constellation\nConclusions and implications: GQ provides an example of an extreme and rather rare form of a tightly knit business grouping that we have called a business constellation. Extreme cases are useful because they allow us to see what we might miss in more usual situations, in this case typical B2B markets. The key issue explored here has been the nature of social capital at different levels of aggregation, especially at the net level. GQ is extreme because the net social capital is high and its benefits are important to its members not only those they receive from other members but also from the way they can leverage their membership to work for them outside the constellation. This is one reason why it continues to thrive. Other reasons include the birth of many of the companies out of the same incubator unit and the fact that the companies are small and individual owners, not managers, are the members of GQ.Extrapolating the analysis to more typical B2B nets, a key point is to look at the way that social capital at different levels interacts. At the dyadic level the nature of social capital has been conceptualised rather thoroughly (Bowey, 2002). Using the analogy of the business constellation, social capital at the net level can be thought of as comprising two kinds of structures.The first is a somewhat diffuse and heterogeneous form of social capital shared rather weakly across a large number of firms. Industries, clusters, industrial districts and regions may be some of the labels used to identify such groupings. One type of social capital might be analogous to culture. For example, it is not unusual for someone to claim membership of an industry. With this may come certain norms, not only of perceptions and cognitive assumptions (e.g. industry recipes) but also of behaviour. It is interesting, for example, to note how exhibitions for different industry groups differ. The vectors for cultural transmission are usually the individual personal relationships that occur between firms in a particular grouping. While some of these may be vertical (i.e. involving buyer-seller relationships), they can and do occur horizontally between complementary suppliers, other extra-industry bodies and even involve competitors.At a lower level of aggregation there can exist small nets of firms linked by social capital ties, as the triadic analysis described above demonstrated. They occur because particular patterns of ties require strong social capital, for example, where long term commitments are involved (siting of production facilities close together) or where heterogeneous, complex or fast changing environments demand flexible responses from a group of firms. One good example of this kind of situation occurs in contract working where individual contracts require the coming together of a group of heterogeneous firms many of whom prefer to work with firms that they have worked with before on previous projects and who maintain relationships between contract periods.Net social capital is a more complex concept than it seems at first sight and needs to be dissected and articulated in relation to the situation one is hoping to describe. A simple model that social capital exists as an easy to understand stock that exists among social actors is probably not helpful. It is crucial in trying to understand that in these situations social capital at any level connects with and affects social capital at another. Spectacular destruction of social capital in one dyad can lead to a change in the social capital norms that a whole industry previously espoused. Similarly, social capital in any B2B relationship will be affected by the social capital patterns that surround it. In particular, there is the problem of emergent properties. The social capital of a group or net is not simply the aggregation of the social capital of the dyads it comprises. Equally the net social capital cannot be reduced to the dyadic social capital. The two entities exist at different levels of analysis and the relationships between these levels will be quite complex.Finally, while the nature of social capital is important it cannot be used conceptually without reference to the actors involved and what activities they undertake in order to provide an explanation of events in the B2B world. The actors-resources-activities model developed within the IMP group provides a helpful setting into which social capital can be readily placed. In the model, resources in different actors having relationships are described in terms of resources ties. Social capital is a resource, albeit a special kind of resource, and it is no coincidence that, throughout this paper, the term tie has been used to describe links between social capital in different actors.\n", "role": "user" }, { "content": "Purpose: - The paper seeks to use the concept of net social capital to help explain the behaviour of a business constellation, a group of entrepreneurial firms in different businesses that cooperate to their mutual benefit.\nDesign/methodology/approach: - The paper takes the form of an in-depth case study of the Canadian Groupement Quebecoise.\nFindings: - The members of the group create and maintain net social capital among themselves in a variety of ways both social and economic and in turn use that net social capital outside the group in dealings with other organisations, profit and non-profit.\nPractical implications: - The findings suggest ways in which firms can work with other non-competing firms.\nOriginality/value: - The concept of net social capital is novel and the study is the first of its kind that investigates such a tightly knit and productive business constellation.\n", "role": "assistant" } ]
How does IIP deliver the lifelong learning agenda to SMEs?	[ "Investors in people", "Small enterprises", "Business Links", "Case studies", "Consultants", "United Kingdom" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: IIP can no longer be described as a major new innovation seeking to enhance UK competitiveness. It has been with us since 1991 and, although revised and modified, its aims remain fundamentally the same, namely encouraging firms to deliver training to their staff and to ensure the training is aligned with business objectives. It sounds both sensible and simple. For education and training providers, the government message is clear. Lifelong learning is to be encouraged and employers are exhorted to support this by investing in the development of their people. Government funds are available to support them in so doing. A better-educated and trained workforce, it is believed, will deliver an improved economy. It is difficult to disagree with the thinking behind IIP. However, some 16 years on since its launch, it would seem that considerable doubts remain regarding its value to the vast population of SMEs. This paper reviews the literature on IIP, both in general and with regard to SMEs, and reports on the activities of IIP advisers who play a pivotal role in developing the partnership between SMEs and the education and training community. The paper questions whether IIP is the most suitable vehicle for delivering lifelong learning to this sector and speculates on whether this \"one size fits all\" approach is appropriate.The objective IIP is to improve business performance through enhanced HRD practice (including training and skill development) and, thereby, securing for the firm, competitive advantage though its personnel. IIP is a funded government policy for workforce development with 30 million pounds budgeted (DfES, 2003). It is the intention that, by the end of 2007, 45 per cent of the UK workforce will be working in organisations that are engaged with IIP, either at the commitment stage or actual recognition. Studies of the effectiveness and applicability of the Standard have been conducted, mostly using a quantitative approach and large-scale surveys (Hillage and Moralee, 1996; Alberga et al., 1997). Further study of the actual impact of IIP was called for (Spilsbury et al., 1995; Down and Smith, 1998) using qualitative methods and Collins and Smith (2004) case study of one small firm's experience is one response. However, there has been little investigation of the process from the point of view of those involved in helping firms achieve recognition; the IIP advisers. Therefore, this research explores, with advisers, how they understood their role as promoters and implementers of the process, its impact on lifelong learning and the benefits to the firm.The UK economy is dominated by SMEs, and their importance has often been acknowledged (Wilson, 1995; DTI, 1997). In recognition of their significance and the challenges they face, there have been numerous government promoted initiatives designed to assist SMEs develop their potential. Many of these involve the purchase of consultancy advice or training and may lead to the acquisition of some kind of accreditation or badge to denote achievement of a standard, e.g. BS 5750, ISO 9000 and Investors in People (IIP). Several studies of the value of Investors in People have been undertaken (Alberga et al., 1997; Hoque, 2003; Bell et al., 2001, 2002), but the majority of these have been concerned with large firms and have reviewed the impact of or the experience of obtaining IIP from the viewpoint of the recipients. More recently, there has been research into IIP in SMEs (Smith et al., 2002; Collins and Smith, 2004) which have again canvassed the companies themselves. This research and, most recently Matlay (2004), has cast doubt upon the value of a range of government sponsored training initiatives for SMEs, stating that these have little impact on skill levels or competitiveness and are, therefore, not what SMEs want. While not without value, the strict adherence to a prescribed formula (which IIP requires) means that they hit the mark sometimes but often firms are required to engage in activities that have no apparent direct benefit. For SMEs in particular, a tool that is not totally focused can mean reduced value.Other researchers would appear to concur with Matlay's view that IIP is not appropriate for SMEs (Bell, 2001; Hoque, 2003; Hoque et al., 2005). This led the authors to consider the nature of the work of BL advisers to SMEs who are charged by government with introducing and implementing IIP. The case study that follows examines the approach of one BL's advisers and highlights the challenges they face and the conflicts they experience in trying to assist the SME and fulfil the government agenda. Rarely are the views of those charged with implementing an initiative considered. This case provides an example of where the lifelong learning agenda and the IIP requirement may be misaligned.\nIIP: key issues from the literature: While much of the research in the area relates specifically to larger companies, many of the issues identified apply equally to SMEs. The key issues are summarised below.What is IIP about?\nApproach: The study was conducted with a team of advisers from one Business Link. The variety of roles in which advisers operate was identified as well as the methods they use to promote and implement IIP.The study sought to identify the role of IIP advisers amongst all members of the IIP team within the Business Link, to learn how they approached the task and to identify the challenges they faced. A mixed methodological approach was adopted as being suited to the exploratory nature of the research. Data were gathered from seven internal advisers, from a total of nine, during interviews that lasted from between an hour to two hours using a semi-structured interview instrument. In addition, the Team Leader and the Marketing and Development Coordinator were interviewed, along with the Manager of the Regional Quality Centre, which is the quality assurance provider for IIP UK in this region. Each adviser also completed a questionnaire, which gathered detail concerning length of time as an IIP adviser; number of firms advising at any one time; number of firms achieving IIP accreditation.The semi-structured interviews covered, inter alia, the following main areas:* the nature of the advisery process;* the methods used to facilitate IIP implementation; and* the challenges faced by advisers.Qualitatively based case study research strives to understand the significance of processes in action, or to generalise theoretically rather than to generalise across representative sample populations (Yin, 1994). Since the process being considered in this study involved and concerned individuals operating within a certain context there can be no generalisation since according to Lincoln and Guba (2000, p. 27), \"generalisations are assertions of enduring value that are context-free\". A social constructionist approach, by the very nature of its ontological and epistemological foundations, does not, as Guba and Lincoln (1989) suggest, attempt to enhance transferability, i.e. the degree to which results can be generalised or transferred to other contexts or settings, by thoroughly describing the research context, but aims to highlight, explore and describe, and attempt to make sense of the patterns of meaning and understanding which are exhibited in the studied community. The study was therefore not concerned with generalisability but attempted to explore a shared pattern of understanding that existed and was constructed by an operational team.\nThe advisery process: The adviser's first task, having established contact with the firm, was to conduct, what some have described as, a \"mini-diagnostic\" where they assessed what issues and challenges the company faced, and then try to convey how IIP may assist them. Typically this mini-diagnostic required the adviser to ask the firm's representative \"a lot of questions related to the IIP standard so we can try to figure out what we can sell and how they can benefit from IIP and that's pretty standard across all of us as advisers\" (Adviser 1).Advisers classified the outcomes of the initial meeting with the client company into four categories: not interested; need further information; may commit in the future (or \"ones who just can't say no directly\" Adviser 1); willing to commit now. A \"sales visit\" report was produced after all visits containing comments on the firms' degree of readiness, and any particular issues or problems that they may have. It was suggested that Advisers are required to fulfil different roles at three different types of calls: \"Awareness-raising\" of IIP at awareness calls; \"selling IIP\" to new clients at sales calls; \"advising\" new firms through the implementation process at post-commitment visits.Each adviser had a caseload of companies, which was determined after an annual performance appraisal. Specific targets for \"commitments\" and \"recognitions\" for firms, were set subsequent to the appraisal and individually negotiated between the adviser and the team leader. The caseload for advisers varied from as few as six firms to more than 60, although at any one time some cases were more active than others. Each adviser kept a \"league table\" on which the numbers of firms they had at various stages in the commitment/recognition process were tracked and funding was drawn down at a number of these stages. Once a firm had achieved recognition, the adviser would either hand them over to a consultant external to BL, if it was felt that the firm was unlikely to pursue subsequent accreditation renewals, or continue to advise them through subsequent reviews. This approach to the advisery role highlights a typically process driven and product-orientated relationship with the firms.Most of the advisers believed that a large proportion of firms they saw would never feel that they would be ready to commit to IIP formally for a myriad reasons; \"they cannot be bothered\"; \"they don't need the badge\"; \"they don't want to spend the money\". However, having determined that IIP was achievable, the advisers' role was to encourage the firm to go for assessment and persuade them that IIP, as a badge, is a good idea.The diagnostic process included senior management interviews, employee perception surveys and a diagnostic questionnaire. The perceptions and impressions of the adviser with regard to the culture of organisation were taken into consideration. Advisers could not specifically explain how they determined whether or not the culture in an organisation was appropriate for IIP or not nor the degree of \"readiness\". However, some assessment of the attitude towards policy is clearly important.The adviser would then discuss the findings with the management team and how the implementation process needed to be taken forward. Typically, this discussion would lead to the generation with the company of a more detailed action plan.There was no uniform or standardized way of conducting a diagnostic. The individual preference of the adviser determined the extent of interviewing and surveying undertaken. In some cases where the adviser determined that the company was ready to undertake IIP accreditation, the diagnostic process would be different from a firm where the adviser determined that they were not ready. Research by Fraser (2003) provides useful assistance to advisers in determining which firms are likely to take up IIP. The impact of research studies on adviser practice is unclear. Whatever the approach, the time required for visits and preparation of reports was considerable.\nSnapshot Adviser profiles: From the interviews conducted, the following provide brief overviews of the advisers and their approach to their work at this specific time. The interviewees were also asked to identify what they saw as the greatest challenge for them in their IIP work.Adviser 1\nConclusions: The views expressed by the advisers in this study align very closely with the issues identified in the literature, with the exception of the concern identified by Rainbird (1994) and Crouch et al. (1999) regarding SMEs' fear of skilled employees being poached. This is not an SME concern that these advisers commented upon.Despite the widely held view that IIP is not appropriate for small firms (Hoque, 2003; Bell et al., 2002) these BL advisers felt there is value in IIP for small firms as a developmental process, but not as currently executed. Fraser (2003) recommends the Skills for Small Businesses scheme as more appropriate and this may well be so for the very small firms of under 50 employees where IIP take up is very low indeed and engagement with BLs almost zero (Matlay, 2004). Clearly, further work still needs to be done to improve HR practice in small firms but the IIP Standard in its current form may not be it (Hoque et al., 2005). Reviewing government policy regarding learning and development with advisers and small firm representatives would continue the process of increasing the relevance to the small firm community.The study emphasises, again, the debate about development of small firms versus accreditation to a national standard. The advisers in this study affirm that one of the problems with the Standard is that firms are not standard (Bell et al., 2001; Alberga et al., 1997). This does not necessarily mean they are doing the wrong things. These advisers have recognised that, but they are incentivised to encourage firms to achieve the Standard rather than to develop them. As Nolan (2005, p. 11) commented:[...] the agencies often understand the real needs of the SMEs, but due to their dependence upon winning project funding, they distort the real needs to fit the criteria laid down in the bid document.It would be reasonable to suggest that, while targets have their place, knowing what that place is may provide a better platform for development rather than the current situation.The focus on IIP for the advisers in the study is clearly a double-edged sword. It does provide them with a tool rather than what may be seen as a somewhat nebulous desire to help small firms improve performance. However, the advisers are not convinced that the tool is the most appropriate and neither are the means by which they have to work with SMEs in order to achieve it. If there has been no improvement in SME competiveness and skill development since the Bolton Report (1971) (Matlay, 2004) then it would seem that the time really is ripe to consult with the SMEs and the supporting agencies regarding the way forward for employee development.\n", "role": "user" }, { "content": "Purpose: - This paper seeks to discuss the Investors in People (IIP) initiative in relation to SMEs and to consider the value of IIP in helping to inculcate a learning culture within this sector.\nDesign/methodology/approach: - A case study investigating the work of a Business Link (BL) in relation to IIP and SMEs highlights the conflicts advisers face in delivering the government agenda and in fulfilling the education and training needs of SMEs. The case identifies the particular challenges that the advisers face in trying to deliver a consultancy service to SMEs which is valuable to them and which also satisfies the government's requirement for commitment to and recognition of attainment of IIP. The research involved in-depth interviews with IIP advisers at a Business Link which sought to understand the nature of their work, the methods they use and what they saw as the issues and challenges in meeting customer needs. The key issues regarding IIP generally, and in relation to SMEs, are elicited from the literature.\nFindings: - The research confirms previous studies detailing the difficulties in matching IIP requirements with the individual requirements of SMEs. It also highlights the fact that Business Links need to \"play the system\" in order to reach the government-set targets. IIP advisers are caught in the undesirable position of trying to deliver a useful consultancy service (which may not lead to IIP recognition) to the firm and the need to achieve specified commitment and recognition rates.\nResearch limitations/implications: - While it is recognised that a single case has its limitations in terms of universal applicability, this example provides an aspect of IIP that has not previously been explored. The views of those charged with implementing government initiatives are rarely sought, although considerable research has been undertaken with the firms themselves.\nOriginality/value: - This paper suggests that a more market-led approach to education and training within the SME community might bring a more positive reaction to learning opportunities and a more appropriate targeting of government funds.\n", "role": "assistant" } ]
Career profiles in the "new career": evidence of their prevalence and correlates	[ "Careers", "Attitudes", "Career satisfaction", "Career guidance" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Contemporary literature typically describes careers as \"boundaryless\", suggesting they are enacted across traditional boundaries of organizations and occupations (Arthur and Rousseau, 1996), and as \"protean\", meaning they are self-directed and dynamic as individuals adapt and grow in pursuit of their values (Hall, 2004). Researchers have studied protean and boundaryless careers as patterns (e.g. behaviours) and orientations (e.g. preferences and attitudes), often examining the constructs separately or using them interchangeably to represent the \"new\" or \"post-modern\" career (e.g. Dries et al., 2008; Zaleska and de Menezes, 2007). Although both protean and boundaryless career concepts suggest individuals are or have an orientation towards taking greater control of their careers and may seek or prefer to change jobs and organizations, the concepts are neither synonymous nor independent (Briscoe and Hall, 2006). We argue it is beneficial to consider protean and boundaryless orientations as distinct but related constructs as doing so offers a more holistic and nuanced understanding of contemporary careers (Baruch and Bozionelos, 2010; Briscoe et al., 2006; Segers et al., 2008; Sullivan and Baruch, 2009).\nLiterature review: A number of scholars have posited a shift away from \"traditional careers\" - characterized by long-term employment with a small number of organizations, the exchange of loyalty and commitment for job security, and linear upward progression - toward \"contemporary\" or \"new\" careers - characterized by short-term career horizons, mobility between organizations, and the exchange of employee efforts for organizations' investment in individuals' employability (Arthur et al., 1999; Baruch, 2006; Baruch and Vardi, 2015; Sullivan and Baruch, 2009; Zaleska and de Menezes, 2007). The discussion of contemporary careers has been dominated by boundaryless and protean careers (Sullivan and Baruch, 2009). Inkson (2006) argued that boundaryless and protean career constructs can be viewed as metaphors for careers and reflect antitheses to the notion of the traditional, linear organizational careers. Boundaryless and protean career orientations have generally been studied separately and have been shown to predict several aspects of career behaviour (for in-depth reviews, see Gubler et al., 2014a; Sullivan, 1999; Sullivan and Baruch, 2009). Recently, however, some researchers have argued that protean and boundarlyess career constructs do not accurately reflect actual career patterns (Inkson et al., 2012). For example, Gratton et al. (2004) found no evidence of increased boundarylessness over several decades in several organizations. Other researchers have found only a small percentage of careers could be described as boundaryless (e.g. Dries et al., 2008; Rodrigues and Guest, 2010; Verbruggen et al., 2007), leading some to conclude that traditional careers are still apparent, and question whether careers have really shifted (e.g. Guest and Mackenzie Davey, 1996; Walton and Mallon, 2004).\nMethod: Participants\nResults: The means, standard deviations, and correlations between for all study variables are presented in Table II.\nDiscussion: Our study provides evidence for three of the 16 theoretical and eight practical career profiles proposed by Briscoe and Hall (2006): Trapped/Lost, Protean Career Architects and Solid Citizens. Two of our three profiles are consistent with the results of Segers et al. (2008, 2010) who also found evidence of the Trapped/Lost and Solid Citizen profiles. However, they also found evidence of the Wanderer and Hired gun/Hired hand profiles, whereas we found the Protean Career Architect profile. The differences may, in part, be due to Segers et al.'s (2008, 2010) operationalization of the protean and boundaryless career orientations (i.e. using measures of motives rather than career orientations). The differing results may also be due to the respective populations from which we drew our participants; our study focused on professional workers, whereas Segers et al. (2008, 2010) sampled a broad range of blue and white-collar occupations.\nConclusion: Our study makes three important contributions. Utilizing a two-step clustering procedure, we provide empirical evidence of three of the 16 career profiles proposed by Briscoe and Hall (2006): Trapped/Lost, Protean Career Architects and Solid Citizens. We explored the utility of the profiles for career development and demonstrated significant differences in career-related psychological factor and attitudes across profiles. We also took a person-centric approach to career orientations, allowing for individual differences in career preferences and attitudes.\n", "role": "user" }, { "content": "Purpose: This study investigates the relationship between \"new career\" profiles (Briscoe and Hall, 2006) and two sets of career factors: agency (i.e. career commitment, self-efficacy, and work locus of control), and career attitudes (i.e. salience and satisfaction). Thus, the purpose of this paper is to understand whether career profiles are a valuable way to understand careers in the modern career era, and if so, which profiles exist, and what differences exist across the profiles.\nDesign/methodology/approach: The participants in this study were 1,987 managers and professionals, recruited from a large database of potential respondents. Cluster analysis determined which profiles were apparent among the participants through a two-step clustering procedure using the Bayesian information criterion algorithm. The authors then compared the clusters using analysis of variance (ANOVA) with cluster membership as the independent variable and the career agency and attitude variables and age as the dependent variables.\nFindings: Cluster analysis of the protean and boundaryless career attitudes of 1,987 respondents identified three career profiles: Trapped/Lost, Protean Career Architects, and Solid Citizens. ANOVA confirmed that people indicative of the three profiles differed significantly on all study variables. The findings suggest that the three different career profiles predict important differences in career variables and outcomes that are relevant to individual progression and growth needs and may be a valuable way to study contemporary careers. In particular, the person-centred approach acknowledges that the protean and boundaryless career concepts are related though distinct concepts that can be combined to show that individuals vary in the degree to which their career orientations are consistent with contemporary career constructs.\nResearch limitations/implications: The authors have demonstrated that career profiles are a meaningful way to categorize career actors on the basis of their career orientation, as well as their scores on a host of important career variables. Although the study benefits from a large sample and a valid measure of career profiles, it does have some limitations. First, the authors relied on self-reported data gathered on a single survey questionnaire. Furthermore, because the study is cross-sectional, the authors cannot examine the long-term impact of career profile on outcomes such as career satisfaction or if career profiles are enduring or malleable over time.\nPractical implications: From a practical perspective, it may be incumbent on organizations, career counsellors and individuals to develop an awareness to which career profile individuals belong (DeFillippi and Arthur, 1996). Doing so may offer insight into the likely challenges that career actors will face as their career unfolds, and ideally help individuals develop career management strategies to create career growth, rather than a more passive and reactive approach. A number of implications for each of the three career profiles are offered within the paper.\nOriginality/value: Utilizing a two-step clustering procedure, the authors provide empirical evidence of three of the 16 career profiles proposed by Briscoe and Hall (2006): Trapped/Lost, Protean Career Architects and Solid Citizens. Next, the authors explored the utility of the profiles for career development and demonstrated significant differences in career-related psychological factor and attitudes across profiles. Finally, the authors take a person-centric approach to career orientation, allowing for individual differences in career enactment. Overall, the results of this study show that career profiles are a highly useful composite that reflect important patterns relative to new career variables.\n", "role": "assistant" } ]
Professionalism as social responsibility in procurement and administration	[ "Procurement", "Professionalism", "Factor analysis", "Administration", "Social responsibility", "Job tasks" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Over the past couple of decades, public procurement practitioners have been struggling to define their occupation as a profession (Callender and Mathews, 2000; Thai, 2001; McCue and Gianakis, 2001; Prier and McCue, 2009; Prier et al., 2013; Steinfeld et al., 2015). There are a number of reasons for such a pursuit, as Krause (1996) notes, professionals demand higher salaries, professionals have realized a privileged status in society, they are recognized as contributing to the public good and they are appreciated for serving the public interest. To be considered a professional, members of the profession must be highly educated, they must have the requisite knowledge and skills necessary to perform the role of a professional, they must adhere to a strict code of ethics (moral segues) and there must be barriers to entry in the profession established in law or practice (Greenwood, 1957; Kline, 1981; Christensen, 1994; Barker, 2010).\nLiterature review: Politics, administration and social responsibility\nMethodology: Variables and constructs explanation\nResults: The factor analysis technique is performed to determine potential sources of social responsibility in procurement. The job tasks that share a relationship with the social responsibility variables may imbue an essence of social responsibility. First, the Kaiser-Meyer-Olkin (KMO) measure of sampling adequacy is run to determine the extent to which the 75 job task variable correlations are factor analyzable. Communalities between variables will be analyzed for the amount of variance explained by the job tasks under study, known as the h2 value (equivalent to the interpretation of r2 in regression analysis). The KMO of 0.979 for the set of job task variables indicates that the data are appropriate and suffices for a factor analysis given that 97.9 per cent of the variance between performance and management of job tasks can be explained by the data. Furthermore, the chi-square goodness of fit test is significant at the 99 per cent level (0.000).\nDiscussion and conclusion: The literature review suggested a major distinction between public and private procurement that is likely anchored in social responsibility. Consider that private sector activities are devoted to a profit or loss bottom line that is easy to metricize. Meanwhile, it has been shown that public sector procurement has a myriad of goals being pursued - some social, some economic and some overtly political. Given these objectives that are often competing and replete with divided loyalties (Prier, 2003), practitioner professionalism is needed to balance the ambiguous nature of public procurement.\n", "role": "user" }, { "content": "Purpose: The purpose of this empirical study is to identify the job tasks where decisions regarding social responsibility are likely to occur and assess the potential connections between social responsibility and professionalism.\nDesign/methodology/approach: A job study conducted by the Universal Public Procurement Certification Council (UPPCC) of 2,593 practitioners is used for data collection. Factor analysis is applied to a set of 75 procurement job tasks to determine the relationship between practitioners' performance and management of job tasks and social responsibility variables.\nFindings: The results suggest that there are specific job tasks performed and managed in both public and private sector procurement that share a unique relationship with social responsibility variables.\nResearch limitations/implications: The manuscript advances the research on professionalism in procurement and administration through empirically testing job tasks performed and managed by practitioners and identifying relationships between job tasks according to a professional orientation toward social responsibility.\nPractical implications: The study shows that specific job tasks are performed and managed in procurement and administration with a social responsibility consideration.\nSocial implications: The technical nature of job tasks found to be related to social responsibility suggests a paradoxical view of the politics-administration dichotomy, and the notion that neutral tasks of both the public and private sectors are not void of a social function.\nOriginality/value: One attribute of professionalism in the literature, social responsibility, is operationalized through actual performance and management of job tasks by practitioners.\n", "role": "assistant" } ]
What makes you feel attached to smartwatches? The stimulus-organism-response (S-O-R) perspectives	[ "Behaviour change", "Structural equation modelling", "Empirical study", "Partial least squares", "Human computer interaction (HCI)", "User satisfaction", "IT-enabled social innovations", "Hypothesis testing", "Disruptive technologies" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: According to Gartner's hype cycle, wearable computing devices were regarded as one of the most important emerging technologies among end-user electronics, and it had been predicted that over 100m wearable devices will be shipped in 2016, which is about a 40 per cent increase from the number shipped in 2015 (Harvey, 2016) and a recent market study suggests that nearly 16 per cent US consumers now own a type of wearable devices (Guenveur, 2017). Smartwatches in particular are already commercialised, and Apple Watches, Samsung Galaxy Gears and Fitbits are now commonly seen on the wrists of diverse demographic groups. It is uncertain, however, whether these smartwatches will survive and gain their own market position alongside smartphones or tablet personal computers as they are often considered to be optional accessories for some customers and not a necessity for many people (Matte, 2015). A recent industry report also suggests that the smartwatch market has already passed the early adopter stage and should soon be entering the mainstream consumer market, but the main hurdle for general consumer's adoption of smartwatches is their usefulness for the price that consumers pay (Moore, 2016). Therefore, in this context, an investigation of which factors lead to the consumer adoption of smartwatches would provide valuable implications for smartwatch makers.\nTheoretical background: S-O-R framework\nResearch model and hypotheses development: Based on the S-O-R framework, we develop our research model, shown in Figure 1. Our research model proposes that the environmental stimuli from the two distinguishing features of smartwatches (i.e. the features as a smart device - interactivity and autonomy - and the features as a fashion product - visual aesthetics and self-expression) influence an owner's internal experiences (i.e. satisfaction and pleasure), and, subsequently, such experiences have an impact on their psychological response (i.e. product attachment). In addition, based on Oliver's (1993) argument that positive affect influences satisfaction, we derive hypothesis (H5): the relationship between pleasure and satisfaction.\nResearch methodology: Measurements\nResults: Measurement model test results\nDiscussion of results: The key purpose of this study is to investigate how the characteristics of smartwatches as both smart technology devices and fashion items affect users' product attachment towards them through users' satisfaction and pleasure, using the theoretical framework of stimulus-organism-response. Our results indicate that both technological (interactivity and autonomy) and aesthetic (visual aesthetics and self-expression) characteristics of smartwatches are positively associated with pleasure, which in turn influence a user's perceived product attachment, but that only interactivity is positively associated with product satisfaction, which is found to be not significantly associated with product attachment. Our results can be interpreted as follows.\nContributions to research and practice: Theoretical implications\nConclusion: In this paper, we established a research model to investigate the characteristics of a smartwatch as both a technological and fashion-related product and understand the impact of those smartwatch characteristics on individual users' product attachment through users' perceptual experience (satisfaction and pleasure), as product attachment of a newly released product is important for the viability and growth of the product market. For this purpose, we employed the S-O-R framework as a theoretical framework for our research model. Our results revealed that both technological characteristics (interactivity and autonomy) and fashion-related characteristics (visual aesthetics and self-expression) have an impact on product attachment through only one perceptual experience (pleasure). Based on the results of this study, we hope that future researchers contribute further to the topic of wearable devices and improve the overall understanding of wearable devices, which are now only emerging.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to answer the question of whether smartwatches will survive and gain their own niche within the consumer electronics market. Based on the stimulus-organism-response (S-O-R) framework, this study identifies and validates the impacts of both technological and fashion-related factors (interactivity, autonomy, visual aesthetics and self-expression) on product attachment towards smartwatches through user satisfaction and pleasure derived from their smartwatches.\nDesign/methodology/approach: The authors collected the survey data via online surveys from 198 respondents and tested measurement and structural models with the partial least square technique.\nFindings: The authors found that both technological characteristics (interactivity and autonomy) and fashion-related characteristics (visual aesthetics and self-expression) have an impact on product attachment through pleasure.\nResearch limitations/implications: Several other important characteristics of traditional wrist-watches such as durability or workmanship are not considered in this study, but should be included in future studies. The three-item measure of autonomy may be insufficient for more sophisticated wearable devices in the future. In future studies, the impact of product attachment on users' continued usage should be examined.\nPractical implications: This study provides important practical implications for smartwatch makers interested in product development, as users were found to consider fashion-related characteristics to be as important as technological characteristics.\nOriginality/value: This study is the first study that considers both aesthetic and technological factors for IT acceptance in the context of wearable devices. Also, instead of traditional IT acceptance measures such as continued use, this study investigates users' product attachment, which is more relevant to the case of wearable devices.\n", "role": "assistant" } ]
Authentic leadership and creativity: The intervening role of psychological meaningfulness, safety and work engagement	[ "India", "Creativity", "Work engagement", "Authentic leadership", "Psychological safety", "Psychological meaningfulness" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: With the increased instances of corporate fraud and scams being reported across the globe, the need for more positive, genuine and value-based form of leadership has come to the fore. Stakeholders expect a high degree of integrity in the actions of their leader. In this context, authentic leadership has received a great deal of attention in the corporate sphere followed by an upsurge in the academic research. The proponents of authentic leadership emphasize upon its potential in reinstating confidence, trust, hope, resilience and optimism among stakeholders (Avolio et al., 2004). Walumbwa et al. (2008) have defined authentic leadership as \"a pattern of leader behavior that draws upon and promotes both positive psychological capacities and a positive ethical climate, to foster greater self-awareness, an internalized moral perspective, balanced processing of information and relational transparency on the part of leaders working with followers, fostering positive self-development\" (p. 94). Here, self-awareness refers to how one views oneself and the degree to which one is aware of one's strengths/weaknesses and one's impact on other people. Internalized moral perspective symbolizes self-regulation where one's behaviors and actions are guided by one's personal values and moral standards. Relational transparency relates to the extent to which one shares information openly and displays one's true thoughts and emotions. Balanced processing refers to the degree to which a leader takes into account all the available information before arriving at a decision. Thus, authentic leaders exhibit high ethical and moral standards by demonstrating a high level of consistency between their values and actions and unwillingness to compromise on internalized values in response to situational demands (Avolio et al., 2004; Burke and Cooper, 2006).\n2. Theoretical framework and research hypotheses: Research suggests that attitudes and beliefs of individuals are significantly influenced by information embedded in the social context (Salancik and Pfeffer, 1978). As leaders form a salient component of organizational environment, they may be expected to exercise significant influence on individuals' attitudinal and behavioral outcomes. The present study builds on the theoretical framework of self-determination theory to link authentic leadership with work engagement and creativity through psychological meaningfulness and safety. Self-determination theory states that when employees' intrinsic psychological needs of competence, relatedness and autonomy are satisfied, they are likely to put in more effort and bring more of their selves into work (Ryan and Deci, 2000). We propose that authentic leaders by demonstrating integrity, transparency and openness enhance the sense of competence, relatedness and autonomy resulting in high intrinsic motivation and creativity. As ethics forms an important component of authentic leadership, and considering the fact that research evidence on authentic leadership per se is limited, evidences relating other ethical/oral and value-based forms of leadership such as ethical leadership, transformational leadership, and charismatic leadership have been used to frame study hypotheses.\n3. Research methodology: 3.1 Participants and procedure\n4. Results: Means, standard deviations and inter-correlations among study variables are shown in Table I.\n5. Discussion and theoretical contributions: In the present study, we developed and tested a conceptual model which explains how authentic leadership influences employee creativity. For the purpose of the study, two models were conceptualized. In the first model, psychological meaningfulness and work engagement were theorized as the serial mediators of authentic leadership-creativity relationship. In the second model, psychological safety and work engagement were proposed to sequentially mediate the aforementioned relationship. The results provided support for the first model while second model was not supported. Authentic leadership was found to affect creativity both directly and indirectly via psychological meaningfulness and work engagement, independently and in sequence. The employees who rated their supervisor high on authentic leadership found meaning in their work and exhibited higher work engagement. Psychological meaningfulness promoted by the authentic leaders was found to make employees think and act creatively. The psychological condition of experienced meaningfulness also improved intrinsic motivation and made employees devote themselves completely to work (May et al., 2004). The engaged employees felt the need to express themselves in more creative and innovative ways to improve their performance. They were enthusiastic and willing to put in extra-effort in their work toward better performance. Engaged employees possess the energy and vigor required to follow creative paths (Atwater and Carmeli, 2009) and more frequent experience of positive affect (Fredrickson, 2001) aroused them to explore unconventional paths and display higher creativity (Filipowitz, 2006).This supports our argument that authentic leaders by making employees participate in the decision-making process and maintaining the relationship of trust through relational transparency enhance the perceptions of psychological meaningfulness. This feeling of being worthwhile and valuable enhances an individual's belief in his capabilities to generate creative ideas and engage in creative pursuits. Further, the feeling of being valued increases psychological availability to engage in their creative activities (Kahn, 1990).\n6. Practical implications: The study also carries significant implications for organizational managers. The findings provide important insights to organizational managers for developing a creative workforce. The results establish that authentic leadership fosters creativity by enhancing the perceptions of psychological meaningfulness and work engagement. Not only creativity, but authentic leadership will also help the organizations build a workforce which is vigorous, dedicated and absorbed in work. Due to mushrooming of the multinational organizations in India and all competing for the same talent, keeping employees engaged has figured as the biggest HR challenge facing companies. Our study advances better understanding of the drivers of work engagement. By establishing authentic leadership as the predictor of work engagement and creativity, the study provides an important tool to organizational manager for cultivating an engaged and creative workforce.\n7. Limitations and scope for future research: It is important to take a note of limitations of this study which may provide directions for future research. First, cross-sectional research design limits our ability to make causal inferences. Therefore, experimental and longitudinal research design should be adopted in future research to establish causality. Second, though the possibility of common method bias was reduced by collecting data from multiple sources, i.e. the employees and their supervisors, caution should be exercised while interpreting the results. Third, the use of convenience sampling restricts the extent to which study findings can be generalized. Fourth, the relationship of authentic leadership with follower outcomes may not be assumed to be universal. Therefore, future research should look out for the contingencies of the relationships examined in the present study. For example, demographic and individual difference variables such as gender, personality and self-esteem can be investigated as moderators of the authentic leadership and creativity relationship. This may provide researchers with the valuable insights on boundary conditions of the relationship. Fifth, future research should utilize better measures of psychological safety to add confidence to the findings of present study. It is also recommended to replicate the proposed research model in different organizational and country contexts for deeper understanding of dynamics of the relationships. Though single industry focus in the present study did not result in significant organizational level differences eliminating the possibility of conducting multilevel study, multilevel studies should be undertaken in future by collecting data from different industries.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to develop and test a conceptual model which explains whether and how authentic leadership, through psychological meaningfulness, safety and work engagement, influences employee creativity. The authors delineate two pathways from authentic leadership to work engagement, which in turn foster creativity. The first pathway illuminates how authentic leadership generates psychological meaningfulness which enhances work engagement and creativity subsequently, while the second elucidates the indirect impact of authentic leadership on creativity via psychological safety and work engagement.\nDesign/methodology/approach: Data were collected from 300 employees working in heavy engineering and automobile industry in India. Regression analysis was used to analyze data with the help of SPSS 24. Serial mediation effects were tested with the help of bootstrapping procedures using SPSS process macro (Hayes, 2013).\nFindings: Psychological meaningfulness and work engagement were found to mediate the relationship of authentic leadership with creativity both independently and in series. Psychological safety failed to transfer the effect of authentic leadership on both work engagement and creativity.\nPractical implications: Organizations may reap the benefits of a creative and engaged workforce by selecting, nurturing and developing authentic leaders.\nOriginality/value: The study contributes to theory building in the area of authentic leadership by enriching the understanding of the processes carrying the effect of authentic leadership on desirable workplace outcomes. In doing so, the study also explicates the less understood nature of relationship between leadership and creativity.\n", "role": "assistant" } ]
An integrated fuzzy approach for classifying slow-moving items	[ "Fuzzy AHP", "Inventory classification", "ABC analysis", "Slow moving", "Type-2 fuzzy sets" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Inventory management is a crucial operations management topic that requires considering conflicting objectives, minimizing inventory costs vs maximizing customers' satisfaction. Determining appropriate operating policies for maintaining and controlling inventory items helps organization utilize organizational resources effectively. Discrimination of items kept in inventory allows managers to establish the best controlling policies.\n2. Literature review: In the inventory classification literature, there are many studies concentrating on ABC analysis. However, some of them differentiated by proposing new approaches. For instance, Chen (2011) proposed peer-estimation for multi-criteria ABC inventory classification. Torabi et al. (2012) conducted a modified version of weight DEA-like model and used it to solve ABC inventory classification problem considering both quantitative and qualitative criteria. Ketkar and Vaidya (2014) purposed a model including multiple classification schemes by assigning weights, and applied simple additive weighting method in their study. Lolli et al. (2014) conducted a new hybrid method based on AHP and the K-means algorithm for multi-criteria inventory classification problem. Millstein et al. (2014) demonstrated a model simultaneously optimizing the number of inventory groups, service levels as well as the number of assigned stock keeping units (SKUs) to groups under limited budget. Soylu and Akyol (2014) applied multi-criteria inventory classification model considering categorization preferences. Yu (2011) did multi-criteria ABC analysis by means of artificial-intelligence-based classification techniques such as support vector machines and the k-nearest neighbor algorithm (k-NN); then, compared their performances with multiple discriminant analysis.\n3. The proposed methodology: This section summarizes the proposed methodology used for solving inventory classification problem of slow-moving items. In this section, primarily basic knowledge for T2FSs and arithmetic operations of T2FSs are stated. Then, fuzzy AHP method with interval T2FSs and multi-criteria ABC analysis are explained.\n4. Application of the proposed integrated approach: The study is conducted to solve inventory classification problem of an automotive company operating for more than two decades in Istanbul. The company has managed thousands of SKUs so that main interest of the company is to focus on slow-moving inventory items and examines the reasons of being slow-moving. Because of the preferences and privacy policies of the company, the name of the company is not shared in the study. Figure 2 indicates the steps of the proposed methodology.\n5. Comparison: This section compares the results of the analysis with the results from Buckley's (1985) fuzzy AHP based on the triangular intuitionistic fuzzy sets. Intuitionistic fuzzy sets introduced by Atanassov (1986) take into account both membership\n6. Conclusion and future research directions: Inventory management is one of the critical issues requiring utmost attention from researchers and practitioners because of its effects on customer satisfaction, profitability and competitiveness of the organizations. Therefore, inventory management has still been attracting professionals and researchers for a long time. Since classification of inventories helps decision makers to determine the most important items; so that it helps decision makers to manage inventories efficiently. In this study, we focused on inventory classification problem. Specifically, we analyze slow-moving inventory classification problem using fuzzy logic and its applications to fill the gap in the literature and we present a real-life industrial case to check the feasibility of the proposed approach.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to propose a new integrated method for evaluating inventory of slow-moving items by introducing the application of fuzzy AHP method with interval Type-2 fuzzy sets (IT2FSs) and ABC analysis.\nDesign/methodology/approach: In the study, fuzzy analytic hierarchy process (AHP) method with IT2FSs is employed to set the importance of criteria. The weights obtained from IT2 fuzzy AHP are used to classify slow-moving items in ABC analysis. In the application part, a real-life case study is presented.\nFindings: The result of this study indicates that an integrated approach utilizing IT2 fuzzy AHP and ABC analysis can be used as a supportive tool for classification of slow-moving items. The problem is solved under fuzzy environment to handle uncertainties and lack of information about slow-moving items.\nPractical implications: Actual data are provided from an automotive company for prioritizing a various criteria to evaluate and classify stocks and a hypothetical model integrated with IT2 fuzzy AHP and ABC analysis is demonstrated.\nOriginality/value: Apart from inventory classification literature, the study integrates fuzzy AHP method by employing interval IT2FSs and ABC analysis to solve the real-life inventory classification problem.\n", "role": "assistant" } ]
Technology readiness of teenagers: a consumer socialization perspective	[ "Technology adoption", "Structural equation modeling", "Quantitative research", "Technology readiness", "Surveys" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: The modern world is exposed to rapid innovations and regular introduction of cutting-edge technologies and interactive digital services. As per the International Telecommunication Union (2017) report, developed countries have reached a saturation point and developing countries are the new avenues for fueling the growth of information and communication technologies (e.g. the internet, telecommunication and social media). The report indicates the presence of digital divides within the society where young people are embracing new technologies quicker than older age groups. Teenagers, the \"digital natives\", have become a critical consumer segment because of their continuous exposure and familiarity with ubiquitous digital technologies (Palfrey and Gasser, 2011). Teens are devoted consumers of smartphones, social media, streaming services (music and videos) and e-learning services (Intel Security, 2015). In fact, the adoption and acceptance among teenage consumers has become a deciding factor for the success (or failure) of smartphone apps (Moreau, 2017). Globally, the firms are investing huge amount of money and efforts to attract teenagers because of their high purchasing power and affinity to tech-based products and services (Lenhart et al., 2015; Randall, 2016).\nConceptual framework and hypotheses: The conceptual framework to examine the antecedents to teenagers' willingness to embrace technology is presented in Figure 1. The framework has one demographic variable (age), three socialization agents (parents, peers and media) and one personality variable (self-construal). The important components of the proposed model are discussed in detail in the following sections.\nMethod: Sample and data collection\nDiscussion: Extant research suggests that the personal characteristics (e.g. innovativeness and self-efficacy) and social influence are potential drivers of human adoption behavior (Parasuraman, 2000; Parasuraman and Colby, 2015). This study extends the scope of individual traits using the socialization concept, which is widely used to explain the cognitive, attitudinal, social and behavioral outcomes of teenagers (Maccoby, 2007).\n", "role": "user" }, { "content": "Purpose: The purpose of this study is to explore the role of culture-specific socialization factors such as antecedents to technology readiness index (TRI) scale to understand the adoption of cutting-edge technologies among teenagers.\nDesign/methodology/approach: The conceptual model was empirically tested using survey data from 381 teenagers. The data were analyzed using structural equation modeling.\nFindings: Parent-child communication, peers, media and self-construal have varying influence on technology readiness of teenagers. The effects of parent-child interactions are mediated by self-construal, which reaffirms the importance of identity during adolescence.\nResearch limitations/implications: The culture-specific characteristics are critical antecedents to teenagers' TRI. Moreover, the TRI 2.0 scale needs minor refinement to address culturally diverse marketplace where people are less familiar with the technical terms used in developed countries and display low levels of technology awareness.\nPractical implications: Marketers need to tailor their communication strategies to have a strong presence on digital media to engage with teenagers. Firms should utilize media for providing information and develop content that should resonate with teens and potentially enhances their online impression to increase the adoption of technology.\nOriginality/value: This is the first study to investigate the antecedents of technology readiness of teenagers in an emerging market. The study uses a multidisciplinary approach to examine culture-dependent factors using theories from marketing literature (consumer socialization theory) and developmental psychology (self-construal).\n", "role": "assistant" } ]
The effect of green purchasing on purchasing performance: the moderating role played by long-term relationships and strategic integration	[ "Green issues", "Supply chain management" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: The growing environmental awareness of consumers and other stakeholders has meant that an increasingly larger number of organisations have recognised the importance of properly managing their interaction with the natural environment (OECD, 2012). This management involves not only the application of environmental criteria when planning internal operations but also the suitable configuration of external relations with other agents in the value chain (Linton et al., 2007; Vachon and Klassen, 2008). This has given rise to the concept of green supply chain management (Mitra and Datta, 2014; Zhu and Sarkis, 2004), which implies a holistic approach to the internal and external value chain, as well as to the concept of green purchasing or environmental purchasing (Min and Galle, 2001; Zsidisin and Siferd, 2001; Yen and Yen, 2012), which focuses exclusively on dealings with suppliers.\n2. Literature and hypotheses: 2.1 Green purchasing management and results\n3. Methodology: 3.1 Data\n4. Results and discussion: Table V presents the results from the different estimated regression models. Model 1 contains the control variables and the two moderating variables studied. Neither firm size nor the size of purchases appears as a significant variable. Neither the greater availability of resources nor the economies of scale nor the greater bargaining power of larger firms seems to condition the performance recorded by the purchasing function in this sample. Likewise, neither the fact of belonging to a manufacturing industry nor the degree of uncertainty in the competing environment has a significant impact on performance.\n5. Conclusions: This paper has contributed to the study of the consequences of introducing environmental practices into the purchasing function, especially as regards the formation of a panel of sustainable suppliers. Specifically, our research provides evidence to show that the implementation of those practices has positive impacts on the operating performance of the purchasing function and that said effect is greater when a firm establishes long-term relationships with its suppliers.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to analyse the relationship between the environmental management of purchases and firm performance. The authors examine the moderating role played by two variables: the establishment of long-term relationships with suppliers and the strategic integration of the purchasing function.\nDesign/methodology/approach: The authors conduct an empirical study on a sample of 100 Portuguese firms.\nFindings: Evidence reveals that green purchasing management improves the performance of the purchasing function, although the impact is greater when the organisation forges lasting alliances with its suppliers.\nOriginality/value: This paper contributes to the study of the consequences of introducing environmental practices into the purchasing function, especially with regards to the formation of a panel of sustainable suppliers. Specifically, this research provides evidence to show that the implementation of those practices has positive impacts on the operating performance of the purchasing function and that the said effect is greater when a firm establishes long-term relationships with its suppliers.\n", "role": "assistant" } ]
Market segmentation and pricing strategies based on product platform	[ "Marketing theory", "Pricing", "Product management" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: In order to satisfy the ever-increasing diversity of consumers' needs, many firms choose to increase the types of products offered. Over the past decade, both market turbulence and the need for product variety have increased substantially; they are expected to continue to increase in the near future. Product variety is one of the basic elements of \"lean production,\" which has been identified as a successful approach in many industries including automobile manufacturing (Ulrich, 1995).\n2. Model description: 2.1 Producer\n3. Centralized supply chain: First we consider the scenario in a centralized system and make it as the benchmark for decentralized systems. In a centralized supply chain, all members of the supply chain make decisions as a whole. The purpose is to maximize the profit of the whole system. With the superscript C indicating the scenario under a centralized supply chain, the profit made by the total system is:(1)\n4. Decentralized supply chain: In a decentralized supply chain, the producer and the suppliers are independent firms. They choose pricing strategies based on their own profit functions. The producer can buy components directly from the suppliers or outsource modules to the corresponding suppliers.\n5. Effects of product architecture: In fact, buying components directly and outsourcing modules to appropriate suppliers represent two sets of product architecture for the producer. In a real manufacturing process, the producer may design more sets of product architecture to choose from. For example, module A also consists of two sub-modules or the common module C becomes more modular (see Figure 5). From case M to case K, exclusive modules tend to be more modular, whereas from case K to case N, the common module becomes more modular instead of exclusive modules. Recall that superscript C represents the situation in a centralized supply chain.\n6. Numerical study: In this section we provide numerical examples to compare the profits and consumer surpluses associated with all scenarios as well as the effects when the quality levels of the two products vary. We set c0=0.2, cC=0.5, cA=0.3, cB1=0.5 and cB2=0.6, so the cost of module B is cB=1.3. And the quality levels are set as q2=q1+Dq=2+Dq. The following figures show the changes resulting when Dq increases.\n7. Conclusion: In this paper we have examined the issue of optimal pricing strategies and the effects brought in on them by variations in the quality levels of two substitutable products. We have also discussed the consequent variations in the profits and market shares when the producer chooses different buying strategies induced by variations in product architectures.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to examine the issue of optimal pricing strategies for two substitutable products from the same product platform and the effects of variations in product architecture.\nDesign/methodology/approach: The authors design a product line which consists of two substitutable products and use a traditional market segmentation research framework to analyze the pricing and product design strategies.\nFindings: It is concluded that profit tends to rise in a centralized supply chain at the expense of market share of the integral product. In a decentralized supply chain, one product will reduce its market share so as to enhance the degree of modularity. Although enhancing the extent of integration of a product will bring in more flexibility during the design of the product line, this will do so at the expense of the market share of the other product.\nOriginality/value: The authors find that the two products form a product line and share a common module belonging to the platform, so any changes in the modules (changes in product architecture) not only affect the product in question but also the other one in the product line.\n", "role": "assistant" } ]
Older workers and organizational change: corporate memory versus potentiality	[ "Older workers", "Australia", "Qualitative methods", "Case studies", "Organizational change" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: While public policy makers in most industrialised nations have recently been promoting the cause of older workers in an effort to counter shortfalls in labour supply and escalating costs of social welfare due to demographic change, evidence points to ambivalence among employers (Henkens and Schippers, 2008). After decades of early retirement, to a large extent a consequence of the restructuring of industry which was accompanied by the withdrawal of large numbers of older workers from the labour market, there have been recent increases in labour force participation rates among this group (Table I) as economies grew and public policymakers in some countries began to emphasise the need to prolong working lives, with some employers developing policies aimed at their employment and retention. However, while commentators point to the inevitability of ageing workforces: \"Future competitiveness in the private sector and efficiency in the public sector will rest increasingly on the performance and productivity of ageing workforces\" (p. 691), it is a logical step to realise that the flexible organization does not recognise the value of the older worker (Sennett, 2006), which would suggest that premature exit from the labour market may remain a feature of the work histories of many.Technologies, the structure and processes of labour and organisational forms are under incessant pressure to maintain footholds on the treadmill of international competitiveness. Theorists of globalisation, for example Castells (2000) and Beck (2006) explain the profound shift in skills and competences of employment which have changed to keep pace with demands for globally valued knowledge to maintain global market flows (despite current minor retractions of production to local labour markets). Sennett (2008) delineates the profound restructuring of modes of work as new flexible labour processes and organisations. He maintains that the \"skills society\" is bulldozing the orderly building up of careers along linear life paths. He maintains that jobs in the sense of \"random movement now prevail; people are meant to deploy a portfolio of skills rather than nurture a single ability in the course of their working histories; this succession of projects or tasks erodes belief that one was meant to do just one thing well\" (Sennett, 2008, p. 265). In a recent review Taylor and Jorgensen (2008) speculated that demographic shifts in combination with global changes in product and service delivery may spur employers to seek alternatives to older workers, leading, as Sennett (2006) puts it, to them facing the \"spectre of uselessness\" (p. 86).Despite the flagrant forces reshaping organisational performance, overall, the translation of lifelong learning policies within changing workplaces has been lagging in developed societies (see Taylor and Urwin, 2001; Phillipson, 2009), notwithstanding arguments that this should be a critical element of efforts to promote greater labour market participation among older people (Auer and Fortuny, 2000). Policy initiatives are underway in the European Union with the aim of increasing adult participation in lifelong learning (Reday-Mulvey, 2005) and in Australia lifelong learning is set as government policy (see COAG, 2006), yet aspirational benchmarks have not been converted into real achievements. Life stage possibilities for individuals to enable new opportunities to redefine the scope of midlife require educational support, as Phillipson (2009, p. 121) states, \"... the challenge for social policy is to create the conditions for greater choice within transitions encountered after age 50\". Participation in adult education and training fails precisely in the forties when this could assist people to \"step up\" to new roles and activities (Phillipson, 2009). In the information technology (IT) industry, Platman (2009) notes the dual aims of world-beating competitiveness and high employment participation for an ageing labour force. Older IT workers' capacity to envision careers beyond their fifties was constricted by age-based \"normative\" capability assumptions which truncated careers (see Brooke, 2009). A structural incompatibility was found between the exceptional dynamism and competitiveness of the IT industry and the conventional age-staged and extended career.It can be argued that the dismissal of previous individual performance for the potential of others immediately disadvantages those with a history of success in their work. Concurrently, commonly held stereotypical views of older workers play a role in cutting off this group from possible recruitment or retention. This can be most clearly seen in the attributes that flexible organizations attempt to project; responsiveness, creativity, innovation and institutionalised impatience, which are at odds with commonly held stereotypes of older workers; reliability, resistant to change and difficulty in reskilling.While recently policymakers have attempted to set out a business case which seeks to position older workers as a strategic investment, according to Lyon et al. (1998), this rests uneasily with new approaches to managing human resources, which stress the need to align strategic business planning and HR practices in order to achieve worker flexibility, organizational commitment and the retention of a \"core\" workforce. While the importance of workforce investment over the long-term is also stressed, there is selectivity in to whom this investment should apply. Older workers' employment with the firm may pre-date, by a considerable time, the introduction of new practices, generating suspicion among managers who may view them as having ideologies and allegiances at odds with the new value system they are trying to establish. Such perspectives may provide the rationale for recruiting younger and inexperienced workers to new businesses and to the exclusion of older ones among established businesses seeking to emulate these conditions.According to Lyon and colleagues, this perspective not only legitimises existing attitudes, it also provides a seemingly more coherent and, above all, business-focused explanation for the apparent drawbacks in employing older workers. Older employees are not only perceived as being less effective, they also represent a serious barrier to organizational change and flexible performance. According to the authorsNothing better epitomises the contradiction between long-term employee investment and numerical flexibility than the treatment of older workers ... [HRM's] philosophy can be seen to amplify older workers' problems by reinforcing ageism in management thinking through the provision of a commercially appropriate rationale which embellishes existing stereotypes and doubts about the commitment of older workers (Lyon et al. (1998, p. 57).This article considers the potential barriers to the employment and retention of older workers. Drawing on qualitative data collected among four Australian employing organizations, attitudes to age and ageing are considered in the light of ongoing organizational change in response to new operational contexts.\n2. Methodology: The qualitative data and quotations that form the basis for this article are based on interviews undertaken at four case study organizations in Australia. While participation in these interviews was unequivocally voluntary and anonymous, purposeful sampling was undertaken to achieve the largest possible spread of respondents from the various levels, business areas and locations of the case study organizations. The interviews were recorded and transcribed and the analysis of the interview and observation data was done using NVivo 7.The four organizations that participated in this study cover distinct industries. The characteristics of the organizations are as follows:1. An Australian branch of a multinational manufacturing firm. This organization has locations predominantly across the eastern seaboard of Australia, although other sites include South and Western Australia and New Zealand. The interviews were undertaken at the head office of this firm in Victoria, a total of ten key informants were interviewed. The interviewees were from the middle and upper levels of management.2. Two freight terminals of an international airline. The locations of these terminals are at two major Australian airports. Interviews were undertaken at both of these locations yielding a total of 32 key informants. The interviewees in this case were from various levels of the organization including cabin crew through to local airline general managers.3. A small national university. This institution has locations across Victoria, New South Wales and Queensland. Interviewees were engaged from the Melbourne and Sydney campuses, a total of 15 participants were interviewed. Key informants from this organization represented various faculties and administrative bodies within the university.4. Roadside assistance branch of a motoring organization. This organization operates in Victoria. 15 participants were interviewed from this organization. The key informants in this case were OH&S, Human Resources and Industrial Relations managers and patrol staff.The interview schedule used covered five general areas. Key informants were asked to describe their current role including tenure and tasks, any concurrent roles and their most recent previous employment. Subsequently, respondents were asked to describe the key challenges that their organisation was currently facing in terms of competitiveness, organisational and structural challenges and the idiosyncrasies of the working environment. Respondents were then asked how their organization was addressing issues of workforce ageing. This included awareness of ageing workforce issues amongst management and supervisors, how these issues influence the culture and day-to-day practice of the organization and any policies or actions being undertaken to address the potential impacts of workforce ageing. Also in this domain, respondents were asked about how work/life balance was promoted and if any problematic policies and practices could be improved to improve health and well-being. Finally, key informants were asked whether there was evidence of older workers preparing for the potential impact of ageing on their capacity to do their work. This included discussion of health and well-being factors, training and attitudinal facets.\n3. Findings: Despite the demise of mandatory retirement in Australia and the trend for increasing longevity in employment consistent with other OECD countries, countervailing factors may still induce older workers' early exit. The paper identifies themes affecting the continuing employment of older workers in this range of organizational settings. These themes are based in individual factors and inhibitors of the potentiality of older workers, the capacities required for rapidly transforming jobs and changing physical capacities in relation to organizational requirements. Further organisational-level consequences of the retention of older workers, corporate memory and the flexibility requirements of changing organizations, are also discussed. These factors, whilst not inevitably leading to retirement, form potential challenges to older workers' capacities to be responsive to the new and changing workplace contingencies and thus to prolong their employment in these settings.3.1 Inhibitors of older worker potentiality\n4. Discussion: Skills transitions require conversion into organisational profitability. The ability to apply skills involved a dialectical interplay between changing organisational structures in relation to perceptions of the adaptability of older workers. This was seen to translate into competitive discourses over the utility of old age stereotypes which were \"trialled\" against new organisational changes, while solid new age perceptions did not emerge as replacements. The linearity of careers was fragmented in high-tech organisations, manufacturing environments and previously craft-based jobs as these organisations adapt to survive globally.In academic teaching environments, piecemeal knowledge work has developed as response to the market demand for knowledge products supporting the internationalisation of the student population. The need for responsiveness of institutions to burgeoning numbers of students and an increasing emphasis on research performance has resulted in new academic role requirements. Knowledge work involves organisational management of a throughput of students within a globally competitive environment, taking on characteristics of units of production (Marginson and Considine, 2000). Skills and competences require quick adjustments and cost effective delivery of education managed by reduced and rationalised administrative centres of management. Different pressures have built up on academic staff to service this industry necessitating the reorientation of teaching away from one-to-one relationships with academic mentors to mass throughputs of human capital. At the same time, a trend towards a quick turnaround of academic knowledge as intellectual products has occurred as efforts to raise standards of research scholarship have been initiated.Manual processing environments also exemplify the need for outputs of production in the least time possible, which fragment tasks into productive components. Also elements of IT are embedded within manual operations and logistics driven by the speed required to produce internationally competitive goods. Furthermore, work intense practices were commonly deemed to be unmanageable by older workers. The roadside maintenance organisation represents a craftsman environment delineated by Sennett (2008) in which pressures to continue and yet accommodate the need for flexible responses and new computerised technologies changed the nature of labour processes.These ageing workers exemplify \"rootedness\" of labour processes (Sennett, 2008) in the trade of being a mechanical craftsmen. The individuals operating within the framework of the flexible organisation do not operate like craftsmen. The required input of time, trial and error learning and reflection on the processes does not fit with the short time span of projects and teams within flexible organisations (Sennett, 2006). The time pressure on servicing clients also conforms to time pressured and work intensive nature of the job outputs. To the flexible organisation the approach of a craftsman is viewed as inept and out of sync with constraints on working time and illogical in an environment where projects vanish quickly as they appear. Within this framework the priority value is immediate timely performance.Altogether, the findings of this study underline the problems inherent in trying to promote the employment of older workers. Long-term chronic under investment in skills acquisition and retention and in the maintenance of well-being over a working career and other support strategies which keep older workers at optimal or near optimal levels of productivity present as serious risk factors for the modern flexible organization. Such observations point to the need for much greater investment in human capital over the long term rather than the front-loading of this than has hitherto been the case if future cohorts of older workers are to avoid labour market disadvantage.Concerning present cohorts, however, there are dilemmas for public policymakers in finding a balance between providing an adequate social safety net for those left behind while wishing to encourage the prolongation of working lives. According to Sennett (2008) the well-crafted organization will respond to the fragmented nature of work, as dislocation is a permanent fact, to demonstrate that loyalty matters, as workers who are retrained by an institution are much more bonded to it than are in-and-out workers. Figuring out how to build on existing skills is a strategy that will help orient individuals in time, a strategy that will build and retain personal narratives. In Sennett's view, \"The well-crafted organisation will want to pursue this strategy to keep itself together\" (2008, p. 266). For this to be feasible requires conservation and transformation effort of great magnitude, which may not be achievable, but on the other hand passivity may consign the potentiality of older workers to the organizational past. However, tempting though it currently may be for policymakers to emphasise work over welfare, the evidence presented here points to diminishing prospects for many older workers for whom experience accumulated over a career will likely continue to compare unfavourably with the perceived potentiality of youth.\n", "role": "user" }, { "content": "Purpose: - Drawing on the recent work of Sennett and others who considered the position of older workers in dynamic economies subject to rapid change, this paper aims to examine the perceived fit between employees of different ages and their employing organizations in four Australian workplaces.\nDesign/methodology/approach: - Analysis of qualitative data, collected among workers and managers in four Australian organizations, was performed.\nFindings: - Results suggests that potentiality tended to be prized as an asset over corporate memory. While managers were frequently paternalistic towards their older employees, ageing human capital was often devalued as managers tried to balance operational budgets and organizations sought to remain responsive to changing market demands.\nOriginality/value: - The paper discusses the implications for the prolongation of working lives.\n", "role": "assistant" } ]
Philosophical foundations for Indigenous economic and political rights	[ "Self-determination", "Legitimacy", "Aboriginal and common law system", "Cultural context of choice", "Indigenous rights" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: Indigenous rights emerged in the aftermath of the process of decolonization that formalized the independence of many former colonies of European nations during the 1950s and 1960s. United Nations member states drew a line between those colonies separated by sea from their European colonizers and those Indigenous people and nations incorporated into the nation states that succeeded former imperial colonies. As a result, many Indigenous people remained captives within settler nation states established on their land.\nLiberalism and the rights of minority cultures: Indigenous rights have long been a problem for liberal political philosophy (Ivison et al., 2000, pp. 1-5). They raise the question how such group-specific differential treatment could be compatible with fundamental liberal principles. Liberalism in the latter half of the twentieth century is defined by its commitments to freedom, individualism, egalitarianism and universalism. These imply that individual persons are the ultimate units of moral worth, that they have equal moral status, and that all human beings are persons in the relevant sense of the term. They were expressed in the post-war liberal consensus that law and public policy should be blind to differences of race, color and creed, and that there should be a uniform system of rights and responsibilities for all citizens. The existence of rights available only to Indigenous people challenged this consensus.\nJust relations between people: Kymlicka's culturalist argument provides moral justification for Indigenous rights within a liberal framework. Against this approach, it can be objected that in societies established by colonization there are a variety of comprehensive moral points of view and that to address the question of the rights of colonized Indigenous people in terms of a comprehensive liberalism is to favor one point of view over others. To the extent that Indigenous cultures are \"outside of liberalism,\" perhaps liberals should respect this difference and not hold them accountable to liberal conceptions of justice (Tomasi, 1995). Historically, Indigenous people seeking to regain control over their lands or to maintain their political and spiritual traditions have been forced to use the language and institutions of European derived traditions. Thus, they demand recognition as sovereign people or as nations with inherent rights to self-determination. When their claims are accepted within the language and institutions of the colonizers, this often involves qualified versions such as the \"dependent domestic sovereignty\" accorded to Native American nations in the USA or the forms of \"aboriginal\" or \"native\" title to land recognized under Canadian and Australian common law (Havemann, 1999). As noted earlier, Indigenous scholars point out that such forms of recognition are derived from traditions that are foreign to their cultures (Boldt and Long, 1985; Alfred, 2008; Coulthard, 2014). Some argue that they amount to a continuing denial of the integrity of Indigenous cultures and a perpetuation of colonialism. How then might we conceive of an appropriate political framework within which Indigenous and non-Indigenous societies might co-exist on an equal footing, on the basis of genuine recognition of the integrity of Indigenous cultural and political conceptions and their differences from European conceptions?\nPolitical liberalism and Indigenous rights: Robert A. Williams Jr suggests a way forward in the course of arguing that the encounter between European and Indigenous traditions of treaty making made possible a certain kind of relationship at the earliest stages of colonization, on the basis of which a distinctive form of multicultural society emerged in North America. He draws an explicit parallel between the situation of the European and Indigenous people during the Encounter era and the situation of the parties to Rawls's original position:Indians and Europeans were in an original position of a rough equality on the continent. A new kind of society was emerging from this unique cultural landscape, in which place, class and social status were largely irrelevant. Both groups approached cultural group negotiations with each other with little knowledge of what each side's future fortunes would be in this radically different and new type of multicultural society. Each negotiated behind a veil of ignorance. Each was similarly situated to propose the principles of justice that should govern the type of society envisioned by their agreements.(Williams, 1997, p. 27)\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to examine some influential accounts of the basis for Indigenous rights, consider their strengths and weaknesses, and ascertain whether and in what degree they support effective self-government and self-determination for Indigenous people.\nDesign/methodology/approach: The paper begins with a brief discussion of the emergence of specifically Indigenous rights, the significance of self-determination as a means of improving the economic and social conditions of communities, and the problem such rights pose for late 20th versions of egalitarian liberalism. It then examines the liberal culturalist argument for minority rights developed by Will Kymlicka, before turning to James Tully's elaboration of the historical approach to the justification of Indigenous rights that draws on the tradition of treaty relations in North American colonialism. Finally, it outlines a third approach based on the political liberalism of John Rawls.\nFindings: The conditions of legitimate government set out in Rawls' political liberalism are a better way to provide normative foundations for Indigenous rights in contemporary postcolonial democracies.\nResearch limitations/implications: The discussion of Indigenous rights is confined to those countries established by colonization with largely British political institutions and populations. The arguments for Indigenous rights are confined to those advanced within the liberal tradition of political thought.\nOriginality/value: Some of the criticisms of the liberal culturalist argument and of Tully's approach are original. The case for Indigenous rights based in the legitimacy requirements of political liberalism is original and based on conceptual work by the author.\n", "role": "assistant" } ]
The model of relationships between pay for individual performance and work engagement	[ "Work engagement", "Pay for individual performance", "Pay level", "Pay satisfaction" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction - pay for individual performance (PFIP) and work engagement (WE): an unexplored relationship: PFIP is a compensation system in which level of pay is linked to individual employee work performance. It is assumed that PFIP leads to improvements in employee performance (Rynes et al., 2005) and increases work motivation (Perry and Engbers, 2008). Evidence for this comes from, for example, Lazear (2000) who showed a 44 percent increase in productivity following the introduction of a pay-for-performance system; Gielen et al. (2010) found that similar systems increase productivity by 9 percent. Based on a meta-analysis of 45 studies in which incentives were used to motivate performance, Condly et al. (2008) found that incentives programs produce a 22 percent increase in performance. In a meta-analysis of 146 research studies investigating the relation between financial incentives and employee performance, Garbers and Konradt (2014) showed that incentives have a significant and positive, but rather weak, effect on performance (r=0.17). Although nowadays there seems to be a fair amount of consensus that rewarding employees for performance can result in improvements in performance (Shaw and Gupta, 2015), little is as yet known about the links between paying an employee for individual performance and the employee's resultant well-being. For instance, in a review of studies on PFIP and work stress, Ganster et al. (2011) demonstrated that performance-based pay may lead to an increase in stress level, and have an adverse impact on employee health. In a similar vein, Gagne and Forest's (2008) review of 35 years of research led them to advocate the view that financial incentives diminish intrinsic motivation. Kuvaas (2006) demonstrated that base pay rather than bonus pay is related to employee affective commitment. On the other hand, Fang and Gerhart (2012) showed that PFIP does not diminish intrinsic interest, and may even lead to higher levels of intrinsic motivation by increasing employees' perceived autonomy and competencies. Similarly, Ogbonnaya et al. (2017) found that pay related to performance has a positive relation to job commitment, job satisfaction and trust in management.\nThe present study - the threefold effect of PFIP on WE: We propose three possible simultaneously existing effects which PFIP might have on WE: a direct motivational effect, an indirect effect via pay satisfaction and an indirect effect via pay level. These three effects are illustrated in the model depicted in Figure 1.\nStrategy of statistical analysis: To gain a fuller insight into the relation between PFIP and WE, we tested our proposed model (see Figure 1) in two independent studies. The first data set comes from a research project on the relation between pay and WE conducted by the authors themselves. The second data set originated from the Sixth European Work Condition Survey 2015 (European Foundation for the Improvement of Living and Working Conditions, 2018). In each study, we created a structural equation model (SEM) with maximum likelihood estimation in IBM AMOS 24. Moreover, as there is a long-running debate on what the term \"mediation\" actually refers to (Mathieu and Taylor, 2006), for the sake of clarity, in this work, we treat mediation as an indirect effect of variable X on variable Y via variable M, regardless of any relation between X and Y (Hayes, 2009). It is important to note that when testing such mediations, we do not follow a causal steps approach as proposed by Baron and Kenny (1986); instead we use a method called joint significance as described by Hayes (2009). In this approach, the significance of a path between X and Y is not used as a prerequisite to further examine an indirect relation. To test the total and specific indirect association between variables, we utilized a bootstrapping procedure with 95% bias-corrected confidence intervals (95% CI). If 95% CI does not include 0, it is reasonable to conclude that the indirect relation is non-zero. Each bootstrapping was conducted on 5,000 bootstrap samples (for details, see Hayes, 2009; Rucker et al., 2011; Shrout and Bolger, 2002).\nStudy 1: Procedure and participants\nStudy 2: Procedure and participants\nGeneral discussion: Our first hypothesis (H1) regarding the direct association of PFIP with WE found support in Study 1 in models where PFIP was represented as a continuous variable, and in the model with PFIP as an ordinal three-level variable for the high-PFIP group and in Study 2 with PFIP as a dichotomous variable. These findings generally support our H1, but with the exception being that what is more strongly directly related to employee WE is the subjective perception of the degree that pay is related to their individual job performance (represented as a continuous variable b=0.11) rather than whether they are or are not paid by individual performance (represented as a dichotomous variable b=0.02). More importantly, an insight from Study 1 (with PFIP as an ordinal variable) is that the direct association between PFIP and WE is particularly strong among employees with a high level of subjective perception that pay depends on their individual performance.\nConclusions: Using two independent data sets and three SEM models, each with different representations of PFIP, we test three associations between PFIP and WE: a direct positive association (H1), an indirect positive association via pay satisfaction (H2) and joint indirect positive associations via pay level and pay satisfaction (H3). We observe all three of these associations in Study 1 in a model with PFIP as continuous variable, and in a model with PFIP as ordinal variable for the high-PFIP group but not for low-PFIP group. For Study 2, with PFIP as a dichotomous variable, we also observed all of the three proposed associations. Overall, our findings give initial general support for our hypothesized model of the threefold association of PFIP with WE (see Figure 1).\nLimitations and further research: This study is not free from limitations; among them are: the convenience sample of an internet portal users in Study 1, the use of self-reported measures and the cross-sectional design, which does not allow for the statement of any cause-effect relations. Although in two independent studies we have found similar patterns of relations, and this tends to support the validity of our findings, further longitudinal studies might seek to replicate our findings and confirm their robustness. The other limitation of our study is the fact that our models do not control for job resources which are predictors of WE (Bakker and Demerouti, 2017). Therefore, in further research it might be advisable to test the relations proposed by our model when controlled for job resources, e.g. task variety, autonomy, co-workers' support, etc. Additionally as there is no single common understanding of WE in the literature (for review, see Saks and Gruman, 2014; Schaufeli and Bakker, 2010); thus, our findings refer only to WE as measured by the UWES questionnaire, i.e. a positive, affective-motivational, fulfilling work-related state of mind (Schaufeli et al., 2006).\n", "role": "user" }, { "content": "Purpose: Research on the relationship between pay for individual performance (PFIP) and work engagement (WE) is limited. The purpose of this paper is to present a model outlining a threefold association between PFIP and WE: a direct association, an indirect association via pay satisfaction and a joint indirect association via pay level and pay satisfaction.\nDesign/methodology/approach: Structural equation modeling and bootstrapping procedures were used to test hypotheses with regard to these associations based on data obtained from two independent studies: the author's own research project, and the European Work Conditions Survey 2015.\nFindings: In both studies, the author found the hypothesized direct association between PFIP and WE; indirect association between PFIP and WE via pay satisfaction; and a joint indirect association between PFIP and WE via pay level and pay satisfaction.\nResearch limitations/implications: Given its limited cross-sectional design, future longitudinal research in this area is needed to test the model of relations presented in this paper.\nPractical implications: The association between PFIP and WE is weak, and partially mediated by pay satisfaction; thus, it seems that to promote WE, it is not solely sufficient to introduce PFIP into remuneration systems, but that, in addition, PFIP should be aligned with employee pay expectations.\nOriginality/value: This study contributes to the career development literature by proposing and initially testing a model describing the three ways PFIP may be related to WE, one of the most crucial factors in achieving career success.\n", "role": "assistant" } ]
The concept of competence: a thematic review and discussion	[ "Review", "HRD", "Competence", "Competency", "Concept of competence", "Employee competence" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: The resource-based view of the firm posits that resources are the key driver of organizational outcomes (Wernerfelt, 1984). Among the resources an organization can use to gain competitive advantage (Barney, 1991; Mitrani et al., 1992; Nadler and Tushman, 1999) and create economic value, is employees' competence (Cardy and Selvarajan, 2006; McLagan, 1997; De Vos et al., 2015). An organization outperforms its competitors by developing scarce, valuable, inimitable and non-substitutable employees' competence (Van Esch et al., 2018). Besides being a valuable resource in itself, competence is required for efficient and effective utilization of other resources (Nordhaug and Gronhaug, 1994), which in turn enables an organization to meet the targets and achieve greater heights (Mahoney and Pandian, 1992; Penrose, 1959). It also contributes to the strategic planning and core competence of an organization (Bergenhenegouwen et al., 1996). In a competence-based organization, the core competence of an organization becomes a guiding principle to human resource management (HRM) professionals and line managers for developing employee competence (Bergenhenegouwen et al., 1996). The argument is based on the assumption that employee competence at an individual level contributes to the core competence of an organization.\nHistorical development of the concept of competence: The concept of competence can be traced as far back as 3,000 years ago when the Chinese started conducting civil service exams replacing recommendations by superiors in a selection of employees for government jobs as they recognized differences in individual ability (Wilcox and King, 2013). The term can also be traced from India, Arthashastra, a fourth-century BC written record by Kautilya (Sanghi, 2016). Nevertheless, the term \"Competence\" dates back to 1959 when a USA-based psychologist White, for the first time, used it in his paper entitled \"Motivation Reconsidered: The Concept of Competence.\" He defined competence as that personality attributes imperative for superior performance and high motivation. Subsequently, McClelland, founder of McBer and Company, which is now part of Hay Group, remarkably developed the concept of \"Competence.\" He is the pioneer of the modern competence movement and one of the most renowned authors in the domain of origin and evolution of the conceptual framework of competence (Sharma, 2014, p. 71). In 1973, as a professor of psychology at Harvard University, he ascribed a new direction to competence movement with his seminal work \"Testing for Competence rather than for intelligence.\" He claimed that the behavioral traits of an individual are much more useful than traditional knowledge and aptitude tests in determining the performance and effectiveness in a particular situation/job. Since then, the concept has been widely accepted, used and applied in a myriad of areas and disciplines such as primary and secondary education, higher education, health care, banking, entrepreneurship and organization studies. Because of the broad scope and massive acceptance by researchers and practitioners, the term competence becomes popular.\nInterchangeable use of competence and competency: The concept of competence has gained a great deal of attention during the past few decades and has emerged as the most debatable topic in management and organization literature. Because of the inexplicit and equivocal nature, it is regarded as a \"fuzzy concept\" (Dubois, 1993; Grzeda, 2005; Klink and Boon, 2002). Norris (1991) has rightly said that the practice of competence has become shrouded in theoretical confusion and simple has become more complicated. Hence, it becomes imperative to understand the concept in an exact, unambiguous and comprehensive manner to integrate and align it with practice (Le Deist and Winterton, 2005; Woodruffe, 1993). There are many schools of thought that have defined and interpreted the concept from different angles (Moore et al., 2002). One school of thought argues that competence refers to the underlying characteristics of an individual leading to superior performance (Hay Group and American Compensation Association, 1996; McClelland, 1973; White, 1959), and the approach is followed in the USA. Another school of thought argues that competence is the use of behavioral characteristics to perform activities in the job to the standard expected in the employment (Baker et al., 2000; Beaumont, 1996; Collins et al., 2000; Frank, 1991; Holton and Lynham, 2000; Manpower Services Commission, 1986; Mansfield, 1993; Wilson et al., 2000) and the approach was adopted in the UK. The third school of thought believes in the holistic approach of competence, which claims that employee competence is the combination of personal, social and cognitive competence leading to effective performance (Le Deist and Winterton, 2005), followed by organizations in France, Germany and Austria. After analyzing these approaches, we concluded that competence includes the performance and behavioral characteristics of an individual. Different researchers have defined competence differently, aiming to cover substances of various aspects. The definitions of some eminent researchers are given for a more precise and comprehensive understanding of the concept. White (1959) advocates that competence refers to those personality characteristics which result in superior performance and high motivation. Similarly, McClelland (1973) described competence as the underlying characteristics and attributes of an individual that allow the effective execution of a particular task in a given situation.\nA definitional framework of competence: The above critical analysis and arguments provide a way forward to develop a framework, defining the concept of competence. This framework covers different aspects of the concept of competence holistically. Figure 1 portrays that individual competence can be broadly divided into two aspects: visible/hard aspect of competence, i.e. knowledge, skills and behavior inclined to be relatively apparent characteristics of an individual; and hidden/soft aspect of competence, i.e. individual underlying attributes such as traits, motives, attitudes, values and self-image that tend to be deeper and pivotal to personality (Spencer and Spencer, 1993). Both these aspects together determine the performance/output of an individual in a particular job. The output of a job may be visible or invisible. The visible output is measurable in terms of achievement of standard/execution of task whereas the invisible output is difficult to be measured but can be observed in the performance and demonstration of skill (Hoffmann, 1999).\nClassification of competences: After conducting an extensive literature review, we explored an exhaustive list of different types of competences being used in various fields and contexts. An attempt has been made to explain each of these competences in a very lucid and comprehensive manner.\nConclusion: The study has examined the literature on three themes:\n", "role": "user" }, { "content": "Purpose: This paper follows three objectives. The paper aims to demonstrate a synoptic view of the historical evolution of competence, significant growth and changes in conversation. The second objective is to investigate the meaning and definitional usage of competence and competency. The third objective is to present a synoptic view of different dimensions of competence.\nDesign/methodology/approach: This paper reviews the selected literature spanning from 1959 to date from various databases using the following keywords: competence, competency, employee competence, employee competency, competency management and competency-based management. A total of 170 studies were selected in the first wave. In the second wave, a detailed assessment was made, as suggested by Tranfield Denyer and Smart, to ascertain the relevance of the articles. In this way, only 63 studies were selected for the review. This study also considers other relevant literature.\nFindings: The historical evolution demonstrates that competence scholarship has focused on use of the concept in different fields and contexts, theoretical frameworks for competence development and strategic relevance of competence-based (demand-based) human resource management. Results also suggest that the term competency and competence are interchangeably usable. Finally, the review summarizes a total of 16 dimensions of competence, studied in various contexts and classifies them into hard and soft competence and further dividing them into knowledge, skill and self-actualization-related competence.\nResearch limitations/implications: This paper discusses various research implications for human resource development scholars and professionals.\nOriginality/value: This paper is a unique attempt to review the literature on three themes of employee competence.\n", "role": "assistant" } ]
Experiencing information use for early career academics' learning: a knowledge ecosystem model	[ "Informal learning", "Early career academics", "Information experience", "Informed learning", "Knowledge ecosystems" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: This paper explores the informed learning experiences of early career academics (ECAs) while building their \"developmental networks\" (Higgins and Kram, 2001) for professional and personal learning and development. The notion that information and learning are inextricably linked via the concept of \"informed learning\" (Bruce, 2008) is used as a conceptual framework to gain a clearer picture of what informs ECAs while they learn and how they experience using that which informs their learning within this complex practice: to build, maintain and utilise their developmental networks. Themes of human relationship building (Cross and Sproull, 2004; Hopwood, 2010), high quality connections (Dutton and Heaphy, 2003) and developmental networking (Baker Sweitzer, 2009; Higgins and Kram, 2001) in the context of the growing use of social, collaborative technologies blended with traditional communication methods, suggest an increasingly complex information practice (Miller, 2008; Miller and Wallis, 2011) particularly for the beginning university academic. The complexity of this networking \"landscape\" is suggested in the developmental networks literature (Chandler and Kram, 2005; Higgins and Kram, 2001), which defines a developmental network as a type of social network:\nConceptual framework: informed learning: Conceptual models towards understanding how information is used in learning contexts have emerged from a range of theoretical perspectives influenced by the domains of information behaviour and information literacy. Information behaviour perspectives include educational informatics (Ford, 2004) and information services for improving information literacy (Huvila, 2012), while information literacy has been studied from socio-cultural (Lloyd, 2006; Wang et al., 2011), phenomenological and relational perspectives (Limberg et al., 2012). Previous studies into relational information literacy in higher education contexts have increased our understanding of various information and learning experiences across educational and workplace spaces (i.e. Andretta, 2012; Boon et al., 2007; Bruce, 1997).\nResearch questions: The chosen qualitative research approach of constructivist grounded theory (Charmaz, 2006) recommends that researchers should start with no more than one broad and open research question, so as not to restrict the investigation. Therefore, this study began with the following research question:\nMethodology: This study employed constructivist grounded theory methodology. The constructivist paradigm emphasises personal, subjective making or construction of reality (Williamson, 2002) and a multiple realities/perspectives approach (Charmaz, 2006; Patton, 2002). Closely related to this paradigm is symbolic interactionism, a perspective \"which assumes that individuals are active, creative and reflective and that social life consists of processes\". (Charmaz, 2006, p. 189). Mills et al. (2006, p. 9) outline three theoretical principles of constructivist grounded theory:\nThe participant: selection and sampling: The technique of \"purposive sampling\" (Pickard, 2013) was used to identify and select suitable participants. This allowed the researcher to define specific criteria for participating in the research and to target and locate participants based on these criteria. As the researcher was interested in examining ECAs' use of information to learn while developmental networking, the following criteria were used. Participants:\nGenerating research data: Research data were generated from the two phases of this study: first, phase 1 consisting of eight semi-structured interviews and preliminary analysis, and second, phase 2 consisting of fourteen semi-structured interviews (including the first eight interviews) and data analysis incorporating early findings from phase 1.\nGrounded theory data analysis: Once open coding of interview transcripts were carried out, from the initial and line-by-line codes, memos containing early categories were developed. These early categories formed the basis of the themes discussed in the findings. Additionally, early memos outlining preliminary conceptions of ECAs' developmental networks, potential sources of development and early discussion of the information used to learn in this context. Two main categories reached saturation, however in the next phase of the data analysis, further categories and sub-categories were developed from focused coding and compared to findings from the preliminary phase. In the second phase, these preliminary emerging categories were compared to focused codes and categories from the second round of data generation and data analysis to develop final themes and grounded theory.\nLimitations: It is understood that this research examined ECAs' experiences within particular contexts across different universities. The research involved participants from several academic disciplines within different faculties of universities. This approach may limit the relevance of this study to particular disciplines. However, as the research aimed to contribute to the larger research agendas of informed learning, ECAs and developmental networking, this approach can potentially deepen our understanding of how ECAs use information to learn. The availability of each research participant for more than one interview may have limited the grounded theory approach, which often involves revisiting the initial interview to compare experiences and understanding with initial theory development (Charmaz, 2006).\nKey findings: RQ3. What informs ECAs' learning while they build their developmental networks?\nKnowledge ecosystem model: The \"Knowledge Ecosystem\" is a holistic approach to conceptualising ECAs' developmental experience, encompassing resources that inform learning and the experience of using these resources to learn. The ecological approach (as described by knowledge management researchers such as Chatti (2012)) captures ECAs' descriptions of their experiences with building developmental networks for two main reasons: first, while information is a critical resource for learning in this context, ECAs' learning is primarily informed by knowledge resources created through dynamic interactions with a variety of information resources and second, the concept of a knowledge ecosystem in this context features interdependent human and non-human components such as information, knowledge, interactions, informal learning and developmental relationships and networking for ECA career progression. The knowledge ecosystem (Figure 1) consists of three key elements: resources (knowledge resources and information resources), interactions (relating to information to create knowledge) and learning (informal sphere of learning). The whole knowledge ecosystem model represents informed learning, as depicted in Figure 1, and can be viewed through either one of two \"lenses\": Inner Focus and Outer Focus. These lenses represent different ways of experiencing informed learning.\nInner Focus and Outer Focus: While the three main elements are fused together in the diagram, there are two lenses from which the entire knowledge ecosystem model can be viewed and understood. These are labelled the \"Inner Focus\" and the \"Outer Focus\". In both the Inner and Outer Focus, the main interaction of relating to information to create knowledge (through knowing self and knowing others) is applicable. Inner Focus highlights ECAs relating to information to create knowledge resources within human relationships in a developmental network. In Figure 1, Inner Focus draws attention to intangible knowledge and learning types that can only occur inside human-to-human relationships. Inner Focus is also strongly associated with information, knowledge and learning in the informal sphere.\nInner Focus: learning informed by knowledge resources within relationships: This experience places a focus on the knowledge generated from interaction within one or more relationships in a developmental network. This is an Inner Focus, illustrated in Figure 2, which concentrates on the relationships themselves as knowledge contexts or entities. The following quote encapsulates the Inner Focus experience:\nOuter Focus: learning informed by information resources outside of relationships: While the Inner Focus highlights the entities of human-to-human relationships as informing learning, the Outer Focus experience acknowledges the wider range of resources within a knowledge ecosystem used by ECAs while developmental networking as illustrated in Figure 1. The Outer Focus broadly encompasses contexts and factors influencing and shaping the relationships and their development. In the Outer Focus, ECAs' learning is informed by:\nTheoretical implications: The value of this contribution is a holistic and unified model, which identifies the main elements of ECAs' knowledge ecosystem containing informing entities which ECAs interact with to learn. The model can be used to inform design of university or workplace-based experiences such as professional development programs, events, courses and experiences external to the university such as social media, community and the home. Some of the ways in which the key learning experiences from this study are enriched by identifying interactions with knowledge and information resources, include:\nConclusion and future research recommendations: This study illustrates the interdependence of each of the elements in the knowledge ecosystem: the people, relationships, informal learning interactions and other forms of information and knowledge that are informing learning. By conceptualising the system in this way, it makes clear the need for strong interactions between each of these key elements. This study has focused on the perspectives of ECAs only, while an ecological view would encompass the perspectives of all involved in the ECAs ecosystem such as their developers. In future studies, the perspectives of ECA developers could provide further insight to consolidate the knowledge ecosystem model developed in this study. It is also suggested that future studies explore ways in which experiential and behavioural theorists and practitioners in information and academic development can work together to develop deeper understanding of the ECA learning experience.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to explore the informed learning experiences of early career academics (ECAs) while building their networks for professional and personal development. The notion that information and learning are inextricably linked via the concept of \"informed learning\" is used as a conceptual framework to gain a clearer picture of what informs ECAs while they learn and how they experience using that which informs their learning within this complex practice: to build, maintain and utilise their developmental networks.\nDesign/methodology/approach: This research employs a qualitative framework using a constructivist grounded theory approach (Charmaz, 2006). Through semi-structured interviews with a sample of 14 ECAs from across two Australian universities, data were generated to investigate the research questions. The study used the methods of constant comparison to create codes and categories towards theme development. Further examination considered the relationship between thematic categories to construct an original theoretical model.\nFindings: The model presented is a \"knowledge ecosystem\", which represents the core informed learning experience. The model consists of informal learning interactions such as relating to information to create knowledge and engaging in mutually supportive relationships with a variety of knowledge resources found in people who assist in early career development.\nOriginality/value: Findings from this study present an alternative interpretation of informed learning that is focused on processes manifesting as human interactions with informing entities revolving around the contexts of reciprocal human relationships.\n", "role": "assistant" } ]
Always different?: exploring the monstrous-feminine and maternal embodiment in organisation	[ "Femininity", "Abjection", "Maternal embodiment", "Monstrous-feminine", "Psychoanalysis", "Work/organization" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Monsters are often typified by their relationship with alterity, uncontrollability, liminality and unknowable differences and by their frightening presence, their power, excessiveness and quantitative differences that organisations may attempt to manage and utilise (Bloomfield and Vurdubakis, 1999). For example, historically the economic power of monsters was harnessed through the freak show (Dorn, 1989; Dunn, 1998; Grosz, 1996) and more recently the Hollywood co-optation of the loveable monster (in films such as Monsters Inc.). A defining feature, as Bloomfield and Vurdubakis (1999) note, are that monsters are replete with ambiguity or undecidability and are part of organisational life. Indeed, as demonstrated by various treatises on monsters, there is a relation to the Latin monstrare meaning to show, demonstrate or prove and to terms signifying omens, signs and warnings (Law, 1991; Munro, 2001; Thanem, 2011). As Thanem (2011) explores, the implications of these roots are that the meanings attributed to monsters have been ambivalent and understood through extreme differences (Shildrick, 2002) that are perceived as threatening because they are both knowable and unknowable. They are knowable in terms of aesthetic, physiological or characteristically visible differences typified by being present or being marked (Munro, 2001), but are also unknowable because they represent an uncontrollable, excessive difference - an intolerable ambiguity (Grosz, 1996). Sociological analyses have attended to how monsters are culturally and temporally located and whether we are all monsters, however some barely look like monsters at all (Law, 1991). Drawing on Nicholas Moseley's Hopeful Monsters, du Gay (1994) explains that monsters are those who have not yet found their time or those not quite ready for the world. These studies reveal how monsters threaten the social order, they are marked (Munro, 2001) and are mutants or creatures of exception but that there is also an arbitrariness to their classification. For the study of organisations, this intolerable ambiguity and ambivalence manifests in the control and management of monsters.\nManaging the monstrous maternal body - implications for equality and inclusion in the workplace: What may be risked and what is politically liberating by embracing the monstrous (MacCormack, 2004)? And what does this mean for a feminist politics of the monstrous? In this section I explore the relationship between the monstrous, maternal-feminine and organisation in more depth. The wealth of literature on women's lived experience, maternal subjectivity and (pre- and post- birth) maternal bodies in management and organisation primarily highlights social explanations for the repressive and oppressive dynamics experienced by mothers in paid employment (Riad, 2007). According to the Equal Opportunities Commission one-fifth of new mothers experience some form of discrimination in the workplace (Gatrell, 2011). Legislation and scrutiny of equal opportunities is placed upon pregnant employees and maternity rights at work in order to reduce discrimination and protect pregnant women (King, 2003). However, the Equalities Review (2007)\nRepresentations of the monstrous-maternal-feminine: In this section I draw on psychoanalytically inspired studies to further discuss the liminal, abject status of the monstrous-feminine. Through Kristeva, Creed (1986) locates five faces of the monstrous-feminine: the archaic mother; monstrous womb (cf. Vachhani, 2009); the witch; the vampire; and the possessed woman. For the purposes of this paper I focus closely on two of these images, namely the archaic mother and the monstrous womb as they most closely address fears of women's reproductive functions and the maternal. Popular culture offers dramatic and intense insight into organisation (Hassard and Holliday, 1998; Rhodes and Parker, 2008) and forms an important context for understanding constructions and representations of monstrous femininity. Mulvey (1989) suggests that through cinematic representation one is able to see the signifying practice of ideology (cf. De Lauretis, 1984). As Creed (1993) notes, all human societies have a conception of the monstrous-feminine. Central to this discussion is how the monstrous-feminine, certainly in the Western visual imagination, continues to be intimately haunted by the maternal-feminine (Betterton, 2006; Ussher, 2006). Drawing on Freud, man's fear of woman is linked to the belief that the mother is castrated. Campbell (1976, p. 73, cited in Creed, 1993, p. 1; see also Hopfl, 2005; Vachhani, 2009) draws our attention to the vagina as the mouth of hell, castrator and phallic mother: \"There is a motif occurring in certain primitive mythologies, as well as in modern surrealist painting and neurotic dream, which is known to folklore as 'the toothed vagina' - the vagina that castrates. And a counterpart, the other way, is the so-called 'phallic mother', a motif perfectly illustrated in the long fingers and nose of the witch\". This is no more apparent than how numerous horror films are populated by familiar female monsters such as witches depicted as old crones capable of monstrosity (Creed, 1993).\nThe potential for a feminist monstrous politics: I return to the question of how the monstrous-feminine is played out in organisations as both a site of resistance and subversion but that it also risks being expelled from organisations, as abstract entities, not seen as places for bodies that produce and secrete blood, milk and other maternal functions (Hopfl and Kostera, 2003). Thus, the maternal is both powerful and threatening but its power is also dissolved in the context of formal organisation. Embracing woman-as-monster has implications for our understanding of a monstrous politics of organisation. The key issue, as I raised at the start of the paper, is whether the monstrous-feminine enables a radical rethinking of femininity and helps us to think differently about the feminist project. Throughout the paper I have explored representations of the monstrous-feminine and how it is circumscribed by maternal embodiment. Representations of the monstrous-feminine in myth and visual representation may construct the feminine as active but this may not aid in reconstructing the monstrous-feminine as a positive sign - \"The feminine is not per se a monstrous sign; rather, it is constructed as such within a patriarchal discourse\" (Creed, 1986, p. 70). This tells us more about male desires and fears rather than elucidating feminine desire or subjectivity (Creed, 1993) and is demonstrated in the literature on maternal bodies at work discussed above. The ambivalence of the monstrous-maternal is seen in the archaic mother and monstrous womb where the mother is the producer of monsters and also represents the fear of incorporation expressed in archetypes from the mother-goddess to the seductress or man-hater.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to problematise the notion of woman-as-monster and draws together a conceptual analysis of the monstrous-feminine and its relation to maternal and monstrous bodies including its implications for equality and inclusion in the workplace.\nDesign/methodology/approach: Whilst exploring how female monsters are inextricably tied to their sexual difference, the author draws on social and psychoanalytic perspectives to suggest how such monstrosity is expressed through ambivalence to the maternal. The author analyses two \"faces\" of the monstrous-feminine in particular: the archaic mother and the monstrous womb (Creed, 1993) and develop this discussion in relation to the potential for a feminist monstrous politics of organisation.\nFindings: First, the author exposes the basis on which the monstrous-feminine articulates and disarticulates femininity, that is to say, how a feminist analysis of monsters may enable but also foreclose a positive articulation of disruption, disorder and disorganisation central to the conceptualisation of monsters. This is done through a reading of the maternal-feminine and literature on motherhood in organisation studies. Second, the author locates the monstrous-feminine in the body and explores how maternal bodies are constructed and experienced as monstrous as they disrupt the self/other relationship. This analysis suggests that embodying the monster comes with risks and that different configurations of the monstrous maternal are necessary for equality and inclusion in the workplace.\nOriginality/value: The paper identifies and contributes to growing research on the ambivalence of monsters and expands a neglected area of the feminine and maternal aspects of these relationships and what this means for workplace relations.\n", "role": "assistant" } ]
Offshore-onsite subgroup dynamics in globally distributed teams	[ "Globalization", "Team working", "Knowledge sharing" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: The continuing trend towards globalization and the spread of advanced information and communication technologies have encouraged a transition to distributed, virtual work practices, thereby leading to an increasing use of globally distributed teams (GDTs) for performing critical and knowledge intensive work.Several researchers and practitioners have highlighted that effective knowledge sharing is crucial in order to attain a high performance with GDTs (e.g., Herbsleb and Moitra, 2001; Zakaria et al., 2004; Hinds and Mortensen, 2005; Espinosa et al., 2007; Kotlarsky et al., 2008a). Successful GDTs utilize formal and informal mechanisms to share information and knowledge effectively across distance and time (Cramton, 2001; Sarker and Sahay, 2002; Im et al., 2005; Cramton and Hinds, 2007; Leonardi and Bailey, 2008). Evidence from recent research suggests that careful organization design, rigorous work assignment, and the use of rich collaborative technologies are important, but are not sufficient to foster successful knowledge sharing in GDTs (Robey et al., 1999; Kotlarsky and Oshri, 2005; Kotlarsky et al., 2008b). Indeed, the challenges involved in sharing knowledge within globally distributed teams are often associated with emerging subgroup dynamics and interpersonal behaviors (Kotlarsky and Oshri, 2005; Metiu, 2006; MacDuffie, 2008). When studying subgroup dynamics in GDTs, emphasis has been recently placed on investigating the emergence of status differentials across sites and some of the associated consequences (Metiu, 2006; Levina and Vaast, 2008).In this paper, we adopt the theoretical framework of status characteristics theory (Ridgeway, 2001), as expanded by Bunderson (2003). According to this view, diffused and specific status cues affect the recognition of expertise and are moderated by context characteristics, such as team tenure and power centralization. Little is known on how this framework applies to the case of globally distributed teams sharing knowledge.Thus, we investigate IT vendors' GDTs adopting the onsite-offshore model (Abbott and Jones, 2002; Oshri et al., 2007; Vlaar et al., 2008). Typically, one subgroup of the vendor team is \"on-site\" with the client (such as in the USA), while other subgroups are \"offshore\" (such as in India) or \"nearshore\" (e.g., in the Caribbean). Specifically, we focus on the social dynamics that emerge across subgroups and that, in the end, affect the process of knowledge sharing. In such teams, the involvement of clients and the presence of \"straddlers\", i.e. knowledge brokers, have been shown as being important in some empirical studies. However, it is not clear from these studies whether and how clients and straddlers facilitate or inhibit knowledge sharing, and if and how they interact with status differentials.By building on the theoretical framework proposed by Bunderson (2003) on status differentials, we address the following research questions:RQ1. How do status-related subgroups dynamics unfold and what is their effect on knowledge transfer in offshore-onsite GDTs?RQ2. What is the interplay between client involvement and the presence of straddlers in such processes?In the following paragraphs, we discuss the existing literature on subgroup dynamics in GDTs, focusing on status issues in offshore-onsite teams. We then describe the qualitative methodology pursued in conducting eight case studies on offshore-onsite GDTs working around the clock. Then, we portray the collected evidence, and analyze the data. We conclude by discussing implications for theory and practice.\nLiterature review: Subgroup dynamics in globally distributed teams\nResearch design and methodology: We employed a multiple case study approach (Yin, 2003; Eisenhardt, 1989). Cramton and Hinds (2005) suggest that field studies are particularly suited for investigating subgroup dynamics, because they \"enable a deep understanding of the behaviors in which people and teams engage and the attitudes that accompany them\" (p. 257). Moreover, the use of a qualitative methodology is consistent with the limited availability of field studies on \"natural\" virtual teams as opposed to laboratory experiments (McGrath, 1991; Montoya-Weiss et al., 2001; Massey et al., 2003; Martins et al., 2004). The qualitative approach we follow is coherent with an interpretivist epistemology, which considers reality to be understood as a social construction by individuals (Berger and Luckman, 1989; Orlikowski, 2000; Walsham, 1995; Barrett and Walsham, 1999). Accordingly, we believe that one can understand social dynamics happening in GDTs using the \"lenses\" of those individuals who are generating them.The choice of the context: GDTs working around the clock\nEvidence from the field: The different organization structures of offshore-onsite GDTs\nDiscussion: Emerging theoretical framework\nImplications and concluding remarks: This research was aimed at gaining a better understanding of how GDTs share knowledge across subgroups. Our findings provide a framework on status differentials' emergence and consequences. Specifically, our qualitative evidence, gathered through interviews with IT professionals in India and USA, shows:* how specific status cues, such as being at the client site versus being offshore, promote the attribution of distant members' expertise, causing the perception of high status differentials across subgroups;* how such perception is mitigated by team context characteristics, such as the involvement of client members in team work;* how straddlers intervene in the relationship between status differentials and knowledge sharing; these straddlers can facilitate codified knowledge sharing between subgroups, but may inhibit tacit knowledge sharing in GDTs characterized by low status differential.Our work has practical implications for organizations that want to establish multiple collaborating subgroups and to develop a \"24-hour knowledge factory\" (Gupta and Seshasai, 2007) with the objective of achieving faster (and cheaper) development of new products and services. In order to make a GDT work effectively, an organization should pay attention not only to technical issues such as adopting rich collaborative technologies, but also to the potentially disrupting team dynamics that may emerge across subgroups located in different continents and time zones. While national and organizational differences are relatively easy to identify and some organizations are increasingly good at managing them (Oshri et al., 2007), other issues can be more subtle to capture and tackle. Specifically, organizational managers should carefully design GDT organization structures and consider the trade-offs involved between different alternatives. For instance the involvement of client personnel in vendors' teams, which has been shown to have a positive impact, can be costly for the client organization. Moreover, the use of straddlers is certainty useful for improving coordination across locations, but it reduces the transfer of tacit knowledge and the opportunities for spontaneous learning across team members. Such missed opportunities may, in turn, reduce the long term effectiveness of the team and the individuals' desire to remain attached to the team and the organization.Our study is limited in several ways. First, it comprises a restricted set of case studies within three organizations; for that reason, we did not attempt to make a statistical generalization of the results. More work is needed to understand if the categories and relations that we observed can be applied to other GDTs and organizations. Second, we studied GDTs working for different types of clients in the retail, automotive, and banking domains, even though they were performing the same type of work: IT development and maintenance. Client and industry specific characteristics may have affected the data. Third, the GDTs we investigated, do not involve an instance of an organization structure where the client is not involved in GDT activities and no straddler is present. Other studies could try to fill this gap.Offshoring of professional work is a phenomenon that raises new economic, strategic, technological, and ethical issues, and also profoundly affects the way professionals work each day. We hope that our empirical findings will encourage more researchers and managers to understand the evolving dynamics that offshoring brings to professional work practices in globally distributed teams.\n", "role": "user" }, { "content": "Purpose: - The increased use of distributed work arrangements across organizational and national borders calls for in-depth investigation of subgroup dynamics in globally distributed teams (GDTs). The purpose of this paper is to focus on the social dynamics that emerge across subgroups of onsite-offshore teams and affect the process of knowledge sharing.\nDesign/methodology/approach: - A qualitative study of eight GDTs working around the clock is conducted. These GDTs are part of organizations involved in offshoring of knowledge intensive work.\nFindings: - The evidence shows that the specific status cue of being onsite drives status differentials across subgroups; these differentials are reduced when the client is directly involved with the activities of the team. The negative effect of high status differentials on knowledge sharing is mitigated by the presence of straddlers, who assist in the transfer of codified knowledge. Conversely, when status differentials are low, straddlers hamper spontaneous direct learning between onsite members and offshore members.\nPractical implications: - This work has practical implications for organizations that want to use GDTs to achieve a faster (and cheaper) development of products and services. Managers should carefully design the organizational structures of GDTs and consider upfront the trade offs related to client involvement in teamwork and the use of straddlers across sites.\nOriginality/value: - The paper contributes to the literature on subgroup dynamics, applying and extending the theory of status characteristics theory.\n", "role": "assistant" } ]
Ecological modernisation and citizen engagement	[ "Citizen engagement", "Ecological modernization", "Environmental movement", "Experts and citizens", "State and citizens", "Technologically oriented decision making" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: Is citizen engagement realisable in ecological modernisation-based environmental governance? (Insights from the Wonthaggi desalination plant in Victoria, Australia).\nIntroduction: Ecological modernisation (EM) theory has been in development for nearly two decades (Mol and Sonnenfeld, 2000). Its recent theoretical stances emphasise that ecological modernity is not involuntary, but depends on institutional transformations aimed at reflexive governance (Mol, 1996; Mol and Sonnenfeld, 2000; Mol and Spaargaren, 1993). In this regards, in the view of EM theorists especially Mol (1996, 1997) and Mol and Sonnenfeld (2000), achievement of ecological modernity requires modification of the society in four institutional areas: technology, private sector, the state[1] and the environmental movement. These institutional innovations in EM theory are referred to as a political modernisation programme.\nEM and citizen engagement: EM theory was put forward in the 1980s (Mol and Sonnenfeld, 2000) to address the problem of restricted growth that was advocated by sustainable development paradigms. Commenting on the influential environmental policy discourses that came to the fore since the demise of Limits to Growth (Meadows et al., 1972), Barr (2008, p. 28) contends that \"the political reality was clearly that environmental policy had to be developed within the context of a growth-oriented society, which would not accept the possibility of reducing standards of living\". Taking into account both this \"political reality\" and the environmental consciousness upheld by the environmental movement since the 1960s and 1970s, EM theorists postulated that unrestricted growth can take place together with environmental consciousness. Mol and Janicke (2009, p. 23) call this \"ecologically sound capitalism\" or \"green capitalism\". Capitalism as an economic and a political system works on continuous, and preferably increasing, accumulation and expansion of wealth and the private ownership of the means of production (privately owned resources) (Heilbroner, 1985). In \"green\" capitalism advocated by EM theorists, the emphasis is still explicitly on unrestricted industrial growth and progressive technological development while the environment is to be managed within development practices (Mol and Janicke, 2009), which this paper identifies as a prominence given to capitalist values (growth) as opposed to environmental values (conservation, reduction in resource use, industrialisation and pollution).\nThe Wonthaggi desalination plant: In 2007, the Victorian Labor Government revised its 2004 water policy White Paper: Our Water Our Future, to adopt Our Water Our Future: The Next Stage of the Government's Water Plan, which incorporated desalination as a climate-proof water security measure for Melbourne (this will be discussed in detail in the next section). In their analysis of the policy discourse of the Victorian Labor Party, Coffey and Marston (2013) and Coffey (2012) contend that the Labor Government is committed to a policy discourse that is neoliberal and ecologically modern in its approach to sustainable resource management and this paper argues that the adoption of desalination in 2007 represents a move towards EM of water resource management. First, desalination's adherence with the idea of resource creation using scientific expertise and advanced technology; second, the government sought the incorporation of the private sector in water governance; and the third, the facilitation role of the state government.\nMethodology: This paper is based on a qualitative research design that uses the Wonthaggi desalination plant as a case study of EM-based governance practices.\nThe state and citizen engagement: Under EM, states intervene in the market (such as producers, customers, consumers, credit institutions and insurance companies) to achieve goals of economic growth and environmental protection where the state's ambition is continued economic growth while appropriately \"managing\" the environment. In addition to this, the state acts as the enabling authority of both citizens' environmental values (conservation) and the capitalist values (growth and expansion) of the private sector. As Dryzek (1996, p. 479) argues, a system of environmental governance that takes place within industrial and capitalist rationality can pressure the state to take a business as usual attitude, favouring the profitability of industry and commerce disempowering the environmental values of citizens that interfere with growth intentions because:\nTechnology, expertise and citizen engagement: In EM-driven resource management initiatives, science and technology assume a changing and powerful role. EM emphasises the role of technologically oriented innovations to address the problems of environmental resource scarcity and degradation (Huber, 2004, 2009; Mol and Janicke, 2009). This paper identified seawater desalination to be EM of water resource governance. Huber (2004, 2009) holds that the role of science and technology in EM-based governance is to become innovative and advanced, aiming at reducing the negative environmental externalities of technologies and thereby their environmental risks. A central role is assigned to science and technology in EM-based governance in order to achieve what Spaargaren and Mol (2009, pp. 68-69) call an \"ecosocial switchover\". Desalination technologies are still in development towards an ecosocial switchover although there is \"at least a 50-year history of large-scale desalination projects\" (Lattemann et al., 2010, p. 156).\nConclusion: Modern environmental governance, especially in developed nations, is increasingly based on EM-oriented resource governance and the State of Victoria in Australia adopted desalination in its 2007 water policy. Many EM theorists hold the environmental movement to be an important and integral part of EM-oriented governance. Environmental movements are expected to function within EM-oriented governance processes as a countervailing power that provides reflexivity to the decisions being made by the state together with the private sector.\n", "role": "user" }, { "content": "Purpose: Modern environmental governance, especially in developed nations, increasingly embraces ecological modernisation (EM) as a framework for managing environmental resources. EM proposes a political modernisation programme that brings the four institutions the state, private sector, experts and the environmental movement together in addressing challenging environmental issues. The purpose of this paper is to examine the implications of the political modernisation programme on citizen engagement. The paper argues that while citizen engagement through the integration of the environmental movement in decision-making processes is promoted, the prominence given to the state, and science and technology results in a number of issues concerning citizen engagement and more deliberative forms of decision making.\nDesign/methodology/approach: The paper inquires into these issues by building up on the prominent literature in the areas of EM, administrative state, technologically oriented decision making and the case study of the Wonthaggi desalination plant.\nFindings: While citizen engagement through the integration of the environmental movement in decision-making processes is promoted by some EM theorists, other aspects of EM theory give prominence to the state, and science and technology. The paper asserts that citizens' voices tend to be overwhelmed in governance projects where the main focus is on capitalist values and scientific knowledge and a main role is played by the state and experts.\nOriginality/value: The paper is an original work done based on the reviews of literature conducted in the relevant areas and research on the Wonthaggi desalination plant to address the question of the realisability of citizen engagement in EM-based environmental governance spaces.\n", "role": "assistant" } ]
The status of intervention research in HRD: Assessment of an applied discipline and potential for advancement	[ "Training", "Practitioners", "Human resource development", "Applied research", "Conducting research", "Intervention research" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: Human Resource Development (HRD) scholars have made use of a variety of research methodologies and methods (Bartlett, 2005; Bates, 2005; Hansen, 2005; Ruona, 2005; Russ-Eft and Hoover, 2005; Thompson, 2005). The application and dissemination of HRD research has benefited many individuals, processes, teams, organizations and even nations (McLean and McLean, 2001). The continued evolution of varying approaches to studying human phenomena as they relate to learning and change management in organizations will no doubt be of value to HRD scholars and practitioners.\nIntervention research: Intervention research has been described as having three main types:\nMethod: The methodology for this study was a literature review, analysis and synthesis with specific attention to locating intervention research in HRD journals. The format of the literature search followed Callahan's (2010, p. 301) structure by including the following components:\nResults: Table I shows initial search results by journal, and indicates the process used to screen article results. Review of the initial search results were refined based on duplications of articles returned. The abstracts were then reviewed by the research team to determine if an actual intervention was conducted within the organization and as part of the research study. These results were then subjected to a more in-depth analysis of the type of intervention conducted to determine the final number of articles found in each journal (indicated in Table I).\nDiscussion: Based on the initial review of the selected journals used in this study, it could appear that intervention research is not a fundamental research method for HRD professionals and is not being consistently conducted across the HRD field. This raises potential questions about the extent to which HRD professionals are integrating research and practice. The presence and conduct of intervention research applied to HRD-related problems may provide another means for practitioners and scholars to work together toward optimal, practical solutions with evidence to support them.\nImplications: Creating a community of professionals who assess and/or evaluate the effectiveness of the interventions and disseminate the information that lean toward causal claims is critical.\nConclusion: The results from this literature search have not specifically been intended to argue for establishing HRD as a scientific discipline, rather to maximize the development of the field through the use of a variety of research approaches. Results indicate a significant opportunity to advance the HRD discipline through the use of intervention research. If intervention research can be an indicator of the degree to which a discipline is applied, then there is room for growth. Further, it is a vital aspect of evidence-based practice (Fraser and Galinsky, 2011). We have highlighted many benefits that would result from increased use of intervention research in HRD. In short, there is high potential utility and benefit in the use of intervention research by HRD professionals. We challenge all HRD professionals to consider the ways in which intervention research can increase the rigor of HRD inquiry and ultimately advance the discipline of HRD.\n", "role": "user" }, { "content": "Purpose: The purpose of this study is to determine the quantity, nature and frequency of intervention research published in Human Resource Development (HRD) journals.\nDesign/methodology/approach: The methodology for this study was a literature review, analysis and synthesis with specific attention to locating intervention research in HRD journals.\nFindings: Based on the results of this study, it seems clear that intervention research is not a fundamental research method for HRD professionals and is not being consistently conducted across the HRD field. This raises potential questions about the extent to which HRD professionals are integrating research and practice. The presence and conduct of intervention research applied to HRD-related problems may provide another means for practitioners and scholars to work together toward optimal, practical solutions with evidence to support them.\nOriginality/value: Creating a community of professionals who assess and/or evaluate the effectiveness of the interventions and disseminate the information that lean toward causal claims is critical. Intervention research could represent a cultural shift for the HRD discipline because it lends weight to claims of causality and practical recommendations. Under these circumstances, HRD intervention research could be used with confidence by HRD practitioners to inform, shape or evaluate the content of their management and leadership training programs, including the training and development of coaching managers and coaching leaders.\n", "role": "assistant" } ]
Catastrophe forecasting: seeing "gray" among the "black boxes"	[ "Forecasting", "Peer review", "Data analysis" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: A catastrophe is, by its very nature, rare. In insurance parlance, it can be described as an event whose severity is so far out on the loss distribution that its frequency is necessarily low[1]. One inevitable result of the rarity of catastrophes is the sparseness of relevant data for estimating loss frequencies and severities. For example, over the past half-century, the rate of hurricanes making landfall in the USA has been only about two storms per year[2].\n", "role": "user" }, { "content": "Purpose: - The purpose of this paper is to consider the problem of using \"black-box\" methods to forecast catastrophe events, and illustrate the value of independent peer review.\nDesign/methodology/approach: - The problem with black-box catastrophe forecasts is the absence of both extensive validation data and impartial peer review. These issues may be addressed by comparing black-box forecasts with a set of naive alternative forecasts provided by an independent party. To illustrate this approach, the historical hurricane forecasts of Dr William M. Gray, professor at Colorado State University, are considered and a simple ARIMA analysis is offered as a naive alternative.\nFindings: - The analysis shows that Dr Gray's complex forecasting methodology does in fact provide reasonable forecasts, and may indeed offer value beyond a naive alternative model.\nOriginality/value: - The editorial identifies a major problem in catastrophe forecasting, and suggests one way to address this problem.\n", "role": "assistant" } ]
From customer satisfaction to customer delight: Creating a new standard of service for the hotel industry	[ "Hospitality management", "Hotels", "Customer satisfaction", "Customer delight", "Hotel operations", "Content analysis" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: Hotels frequently receive customer feedback. One type of feedback concentrates on the negative aspects of a service experience. A stream of literature about service recovery exists to instruct industry managers about what to do when a service experience does not go according to plan. However, a relatively smaller proportion of research exists about what happens when service is exceptional. The present research attempts to gain a better understanding of the common themes involved with positive guest experiences and how managers can learn from such analysis to improve their customer relations. The research presented in this article concerns the latter group of guests: those whose positive service experience have lead them to express their strong positive feelings and furnish hotels with valuable information about how to continue the positive aspects of their service experience. When customers experience something truly extraordinary, they will express their delight. But what constitutes something extraordinary and how is that different from customer satisfaction? This research first explores the various conceptualizations of customer delight, as presented in the literature, and then provides a framework for explaining the common themes to a customer delight experience based on the data analysis.\nLiterature review: What do customer satisfaction and delight mean?\nMethodology: A qualitative study employing content analysis was used to answer the research questions. General managers from seven hotels in two Midwestern cities were asked to share letters written by hotel guests that described a positive experience at the respective property. A total of 119 letters were collected from customers who wrote to the hotels expressing their delight with a recent hotel experience. These letters were either hand written or word-processed and were unsolicited by the properties or their managers. All hotels were four star/diamond hotels according to Mobile (now Forbes) or the American Automobile Association (AAA), respectively. Of these letters, 105 were considered usable responses for the purpose of the study. A total of 14 letters (the difference between the 119 letters received and the 105 letters analyzed) were not considered usable responses. Most of these letters were letters of complaint, which although interesting for determining customer outrage, were not the focus of this study. To analyze such letters, a codebook was developed based on an extensive literature review. There were several studies that helped craft the codebook. One such study was Schneider and Bowen's (1999) human needs model to customer delight, in which it was proposed that the needs for esteem, security and self-esteem are likely to generate customer delight. Kumar et al. (2001) proposed that delight was composed of joy, thrill or exuberance. These factors were also used in the codebook. Cook et al. (2002) identified human factors such as professionalism and friendliness that are relevant to service design. Patterson (1997) signaled that effective problem resolution could potentially lead to delight. Keinningham et al. (2001) suggested that when customers go beyond a zone of tolerance, they will experience delight. Finally, Torres and Kline (2006) proposed a model to customer delight in the hotel industry. All of these studies contributed to the development of a codebook for customer delight.\nResults and discussion: Having conducted content analysis of 105 letters of customer feedback, a count of the codebook was generated. The most frequently mentioned attributes included the following: taking care of the guest's needs (37 letters/35.2 percent), exceptional friendliness (28 letters/26.7 percent), professionalism of staff, employee goes outside the call of duty (25 letters each/23.8 percent), problem solving skills (23 letters/21.9 percent), exceptional food and beverage (21 letters/20 percent). The less frequently mentioned attributes included: great lobby facilities (0 letters 0 percent), superior pool and/or entertainment facilities (one letter/0.9 percent), employee use of the guest name (three letters/2.6 percent), culture permeates desire to delight (five letters/4.3 percent), and creativity at delivering service (five letters/4.3 percent).\nConclusion: In today's hotel industry, managers constantly seek to find ways to engage the guest. For many years, both industry and academia sought to understand customer attitudes by measuring their level of satisfaction. The linkages between satisfaction and guest loyalty, word-of-mouth communications, and other behaviors often have been contradictory. Then it becomes important to gain a better understanding of customer emotions, particularly positive ones, to have a better opportunity of impacting consumer behaviors and improving operational effectiveness.\nLimitations of the study and future research: The study was qualitative in nature. As such, it provides deep and rich analysis of customer feedback. Nevertheless, it is still a small sample. The generalizability of the results should be tested with a larger study. The present research proposed model could serve as a basis of a larger population and sample that could be explored in a quantitative study. Furthermore, the study used letters from four diamond hotels. Consequently, the results might only be applicable to upscale hotels. More research is needed to explore similarities or differences in customer delight within different types of hotels. This research is still in its nescient state and further exploration of the concept of customer delight in the hotel industry is needed.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to provide a typology of customer delight in the hotel industry. By doing so, it identifies patterns by which hotels delight their guests. The paper explores the Torres and Kline model in light of the data and proposes an addition to the model.\nDesign/methodology/approach: Content analysis is utilized to analyze letters of customer feedback provided by several hotels. A codebook was created, letters were coded by two raters and inter-rater reliability was calculated.\nFindings: The most frequently mentioned codes included: taking care of the guest's needs, exceptional friendliness, professionalism of staff, employees going outside of the call of duty and problem-solving skills. Based on this information the authors propose the following delight types: fulfillment delight, charismatic delight, professional delight, comparative delight, problem resolution delight. It was also found that the culture of an organization has an impact on the type of delight that is most prevalent.\nPractical implications: The research conducted helps hotel operators to identify the behaviors and actions that lead their guests to be delighted. By knowing this information, appropriate steps can be taken in the selection and development of staff that will lead towards greater customer engagement.\nOriginality/value: In the hospitality literature, much information exists on what to do to correct negative service experiences. However, a relatively smaller number of articles highlight how to create great service experiences for the guests. This article provides a theoretically sound and practically useful framework to delight hotel guests in the hotel industry.\n", "role": "assistant" } ]
Internationalization of SMEs and market orientation: A study of customer knowledge, networks and cultural knowledge	[ "India", "SMEs", "Market orientation", "Networking", "Customer knowledge", "Cultural knowledge", "Market sensing" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Internationalization of firms and market entry into foreign markets is an extensively researched topic (Weerawardena et al., 2017; Coviello et al., 2017). Extant literature emphasizes that research on internationalization is based largely on empirical evidence from large corporations and/or with data from developed nations, and that the focus on small and medium enterprises (SMEs) needs augmented attention (Deng and Zhang, 2018; Dimitratos et al., 2016).\nLiterature review: Market orientation in firms\nMethodology: The present study is a qualitative approach to examine the function of customer knowledge, networking and cultural knowledge in the overall market orientation of SMEs and their internationalization processes. A multiple case approach was adopted for the study due to its exploratory nature (Stake, 2013). Although multiple case studies characterize particularization rather than generalization (Stake, 2013), it was suitable in this case because of the limited sample available for the study. In view of the identified need for more research in the emerging economies, this paper focuses on Swedish firms moving to India, which in the present scenario is a very small population. This situation implies that the research is at an exploratory stage, and there is a thin premise on which to gather previous impressions.\nThe case companies: The following section gives a brief profile into the case companies used in the study. Information presented below was obtained from the management staff of each company through personal interviews. The below stated profile for company A was provided by respondent A1, for company B by B1, for company C by C 2 and company D by D1 (Table I for the company and respondent profiles).\nDevelopment of propositions: In the following section, the firm's experiences with internationalization with specific reference to the importance of customer knowledge, networking and cultural knowledge is discussed. Based on the mean derivative of the available data, propositions (P1, P2 and P3) that establish the contribution of the three factors to the marketing orientation of the firms are proposed.\nDiscussion: Conclusions and theoretical contributions\n", "role": "user" }, { "content": "Purpose: This paper aims to study the context of market orientation and the contribution of customer knowledge, networking and cultural knowledge to market orientation particularly to the internationalization of firms in developing economies.\nDesign/methodology/approach: A multiple case approach is adopted with four Swedish firms internationalizing to the Indian market. The data was obtained through personal interviews and typically lasted an hour. Follow-up questions were obtained by personal meetings or on Skype. Data was collected over a period of seven months during 2016-2017.\nFindings: This study highlights the importance of customer knowledge, networking and cultural knowledge for foreign small and medium enterprises (SMEs) in the initial stages of internationalization. It proposes that a holistic market sensing of the target market can be achieved as the three constructs contribute to the market orientation of the firms and help in devising relevant strategic fit with the market.\nResearch limitations/implications: The sample size is small due to a limited number of Swedish SMEs who have the experience of operating in the Indian market. Future studies may include the Nordic region, and a quantitative approach for testing market orientation frameworks can be adopted.\nOriginality/value: This study lifts the concept of market sensing as customer knowledge, networking and cultural knowledge strengthen the market orientation of the firm. It addresses the research gap about limited research in developing market contexts for SME internationalization and specifically on Swedish SMEs in the Indian market.\n", "role": "assistant" } ]
Acculturation: An exploratory study of clothing consumption among Black African women in London (UK)	[ "United Kingdom", "Consumer behaviour", "Women", "Acculturation", "Ethnic groups", "Clothing", "Market segmentation" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Evidence suggests that most of the developed countries including the UK have population characterised with diversity of people from different ethnic minority groups. Specifically, it has been shown that people of ethnic minority in the UK accounted for an estimated number of 4.6 million in 2001 (ONS, 2004a). Recently, BBC reports a study in the UK which projects that the number of people of ethnic minority group in the country will increase to 20 per cent of the population by 2051 (BBC, 2010). This is not surprising as the trend is approximately similar to what holds in several other developed societies due to increasing level of immigration. For example, Chattaraman and Lennon (2008) report that African Americans are over 25 per cent of the total population of the USA and the figure is expected to increase significantly in the future. With reference to the US Bureau of Census (2000a, b), it has been noted that, by 2050, the racial and ethnic composition in the USA will change significantly (Chattaraman and Lennon, 2008). In the UK, the major ethnic minority groups are the Indians, Pakistanis, Bangladeshis, Black Carribeans, Black Africans, and those of mixed ethnic backgrounds. Invariably, the increasing number of these ethnic minority British dwellers has several significant business implications. Examples include increased entrepreneurship engagement among these groups (Nwankwo and Gbadamosi, 2009) and their consumption of goods and services. One of its key areas of marketing implication is that as these groups of people migrate to the UK, they are confronted with several cultural values and challenges in their host environment. This introduces us to many questions. How do these immigrants respond to the new cultural environment in the UK? How do they manage the new culture with the culture from their home country? To what extent can one claim that the new cultural values influence their pattern of consumption of goods and services over the cultural values of their home country? These and other related questions are what acculturation addresses, and exploring them in sufficient depth will not only extend our understanding in the area of consumer behaviour but also has significant implications for marketing activities in the UK and internationally. This is consistent with the view of Luna and Gupta (2001, p. 62) who note that \"[...] the increasing migration of people around the world creates complexity in most markets. As these people are exposed to their host culture they begin to acculturate and may adopt its norms or behaviour\".It is fair to acknowledge that many authors have explored these highlighted questions and many other relevant ones in great depth (see e.g. Jamal, 1996, 2003; Nwankwo and Lindridge, 1998; Tams and Arthur, 2007; Atewologun and Singh, 2010; Kenny and Briner, 2010). Since \"one size fits all\" strategy might not be sufficiently robust enough to capture all the eccentricities of the ethnic minority market in Britain (Nwankwo and Lindridge, 1998) due to the heterogeneous nature of their consumption behaviour, this paper is specifically positioned to cover the clothing acculturation of Black African women in London, a city well known for its rich mix of ethnic minority groups in the UK. The publicly available statistics indicate that nearly half (45 per cent) of the non-white in the UK are based in London and comprised 29 per cent of all the residents (ONS, 2004b). Hence, the study explores two specific issues which are indicators of the gap it fills in the literature in relation to the studied context - Black African women as a distinct important consumer segment, and their clothing consumption as a different significant consumer marketing topic.From time immemorial, clothing has been an important element of human life, it is believed that it could be used to convey the inner self of the users (Moody et al., 2010) and logically could be one of the ways people express their cultural identities. Meanwhile, women are widely acknowledged as a group of consumers that has considerable interest in clothing as a fashion product. Hence, this study could robustly provide additional direction for the relevant academic discourse; extend understanding in the extant literature and provide valuable implications for marketing practice.The rest of this paper is arranged as follows. The next segment is titled theoretical background and has two sub-sections - acculturation and consumption, and perspective on clothing, consumption, and women. This segment is followed by the research methodology which discusses the methodological stance adopted for the study. The summary of findings and their discussion are presented after the methodology in respective order before the conclusion. The last two segments of the article are titled implications of the study, and limitations of the study/directions for future studies in respective order.\nTheoretical background: Acculturation and consumption: theoretical underpinning\nMethodology: In consistency with the objective of this study, the chosen paradigm for this research is Interpretivism, while the strategy is qualitative, and the epistemological assumption is that the subject matter in social sciences are dissimilar from what holds in the natural sciences, so the social world will require a different logic of research procedure that takes the differences into consideration (Taylor and Bogdan, 1984; Bryman and Bell, 2003). According to Collis and Hussey (2003), this approach provides for understanding human behaviour from their own frame of reference. Since collecting data qualitative could be done through several ways, in-depth interview was chosen for the study as it is a versatile way of collecting data (Welman et al., 2005), and suitable for gaining valuable insights into the logic, sentiments, and emotional reactions beneath the surface of information from the respondents (Hill and Wright, 2001). Hence, a total of 20 tape-recorded, semi-structured, in-depth interviews were conducted with Black African women resident in London who were recruited through the use of snowballing and purposive sampling methods. In total, 15 of the interviews were face-to-face while the remaining five were conducted on the telephone as the respondents found this mode more convenient. All of the respondents were on long-term visa status (not less than five years of residence in the UK), and aged between 20 and 50. While four of them were single, the remaining 16 were married. In terms of their occupation, five of them owned and were managing their businesses in London at the time of this study, six were in the health profession working as nurses, nursing assistants, and other related positions in the sector, two were teachers, six were working as customer service advisors in various retailing organisations and the last one was working as a banker. The adequacy of the data collected was determined with the theory of theoretical saturation which is the stage when no new idea was forthcoming with the inclusion of additional interview (Glaser and Strauss, 1967; Strauss and Corbin, 1998; Goulding, 2005).As expected in a study of this nature, all necessary ethical issues were noted and adhered to during the study. Observing the necessary ethical guidelines is a fundamental issue when studying other people, especially when using qualitative studies (Malhotra and Peterson, 2001; Bulmer, 2003). The basic ethical issues in research have been identified as issues of confidentiality, informed consent, right to privacy, and protection from harm (Fontana and Frey, 1998; Ali and Kelly, 2004). Apart from explaining the objective of the research to all the participants at the beginning of each of the interviews, they were all promised anonymity about the information provided. Also, all required efforts to keep participants save during the interview were applied. This is consistent with the view of Easterby-Smith et al. (2010, p. 166) who contend that \"the most important thing to keep in mind is that under no circumstances should the researcher bring harm to the people he or she is researching\".The analysis of the data was done manually in consistency with the principle of qualitative thematic analysis (Miles and Huberman, 1994) which involved a combination of data reduction, data display, and conclusion drawing and verification. The necessary coding was done, and the data display for the study involved producing charts, tables, and networks in order to be able to make sense of the data and the emergent themes. From these, relevant conclusions were made and the findings are reported below in the next segment titled summary of findings.\nSummary of findings: Essentially, the basic interrelated themes that emerged from this study based on convergence of views among the respondents are weather condition, social factors, religion, and personal factors as major influences on acculturation of Black African women and their use of clothing in London. These factors shown in Figure 1 below are now presented in turn.Weather condition\nDiscussion: This study explores clothing acculturation among women of Black African origin living in London and shows some interesting findings. Essentially, it indicates that clothing acculturation among Black African women in London are influenced by a number of interconnected factors which are identified in this study to be weather condition, social factors, religion, and personal factors.Overall, the study suggests that Black African women use their cultural background to promote their cultural heritage in the foreign country. However, they are sometimes constrained by the weather condition in London which is notably different from what they were used to in Africa. Hence, they are forced to adopt the clothing pattern in London. If examined critically, this finding is partly supported by that of Pires et al. (2006) which suggests that new members that has just arrived into a different cultural setting could be forced to adopt the new cultural models. However, the discrepancy between the findings of this present study and that of Pires and others lies in the reason why the new member of the society is stuck with the new cultural values. While Pires et al. (2006) attribute this to inaccessibility to and the small size of the ethnic minority group in the host country, the reason as found in this study is the weather condition.The findings about social factors in this study encapsulate a number of issues including craving to satisfy need for affiliation and emotion. From one perspective, respondents appear to be showing affinity for the apparels in the host cultural environment as a way of \"buying\" their sense of belonging in this new environment. On the other hand, they also keep their African apparel culture in order to feel belonged in the circle of other members of their ethnic minority group in London. The finding is strongly corroborated by the four model framework postulation of Berry (1990). One of the models is called integration which explains the scenario where the individuals in the host cultural environment maintain their own culture and still adopts some of the cultural values of their host culture. This mirrors the behaviour of these Londoners (Black African women). The likely explanation for this is that London is a city with a high proportion and rich mix of ethnic minority groups, hence participants of this study have a good number of co-immigrants from the same cultural background and relate with them frequently. This finding is also closely related to emotion as the findings show that the women share the two cultural values about the use of clothing as a way of making themselves happy, comfortable, and loved. This finding is strongly supported in the extant literature where it is stated that people can choose clothing to create a feeling of togetherness with others, and for social and emotional reasons (Raunio, 1982; Moody et al., 2010; Ko et al., 2010).It is also interesting to note that religion emerged as one of key factors that influence clothing acculturation among these ethnic minority women in London. Although not in exactly the form of the reported finding in this present study, Rajagopalan and Heitmeyer (2005) also indicate that religion is relevant to acculturation. In the study of the latter, it was reported that Christians were more acculturated than those who practice Hindu. However, whichever way the issue is discussed, it could be stated that the influence of religion cannot be ignored in how one explains the clothing acculturation of Black African women living in London to some extent.This study also suggests that personal factors such as age and marital status are of considerable relevance in how one explains acculturation of these women in a strange country. However, it is surprising to note from the findings of this study that women of this ethnic minority group who have lived in London for several years are still strongly committed to using clothing that promote their cultural heritage on various social occasions. This contradicts the popular notion that the longer an immigrant stays in the host country the less they embrace the cultural values of their home country. A possible explanation for this could be that the findings of this study relate to clothing or because these women reside in London where they interact with very many other women of the same African origin.\nImplications of the study: This study has significant implications for marketing both theoretically and from managerial viewpoint. Theoretically, it supplements the existing studies on ethnic minority studies in the literature and extends understanding on women's consumption of clothing. Although authors have raised similar arguments in the past such as in relation to food items (Jamal, 1996, 1998, 2003) and in a generalised form without focusing on a specific product (Nwankwo and Lindridge, 1998); this study exposes another yet to be fully explored area - clothing consumption - in studies about ethnic minorities in the London. Essentially, the research questions the undue generalisation about clothing preference among women in London and shows that Black African women as a consumer group in London have some degree of involvement and affinity for clothing from their home country. Accordingly, this study provides the platform for further academic discourse on this topic. From managerial perspective, marketers targeting ethnic minority women in the UK could use the findings of this study to design their marketing strategies especially in the area of segmentation, targeting and positioning towards satisfying and delighting their target market. In recent times, some UK retailers appear to have embraced the reality of increasing number of ethnic minority consumers in the society by providing various food items specifically targeted at them. Given that marketing is essentially about providing goods and services that could satisfy the needs of the target market efficiently and effectively, this appears to be a good step in the right direction. Hence, this study also suggests that it would be beneficial for fashion marketers to consider exploring cultural and sub-cultural segmentation approaches deeply than are being done presently in such a way that they cater for ethnic minority segments in the society. This will not only make this group of consumers satisfied with the offerings, it could also be profitable especially as the market becomes increasingly substantial which is one of the core requirements for effective market segmentation strategy (Solomon et al., 2009; Kotler and Armstrong, 2010).\nLimitation and suggestions for further studies: Even though this research shed some light on issues around acculturation of the Black African women in relation to use of clothing in London, it also has a notable limitation which provides directions for future studies on the topic. Its main limitation is basically in the sample size which limits the extent to which the findings can be generalised to the wider population of this ethnic minority group in London. Nevertheless, since this study is not positioned to test any hypothesis but to construct a substantive understanding of this topic, this issue of the small sample size may not be very compelling. Invariably, further research is warranted into extending the sample of this study to other women, especially those outside the studied age group. It will also be very interesting to know from future studies whether some of these findings could be applicable to men from the same ethnic minority group or people of other ethnic identities.\n", "role": "user" }, { "content": "Purpose: - Given that a \"one size fits all\" strategy might not be sufficiently robust enough to capture all the idiosyncrasies of the ethnic minority market in Britain, due to the heterogeneous nature of their consumption behaviour, the purpose of this paper is to specifically explore clothing acculturation of Black African women in London, UK.\nDesign/methodology/approach: - A total of 20 in-depth interviews were conducted with women of Black African ethnicity resident in London, as recruited through the use of purposive and snowballing sampling methods.\nFindings: - Essentially, the study shows that clothing acculturation among these women is influenced by a number of interconnected factors which are identified and categorised in this study to be weather condition, social factors, religion, and personal factors.\nOriginality/value: - Theoretically, the study supplements the existing ethnic minority studies in the literature, and extends understanding on acculturation and women's consumption of clothing. The implications of the study for marketing practice are discussed especially in relation to the use of segmentation, targeting and positioning strategy by organisations towards satisfying their disparate target markets in the society.\n", "role": "assistant" } ]
Multiview as social informatics in action: past, present and future	[ "Philosophical concepts", "Communication technologies", "Social interaction" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: This paper is intended to pay tribute to the inspiration provided by Rob Kling by showing how his ideas (Kling, 1980, 1999) about Social Informatics in general and the use of web models in particular, have helped us to formulate and develop our own work in the field of information systems development methods. We will describe how his advocacy of the need for a more holistic form of explanation of the behaviour of what he (and Walt Scacchi) termed \"computer resources\" gave shape to ideas emerging from our own Action Research studies at that time, and how his attempts to set the agenda for the emerging field of Social Informatics have informed subsequent developments in our work in the area of methodological inquiry.\nBackground to the emergence of multiview: In their 1982 paper entitled \"The Web of Computing: Computer Technology as Social Organization\" Rob Kling and Walt Scacchi comment that \"we are not aware of any MIS textbooks which are developed primarily from a perspective which emphasizes web models\" (Kling and Scacchi, 1982). In 1990, David Avison and Trevor Wood-Harper released a text that directly sought to address this gap in the literature through the description of a contingent approach to information system development entitled \"Multiview\" (Avison and Wood-Harper, 1990). As Kling and Scacchi had advocated eight years earlier the Multiview approach sought to make explicit the links and relationships between a given \"computer resource\" and the social and political context within which the particular resource was developed and subsequently used. Avison and Wood-Harper based the articulation of the Multiview approach upon a series of real-world interventions that they then tried to make sense of by using a variety of \"theoretical languages\", including those advocated by Kling and Scacchi, in order to make sense of both the technical and the social worlds that were under investigation. The next section highlights the main lessons that were extracted from the various interventions.\nLessons from the field work: Lesson 1: A methodology takes time to learn\nConclusions: The following broad conclusions were then implied from the lessons described above (which came, in turn, from the field work experience), as well as from the literature that was relevant to defining an information system. These conclusions arose from the act of learning about the intellectual framework, and can be summarized as shown in Figure 1, as the interaction between the triad of systems analyst, problem situation, and methodology used.Conclusion 1- the multiview methodology needed improvements\nConclusion: It is now over 20 years since Rob Kling articulated the need for sophisticated web models of analysis to replace the kind of highly simplistic and reductionist accounts of technologies in use that he identified as being prevalent in much of the literature that attempted to describe their development and application. It remains the case, however, that there is continuing uncertainty over exactly how to study the complex, emergent interrelationship between technology and the social context within which it is both developed and used. This is not just a failure as far as academics are concerned; witness the dot.com debacle on the part of financial investors, as well as the inability of telecommunications experts to predict the success of text messaging ahead of WAP developments. In recent years, there has been an increased call for researchers to focus their attention on the precise nature of the relationship between information technologies and the work practices, organisational structures, and purposeful human activities that they are intended to serve (Orlikowski and Iacono, 2001). Whilst, there has long been an almost taken-for-granted acknowledgement that Information Systems are somehow socio-technical in nature, the precise nature of this relationship and its elements, arrangements and interactions remains largely unexplored (Sawyer and Crowston, 2004). In our own recent work on Multiview (Vidgen et al., 2002), we have sought to develop Rob Kling's ideas and to build on his aspirations for an enriched, interdisciplinary approach by adopting a multiple perspective approach that incorporates the technical (T), the organizational (O) and the personal (P) as shown in Figure 1 (Mitroff and Linstone, 1993). In this way we hope to continue Rob's pioneering and inspirational work and to contribute to his legacy of a richer conceptualization of future Information and Communication Technologies.\n", "role": "user" }, { "content": "Purpose: - This paper is intended to pay tribute to the inspiration provided by Rob Kling by showing how his ideas about social informatics in general and the use of web models in particular, have helped us to formulate and develop our own work in the field of information systems development methods.\nDesign/methodology/approach: - A conceptual discussion and approach are taken.\nFindings: - Illustrates how Kling's advocacy of the need for a more holistic form of explanation of the behaviour of what he (and Walt Scacchi) termed \"computer resources\" gave shape to ideas emerging from others' action research studies at that time, and how his attempts to set the agenda for the emerging field of Social Informatics have informed subsequent developments in work in the area of methodological inquiry.\nOriginality/value: - Provides an evaluation of Kling's pioneering and inspirational work on information and communication technologies.\n", "role": "assistant" } ]
Studer Group(r) ' s evidence-based leadership initiatives: Comparing success and sustainability in two health systems	[ "Organizational theory", "Hospital management", "Organizational change", "Health services", "Qualitative research" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: In the healthcare sector, organizational change is vital, not only for improving the quality and processes of care delivery, operational efficiencies, and improving patient outcomes, but also for ensuring a positive financial margin and long-term sustainability through competitive positioning and differentiation (Whelan-Berry et al., 2003; Gilley et al., 2009; Kotter, 1995; Crossan and Apaydin, 2009). Moreover, failed organizational change initiatives can increase costs, turnover, and waste (Whelan-Berry et al., 2003). Two major concerns identified with organizational change initiatives in healthcare are the overall success (Higgs and Rowland, 2011; Choi, 2011) and sustainability (Buchanan et al., 2005) of the initiative.\nBackground: A popular change model in the healthcare industry is the SG(r) EBL model. This model has been used in over 850 healthcare organizations across the country, as well as in Canada and Australia, to assess existing conditions and problems and to make prescriptive operational changes in managerial and patient care processes for organization-wide improvements in culture and performance (Studer Group(r), nd). We refer to the major EBL prescriptions as EBL tools in this paper, a number of which are described in Table I.\nThe Problem: Current organizational change literature offers the healthcare leader little practical guidance about how to effectively implement organizational change initiatives (Crawford and Nahmias, 2010; Whelan-Berry et al., 2003; Helfrich et al., 2007). Previous research published has assessed how key organizational factors can lead to successful and sustainable organizational change in healthcare (Helfrich et al., 2007; Schuller et al., 2013). This study provides healthcare managers with evidence-based research on change implementation in various health systems. This type of study focussed on the management of organizational change, which could help fill the gap in understanding and performing organizational change much like the gap between clinical research results and clinical practice (Dopson, 2005). A recent study suggests that certain organizational factors have varying degrees of importance throughout the stages of implementation from initiation to management and maintenance of the implementation (Schuller et al., 2013).\nThe setting: Long Hospital has well over 500 beds and is a metropolitan, teaching hospital that began the EBL initiative in late 2005. The name reflects that it had been with EBL longer - seven years at the time of the interviews and that it is a relatively traditional university health center. Short Health System is a metropolitan hospitals with well over 500 beds that implemented the EBL initiative relatively more recently in early 2009, and presented the additional complexity of doing EBL in a number of its separate hospitals that comprise this metropolitan health system. Although both health systems externally appear to be comparable in terms of numbers of beds and levels of care offered, they differ in geographic location, ownership, and number of separate facilities within each system. There are also differences between the two systems in terms of EBL involvement, length of time they have been engaged with the EBL initiative, the number of EBL tools they adopted, and the continued presence of the external coaches for the initiative (Table II).\nStudy design: The EBL initiative is illustrative of organization-wide change, a topic that has received limited systematic research exploration in healthcare (Vest and Gamm, 2009; Schuller et al., 2013). The comparative case study approach is well suited for an in-depth analysis of qualitative data drawn from interviews with healthcare leaders and managers from two different health systems both engaged in EBL implementation over varying lengths of time. The comparative case study approach was chosen because it provides the basis for making statements about documented consistencies based on interview responses and for assessing and analyzing cases relative to conceptual criteria that can advance understanding of topics of interest (Ragin, 1987). Compared to the single case study approach, comparative case studies promote analysis of replication in order to create theoretically constructs (Eisenhardt, 1991). The major differences between the two large health systems in this study, in effect support a \"most different systems\" design, one that can afford greater confidence in the potential \"conditional universality\" of factors or associations of interest, at least for those that obtain in such different systems (Przeworski and Teune, 1970; Otner, 2010). The names of the different sites were selected to differentiate between the two on two key variables - longer (\"Long\") vs shorter (\"Short\") experience with EBL; a single hospital (\"Hospital\") vs a health system comprised of more than five hospitals in a single metro area (\"Health System\"). First, qualitative interviews were performed by two faculty researchers and a PhD student at Short Health System from August 23, to September 21, 2011, approximately three years after EBL had been introduced into the system. In all, 30 healthcare leaders and managers of the health system were interviewed, including corporate leaders (n=6), health system leaders (n=10), and department heads (n=14). The analysis, performed by researchers at Texas A\nData analysis: This study is based on a comparative case design for the analysis of rich qualitative data originating from in-depth personal interviews with leaders at both health systems. The qualitative data were analyzed using both code counts and general theme exploration. Counted codes were aggregated into categories; categories were analyzed and grouped into three themes: leadership, culture, and organizational processes. The objective of this design is to compare and contrast the identified factors associated with success and sustainability of the EBL initiative implementation among two different health systems. In all, 13 managers and leaders in Long Hospital responded to the question: what factors or elements do you think have been most central to the success attained with EBL activities at the hospital? To what factors or elements do you give significant credit (success factors)? In all, 12 managers and leaders at Long Hospital responded to the question: what have been the most important elements in maintaining the degree of support for EBL activities you have seen at the hospital (sustainability factors)? This system had begun EBL implementation over seven years before the interviews were conducted. In Short Health System, 29 interviewees responded to the question: based on your observation, what factors account for some of your hospitals or departments within hospitals being very successful with EBL and others being less successful (success factors)? In all, 26 interviewees responded to the question: are there specific things that some hospitals or departments have done that have ensured sustaining the gains made with EBL (sustainability factors)? This system began EBL implementation about three years prior to the interviews being conducted. Interviewees in both systems were very responsive regarding both issues. The effort to reach leaders at corporate levels and leaders and managers across several hospitals in Short Health System necessitated a larger number of interviews than in Long Hospital. The study applied inductive qualitative analysis logic to transcripts from the interviews with healthcare leaders and managers.\nResults: Based on the results of this analysis, three themes emerged that represented the factors related to success of implementation and sustainability of the EBL initiative at both health systems. The three themes are: leadership; culture; and organizational processes. All of the factors were grouped into these three themes for ease of comparing the success and sustainability of the initiative in each health system. In the following sections we will review the success factors at each health system followed by the sustainability factors associated with each health system. Under both the success and the sustainability sections, we assess the factors in each health system separately and then compare the factors in both health systems. Charts were used to visually display the factors associated with success and sustainability at each health system.\nSuccess factors: Success factors at Long Hospital\nSustainability factors: Sustainability at long hospital\nDiscussion: The results of this analysis uncovered several comparable and contrasting factors associated with the success and sustainability of the EBL initiative in the two health systems. Overall, the three themes associated with success and sustainability of the EBL initiative related to leadership, culture, and organizational processes. Relative to success factors, the culture theme was most frequently touched on in interviewee responses in both health systems. The \"sense of accountability\" and \"employee buy-in\" factors were the most often mentioned success factors within the culture theme. The leadership theme was mentioned more frequently than the organizational process theme with respect to success factors in Short Health System, the organization that had been with EBL only three years. In Long Hospital, with nearly seven years of experience with the EBL change, Organizational Process elements were more than twice as often named as success factors than leadership, with EBL tools being the most frequently mentioned organizational process-related factor. As noted earlier, this may reflect the likelihood that leadership, as a factor of innovation, fades in the memories of organizational participants as the innovation becomes routinized in the organization's processes and culture. Put another way, the respondents may view leadership as less salient to the success or relied upon for continued success of the innovation the longer the innovation has been in place. This theme is supported by findings with respect to EBL sustainability.\nConclusions: The findings in this study can be transferred to other healthcare systems currently undergoing or preparing to implement SG's EBL initiative. The EBL tools and implementation processes are fairly standardized across hospitals and health systems, as seen in the results of this analysis. Therefore, this case study provides highly relevant information regarding both success and sustainability factors to other health systems that choose to pursue EBL as a change initiative.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to analyze the implementation of an organizational change initiative - Studer Group(r)'s Evidence-Based Leadership (EBL) - in two large, US health systems by comparing and contrasting the factors associated with successful implementation and sustainability of the EBL initiative.\nDesign/methodology/approach: This comparative case study assesses the responses to two pairs of open-ended questions during in-depth qualitative interviews of leaders and managers at both health systems. Qualitative content analysis was employed to identify major themes.\nFindings: Three themes associated with success and sustainability of EBL emerged at both health systems: leadership; culture; and organizational processes. The theme most frequently identified for both success and sustainability of EBL was culture. In contrast, there was a significant decline in salience of the leadership theme as attention shifts from success in implementation of EBL to sustaining EBL long term. Within the culture theme, accountability, and buy-in were most often cited by interviewees as success factors, while sense of accountability, buy-in, and communication were the most reported factors for sustainability.\nOriginality/value: Cultural factors, such as accountability, staff support, and communication are driving forces of success and sustainability of EBL across both health systems. Leadership, a critical factor in several stages of implementation, appears to be less salient as among factors identified as important to longer term sustainability of EBL.\n", "role": "assistant" } ]
Incorporating aleatory and epistemic uncertainties in the modelling of construction duration	[ "Aleatory uncertainty", "Epistemic uncertainty", "Construction duration", "Prediction", "Bayesian model averaging", "Monte Carlo simulation", "Fuzzy logic" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Over the past few decades, the quest to improve on subjective nature, and hence accuracy of conventional construction duration prediction methods such as detailed analysis of work to be done, and deducing from the client's brief and available project information, resulted in the development of project scope-based construction duration prediction models (such as Bromilow, 1969; Bromilow et al., 1980; Ireland, 1983; Kaka and Price, 1991; Yeong, 1994; Chan and Kumaraswamy, 1995; Chan, 1999; Ng et al., 2001; Choudhury and Rajan, 2003; Burrows et al., 2004; Love et al., 2005; Ogunsemi and Jagboro, 2006; Chen and Huang, 2006; Forsythe et al., 2010; Irfan et al., 2011; Guerrero et al., 2014).Notwithstanding the objective and quick-to-use nature of project scope-based models though, non-inclusion of the effect of managerial/qualitative construction duration influencing factors posed remarkable shortcoming to their accuracy, resulting in further development of project scope and qualitative factor combining multifactor models (e.g. Khosrowshahi and Kaka, 1996; Chan and Kumaraswamy, 1999; Dissanayaka and Kumaraswamy, 1999; Chan and Chan, 2002; Blyth et al., 2004; Hoffman et al., 2007; Ahmadu et al., 2015).In more recent times, however, following growing concern of researchers (Lorterapong and Moselhi, 1996; Trofin, 2004; Song et al., 2005; Nguyen et al., 2013; Okmen and Oztas, 2014) over the presence of uncertainties in construction activities and their resultant impact on the accuracy of predicted durations, research efforts now focus on developing models which incorporate impact of uncertainty into its construction duration predictions.Uncertainty is a situation in which there exists a lack of exact knowledge in relation to a given circumstance (Flanagan and Norman, 1993; Uusitalo et al., 2015). From existing literature (Lorterapong and Moselhi, 1996; Guyonnet et al., 1999; Blair et al., 2001; Mohamed and McCowan, 2001; Maskey, 2004; Darbra et al., 2008; Uusitalo et al., 2015), it is evident that uncertainty occurs either as a result of inherent randomness/natural variability of uncertainty variables (aleatory uncertainty) or as a result of incomplete/imperfect knowledge about uncertainty variables (epistemic uncertainty).While considerable research efforts have been made to incorporate impact of uncertainties into construction duration predictions via development of models which incorporate aleatory uncertainties (e.g. Wang and Demsetz, 2000; Song et al., 2005; Nguyen et al., 2013; Okmen and Oztas, 2014; Moret and Einstein, 2016; Ballesteros-Perez, 2017; Karabulut, 2017), few attempts have equally been made to incorporate impact of uncertainties into construction duration predictions via development of models which incorporate epistemic uncertainties (e.g. Loterapong and Moselhi, 1996; Maravas and Pantouvakis, 2011).Nonetheless, because researchers (Blair et al., 2001; Chen et al., 2003; Maskey, 2004; Li et al., 2007) have observed that; \"uncertainty manipulation through individual techniques may not be feasible in real-world situations when different information qualities exist for various parameters\", it is obvious that aforementioned existing attempts do not provide accurate/realistic incorporation of uncertainties into construction duration predictions, since they can only facilitate individual manipulation/treatment of uncertainties. It is also clear that a model which incorporates both aleatory and epistemic uncertainties will permit combined manipulation of uncertainties, and hence a more realistic incorporation of uncertainty into construction duration predictions.As no attempt to incorporate both uncertainties into construction duration prediction model exists in literature, how both aleatory and epistemic uncertainties can be incorporated into construction duration predictions therefore constitute a question for the construction industry. This study aims to develop a model which incorporates impact of both aleatory and epistemic uncertainties into construction duration predictions, in a manner that is consistent with the nature/quality of information available about various factors which bring about uncertainties.The paper is structured into six sections. The second section accentuates the nature of uncertainty. The third section reports the research methodology. The fourth section presents the results and discussion, while the fifth section explains how the developed model was tested. In the final section, the paper concludes with a summary of findings, limitations and implications for future research.\n2. Nature of uncertainty: Uncertainty/lack of exact knowledge is contingent on the quality/nature of information available about a given circumstance/uncertainty variable (Lorterapong and Moselhi, 1996; Guyonnet et al., 1999; Blair et al., 2001; Mohamed and McCowan, 2001; Maskey, 2004; Darbra et al., 2008; Migilinkas and Ustinovicious, 2008; Uusitalo et al., 2015). When uncertainty results from the fact that information available about a given circumstance/uncertainty variable is inconsistent/varies and equally likely, it is referred to as aleatory uncertainty. Likewise, when uncertainty results from the fact that information available about a given circumstance/uncertainty variable is vague/inadequate, it is referred to as epistemic uncertainty (Pan et al., 2011; Uusitalo et al., 2015; Behrouz and Alimohammadi, 2018; Mishra et al., 2019).According to Song et al. (2005), identifying uncertainty and understanding its nature are the first steps toward modelling and reducing uncertainty. This is understandable, as the approach/method for dealing with uncertainty when it takes the form of aleatory uncertainty differs from the approach/method for dealing with uncertainty when it takes the form of epistemic uncertainty. Specifically, as outlined by researchers (Blair et al., 2001; Mohamed and McCowan, 2001; Chen et al., 2003; Maskey, 2004; Li et al., 2007; Darbra et al., 2008; Pan et al., 2011), two main methods exist for dealing with uncertainty: probability theory/analysis and possibility theory. Probability theory is most suitable for dealing with aleatory uncertainties, while possibility theory is most suitable for dealing with epistemic uncertainties.\n3. Research methodology: 3.1 Data collection\n4. Results and discussion: 4.1 Bayesian model averaging of the duration estimation component\n5. Testing the model: Making use of data not used in the model development process (10% data set aside from the study's data), the developed model was tested by comparing its predictions with the actual duration estimates. Specifically, in order to ascertain the level to which the incorporation of uncertainties improved/increased the accuracy of the model's predictions, the comparison was done in two stages, namely:Comparing actual duration estimates with the model's predictions for only the duration estimation component, andComparing actual duration estimates with the model's predictions for the complete model.For the purpose of the complete model's predictions, relevant information available about projects contained in the 10% data formed the basis for uncertainty factors selected as well as the manner in which they were classified (either aleatory or epistemic). Table 6 presents a summary of results of the independent samples t-test and MAPE carried out/computed for the two stages of comparison.As shown in Table 6, for the first stage of comparison, the results of the independent samples t-test revealed that variability in the duration estimation component's predictions and the actual duration estimates is not significantly different (equal variance can be assumed) and there is no statistically significant difference between the means of the two sets of estimates (0.839 > 0.05 and 0.537 > 0.05, respectively). However, the mean difference between the sample means of the two sets of estimates (31.3) shows that predictions made using the duration estimation component only, fall short of the actual duration estimate by as much as 31 days. This clearly justifies the relatively high mean absolute percentage error of 9%, which characterises the duration estimation component model as shown in Table 6.For the second stage of comparison as shown in Table 6, the results of the independent samples t-test also revealed that variability in the complete model's predictions and the actual duration estimates is not significantly different (equal variance can be assumed) and there is no statistically significant difference between the means of the two sets of estimates (0.886 > 0.05 and 0.956 > 0.05, respectively). Unlike the first stage of comparison, however, the mean difference between the sample means of the two sets of estimates (-2.833) and the mean absolute percentage error (0.02) both corroborate the results of the independent samples t-test as they reveal that predictions made using the complete model will exceed the actual duration estimate by only two or three (3) days, representing a very small percentage error of 2% compared to that of the duration estimation component.\n6. Conclusion: This paper developed a construction duration prediction model capable of incorporating impact of both aleatory and epistemic uncertainties into construction duration predictions, in a manner that is consistent with the nature/quality of information available about various factors which bring about uncertainties. The developed model comprises two components: a duration estimation component which provides the model's estimated duration, using cost, GFA and number of floors as predictors; and an associated uncertainty computation component which provides an estimate of the uncertainty-related duration expected to influence the estimated duration, using uncertainty factors as predictors.The model makes use of a hybrid of probability theory and possibility theory to facilitate incorporation of aleatory and epistemic uncertainties into construction duration predictions. In addition, to make the model highly easy to use, a GUI was designed and implemented for it, using MATLAB programming language. Assessment of the model's predictive accuracy revealed that without the incorporation of impact of aleatory and epistemic uncertainties, errors in the model's predictions could be as high as 9%. However, when the impact of both forms of uncertainties is incorporated, errors in the model's predictions could be reduced by as much as 7%. Although this 7% error reduction may vary depending on the number of uncertainty factors considered likely to occur in a given project as well as the manner in which information available about them required them to be classified (either as aleatory or epistemic), it is clear that the model's ability to incorporate both forms of uncertainty improves the accuracy of duration predictions made using it. Similar to previous studies which have developed prediction models (e.g. Guerrero et al., 2014), differences regarding validation methodology, sample size and type of buildings used prevented comparison of the developed model's accuracy against previous works and existing knowledge.Much like the use of several other previous construction duration prediction models is limited in some way, however, this model was developed using a particular type of building projects (TETfund building construction projects), and so its use is limited to projects with characteristics similar to those used for its development. Additionally, as there could be very complex situations in reality where correlation may exist among the uncertainty factors considered, more research is required to incorporate this correlation and hence verify the effect which it may have on the accuracy of the model.\n", "role": "user" }, { "content": "Purpose: This study aims to develop a model which incorporates the impact of both aleatory and epistemic uncertainties into construction duration predictions, in a manner that is consistent with the nature/quality of information available about various factors which bring about uncertainties.\nDesign/methodology/approach: Data relating to 178 completed Tertiary Education Trust Fund (TETfund) building construction projects were obtained from construction firms via questionnaire survey. Using 90% of the data, the model was developed in the form of a hybrid-based algorithm implemented through a suitable user-friendly graphical user interface (GUI) using MATLAB programming language. Bayesian model averaging, Monte Carlo simulation and fuzzy logic were the statistical methods used for the algorithm development, prior to its GUI implementation in MATLAB. Using the remaining 10% data, the model's predictive accuracy was assessed via the independent samples t-test and the mean absolute percentage error (MAPE).\nFindings: The developed model's predictions were found not statistically different from those of actual duration estimates in the 10% test data, with a MAPE of just 2%. This suggests that the model's ability to incorporate both aleatory and epistemic uncertainties improves accuracy of duration predictions made using it.\nResearch limitations/implications: The model was developed using a particular type of building projects (TETfund building construction projects), and so its use is limited to projects with characteristics similar to those used for its development.\nPractical implications: The developed model's predictions are expected to serve as a useful basis for consultancy firms and contractor organisations to make more realistic schedules and benchmark measures of construction period, thereby facilitating effective planning and successful execution of construction projects.\nOriginality/value: The study presented a model which permits combined manipulation of aleatory and epistemic uncertainties, hence ensuring a more realistic incorporation of uncertainty into construction duration predictions.\n", "role": "assistant" } ]
The dual opening to brand heritage in family businesses	[ "Brand heritage", "Branding", "Corporate communication", "Corporate identity", "Family business", "History", "Family firms", "Germany", "Sweden" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Communication of company history seems to increase in popularity. Delahaye et al. (2009) have identified corporate history as a specific literary genre that has given rise to the emergence of specialised producers of corporate histories. They recognize the importance of the genre and its outcomes for the shaping of corporate identity and communications.While many firms use corporate history statements in their communication, the content, purpose and outcomes of these can differ. When companies emphasize history in their communication, it is reasonable to conclude that it is conceived as more than an interesting background in firm presentations. Rather, the past is seen as a foundation that has important implications for the present and future company, its strategy, customers and products. The empirical phenomenon of historical references as an aspect of branding has resulted in a number of recent research contributions. Suddaby, Foster and associates (Suddaby et al., 2010; Foster et al., 2011), drawing upon the resource-based view of the firm, refer to social memory assets that firms construct through historical narratives in order to obtain competitive advantage. Similarly, Balmer, Urde and Greyser (Balmer, 2011a, b; Urde et al., 2007, Greyser et al., 2006) have elaborated on the concepts of corporate heritage identity and heritage brands. They describe how companies can rely on history to formulate the corporate brand and, moreover, specifically focus on how history is instilled in the present and future of the business to provide brands with foundation, relevance and distinction. In the present paper, we focus particularly on brand heritage and heritage branding from a family business perspective. Being hybrid identity organizations, family businesses are often characterized by the history of the family and the company being entwined. We suggest that this entwinement provides a particular basis for firms to uncover, activate, and nurture (Urde et al., 2007) heritage-based corporate identities and brands. In the paper we seek to uncover why and how the combination of family and company history creates idiosyncratic value in these processes.Our discussion is informed by the literatures on corporate marketing, family business, and the use of history in organizations. Specifically, we relate to the literature on brand heritage and the notion of hybrid identities, which reveal how seemingly disparate identities can coexist in an organization. Methodologically we iterate between the conceptual discussion and observations from family business practice; ultimately generating a typology of how the duality of family and business histories reveal a variety of options in regards to uncovering, activating, and nurturing brand heritage.By combining the family business and the marketing literature we aim to contribute to both fields. We believe that the fields offer rich opportunities for cross-fertilization. In particular we want to expand existing knowledge on how the history of family businesses and their owners can be used in marketing and the consequences of this. One outcome of the paper is the illustration of how family and company history can interplay to generate idiosyncratic and competitive corporate heritage identities and branding. The paper contributes to family business practice as it clarifies further the inherent potential of the family in marketing the family business.\nHistory in marketing and branding: While business history is well-established as an academic discipline, it has often been criticized for being overly empiricist (Clark and Rowlinson, 2004). More recently, however, business scholars have increasingly recognized the potential for cross-fertilization between organizational theory (Kieser, 1994) or marketing (Urde et al., 2007), and history. Also business historians now realize that their work has potential of informing theory and practitioners' decision making (Clark and Rowlinson, 2004). One current stream of management and marketing research, emphasizes how history is actually referred to, used and communicated by organizational members (e.g. Balmer, 2011a; Blomback and Brunninge, 2009; Brunninge, 2009; Carroll, 2002; Delahaye et al., 2009; Suddaby et al., 2010; Urde et al., 2007). This research focuses on how members perceive and communicate the history of their organization. The emphasis shifts from history as it has actually occurred to conceptions of history as they are constructed in hindsight. For example, research reveals how organizations relate to history by remembering past events (Ericson, 2006), purposefully relating to them and telling stories to justify strategic agendas or reach other objectives (Brunninge, 2009). Suddaby et al. (2010) identify three areas where rhetorical constructions of history can be key resources, namely in conferring legitimacy, conferring identity and facilitating strategic change. In order to fit with organizational and individual agendas these constructions can be highly selective. They may even deliberately modify actual historical events (Rowlinson and Hassard, 1993) or include making up of history; so-called invented tradition (Hobsbawm and Ranger, 1992).In the marketing literature, history appears recurrently in contributions on corporate identity and branding where it is identified as one facet that can influence the direction of identity work (Blomback and Brunninge, 2009; Melewar, 2003; Melewar and Karaosmanoglu, 2006; Moingeon and Ramanantsoa, 1997). Corporate identity management and corporate branding indicates reflective processes were the firm's essence and distinction is elaborated (see Van Riel and Balmer, 1997; Balmer and Greyser, 2006; Balmer, 2008). In that process, history is one of many dimensions of identity that can be selected as a basis for communication and positioning. One argument for employing a firm's history in defining identity and brand communications is its inherent uniqueness which makes it difficult to imitate (Barney, 1991). Researchers have specifically revealed how constructions of history have been used to build corporate brands and to construct a corporate identity that can be communicated to external stakeholders (Lundstrom, 2006; Urde et al., 2007). In view of this, the notion of brand heritage and heritage branding is of primary interest.History and heritage in corporate branding\nFamily business and brand heritage: The importance of family-owned and managed businesses for the world's economy, in terms of number of firms and business success, has promoted development of a distinct field of research in business administration (Smyrnios et al., 1998; Andersson and Reeb, 2003; Martinez et al., 2007). Fundamentally, family businesses are distinctive because of the overlapping of the family system with ownership and management systems (Aronoff and Cawly, 1990; Gersick et al., 1997; Pieper and Klein, 2007), although the degree of overlap differs between firms.Researchers emphasize that family businesses have access to a particular portfolio of resources and capabilities, which derives certain behaviors and opportunities (Habbershon et al., 2003; Irava and Moores, 2010). Examples of such resources and outcomes include extensive social capital (Arregle et al., 2007), focus on non-financial objectives (Corbetta and Salvato, 2004; Gomez-Mejia et al., 2011), long-term orientation (Le Breton-Miller and Miller, 2006), high levels of employee care, high wages, strong motivation among employees (e.g. Habbershon and Williams, 1999), and high levels of organizational trust (Steier, 2001). However, some family business features - like simultaneous roles, shared identity, common history, private language, meaning of the company - can render both positive and negative outcomes (Habbershon et al., 2003; Tagiuri and Davis, 1996).From a corporate marketing perspective it would seem that these distinct company characteristics could be important in the planning of communications and comprehension of corporate identity and brands (see Balmer and Gray, 2003; Melewar and Karaosmanoglu, 2006). Alluding to familiarity and a personal touch (e.g.: \"from our family to yours\") the family could be one way of distinguishing a firm and its offer. Despite an enormous and varying body of marketing literature, particular attention has only recently been paid to the special circumstances of marketing in family businesses (Blomback and Ramirez-Pasillas, 2012; Craig et al., 2008; Parmentier, 2011; Reueber and Fischer, 2011).Hybrid identity and history\nRoutes to family business brand heritage: It might seem rather obvious to provide an account of the company's history on the corporate web site. For family firms, though, the overlapping spheres of family and business indicate important questions in regards to what history is actually addressed. Broadly speaking, the hybrid identity of family businesses implies that such accounts can refer to history relating either to the family, the business, or a combination of the two. We call this dimension of historical accounts the identity frame as it addresses the identity/identities of the family business that history is related to.In addition to identity, the temporal perspective of the historical account is crucial for its implications for branding. As Urde et al. (2007) underline, heritage, in contrast to mere history, is not only concerned with the past, but also with the present and the future. The past is made relevant by addressing what it means and implies for the company, its products and customers of today and tomorrow. Hence, references to history can be characterized based on the historical time frame, i.e. whether they reflect the past without articulating its influence on the present or the future (history) or reflect the past in a way that is meaningful to define the family business of today and tomorrow (heritage).Based on these two dimensions (identity frame and historical time frame) we craft a typology where the distinction between history and heritage represents the vertical axis and the notion that family businesses represent hybrid identities is represented by the horizontal axis (see Figure 1). Combining these two aspects of history communication in family businesses we arrive at six general approaches for how family businesses can include history as part of their corporate identity and branding. The six approaches represent ideal types that we illustrate with company examples. By definition, examples from practice never correspond to conceptually-derived ideal types in a perfect manner. Yet they illustrate how companies employ different approaches to communication, characterized by different foci within the identity frame and time frame in their communication of history. Following the typology presentation we discuss its implications for brand heritage and heritage branding.Empirical illustrations\nDiscussion and conclusion: The aim of this paper was to disclose why and how the combination of family and company history implies idiosyncratic opportunities in regards to brand heritage. By connecting family business features to the five facets of brand heritage (Urde et al., 2007) we have argued that the presence of a family identity and history is a promising basis and an additional point of departure for brand heritage. Further, we have elaborated on the complexity and opportunities inherent in family businesses in that they can either communicate the family and company history separately, or integrate the two. Our typology illustrates the different opportunities for communication and through illustrations we have shown how the communication types are enacted in practice. We now turn to end the paper with a discussion of the implications of our findings and suggestions for further research related to the topic.The typology presented above, outlines six types of including history in the corporate communications of family business. In practice, companies will usually not perfectly represent any of these types. Rather, aspects of several types can be interwoven. For example, a company can present the history of the family in one page and uncover and maintain brand heritage for the business as a whole on another page. We also find examples of how businesses skip between different styles of communication in the same accounts - in the beginning of a timeline succinctly presenting business events and towards the end using a different narrative style, using first names and referring to detailed stories, including individual family members. The typology is nevertheless a useful starting point to consider the branding of family businesses, how the family and business identities are integrated as well as how and which history is emphasized. The examples we present are different in how much family history is mentioned and also how much heritage is in focus. Coming from a brand heritage and heritage branding approach we do suggest that, since heritage is valuable, companies that have brand heritage should attempt to portray and exploit this. When it comes to family history and the heritage opportunities we identify in referencing this in corporate communications the discussion needs to be more nuanced and reflected.When the family is clearly imbued in the business communication it becomes part of the corporate brand. This can, for example, have repercussion on brand value in the case of selling the firm to another family or non-family owner(s), or in the exclusion of the family from the daily operations. Moreover, the inclusion and use of individual family members in corporate communications can be discussed from the individual's as well as business' perspective. The individual might have integrity concerns, and the business takes a risk in relating or even building the brand on individuals who might behave improperly. In summary, there is not one best or preferred type of communication, or combination of types. Each company or individual needs to carefully consider what consequences the choice of type will have.In our search for the six types of historical references in family business practice we found that it seems to be very common to address historical issues even for small firms. We find indications that many firms create dutiful presentation of history to adhere to what has become a taken-for-granted standard in company presentations. While anecdotal in terms of evidence, our study supports the suggestion that historical references have become institutionalized (see Foster et al., 2009). This finding applied in the Swedish and German context. Presenting history without making explicit linkages to present or future thus seems to be a minimum level of referring to the past in company presentations. The past is regarded as relevant in the sense that it is considered to be necessary background information about the company and potentially also the family. Such a presentation has primarily a biographical character that is used to show who the organization is, i.e. its identity. However, there are also companies that go beyond a mere presentation of history. They either explicitly establish linkages between past and present (and potentially future) or they present history in a way that implicitly conjures up its relevance for the contemporary organization and its products.Further research\n", "role": "user" }, { "content": "Purpose: - This paper seeks to uncover why and how the combination of family and company history in family businesses implies idiosyncratic opportunities in the process to uncover, activate, and nurture heritage-based corporate identities and brands.\nDesign/methodology/approach: - The discussion is specifically informed by the literatures on brand heritage, family business, and the notion of hybrid identities. To illustrate this typology of history communication in family businesses the paper relies on web site observations in Sweden and German-based family businesses.\nFindings: - Based on the construct of brand heritage, the paper clarifies why the entwinement of family and business provides fertile ground for brand heritage. The presentation of a typology of ways to communicate family, business and family business history respectively further reveals the varying openings and practices of family businesses in this area.\nResearch limitations/implications: - The paper primarily takes an external marketing orientation and is conceptual.\nPractical implications: - The distinction of two sources of brand heritage in family businesses and the typology of approaches to reflect history in corporate communications should be of interest for practitioners. The findings can serve as an eye-opener and instrument in the planning of strategic marketing.\nOriginality/value: - The paper focuses on brand heritage and heritage branding from a family business perspective. Being hybrid identity organizations, characterized by entwinement of family and company history, family businesses offer particular perspectives to the heritage brand discussion.\n", "role": "assistant" } ]
Transformational leadership, knowledge sharing, organizational climate and learning: an empirical study	[ "Transformational leadership", "Organizational climate", "Knowledge-sharing behavior", "Organizational learning" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: There is increasing recognition that the capacity of an organization depends on the learning potential of its workforce. Accelerated globalization of the workforce requires more innovative approaches to overcome barriers impacting organizations. The emphasis on individuals' improvement that influences an organization's strategic direction contributes to an understanding of organizational learning as a way to manage the relationship between organizational and individual capabilities (Dimitriades, 2005).\nTheory and hypotheses development: In this section, the researchers introduce the definitions of each variable and review the literature and examine the relationships among transformational leadership, organizational climate, knowledge-sharing behavior and organizational learning. The mediating role of organizational climate and knowledge-sharing behavior is also discussed.Definitions\nMethodology: The sample and data collection\nResults: Preliminary data analyses\nDiscussion and implications: In this study, the researchers examined the relationships among transformational leadership, organizational climate, employees' knowledge-sharing behavior and organizational learning. The findings provide evidence that (1) transformational leadership directly affected organizational climate, knowledge-sharing behavior and organizational learning, (2) organizational climate was positively associated with knowledge-sharing behavior, (3) knowledge-sharing behavior connected to organizational learning and (4) knowledge-sharing played a mediating role in linking transformational leadership and organizational learning. The findings support previous studies on the relationship among leadership, climate, knowledge sharing and organizational learning (Birasnav, 2014; Nugroho, 2018; Sarros et al., 2008). When employees' perceptions of leadership and organizational climate are positive, they show higher commitment to knowledge sharing and organizational learning.This study enriches the literature in several ways. First, this study contributes to organizational research by providing empirical evidence of how transformational leadership contributes to promoting organizational climate, knowledge sharing and organizational learning. The results of the study indicate that transformational leadership not only relates to organizational climate but also influences employees' behavior and learning. In other words, transformational leaders could encourage employees to share their knowledge and maintain and increase organizational learning while fostering the organizational climate. This finding emphasizes the role of leaders in creating supportive work environments and reinforcing employees' positive outcomes related to knowledge and learning.This study also investigated the relationships among organizational climate, knowledge-sharing behavior and organizational learning. As per previous studies, our study supported the relationships between organizational climate and knowledge-sharing behavior and between knowledge-sharing behavior and organizational learning. Interestingly, organizational climate did not significantly affect organizational learning. It may be that participants in this study perceived that the organizational climate alone was not supportive enough for their organizational learning process and experiences. This interpretation implies the notion that understanding the value employees place on their learning experience at the organizational level may be an important factor when establishing and maintaining the organizational climate and atmosphere. However, organizational climate directly affected knowledge sharing and was positively related to employees' organizational learning through their knowledge-sharing behavior. When the organizational climate encourages employees to pay attention to, acquire, sustain and grow knowledge, they may have more opportunities to share their knowledge, which could be connected to their organizational learning experience.The findings of this study inform practitioners in several practical ways and can help them implement interventions in their organizations. First, given the positive effect of transformational leadership on organizational climate, knowledge-sharing behavior and organizational learning, organizations should make significant efforts to develop and enhance transformational leadership within their organizations. Providing relevant training programs and actively implementing supportive systems for leadership will enhance the organizational climate. In addition, the findings of the study show that the effects of transformational leadership on knowledge-sharing behavior and organizational learning are stronger when they are mediated by a knowledge-sharing climate. This implies that if organizations foster a supportive climate in knowledge sharing, employees are more likely to repay them by being more engaged in sharing their knowledge and by transferring and expanding organizational learning.Another practical recommendation is that organizations need to pay attention to maintaining and strengthening employees' knowledge-sharing behavior, which is positively influenced by organizational efforts (i.e. leader support and supportive organizational climate). For instance, organizations could consider either creating or modifying policies and systems (e.g. incentives for knowledge-sharing) to link employees' knowledge-sharing behavior to organizational learning to create sustainable organizations. By formalizing knowledge-sharing-related events and sessions, organizations could encourage employees to share their experience and learning and allow them to identify better ways of improving the current working practices.In addition, organizations may consider checking the status quo for knowledge sharing within their organizations and design environments that help employees and teams foster, support and share tacit work knowledge, as well as explicit knowledge. Specifically, organizations could facilitate online and off-line environments for knowledge sharing where any work-related ideas, opinions and discussions are welcome. These efforts will lead to learning at the organizational level, which, in turn, could lead to relevant value creation and new knowledge to promote organizational competitiveness.\nLimitations and future research: There are several limitations in this study that are worthy of further investigation. First, the cross-sectional nature of a research design and data collected at a single point in time does not allow conclusions about the causal direction of relationships. Therefore, future studies can adopt a longitudinal design to examine the causal links of the variables. Second, there is a potential for common method bias since all the variables were measured from only one source: a survey. To minimize potential bias, procedural remedies were adopted such as protecting the anonymity of respondents, counterbalancing the question order and reducing evaluation apprehension by informing respondents that there was no right or wrong answers (Podsakoff et al., 2003). In addition, although the potential bias of common method variance was addressed by examining Harman's single-factor test, future research would be strengthened if data were collected from multiple sources.Finally, this study was conducted in private organizations in Korea, which could somewhat limit the generalizability of the findings of this study to other populations in different businesses and cultural contexts. Thus, more cross-cultural and national comparison research is recommended. Moreover, a multilevel analysis of organizational climate could be conducted to see the different responses from various members of the group, division and organization.\n", "role": "user" }, { "content": "Purpose: This study examined the relationships among transformational leadership, organizational climate, employees' knowledge-sharing behavior and organizational learning.\nDesign/methodology/approach: Data were collected from 282 responses from multiple companies in South Korea. Descriptive statistics and correlations were provided. The structural equation modeling was primarily used to test the proposed hypotheses and model comparisons.\nFindings: The results indicated direct effects of transformational leadership on organizational climate, knowledge-sharing and organizational learning. In addition, organizational climate was positively related to knowledge-sharing behavior. Finally, knowledge-sharing behavior was found to affect organizational learning and to be a mediator in linking transformational leadership and organizational learning.\nResearch limitations/implications: This study contributes to the literature on the role of leader's support to enhance employees' outcomes related to knowledge and learning. By investing different antecedents of organizational learning, this study will help scholars and professionals pay more attention to organizational learning, its process and outcomes, which can promote organizational effectiveness and next outcomes from organizational learning.\nPractical implications: Organizations need to pay continuous attention to maintaining and strengthening employees' knowledge-sharing behavior and learning, which is positively influenced by organizational efforts (i.e. leader's support and supportive organizational climate).\nOriginality/value: The significance of this study is that the findings add to the academic work on organizational learning by empirically examining how leadership and organizational climate factors influence knowledge and learning outcomes and through which mechanisms.\n", "role": "assistant" } ]
The role of anticipated emotion, desire, and intention in the relationship between image and shopping center visits	[ "Shopping centres", "Shopping", "Consumer behaviour" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: An important topic in retailing is predicting the frequency at which consumers will visit a shopping center. The importance of frequency of shopping center visits is evidenced by:* its use as a dependent variable in a number of studies (Nevin and Houston, 1980; Roy, 1994); and* its potential impact on shopping center sales, i.e. a greater frequency of visits to a shopping center should result in greater sales.One factor that has been associated with increasing frequency of visits to a shopping center is shopping center image. Finn and Louvier (1996) offer evidence that image of a shopping center influences its inclusion in consumers' consideration sets and its choice. While a number of studies have examined shopping center image (Howell and Rogers, 1980; Nevin and Houston, 1980), little is known as to factors that intervene between image and shopping center visits. We assert that identifying intervening variables in the process by which image influences shopping center visits is important, and provide an initial foray into this area of inquiry.\nLiterature review: The theoretical basis of our intervening variable tests is based upon attitude theory. For example, the model of goal directed behavior (MGB) proposed by Perugini and Bagozzi (2001) broadens and deepens traditional attitude theories (i.e. the theory of reasoned action and the theory of planned behavior) by identifying a mediator, desires (i.e. motivation) and including the expected emotional consequences of achieving or not achieving a goal. The theory of reasoned action suggests that attitude's impact on behavior is mediated by intentions (Eagley and Chaiken, 1993; Fishbein and Ajzen, 1975; Perugini and Bagozzi, 2001). A limitation of the theory of reasoned action is its focus on volitional behaviors. The model was not designed to explain non-volitional behaviors. The theory of planned behavior expands the theory of reasoned action by including perceived behavioral control (i.e. is the person able to accomplish the behavior). Including perceived behavioral control allows the model to explain volitional and non-volitional behaviors (Ajzen, 1991; Eagley and Chaiken, 1993). The MGB expands the theory of planned behavior in two ways. First, some research suggests that intention does not contain a motivational component (Bagozzi, 1992). Such research suggests that an individual could form an intention without having the motivation to act upon that intention. Inclusion of a motivation component would therefore improve the predicative ability of the model. Incorporating desires as a mediator between attitude and intention represents that motivation (Perugini and Bagozzi, 2001). Second, research suggests that anticipated emotions play a role in the relation between attitude and behavior. Anticipated emotions are the expected emotional consequences of achieving or not achieving a goal. Research suggests that when a consumer considers a goal, anticipated emotions influence the level of motivation for that goal. In the MGB, anticipated emotions are positive when associated with achievement of a goal and negative when associated with not achieving a goal. Thus, evidence suggests desire is influenced both by the expected emotions of achieving and not achieving a goal. The addition of desire as a mediator and anticipated emotions as explanatory variables are key differences between the MGB and the more traditional attitude models.The purpose of this manuscript is to identify variables which intervene between image and shopping center visits. As such, not all components of the attitude models are hypothesized to impact this relationship, thus these variables are not included in this manuscript.\nConceptual development: Frequency of shopping center visits, shopping center image, and attitude\nMethods: Measures\nResults: A two step method was used to analyze the data (Anderson and Gerbing, 1988). Although the chi-square was significant (kh2(N=195)=60.50, df=38, p<0.05), the other fit indices indicated acceptable fit of the measurement model (CFI=0.99, NFI=0.97, TLI=0.98, GFI=0.95, AGFI=0.91, RMSEA=0.06). The parameter estimates were all significant as well.Satisfactory discriminant and convergent validity was obtained for all measures. Reliability measures, using Cronbach's (1951) method, were all between 0.80 and 0.95 and are reported along the diagonal in Table I. Composite reliability scores, using Fornell and Larcker's (1981) method, ranged from 0.83 to 0.95 and are reported above the diagonal in Table I. Discriminant validity was evidenced by using Fornell and Larcker's (1981) test of average variance extracted. The average variance extracted exceeded the squared correlation of any pair of variables. Average variance extracted ranged from 0.628 for positive anticipated emotions to 0.914 for intention to visit a shopping center. The highest squared correlation was 0.624 for desire to visit a shopping center and intention to visit a shopping center. Fornell and Larcker (1981) suggest that if average variance extracted scores exceed squared correlations it is strong evidence of discriminant validity.Testing hypotheses\nDiscussion: The results first offer evidence that the model reported herein is supported by the data. We were also encouraged by the empirical support for our assertion that shopping center image influences positive anticipated emotions. Further results suggest that the impact of shopping center image on desire to visit a shopping center occurs directly and indirectly through positive anticipated emotions. Consistent with the MGB (Perugini and Bagozzi, 2001), the relationship between shopping center image and intention to visit a shopping center is mediated by desire to visit a shopping center. Finally, intention to visit a shopping center directly impacts the frequency of visits to a shopping center.\nImplications: This study offers guidance to retailers. Results suggest that shopping center image impacts motivation through positive anticipated emotions. Therefore, shopping center managers are offered two opportunities for increasing motivation to shop at their shopping center. First, they could focus on creating an exciting and happy experience while shopping in their shopping center which should increase the level of positive anticipated emotions associated with their shopping center. Second, retailers could increase positive anticipated emotions by enhancing perceptions of shopping center image. Research suggests that entertainment could help increase the positive emotions anticipated at shopping centers (Sit et al., 2003). Based on the results of other studies, enhancing image could involve the addition of entertainment because evidence suggests it may be a part of image (Sit et al., 2003), and may be especially appealing to recreational shoppers who already have a propensity to visit shopping centers frequently (Roy, 1994). Shopping center image could also be enhanced by changing anchor stores (Finn and Louvier, 1996).Shopping center managers are offered guidance in terms of resource allocation. Shopping center image's influence on desire to visit a shopping center is partially mediated by positive anticipated emotions. Such findings suggest that communications should focus on emotional appeals to shoppers, relative to cognitive appeals. Research suggests that the type of appeal should be matched to whether the product is primarily affective or cognitive (Johar and Sirgy, 1991). In this case, the product is the shopping center.Our study makes two contributions to the retailing literature. A contribution of the study to the retailing literature is its identification of some of the variables intervening between shopping center image and frequency of store visits. While the relationship between frequency of store visits and shopping center image has been explored (Nevin and Houston, 1980), fewer studies have examined the process through which shopping center image impacts the frequency of visits.Another contribution is examining how a general attitude toward an object (i.e. shopping center image) influences motivation (desire to shop at a shopping center). Identifying the process through which attitude toward the object impacts behavior should expand MGB research to antecedent processes. The MGB was developed to model the influence of attitude toward the act on behavior (Perugini and Bagozzi, 2001). Our model presents shopping center image as an antecedent to the positive anticipated emotions used in the MGB.Limitations\nConclusion: This study holds practical and theoretical implications. By identifying the intervening variables through which shopping center image influences frequency of visits to a shopping center, shopping center managers and retailers can more efficiently create marketing materials. Examining the process holds theoretical implications for identifying antecedents to attitude models. As shopping center markets become more competitive, increasing the frequency of consumer visits to shopping centers will only grow in importance.\n", "role": "user" }, { "content": "Purpose: - The purpose of this paper is to identify variables that intervene in the relationship between shopping center image and frequency of visits to that shopping center. Variables investigated as intervening are desires, intentions, and positive anticipated emotions.\nDesign/methodology/approach: - The method uses a two wave mail survey. One wave gathers intentions and variables antecedent to intentions while a second wave gathers behavioral data.\nFindings: - Findings suggest that desire (i.e. motivation), intention, and positive anticipated emotions intervene between shopping center image and frequency of shopping center visits. Positive anticipated emotions are not emotions felt while shopping but are the expected emotional consequences of achieving a goal, in this case visiting a shopping center. Visiting a shopping center might be a goal in itself or it could be the means to goal attainment (e.g. shopping to get a product).\nResearch limitations/implications: - A limitation of the study is that results are aggregated across types of shopping centers and across respondent classifications.\nPractical implications: - Results provide evidence that desire, intention, and positive anticipated emotions intervene between shopping center image and frequency of visits to the shopping center. Implications for shopping center managers are guidance for allocating resources towards increasing desire, intention, and positive anticipated emotions.\nOriginality/value: - The value of this study is investigation of the process by which shopping center image impacts the frequency of visits to a shopping center. Focusing on this process should allow shopping center managers to more efficiently allocate resources. The value of this study is offering resource allocation guidance to shopping center managers.\n", "role": "assistant" } ]
A proposed new psychological model for judgement and decision-making: Integrating the tri-partite model with hemispheric difference	[ "Relational leadership", "Cognitive psychology", "Intelligence", "Shared leadership", "Cerebral hemispheres", "Judgement and decision-making" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: This paper considers the implications for leadership development of a proposed new psychological model based on the integration of two distinct fields of research in cognitive science and neuroscience, namely, judgement and decision-making in the heuristics and biases tradition, and in particular the dual-process theory of cognition and its development into a tri-partite model; and the differences between the distinct modes of attention supported by left and right cerebral hemispheres. It is suggested that decision-makers' performance in volatile or complex environments could be enhanced through the appropriate engagement of each among the expanded set of cognitive faculties identified in the model. Individual differences shown to correlate with leadership tend to divide into non-cognitive personality traits - primarily the Big Five but also further, narrower traits such as narcissism or Machiavellianism (Judge et al., 2002, 2009) - and cognitive ability, i.e., intelligence, primarily as measured by IQ tests (Hoffman et al., 2011), all of which remain relatively stable during adulthood, limiting the scope for developmental intervention. In contrast, the proposed model includes aspects of cognition that are not abilities, measured as maximal performance, but rather dispositions to reflect and to use qualitatively distinct modes of attention - typical modes of thought, the habitual, coordinated engagement of which might enhance decision-making. The significance of these \"cognitive traits\" for leadership development is that such reflective and deliberate interventions into the decision-making process occur at a conscious level and therefore might be systematically invoked, either through self-coaching or in organisational processes.\nThe dual-process theory of cognition: The starting point for the proposed new psychological model is the dual-process theory of cognition (Evans, 2008, 2010; Kahneman and Frederick, 2002, 2005; Stanovich, 2011). Kahneman (2011) introduced the concepts of fast and slow thinking to a popular audience and used dual-process theory to frame the four-decades-long research programme into cognitive heuristics and biases that he co-founded (Tversky and Kahneman, 1974). The generic theory (there are many variants; see the reviews of Evans, 2008, 2010) distinguishes two kinds of thinking. Fast thinking (System 1/Type 1/heuristic processing) comprises a set of autonomous processes including the emotional regulation of behaviour, specific innate responses that were adaptations to the human evolutionary environment, implicit learning, and rules or decision-making principles reduced to automaticity through repetitive practice. Fast thinking requires little mental effort and acts as the default means of making judgements or decisions. Slow thinking (System 2/Type 2/analytic processing) is in contrast relatively slow and effortful. One of the key functions of slow thinking is occasionally to override fast thinking in contexts in which the latter would produce an irrational response.\nThe tri-partite model: Stanovich (2009, 2011) develops the dual-process theory into a tri-partite model, distinguishing fast thinking, slow thinking as serial (or algorithmic) processing - the power of imagination required to simulate a hypothetical situation and work through it step by step so as to explore the consequences - and, as a separate component, the reflective mind. The latter encompasses such cognitive dispositions as collecting information, seeking alternative perspectives and taking time to reflect before making a decision, and calibrating the degree of confidence in one's judgement to the weight of evidence available (Stanovich et al., 2012). Slow thinking here is intelligence in the narrow sense of what IQ tests measure, in contrast with a broader concept of rationality - defined operationally by the tasks and effects studied in the heuristics and biases research programme - that also includes reflective thinking dispositions (Toplak et al., 2014). Performance on many of the tasks in the heuristics and biases literature shows relatively modest correlation with IQ (Stanovich and West, 2008; Stanovich, 2009).\nThe left and right cerebral hemispheres: This paper seeks to bring a new perspective to the challenges enumerated above, and to build on the above proposal deliberately to prompt reflective thinking, by integrating the tri-partite model with a distinct body of research from the field of cognitive neuroscience: hemispheric difference. McGilchrist (2010) presents a concise summary of decades of research into the distinct modes of attention of left and right cerebral hemispheres, the division of which he describes as \"offering the reciprocal possibilities of breadth and flexibility in apprehending the unpredictable and (as yet) unknown, versus the focus and precision required to grasp and use what is familiar and has already been prioritized as of interest\" (p. 324).\nIntegrating the tri-partite model and hemispheric difference: The tri-partite model distinguishes three kinds of thinking: autonomous thinking that results in fast intuitive judgements but subject to numerous biases; slower, more effortful thinking that supports the deliberate application of mental models or techniques or the simulation of hypothetical situations but that is prone to accept unchallenged the frame or model that was most strongly associated with the situation in fast thinking; and reflective thinking that prompts the need for deliberation but that also questions assumptions, seeks alternative perspectives, and considers the alignment between potential actions and overall goals. The cerebral hemispheres support two distinct modes of attention: the narrow, focussed attention of the left hemisphere that brings clarity and power by filtering out everything that does not fit a given model and by supporting detailed analysis of the parts and the causal relations between them; and the broad, vigilant, embodied attention of the right hemisphere that remains alert to what is new or unexpected and tolerant of ambiguity, that tends to question the received view and to seek and compare alternative perspectives, that supports a holistic appreciation including non-literal, non-verbal aspects of a situation, and that accesses and integrates the senses including one's own somatic and emotional states and perceptions of others' emotions and intentions.\nA proposed new psychological model: Fast thinking is supported by a set of neurological systems involving various parts of the brain including those in both left and right cerebral hemispheres. The integration of hemispheric difference does not change the view of fast thinking.\nImplications for leadership development: The proposed model suggests two themes for future research. The first follows Kahneman (2011) in identifying prompts for the engagement of these different cognitive faculties that can be incorporated into decision-making processes in an organisational context. Figure 1 illustrates a rudimentary decision-making methodology developed by the author for use in coaching and in group decision-making, comprising a dialogue-based process which traces through these distinct aspects, at each stage drawing from a set of questions and exercises which prompt that particular aspect of cognition (e.g. vigilance to what is new or unexpected may be prompted by asking: \"What surprises you about this situation?\"). In addition to prompting reflective thinking to avoid the various failure modes discussed above, this methodology aims to encourage greater self-awareness using both deliberately objective inquiry into one's own intentions and behaviour, and deeply subjective access to one's own relevant knowledge and experience through somatic and affective association; and to introduce techniques for generating alternative perspectives, both by systematically identifying and modifying the assumptions and relationships comprising a given frame, and by engaging analogical (or metaphorical) reasoning to import familiar inferential structure into unfamiliar situations.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to consider the implications for leadership development of a proposed new psychological model based on the integration of two distinct fields of research in cognitive science and neuroscience, namely, judgement and decision-making in the heuristics and biases tradition, and in particular the dual-process theory of cognition and its development into a tri-partite model; and the differences between the distinct modes of attention supported by left and right cerebral hemispheres.\nDesign/methodology/approach: The distinct fields of research are critically reviewed, the proposed new integrated conceptual framework is presented and compared with other relevant theory, and finally the implications for practice and the connection with contemporary leadership development theory are explored.\nFindings: It is suggested that decision-makers' performance in volatile or complex environments could be enhanced through the appropriate engagement of each among the expanded set of cognitive faculties identified in the proposed model, and that a decision-making methodology incorporating prompts to engage each of these aspects of cognition could be adopted by individuals or embedded in organisational processes.\nResearch limitations/implications: Potential connections for future research are suggested between the proposed new conceptual framework and existing theories concerning shared leadership in teams and reframing processes in a relational leadership context, and more comprehensive psychological theories of leadership incorporating relevant personality traits. Testable claims for future research are proposed, as the model is yet to be validated empirically.\nOriginality/value: This paper proposes a novel, integrated psychological model with potential relevance both as a conceptual framework for future research in contemporary leadership theory and as the basis for a decision-making methodology with practical application in leadership development.\n", "role": "assistant" } ]
Relaxation of employment protection and labour reallocation	[ "Difference in differences estimation", "Employment protection", "Labour reallocation", "Policy evaluation" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Employment protection legislation (EPL) is comprised of regulations that limit the employer's ability to dismiss the worker without delay or cost (Pissarides, 2001). In other words, EPL imposes legal restrictions on dismissals and on the compensation to be paid to workers by their former employer in the event of the termination of an employment contract (Boeri, 2011). Therefore it makes the work-force adjustments costly for the employer. One part of these adjustment costs includes transfers from the employer to the employee in the form of severance payments and the advance notice of termination. The other part of these costs can be considered as a tax which arise from the difficulties of dismissal (legislative provisions setting conditions under which a dismissal is justified) and the procedural inconveniences that the employer may face when starting the dismissal process (Belot et al., 2007). Thus, the tax part of the costs is not directly beneficial to the worker.\n2. Design of the control group: the institutional background and main trends in the Estonian and Lithuanian labour markets: Identifying the effects of the employment law reform on labour mobility requires an appropriate control group to capture the developments that would have taken place anyway without the reform. Since the new ECA was enacted in Estonia simultaneously and uniformly, it is difficult to identify a control group within Estonia. An alternative way of constructing a control group is to use people from some other countries. As the control group needs to be as similar as possible to the treatment group in terms of its pre-treatment characteristics and structure, the main candidates for constituting an appropriate control group for Estonia are the other Baltic countries, Latvia and Lithuania. As the economic and labour market dynamics are more similar between Estonia and Lithuania than between Estonia and Latvia, this paper uses Lithuanians as the control group.\n3. Data and methodology: 3.1 Data source\n4. Results: 4.1 Estimation results\n5. Conclusion: In this paper, we present new evidence for the effects of EPL on labour mobility. The aim was to estimate the effects of the relaxation of employment protection on labour reallocation by exploiting the employment law reform in Estonia in 2009. We use LFSs from Estonia and Lithuania and adopt a DID approach to identify the effects of the new EPL on labour reallocation in Estonia. The results show that the relaxation of EPL seems to have increased the reallocation and the probability of involuntary transitions out of employment. At the same time, we do not find any significant effects of this reform on the probability of hiring. Furthermore, subsequent to the reform the probability of job-to-job transitions seems to have decreased. However, according to the robustness test this reduction in job-to-job flows could not be considered as policy-relevant.\n", "role": "user" }, { "content": "Purpose: Employment law reform enforced in Estonia in mid-2009 provides a good opportunity to examine the outcomes of employment protection legislation (EPL). The purpose of this paper is to evaluate the effects of the reduction in EPL on labour reallocation.\nDesign/methodology/approach: The author exploits the micro-data of the Labour Force Survey to estimate the probabilities of one-year worker flows with probit models, and uses a difference in differences (DID) approach to identify the effects of the EPL reform.\nFindings: The author finds that the reduction in EPL seems to have increased the probability of transitions out of employment. At the same time, she does not find any significant effect of this reform on the probability of flows into employment. The evaluation also gives evidence of a lowered probability of job-to-job transitions resulting from the reduction in EPL.\nResearch limitations/implications: In this paper, the DID estimation is conducted by using Lithuanians as the control group for Estonians. However, it should be noted that this approach assumes strong similarities between these countries in order to obtain reliable estimates.\nOriginality/value: The findings of this paper raise the possibility that the reduction in EPL alone may not have been sufficient for achieving a better reallocation of labour and this is important to consider in the context of further developments in other labour market institutions.\n", "role": "assistant" } ]
Towards a service-dominant professional identity: An organisational socialisation perspective	[ "Servicing", "Professional services", "Socialization", "Public administration", "Sweden" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1 Introduction: The emergence of service-dominant (S-D) logic (Vargo and Lusch, 2004) and its subsequent prominence in the marketing literature has led to a reorientation of marketing research (Lusch and Vargo, 2006; Lusch et al., 2007; Vargo and Lusch, 2008a, b, c). The argument that has been put forward is that marketing research, practice, and education are on the verge of a shift in perspective from a goods-dominant (G-D) logic to a S-D logic where \"service provision rather than goods is fundamental to economic exchange\" (Vargo and Lusch, 2004, p. 1).According to G-D logic, value is embedded in an organisation's offering of products; this perspective, therefore, holds that value is produced by organisations in relative isolation from their customers and that the fundamental organisational resources utilised in this process are \"operand\" resources (such as the natural materials and machinery that it possesses). In contrast to the G-D logic framework, S-D logic holds that value is co-created with customers and realised in use; this framework, therefore, holds that the fundamental resources of organisations are \"operant\" resources (such as the knowledge and skills of its people).Given that S-D logic emphasises the dynamic utilisation of operant resources - especially the role of employees' knowledge and skills in co-creating value with customers - it is perhaps surprising that research into S-D logic has thus far been largely conceptual in nature and that few empirical studies have examined the practical question of how S-D logic is actually established in an organisation. The present study is one of the few studies to have addressed this practical question. It does so by drawing on ideas derived from the realm of so-called \"organisational socialisation\" (Ibarra, 1999; van Maanen, 1975; van Maanen and Schein, 1979).According to Hall (1987, p. 302): \"Socialisation refers to the process by which persons acquire the knowledge, skills, and dispositions that make them more or less able members of their society\". It would seem that \"organisational socialisation\" is an appropriate theoretical perspective for analysing how S-D logic might be established in organisations since it can be utilised to study how operant resources, the employees in particular, acquire certain skills and knowledge. Moreover, given that the processes of organisational socialisation are said to provide employees with a so-called \"professional identity\", which has been defined as a \"relatively stable and enduring constellation of attributes, beliefs, values, motives, and experience in terms of which people define themselves in a professional role\" (Ibarra, 1999, pp. 764-5), it is the contention of the present study that the inculcation of S-D logic in a given organisation can be analysed in terms of the establishment of what might be called a new \"S-D professional identity\" among the employees of that organisation.The present study, therefore, draws on the theory of \"organisational socialisation\" in presenting a case study of the inculcation of S-D logic among the employees of a large Swedish public sector organisation. In particular, the case study focuses on how the introduction of a new e-government program at this organisation socialised the employees to adopt a new S-D professional identity. The study analyses both:1. the content of this new S-D professional identity; and2. how it was actually established in practice.The remainder of this paper is organised as follows. Following this introduction, the relevant literature on S-D logic and organisational socialisation is reviewed. The subsequent section describes the methodology of the empirical study. This is followed by a presentation of the findings and an analysis of the content and establishment of a new S-D professional identity among employees. The paper then presents a discussion of the findings in the context of previous studies in this and related areas. The paper ends with a summary of the main conclusions, the managerial implications, the limitations of the present study, and suggestions for future research.\n2 Literature review: 2.1 S-D logic and \"value in use\"\n3 Research design: 3.1 Research setting\n4 Findings: 4.1 Content of the new S-D professional identity\n5 Discussion: The fundamental novelty of this paper lies in empirically studying the realisation of S-D logic from an organisational socialisation perspective. The S-D logic literature (see, for instance, Lusch et al., 2007; Vargo and Lusch, 2004, 2008c) argues for the necessity of identifying and developing the fundamental knowledge and skills - the operant resources - of an organisation, the most prominent of which being the employees, in order to realise an S-D logic. Organisational socialisation theory provides a framework for analysing how distinct types of knowledge and skills become aligned with an organisation and, in particular, with the employees' professional identity. More specifically, the organisational socialisation literature can be drawn on to identify the fundamental knowledge and skills informing a specific type of organisation as well as how this knowledge and these skills can be developed. In the present paper, by means of studying e-government at the PES, the focus has been on identifying the fundamental knowledge and skills that characterize the S-D logic-informed organisation and the employees' S-D professional identity within such an organisation, as well as how organisations and their employees are advanced in this direction. Indeed, coming up with the notion of S-D professional identity is a key contribution made by the present paper.Furthermore, the organisational socialisation framework provides an avenue for studying other areas of service management and marketing over and above S-D logic. The core of previous research into service management and marketing has been geared towards outlining practices - e.g. service quality measurement tools, service culture frameworks, and service development schemes - for managing the human resources of organisations. However, the effects that such practices have had on organisations and their members have been studied rather little. Theories of organisational socialisation provide a framework for studying just that (Skalen, 2009, 2010).Turning to the more specific results of the present paper, the analysis of the establishment of S-D logic at the PES from an organisational socialisation perspective identified four fundamental elements in the new S-D professional identity:1. interaction;2. customer orientation;3. co-creation; and4. empowerment.In other words, in developing its organisation in accordance with the tenets of S-D logic, it was apparent that the management of the PES had attempted to improve their employees' interactive skills, their degree of customer orientation, their co-creation skills, and their degree of empowerment. These findings obviously resonate with the conceptual literature on S-D logic. For example, empowered employees with the ability to co-create value have been posited as key elements of S-D logic by the original authors of the concept (Lusch et al., 2007; Vargo and Lusch, 2004, 2008a). The emphasis on customer orientation has also been supported by many empirical studies of market orientation, which is one of the streams of research that has been identified by Vargo and Lusch (2004) as fundamental to the development of S-D logic. In this regard, a customer focus in market orientation has been advocated by such scholars as Kohli and Jaworski (1990), Narver and Slater (1990), and Gebhart et al. (2006).Of the four categories identified in the present study, the least emphasised in the literature on S-D logic is probably the category of \"interaction\". Nonetheless, the notion of \"interactive marketing\" has been an important concept in the literature on services marketing and management since the early 1980s (Gronroos, 1982, 1984) and has been an important basis for the development of the concept of relationship marketing (Gummesson, 1987, 2008).The present study has also suggested how organisational socialisation can promote the establishment of such a S-D professional identity among employees. The analysis has shown that a variety of socialisation processes (collective, random, serial, investiture, and divestiture) were utilised in establishing a S-D professional identity among staff members at the PES. The prominence of various forms of education in these socialisation processes is in accordance with Vargo and Lusch's (2008a) contention that ongoing education is required to shape the knowledge and skills of the key operant resources of any organisation - the employees.\n6 Conclusions and implications: This paper contributes to marketing research in several ways. First, the study is apparently the first to have explicitly examined how S-D logic might be realised in practice. Second, the study is apparently the first to have utilised the theory of organisational socialisation to analyse the realisation of S-D logic in an organisation. Third, by drawing on the literature on organisational socialisation, the present paper has developed the novel notion of a \"S-D professional identity\". Fourth, the study has empirically identified the elements that characterise such a S-D professional identity:* interaction;* customer orientation;* co-creation; and* empowerment.Finally, the paper has suggested five tactics of organisational socialisation that can be utilised to achieve a S-D professional identity among the employees of an organisation that is committed to the tenets of S-D logic:1. collective socialisation;2. random socialisation;3. serial socialisation;4. investiture socialisation; and5. divestiture socialisation.The study also finds that these tactics are best employed through various form of education.In practical terms, the present study suggests that managers who wish to inculcate S-D logic in their organisations should focus on developing the skills of their employees in terms of customer interaction and co-creation. They also need to empower employees to make decisions on their own initiative and to assist employees in understanding what a customer orientation means in their specific contexts. In order to accomplish this, appropriate educational programs are needed. The use of role models and/or pilot projects has also been identified as an important means of achieving change.As with all qualitative case study research, the main limitation of the present study is that no statistical generalisations can be made; case studies only allow for analytical generalisations (Yin, 1984). Quantitative research is thus required in future studies to validate the suggestions made here. In particular, future quantitative research should focus on researching how general the four elements of the S-D professional identity identified here are across empirical contexts. The focus should also be on the extent to which the five socialisation tactics identified here account for the inculcation of a S-D professional identity in diverse organisations. It is also acknowledged that the empirical data for the present study was derived only from interviews with employees; research into the role of other key operant resources, such as customers, is thus required to establish how S-D logic can best be inculcated in an organisation.\n", "role": "user" }, { "content": "Purpose: - The purpose of this paper is to contribute to understanding of how a service-dominant (S-D) professional identity can be established among the employees of an organisation that wishes to inculcate the tenets of S-D logic.\nDesign/methodology/approach: - The paper reports a case study of a large Swedish public sector organisation in which the transition to e-government provided an opportunity to inculcate a new service-based professional identity among employees. The main data collection method is interviewing.\nFindings: - The study identifies four characteristics of a S-D professional identity: interaction; customer orientation; co-creation; and empowerment. The study finds that such an identity can be established through five socialisation processes: collective socialisation; random socialisation; serial socialisation; investiture socialisation; and divestiture socialisation.\nResearch limitations/implications: - As with all case study research, the paper draws analytical generalisations but is unable to provide any statistical generalisations; further quantitative research is needed in this area. Moreover, the paper takes a intra-firm perspective; future studies could approach the topic from a consumer perspective.\nPractical implications: - Managers who wish to inculcate S-D logic in their organisations should focus on developing the interactive and co-creation skills of their employees, as well as empowering them and providing them with an enhanced understanding of customer orientation.\nOriginality/value: - The study is novel in several respects: it provides a systematic empirical analysis of how S-D logic can be established in an organisation; the notion of a S-D professional identity is introduced; and the theory of organisational socialisation is applied to S-D logic research for the first time.\n", "role": "assistant" } ]
Boosting the leadership capacity of supervisors in low-skilled occupations: Lessons from New Zealand in designing an autonomy-supportive training programme	[ "Low-skilled occupations", "Supervisory skills", "Self-determination theory", "Autonomy-supportive training", "Leadership styles", "New Zealand" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: Training for supervisors of low-skilled teams has received far less attention than leadership upskilling in those responsible for managing professional level teams, which identifies a gap for the management style of lower skilled workers to be optimized. A research paper by Yong et al. (2019) explores how autonomy-supportive training (AST) can best be delivered to supervisors in low-skilled occupations in order to boost the effectiveness of their leadership behaviors. Both self-determination theory (SDT) and instructor-led adult learning principles were called upon to form an appropriate training program for this group. Data were gathered from interviewing 11 training participant supervisors working in New Zealand's manufacturing and cleaning service industries, as well as from the insights of the people who trained them.\nLearning approaches at a low background education level: A notable pain point in New Zealand's manufacturing sector is reportedly a lack of good people management skills, highlighting an urgent need for effective training to plug this human resource-related productivity inefficiency. Low-skilled work is that which can be secured by people with high school level education or below, for which on-the-job training also suffices in lieu of a basic educational standard. Supervisors who get promoted from these jobs also then tend to have a low education level, meaning that deliberately adapted training in leadership is needed to enable them to become the most effective supervisors. An initial mental barrier often experienced by such a group is a general fear or suspicious dislike of undertaking formal training, and also the practical restriction of them having limited time away from their day-to-day work duties to devote to self-directed learning.\nDesigning a tailored AST program: When considering the design of training aimed at low-skilled occupation supervisors, a focus on activity-led participation rather than a classroom style of theoretical learning is a good starting point to build a program from. Coupled with this, using an everyday language style when writing the content will make the delivery seem more approachable to this target audience.\nGuidance on moving forward: Based on the study's positive participant feedback it can be concluded that AST is effective in upskilling low-skilled occupation supervisors in the practice of an autonomy-supportive management style, and the authors offer the following advice for senior leaders in these business sectors:\nCommentary: The review is based on \"Supervisory skills training for the neglected supervisors: development and preliminary evaluation of an autonomy-supportive program\" by Yong et al. (2019), published in Industrial and Commercial Training. This research paper concentrates on designing a tailored training program to upskill supervisors from low-skilled occupations in positive leadership behaviors centered around an autonomy-supportive style. Group discussion and an exploration of example-led scenarios proved to be effective informal training tools for the 11 supervisor delegates, and the concurrent challenges of embedding a change in management approach included overcoming a general suspicion of training and a lack of familiarity with personal goal setting.\n", "role": "user" }, { "content": "Purpose: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.\nDesign/methodology/approach: This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.\nFindings: This research paper concentrates on designing a tailored training program to upskill supervisors from low-skilled occupations in positive leadership behaviors centered around an autonomy-supportive style. Group discussion and an exploration of example-led scenarios proved to be effective informal training tools for the 11 supervisor delegates, and the concurrent challenges of embedding a change in management approach included overcoming a general suspicion of training and a lack of familiarity with personal goal setting.\nOriginality/value: The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.\n", "role": "assistant" } ]
Open accelerators for start-ups success: a case study	[ "Case studies", "Open innovation", "Business failures", "Accelerators", "Strat-ups" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Schumpeter (1934) underlines the importance of new firms as key drivers of economic development, industrial evolution and innovation as they are founded to convert innovative ideas into commercial products (Beckman et al., 2012).They renovate the market, facilitate competition and can also contribute to job creation (Birch, 1987).\nTheoretical background: Start-ups and failure\nMethodology: Research gap and questions\nFindings: Among the accelerators listed in the final database, Searchcamp offers one of the most complete packages, including supplementary services for the personal needs of team members, i.e. room and board, meeting rooms and prepaid server services. As in other accelerators, initial investment supports the opening costs of the start-up process, allowing co-founders to keep their focus on the development of their business, without having to look for a second job (Miller and Bound, 2011). The amount of initial investment is limited (Christiansen, 2009; Pauwels et al., 2015): just EUR20,000 (PS15,000), whereas it normally varies from EUR16,000 to 30,000. In return for this initial investment, Searchcamp acquires 10 per cent of the start-ups' shares (while in other accelerators it goes from a minimum of 5 per cent to a maximum of 15 per cent) - aiming at an economic return after start-up acquisition by an incumbent firm (Cohen and Hochberg, 2014).\nDiscussion: While proposing innovative products and services, start-ups lack market visibility, as well as \"connectedness\" to resource networks and need support in promoting innovation and entrepreneurship (Wong et al., 2005). Finding investors and other partners increases the probability of a start-up's survival, as they provide vaster and more profound expertise, experience and resources (Cooper et al., 1994). In our case study, the teams participating in the Searchcamp programme were mostly composed of people with heterogeneous competences. Heterogeneity was a key requirement for selection, but the teams' competency still needed to be improved, as they were at the early-stage of product and business development.\nConclusions: For a start-up, newness and smallness result from a lack of specific roles and capabilities (de Jong and Freel, 2010) and in scarce resources (mainly human and financial) to structure the innovation process (Dahlander and Gann, 2010; Grimaldi et al., 2013). These are real challenges for the start-up itself and also for the intermediary organisations (accelerators, incubators, policy system, etc.) involved. An open innovation approach (Chesbrough, 2003) can mitigate many of these problems by constructing knowledge and capabilities (De Toni et al., 2016) and building new relationships, thus having an indirect effect on the survival chances of the new venture (Eftekhari and Bogers, 2015). In this sense, the open environment offered by an accelerator can facilitate many practices that directly benefit start-ups in their early phases of development. In particular, in the case study, participation in an accelerator programme proved to be more effective in this sense in start-ups formed by an open-minded team, which was able to overcome internal shortages in terms of market-, strategic and industry-related competences.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to investigate how the context of open innovation offered by accelerators can affect the successful growth of start-ups. The authors explore accelerators practices and tools in sustaining start-ups and increasing survival probability in their innovation process, with the aim of addressing the following research question: how can start-ups benefit from participation in an accelerator programme from an open innovation perspective?\nDesign/methodology/approach: A review of the literature on start-up successes and failures and on major practices in the open innovation paradigm was carried out, delineating them in the context of accelerators. Given the absence of literature on accelerator practices for supporting start-ups, and aiming at a comprehensive understanding of how the open environment within the accelerator influences a start-up's survival (or even success) by mitigating the probability of failure, the authors conducted an exploratory case study in an English accelerator.\nFindings: The open innovation practices mediated by an accelerator and the ones that are not covered, but that can benefit a start-up's survival, are shown. On the one hand, main effective practices, such as dyadic co-creation with accelerator network partners and crowdsourcing, are revealed to address mostly the lack of, or wrong direction in, product, marketing and relative managerial abilities, which are not usually owned by a start-up due to its \"newness\". On the other hand, some causes of failures, such as the intrinsic characteristics of founder teams, do not seem to be addressed by an open approach and neither does participation in an accelerator programme.\nOriginality/value: This paper is the first to study and link the literature on accelerators, start-ups and open innovation.\n", "role": "assistant" } ]
Study of Pakistan consumer goods company shows positive effect of managers' ethical behaviour	[ "Creativity", "Organizational citizenship behaviour (OCB)", "Ethical leadership style (ELS)", "Psychological contract fulfilment" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: A study of 248 employee-supervisor dyads at a consumer goods multinational in Pakistan has shown the positive impact of ethical leadership on employee performance. The research demonstrated the effect on both organizational citizenship behaviors (OCBs) and creative performance (CP). The authors showed how psychological contract fulfilment (PCF) was the mediating mechanism that explained the link.\n", "role": "user" }, { "content": "Purpose: The authors wanted to analyze their belief that an ethical leadership style in managers would improve both organizational citizenship behaviors (OCBs) and creative performance (CP) in their employees.\nDesign/methodology/approach: To test their hypotheses, the authors collected data from a large multinational company in Pakistan in the consumer goods sector. The HR department allowed the authors to approach the staff directly and ask them to participate. Employees were asked to fill in a questionnaire containing statements about demographics, ELS and PCF. All questionnaires were submitted in English. A total of 500 questionnaires were administered and 248 were completed.\nFindings: The research demonstrated the effect on both organizational citizenship behaviors (OCBs) and creative performance (CP). The authors showed how psychological contract fulfilment (PCF) was the mediating mechanism that explained the link.\nOriginality/value: Managers should pay close attention to the practical implications. It was clear employees paid close attention to their leaders' attitudes so managers needed to set the right tone. If they showed good behaviour, it encouraged followers to do the same. The research also showed that ethical leaders were better at fulfilling the \"psychological contract\" of employees. When this was the case, an employee's sense of commitment was enhanced as they expected their needs to be met in the future.\n", "role": "assistant" } ]
Veblen on globalization: further clarification	[ "Globalization", "Industrial societies", "International trade" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: In a recent issue of this journal, McCormick (2006, p. 529) noted that:Readers of Wellington and Zandvakili's article \"Globalization and Inequality According to Veblen\" (2004) might come away with the idea that Thorstein Veblen was adamantly opposed to the process of globalization.\nVeblen and Bellamy's Utopian economy: A number of scholars have noted a convergence between Veblen's critique of the modern business enterprise system and Bellamy's vision of a utopian economy of equality, and some have argued that Veblen was influenced by his reading of Bellamy's Looking Backward. In his comparative study, Tilman (1985) noted that both Veblen and Bellamy focused on the distinction between the pecuniary logic and values of business enterprise and the technological logic and great productive capacity of the modern industrial system (sometimes described as \"making money\" versus \"making goods.\" Both were impressed with the productive advantages of large-scale organization of industry and both criticized the waste and inefficiencies of competitive enterprises. Both viewed competitive advertising as pure waste and criticized the emphasis on production of what Veblen referred to as \"vendible\" goods rather than \"serviceable\" goods. Both perceived a tendency for the industrial system under the control of businessmen to be underutilized, domestically and globally, and both recognized the instability of the economy and the role of corporate finance and funded debt in that regard. Tilman (1985, p. 885) noted that a \"common theme in Veblen and Bellamy is that in the industrial republic of their dreams reorganization of the economy would avoid waste.\"There were also noted marked similarities in Veblen's and Bellamy's interpretations of the interactions between the modern industrialized nations and between those nations and the less developed nations. Both criticized economic and political imperialism in which competition for new markets, raw materials, cheap labor, and investment outlets for surplus capital was the basic cause of war. Both perceived that the foreign policies of the industrialized nations were aimed at protecting and expanding the profits of the large domestic business interests at the expense of the underlying domestic populations (Tilman, 1985, p. 886).In view of those similarities, the fictional Utopian socio-economic order that Bellamy envisioned may be interpreted as representative of Veblen's concept of an ideal alternative of the existing order that he extensively critiqued. On that basis, the role of international trade and the institutional arrangement for that trade in Looking Backward may provide insights into Veblen's own perceptions of a preferred global system of industrial production and international trade.\nGlobalization in Bellamy's Utopian economy of equality: In Looking Backward, Bellamy described how a centrally planned economy that was based on the social value of perfect equality of income for all could be organized in a way that provided maximum individual liberty, accommodated differences in human talents and abilities with equal respect, and responded to differences in consumer tastes, with each person able to purchase with her/his income all the different types of goods and services that he/she preferred. Economies of scale achieved through unifying the entire economic production system under the state management resulted in abundance of all goods that people might desire while greatly reducing the need for people to spend time in labor. The market system based on private suppliers and the use of money had been replaced with a distributional system in which everyone received an equal (and more than adequate) income in the form of a credit card. Purchases from a central warehouse were accomplished by deductions from the credit card at \"prices\" established by the state. Consumer sovereignty was achieved by the state production planners responding to the preferences of consumers for different types of goods.Our interest is in how international trade was organized in Bellamy's (1926, pp. 140-145) envisioned alternative to the business enterprise system. While each nation retained complete autonomy, all of the \"great nations\" of the world had been reorganized industrially in the manner of the US economy. Peaceful international relations were assured by a loose form of federal union of world-wide extent. An international council regulated the economic intercourse of the members of the union, and also their joint policy toward helping the less-developed countries make the transition to the new industrial and institutional system.How was international trade conducted between nations that had dispensed with the use of money? Bellamy explained that money had been used when trade was conducted by private enterprise. In the new system, international trade was a function of the nations as units, rather than being conducted among private enterprises. Under the supervision of the international council, a simple system of book accounts served to regulate the balances of trade, with each nation having a bureau of foreign exchange that managed its trading.Bellamy explained how the new system functioned with an illustrative example of trade between America and France. The American bureau of trade estimated the quantities of French goods that would be necessary to America for a given year, while the French bureau of trade was estimating the quantities of American goods necessary to France for that same year. The American order for French goods was then sent to the French bureau, which in turn sent the French order for American goods to the American bureau. While prices were involved, they were not prices in money determined by private suppliers and private buyers. Instead, the prices for goods going to other countries had to be the same as the domestic prices for those goods that had been set by the central planners.Bellamy emphasized that this was a form of free and voluntary trade among nations that levied no custom duties. While no nation was required to supply another with the product of its labor, it was for the interest of all to exchange some commodities. If a nation that was regularly supplying another with certain goods decided to make an important change, it was required to notify the importing nation. No country with a monopoly of resources or goods could refuse to trade with other nations needing those resources or goods without doing more harm to its self than to the other nations. The international law prohibited favoritism, with each nation required to deal with all the others on exactly the same footing in every respect. Any violators would isolate those countries from the rest of the countries. The question was asked about the possibility of a monopolistic country raising its international trade price to realize a profit from selling to those countries in which the product was a necessity. The answer was that all commodity prices could only be altered with reference to changes in the amount or arduousness of the work required to produce them. That principle applied to the international economy as well as to the domestic economy.The balancing of international trade among the autonomous nations was accomplished on an annual basis as the books of every nation were examined. After clearing the debts indirectly - if France was in debt to the US, we would probably be in debt to some other country would be that was in debt to the France. The balances that remained would not be large, but the council required they be settled every few years and could require immediate settlement if they became too large. It was not intended that any nation run too deeply in debt to another because feelings unfavorable to amity would be engendered. The council would also inspect the goods to assure perfect quality. The indebted nation would be required to pay in the form of national staples. A basis of agreement as to what staples would be accepted, and in what proportions, for the settlement of accounts, was preliminary to trade relations.\nPractical implications: While Tilman (1985) and Leathers (1986) have explained why there is reason to believe that Veblen perceived Bellamy's Utopian economy as an ideal system, he was a realist with a deep appreciation of what was operationally possible[1]. While he strongly criticized business enterprise under the control of large business and financial interests and the dominance of pecuniary values in the social system, Veblen recognized the practical implications of the relationship between industry and markets. As an example, in Absentee Ownership, he stated that while men were earlier asking if business was good for industry, they were now (in 1923) asking if industry was good for business. While that was clearly in the context of Veblen's criticism of business management of the industrial system, he stated in a footnote that:The answer to both questions is that business may be good for industry and industry may be good for business if not used to excess and not allowed to form a habit (Veblen, 1923, p. 79, emphasis added).In that light, there is support for the impression that Veblen saw free trade (Adams, 1997, p. 388) under competitive markets as a practical means for realizing some of the benefits that were provided in Bellamy's Utopian system. Perhaps, the best indication of that is found in his statement in Absentee Ownership that if competitive conditions had existed, the shortages and inflation of the post-WWI period would have been eliminated. Prices would have fallen and industries would have \"speedily made good the wastes of War, and supplied all ordinary needs\" (Veblen, 1923, p. 329, footnote). Because the industrial system was by nature a global system, that definitely implied free trade under conditions of competitive markets as a practical arrangement that would serve to reduce to some degree the inequality that was the focus of Wellington's and Zandvakili's (2004) article.\n", "role": "user" }, { "content": "Purpose: - The purpose of the paper is further clarify Veblen's views on globalization with insights derived from international trade in the alternative socio-economic order envisioned in Bellamy's utopian novel Looking Backward.\nDesign/methodology/approach: - After reviewing the intellectual relationship between Veblen and Bellamy, the approach of the paper is to examine how international trade was arranged in Bellamy's utopian economy.\nFindings: - Bellamy's envisioned system of global trade based on providing maximum supplies of goods and services needed for high standards of living for all would be very compatible with Veblen's views on globalization.\nPractical implications: - The real world implications are the need for innovative institutional reforms to facilitate maximizing the potential gains from an ever expanding industrial system in a manner that that assures equitable distributions of the gains and adequate compensation for those negatively affected. On a practical basis, Veblen saw free trade under conditions of competitive markets as an improvement in that direction.\nOriginality/value: - The paper offers points of interest to all who recognize that economic and political institutions are constantly under pressure to change to accommodate the ever expanding and changing global industrial system.\n", "role": "assistant" } ]
Outdoor challenge training for MBA students: Is it really worth doing it for the team?	[ "Teambuilding", "Master of business administration", "Case studies" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n__NO_TITLE__: Whatever the organization, when it comes to producing results the importance of effective teamwork is rarely questioned. Managers and human resource teams alike are constantly looking at ways of improving working relationships between team members. The reasoning is obvious: common sense says that increased trust and interpersonal communication between colleagues will ultimately lead to better performance. Not so simple is knowing quite the best way to go about teambuilding or how to analyze the effects of costly and time-consuming exercises.\nComment: This review is based upon \"Reactions to outdoor teambuilding initiatives in MBA education\" by Sheryl L. Shivers-Blackwell. The article explains and comments on a study into the performance of 36 teams of MBA students in an outdoor challenge training (OCT) initiative. The purpose of the study was to investigate the effectiveness of OCT for team building in business schools through gathering and analyzing feedback from participants. On the whole, the results showed a greater degree of negative than positive response despite increased use of OCT for team development. Therefore, the article argues that more empirical evidence is needed to show whether or not OCT is worthwhile and prompts wider consideration of how to increase the effectiveness of working teams.\n", "role": "user" }, { "content": "Purpose: - To provide a concise briefing on the most topical issues and relevant implications from the top 400 management publications in the world.\nDesign/methodology/approach: - This briefing is prepared by an independent writer who adds their own impartial comments and places the argument in context.\nFindings: - The article explains and comments on a study into the performance of 36 teams of MBA students in an outdoor challenge training (OCT) initiative. The purpose of the study was to investigate the effectiveness of OCT for team building in business schools through gathering and analysing feedback from participants. On the whole, the results showed a greater degree of negative than positive response despite increased use of OCT for team development. Therefore, the article argues that more empirical evidence is needed to show whether or not OCT is worthwhile and prompts wider consideration of how to increase the effectiveness of working teams.\nOriginality/value: - Provides implementable strategies and practical thinking that has influenced some of the world's leading organizations.\n", "role": "assistant" } ]
A study of women in top business roles: the case of the wine industry	[ "Gender", "ANOVA", "Secondary data", "Chi-square", "Top management roles" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Statistics across the world suggest that, in the absence of gender quotas, women appear to struggle to reach top roles in business firms (Catalyst, 2014; HRReview, 2013; Marcus Evans, 2013; WGEA, 2012). However, in some cases, the public is lead to believe that women's representation in top roles in business is significantly increasing. For example, in the wine industry, reports highlight that women now make up a significant part of the industry (Cooper, 2009, as cited in Bryant and Garnham, 2014). Industry prizes and leading roles (e.g. winemaker) in prestigious wineries give women high profiles through media discourse and exposure (Fuller, 2008, as cited in Bryant and Garnham, 2014). Further, evidence suggests that in some universities, enrolment of women in viticulture and oenology programs equals that of men (Ting, 2013). One report goes as far as to say that women in top roles in the wine industry, such as winemaking, now constitute at least a 15 per cent representation rate (Kauffman, 2009), well above rates in top roles in other industries (Catalyst, 2014; HRReview, 2013; Marcus Evans, 2013; WGEA, 2012). This has led some to suggest that the wine industry, given its history of male dominance, has undergone significant cultural and structural change when it comes to gender representation in top roles (Matasar, 2006).\nBackground and some current statistics: Women and top roles in business\nResearch questions: Overall representation of women in top roles in the wine industry in Australia\nData and methods: Sample\nResults: Means and correlations are presented in Table I and descriptive statistics in Figure 1 and Table II. The descriptive statistics suggest a few interesting patterns. First, although the wine industry in Australia has demonstrated growth in the number of firms (albeit modest growth at 2.86 per cent), women in the leadership roles studied have not kept pace with this growth: women CEOs were the closest at a 2.24 per cent growth rate for the 2007-2013 period[2]. Second, the representation of women in marketing roles, across all regions, is clearly at the highest level. The 2007-2013 average across all firms and all regions for a woman in the marketing role is 53.5 per cent (with a growth rate of 1.23 per cent). Third, women in the CEO role have the second highest representation at 12.7 per cent. Fourth, in the prestigious winemaker role, only 8.8 per cent are women across the reporting period. This is less than, although close to, the 9.8 per cent of women winemakers in California (Gilbert, 2011). Lastly, overall, the percentages of women in the winemaker role have declined since 2007 (-1.04 per cent growth). This is perhaps most evident in Western Australia, where there has been a 6.15 per cent decline in the percentage of women winemakers. Conversely, New South Wales demonstrates the highest growth of women winemakers at 2.89 per cent. These figures need to be considered with respect to the fact that the rate of women entering Australia's oenology and viticulture programs is much greater in the past 10-20 years, suggesting the difficulty of translating a formal education into higher ranking roles in the wine industry.\nConclusion: The place of women in top business roles is subject to much popular press and has become a topic of interest to organization scholars. Although arguments have been put forth that women in the wine industry are breaking through the glass ceiling with \"relative\" ease (Cooper, 2009; Fuller, 2008, both cited in Bryant and Garnham, 2014), the findings here challenge perceptions of the advancement of women, while enhancing an understanding of the characteristics that might help or hinder their advancement to top roles.\nLimitations and future research directions: This study is not without limitations. First, only a single industry in a single country was studied; therefore, generalizability is limited. However, there is some evidence to suggest that the findings are similar to those in other countries, such as the USA (at least with respect to the percentage of women in the winemaker role). Future research needs to take into account other countries to gain a better understanding of whether women are reaching top roles in the wine industry and what factors might be advancing - or impeding - progress. Second, given the nature of the industry and the available data, the study relied mainly on smaller, private firms. However, because a good deal of the published research in the management literature examines women at the boardroom level and top executive positions in the largest, publicly traded firms, this study provides much needed insight beyond such a narrowly defined context. Future research could include large samples of small and medium-sized enterprises (SMEs), as such firms create many jobs (e.g. in Australia, SMEs make up 99 per cent of employing businesses), and the opportunity for women to add value (or advance) here might be greater than in large, high profile companies typically found in the literature. This could also be expanded to examine how and why women in top roles might have more success in specific regions or clusters, as the present study suggests that this is an areas requiring further study. Third, due to lack of available data, this study did not compare family-owned firms to other types of ownership structure. This could influence the results, and future study is needed that examines whether differences exist in the representation rates of women in top roles in family firms versus non-family firms in the wine industry. Finally, that some evidence suggests that women winemakers are producing higher quality wine than men is intriguing. That is study did examine this aspect is a limitation, and future research could expand this area of study beyond the present known work in the USA (Gilbert and Gilbert, 2012).\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to empirically explore the extent to which women are advancing in the wine industry, and whether there are conditions which help facilitate their advancement. There is a perception that women are making great strides in the wine industry. However, this perception is largely anecdotal.\nDesign/methodology/approach: All wineries in Australia are examined in each year for the years 2007 to 2013. By relying on a leading wine industry database, women in CEO, winemaker, viticulturist and marketing roles are examined.\nFindings: With the exception of the marketing role, women are under-represented relative to predicted representation rates. Regarding regional differences, there is no consistent pattern with respect to where women representation in the roles is higher. The findings also suggest that where there is a woman CEO, women are more likely to be represented in winemaker, viticulturist and marketing roles.\nResearch limitations/implications: The study represents Australian wine regions and should not be taken as a general population sample. The representation rates of women in top roles in other wine firms around the world may vary, which could lead to results different than those found in this study.\nPractical implications: For firms and policy makers interested in increasing the representation rates of women in the wine industry, the results of this study offer some insight into where current rates stand, and what might be underlying these representation rates. This is expected to facilitate debate around the means and mechanisms through which to increase the representation of women in the wine industry.\nOriginality/value: This is the first known large-scale study to examine the representation rates of women in top roles in the wine industry; therefore, it offers both new insights and avenues for future research.\n", "role": "assistant" } ]
Stimulating employee learning: the confluence of case-based and self-regulated learning	[ "Adult learning", "Self-regulation", "Metacognition", "Constructivist", "Case-based", "Situational cognition" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: In organizations, competent self-regulated learners, contrasted with employees who are less inclined to attend to and adjust their own learning processes, tend to be more effective employees. Research has demonstrated that self-regulated learners are more engaged with innovation and change, are better job performers who also adopt a growth mindset. While managers and supervisors may benefit from the ideas and concepts offered here, the primary beneficiaries are trainers, instructors and facilitators. Helping employees become better self-regulated learners is an extremely desirable goal as such improvement typically benefits the individual and their performance, personally and as an employee.\nMethodology: The approach used in this work contains the following phases. First, conduct a literature review of each of these areas: characteristics of adult learners, details of self-regulated learning (SRL) and its components, accompanied by the expression of linkages among the concepts and CBL (including theory and background). These areas were selected because they each have a substantial literature, although there is little connectivity between:\nCharacteristics and interests of adult learners: The uses of CBL expressed in this discourse reflect upon several needs of adult learners. Given the wide range of research on such needs, we report here on a few recent studies. Arghode et al. (2018) conducted a review of instruction in organizations and report that individual and organizational learning are enhanced when the instructional program includes, among other things, opportunities for critical discourse among learners and provision of much feedback on learner performance. Important features of CBL include critical discussion of assumptions, goals and problem identity and the provision of continuous feedback on learner performance.\nSelf-regulated learning: In the pantheon of learning dynamics, SRL is a relatively new concept, although individual self-regulation has been investigated for many years (Logue, 1995). SRL is an active, deliberate and focused process whose core includes goals, motivation and the systematic control of effort. An alternative definition states it as: a multidimensional process whereby persons plan, control and adapt their cognition, affect and behavior to enhance goal attainment (Cleary et al., 2015).\nThe phases of self-regulated learning: Expressed below are the phases of SRL as linked to CBL. While expressed as an ordered sequence of activities, the work is not always tidy, as the learner may loop back to a prior phase at any time to make adjustments grounded upon what has been learned (Bandura and Lyons, 2017). These phases represent the dynamics of SRL intended for learner internalization; they are not necessarily made obvious to the learners. They may be unseen and underlie the problem-solving approach, in this instance, CBL:\nCase-based learning: Background\nTheory bases for case-based learning: Situated learning or situated cognition\nThe distinct phases of case-based learning: Here we present the \"how and what\" of the CBL approach, so a practitioner may have sufficient information to attempt using the method. The phases or steps expressed here represent a typical approach to and an example of case study analysis. They are often used in the social sciences, including leadership and business management. The phases link well with events representative of self-regulated learning.\nLimitations and implications: Using the CBL approach has several limitations and/or caveats. For the instructor or facilitator, there is a learning curve; often, several applications of the method may be used before a level of comfort, and competence is perceived. The skills needed by the instructor can be somewhat different than skills needed in other applications. For example, efforts to test learner assumptions, encouraging meaningful discussion, inviting participation for different segments of the overall process and helping learners who present resistance to the approach. Per this latter point, studies have pointed out that learners who have little exposure to CBL may be somewhat apprehensive and/or resistant to engaging in the work required (Kantar and Sailian, 2018; Lyons and Bandura, 2019).\nConclusions: In this exposition, we have offered organizational trainers and instructors an instructional method, CBL, which in its own right is a valuable, proven method for helping adult learners to gain clear understandings of the elements of a problem situation. In addition, CBL provides processes for evaluating assumptions as well as alternative solutions and interventions. A complete model or program of application is provided to assist a trainer with little background in CBL to implement the approach. CBL, if applied as indicated, has clear implications for assisting learners to develop SRL skills. The benefits of the individual improving their competence as learners are many. CBL as a learning tool can assist a person improve their learning skills in the domains of: planning, monitoring, controlling and reflection on knowledge attained. And, if CBL is used repeatedly with learners with regard to different problems or situations, the skills of SRL are likely reinforced.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to demonstrate the linkage of case-based instruction with the enhancement of self-regulated learning of employees. Specific objectives are to review and describe: some characteristics of adult learning, features and functions of self-regulated learning (SRL) and the instructional approach, case-based learning (CBL), followed by a synthesis of the information in the form of a detailed, CBL approach for practitioner use.\nDesign/methodology/approach: The approach used in this work is represented in the following phases. First, conduct a literature review of each of these areas: characteristics of adult learners, details of SRL and its components, accompanied by the expression of linkages among the concepts and CBL. This includes exploration of metacognition, as it relates to the self-regulation of learning. Also reviewed was CBL, including theory background. Literature reviews were aided by databases: Education Research Complete, Psych Info and ScienceDirect. The second substantive phase was to synthesize the information obtained in the reviews and analysis and create a detailed design presentation for using CBL with trainees.\nFindings: The findings of the analysis and synthesis of information enable the expression of a complete, detailed approach to the application of CBL for practitioner use. A review of practices in CBL augmented with examination of important theories of situated cognition and constructivism assist in building a rationale as to how case-based instruction may improve individual and team/group self-regulation of learning.\nPractical implications: Presented in the paper is a complete model of case-based instruction for practitioner use and refinement.\nOriginality/value: Case-based instruction has not been directly linked to the self-regulation of learning. This paper makes a contribution to the literature of CBL as well as to situational cognition.\n", "role": "assistant" } ]
Cluster resources and competitive advantage: A typology of potentially strategic wine cluster resources	[ "Strategy", "Competitive advantage", "Value creation", "Wines", "Typology", "Strategic resources", "Wine cluster" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1 Introduction: Clusters have a potentially important role in the process of competitive advantage creation by firms belonging to them, the underlying assumption being that cluster (local or regional) resources influence the value of the firms' internal resources. Although a vast literature concerning clusters has been produced and the potential benefits to firms that can be derived from this form of production organization are widely recognized, the analysis of how cluster resources contribute to firms' competitive advantage is still an emerging research theme; only a few efforts in this direction can be found in the specialized literature (Maskell and Malmberg, 1999; Rastoin and Vissac-Charles, 1999; Molina-Morales and Martinez-Fernandez, 2003; Wilk and Fensterseifer, 2003; Hervas-Oliver and Albors-Garrigos, 2007). Moreover, in spite of various propositions of cluster typologies (Enright, 2003; McCann and Folta, 2008), no general typology exists as yet for cluster resources. This paper attempts to contribute to filling these gaps from a resource-based multidisciplinary perspective, as clusters embody economic, social, cultural, institutional and political factors that influence the value of the clustered firms' resources and hence their internal process of competitive advantage creation.\n2 Conceptual base: This section presents the concepts and theories that underlie the proposed cluster resources typology. It starts with a brief discussion of the concept of cluster, which is presented in a form that highlights relevant-related concepts concerning economic and socio-cultural aspects associated with a region or locality where related firms are concentrated and whose performance is impacted by. Next, it presents, from the RBV perspective, the three elements that make up the conceptual base for this paper, namely: the strategic nature of firms' resources; cluster resources and competitive advantage; and cluster resources and firm value creation.\n3 A typology of potentially strategic wine cluster resources: Since the strategic importance of cluster resources depends on the individual firm's envisaged competitive advantage, it is clear that some of these shared resources may be strategic for certain firms but not for others. An example in case is that of a certain cluster resource that could be strategic for competing in the domestic market but not in the international market; for firms that are not internationally oriented this resource will not be strategic, although it may be valuable for occasional exports of surplus production. The concern is then with identifying and classifying potentially strategic wine cluster resources, which is accomplished by assessing their value for the clustered firms, since, as stated before, being valuable is a necessary condition for a resource to be strategic. Such a set of valuable cluster resources constitutes, in the sense that it can be used for value creation by clustered firms, what could be called the cluster's \"collective capital\".\n4 Evaluating cluster resources: the case of the Serra Gaucha wine cluster: The Serra Gaucha wine cluster is located in the northeastern region of the State of Rio Grande do Sul, Brazil, distancing about 120 Km from the capital city of Porto Alegre and just uphill from the internationally known Sinos Valley footwear cluster (Schmitz, 1995b, 1999). It comprises over 700 wineries and family canteens and 13,000 families of grape growers, practically all descendants of Italian immigrants (who arrived at the region in the 1870s), constituting the largest viticulture area of Brazil, with approximately 34,000 ha of vineyards. Grape production takes place in small properties, each grower owning around 15 ha, with 2.5 ha on the average dedicated to grape growing. The altitude of the region varies from 600 to 800 m with a mountainous topography. The cluster synergistically interacts with three other clusters in the region: agricultural, tourism, and food and restaurants; with the last two it forms the already economically important and fast growing \"oenogastrotourism\" cluster. For a more detailed description of the cluster see Fensterseifer (2007), on which this summary description was based.\n5 Concluding remarks: A set of potentially strategic wine cluster resources was identified and a typology was proposed and empirically tested with institutional actors of the Serra Gaucha wine cluster. The test provided evidence of both the robustness (intra-cluster) of the typology and its usefulness as a diagnostic tool for cluster strategic analysis and upgrading efforts.\n", "role": "user" }, { "content": "Purpose: This paper aims to analyse the potential contribution of cluster-generated resources to the competitive advantage of firms located in it and proposes a typology for wine cluster resources. The basic premise is that the process of competitive advantage creation and sustaining by clustered firms cannot be adequately analyzed in isolation from their local or regional agglomeration effects.\nDesign/methodology/approach: Potentially strategic cluster resources were identified from the extant cluster literature, adapted to the specificities of the wine industry through in-depth interviews with experts, and finally classified in five categories. The resulting typology was then tested with institutional actors of the Serra Gaucha (Brazil) wine cluster.\nFindings: Besides proposing a typology of cluster resources, the paper provides a means for resource value assessment through the mediating role of a value creation system.\nResearch limitations/implications: Since validation testing of the typology was limited to one cluster, empirical validation in different wine clusters/regions is necessary for assessing its inter-cluster robustness. Additionally, the firm-level process of value creation and the role played therein by cluster resources require further theoretical refinement. An important research implication of the paper, however, is that it sets the conceptual basis for the development of various types of cluster-level performance indicators, such as collective efficiency, effectiveness and resilience.\nPractical implications: The proposed typology allows for the mapping, from different stakeholders' perspective, of a cluster's resources profile, a diagnostic tool for cluster strategic analysis, benchmarking and upgrading efforts.\nOriginality/value: The paper contributes to recent efforts towards the use of the resource-based perspective at the cluster level, seeking to link cluster resources to firm value creation.\n", "role": "assistant" } ]
Who benefits from training: big guy or small fry?	[ "SMEs training", "Malaysia", "Human resource development fund", "Training schemes", "Small to medium‐sized enterprises", "Training" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Over many years, different countries have deployed various policies and strategies to encourage firms to play a bigger role in training their own employees. In Malaysia, the most prominent is the Human Resource Development Fund (HRDF), which became operational in 1993. The HRDF was introduced through the enactment of the Human Resources Development Act in 1992. It provides for the imposition of a levy on employers to be collected into the HRDF, as a central training fund. The fund aims to enhance private industry's role in the provision of training in Malaysia, complementing the government's effort to increase the supply of skilled workers in the country. It basically promotes retraining and skills upgrading for the workforce in selected industry sectors.In spite of the relative prevalence of such training schemes around the world, rigorous evaluations of the effectiveness of levy programs are extremely uncommon. Although these schemes have, in general, had a positive impact on increasing in-service training, there has been a lack of equality between large employers, which have benefited to a greater extent than small or medium-sized employers (SMEs). Employer reactions to these schemes have been mixed, with most (especially the smaller ones) feeling that the levy is an additional and unjustifiable tax that has been imposed on them. Thus, this study aims to measure the effectiveness of training schemes and levy utilization in terms of cognitive gain and skills changes to improve job performance. Comparison analysis was performed between large firms and SMEs. SMEs represent the largest percentage of establishments in Malaysia at 99.2 percent. In terms of economic contribution, SMEs contribute 32.0 percent to gross domestic product, 56.4 percent to total workforce and 19.0 percent to total exports (Census of Establishments and Enterprises, 2005; Department of Statistic, Malaysia). As such, it is important to explore the training benefits in this type of establishment, as they differ substantially from large organizations.\nTraining evaluation: The general assumption is that those businesses that pay more attention to training and development will be more successful in the long run. Although this claim is widely established, evidence to show that training and management development enhances SME performance is equivocal (Storey, 2004). A large body of the SME training literature has attempted to address this issue by empirically testing the relationship between training investments - both in terms of resources and time - and business performance through individual and organizational level data. Several recent reviews, however, have shown that the empirical evidence for training influence on company performance is generally inconsistent and inconclusive (Heraty and Morley, 2003; Morgan et al., 2002; Storey, 2004).Huang (2001) suggested that firms with sophisticated training systems and strong management support for training have effective training programs and are more successful in delivering training. In fact, organizational performance can be held back through a neglect of training activity. In their impact assessment study, Marshall et al. (1995) found that government funded training investments in SMEs have significant influence in setting proactive strategies to combat recession; 50 percent of receiving companies as compared to 12 percent of the control group increased employment opportunities, increased investments and had a perception of resultant increased profit. Therefore, the SME training literature has provided contradictory evidence.Effective trainings are reported to have positive effects on organizations. In this study, the effectiveness of training will be measured in terms of increase in employees' skills level, customer satisfaction, quality of products or services, technology transfer and productivity.\nMethodology: The scope of this study was limited to those registered companies under HRDF throughout Malaysia, which have conducted training for the years 2006, 2007, and 2008. The number of companies was 8,405. In order to have a confidence level of 95 percent, a sample of at least 388 is required. The design used for the present study was survey research design. The study employed questionnaires as the instrument for data collection. Industries involved in this study were manufacturing and services, which consist of large companies as well as SMEs. Reliability test of the variables with more than three items was used to analyze for homogeneity of items, as well as the cohesiveness of the items. Factor analysis was also conducted and all the concepts were loaded on one factor.\nFindings: The results of this study revealed training schemes offered by HRDF have been effective in increasing the employees' knowledge and skills (71.0 percent). As shown in Table I, the companies' employees were able to share and coach their co-workers (72.0 percent), able to increase skill intensity (71.4 percent), able to increase their knowledge and skills (71.4 percent), and able to increase current competency requirement (71.6 percent).Furthermore, the results in Table II show the training schemes have been effective in improving companies' performance (70.6 percent). The companies had experienced an improvement, particularly in increasing sales turnover (72.0 percent), reducing job accident, (71.8 percent), producing a higher target (70.4 percent), succeeding in achieving its business plan (69.6 percent), as well as in reducing employees' turnover (68.2 percent).Productivity was also found to be an important measure of training effectiveness (Table III). The overall results indicate that training schemes have been effective in improving companies' productivity (72.4 percent).\nBenefits to large companies and SMEs: SMEs have gained greater benefit than large companies in terms of knowledge and skills, particularly in the area of new technology adoption, new product development and technology transfer. Overall, it was found that SMEs were better off than the large companies after receiving the training scheme in terms of company performance, technology transfer and productivity. The differences in these dimensions are statistically significant.\nConclusion: In conclusion, HRDF has been effective for both large companies and SMEs. Employers have benefited positively from HRDF training schemes. The findings of the present study indicated that the transfer of training had been effective. Employees are able to apply the learnt skills right after attending the training and quickly apply the new technology. In comparing the effect of training transfer between SMEs and large employers, it was found that SMEs experienced more positive effects. The transferability of training is more effective among SMEs because the supervisors are able to monitor the transferability closely since the number of employees is small when compared to the number of employees in large companies.An important implication of this study is that SMEs owners have come to realize now that training schemes by HRDF were effective and beneficial. Encouraging SMEs to provide training have been problematic owing to the absence of empirical data to support a causal relationship between training and business success. The present study reduces this knowledge by providing empirical data on the positives outcomes experienced by SMEs participated in various training schemes. This could change SMEs owners' negative attitudes towards employee training and its importance for business survival. The training budget is a significant matter for SMEs. SMEs are at a disadvantage when accessing resources and capabilities because of their financial limitations and attitudes towards perceived risk. With HRDF training schemes, SMEs are given various training incentives and grants to promote training. SMEs should take full advantage of the HRDF due to the adverse effects of skills shortages within SMEs.It would be interesting for further research to explore on particular industry within SMEs that would benefit more from the various training incentives, for example between knowledge-intensive and non-knowledge intensive SMEs. At the same time, newly-established SMEs may benefit differently when compared to well-established SMEs.\n", "role": "user" }, { "content": "Purpose: - This study aims to measure the effectiveness of training schemes and levy utilization in terms of cognitive gain and skills changes through increased knowledge and skills intensity to improve job performance among large companies and SMEs in Malaysia.\nDesign/methodology/approach: - The study employed questionnaires as the instrument for data collection. The questionnaire was used to gather relevant information on the effectiveness of training schemes and levy utilization among companies registered under Human Resource Development Fund (HRDF).\nFindings: - The result of this study illustrates that the training schemes have been found to be effective in increasing the employees' knowledge and skills, as well as improving the companies' performance. SMEs' performance was better off than the large companies' after receiving the training scheme.\nResearch limitations/implications: - Encouraging SMEs to provide training has been problematic owing to the absence of empirical data to support a causal relationship between training and business success. The present study reduces this knowledge by providing empirical data on the positive outcomes experienced by SMEs participated in various training schemes.\nOriginality/value: - This study was conducted on prominent government-funded training schemes in Malaysia. No previous study has been conducted on these government-funded training schemes.\n", "role": "assistant" } ]
Information technology maturity stages and enterprise benchmarking: an empirical study	[ "Communication technologies", "Statistical testing" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1 Introduction: Now, enterprise managers are in need of a definite roadmap for maximizing IT performance. Accordingly, IT evaluation methodology must be built on the grounds of a \"maturity model,\" also called the \"stages theory,\" not only to determine the current stage of IT but also to show its next step (Nolan, 1979; Benbasat et al., 1980; Mutsaer et al., 1998). In other words, the enterprises not only need to establish a comprehensive concept and goals on the basis of the evolutionistic characteristics of IT but also to systematically identify their business objectives through continuous evaluation of current IT conditions.In its simplest conception, \"maturity\" refers to the state of being fully developed, and \"maturity stage\" refers to a succession of changes that affect an entity (e.g., a species, an industry, or a society). The maturity model composed of several stages assesses history as a developmental, progressive, and directional set of changes that increase performance with the passage of time. Such theories embody a clear concept of direction and destination of changes. These evolutionistic models explain the logic of development, typically in the form of stages that follow one another, in which each stage is a precursor for the next one (King and Kraemer, 1984). Major studies on the stages theories of IT maturity (Nolan, 1979; Mutsaer et al., 1998), however, have been based on just a theoretical literature survey, and still remain unconfirmed statistically. Therefore, this study deals with the following two issues:1. defining the IT maturity model by using statistical methods; and2. comparing and contrasting the results of this study and those of previous research.To solve these issues, statistical testing was conducted on 312 South Korean enterprises, using an open questionnaire for assessment of IT maturity, which we developed on the basis of Leem and Kim's (2004) evaluation fields and factors hereafter referred to as the L&K Model.The paper is organized as follows: Section 2 introduces the L&K Model including IT maturity stages and their conceptual benchmarks. Section 3 describes the methodology used in this study and explains how the group of enterprises is selected. In Section 4, the results are analyzed statistically so that the meaning and benchmarks of each IT maturity level are redefined. Finally, in Section 5, we suggest the managerial implications by comparing the results obtained with those of other studies, recommending practical guidelines for improving the IT maturity level.\n2 The L&K Model: A number of IT evaluation methods have been studied so far (DeLone and McLean, 1992, 2002; Saunders and Jones, 1992; Seddon and Kiew, 1994; Goodhue and Thompson, 1995; Myers et al., 1998; Goodhue, 1998). Previous theoretical models, however, may not be easily applied to real situations, because they are not successful in embodying detailed evaluation procedures based on continuous system development life cycle (SDLC). Therefore, we used the L&K Model. This is one of the latest methods, which overcame the shortcomings of previous works, and has been used in the Informatization Evaluation Project of the Korean Government for 11 years.The L&K Model includes a classification of evaluation items and factors, and they are divided into six fields: IT vision, IT infrastructure, IT organization and rules, IT supporting, IT application, and IT usage. The evaluation fields are further divided into evaluation factors in terms of dimension subjects (who), objects (what), and relationships between two perspectives (see Leem and Kim (2004) for details).\n3 Empirical research: Case studies and empirical testing have been consistently regarded as suitable methodologies for the study of IT (Baroudi and Orlikowski, 1989; Benbasat et al., 1987). No such research for IT maturity, however, had been conducted in South Korea before. Recently, the Korean Government announced an ambitious IT strategy, and Korea ranks top among OECD countries in terms of share of IT trade and share of IT account surplus (Sung, 2008). Above all, the small- and medium-sized enterprise (SME) Informatization Project has been driven since 2001, and about 730,000 SMEs have participated. Consequently, information systems such as enterprise resource planning (ERP) systems have been widely spread through all over the industries including not only large enterprises (LEs) but also SMEs. Now, information systems are embraced by industries as de facto solutions to integrate their business functions (Lee et al., 2006). At this point of time, this empirical study on IT maturity stages is all the more meaningful in that the government and each enterprise could overhaul their investments in IT projects. Surveys and interviews were conducted on 312 enterprises in South Korea. To prevent biased results, we investigated the number of workers and annual sales: 140 enterprises with fewer than 100 employees, 112 enterprises with 100-500 employees, and 60 enterprises with more than 500 employees. However, weighing their incidence according to annual sales, 129 enterprises had annual sales under 1 million dollars, 72 enterprises between 1 million dollars and 1 billion dollars, and 11 enterprises over 1 billion dollars.The enterprises were chosen to observe their behavior in using IT and specific situations in which IT is used. Accordingly, every participating enterprise follows the following criteria:* Significant investment in IT has been carried out at least once.* IT products such as PCs, databases or applications have been utilized since they were introduced.* A management-level interviewee can participate in this survey.Our open questionnaire is composed of 24 factors as listed in Table I. The information concerning these enterprises was mainly obtained using the questionnaire, but interviews or written documents from the internal enterprise sources as well as published materials were also used as needed. The respondents and their counterparts correspond to positions higher than the head of the planning or the IT department. A few missing values among 24 factors are replaced with the average values of similar-size enterprises belonging to the same maturity stage.To calculate the total score of IT maturity level, we summed up each score of six fields with their weights defined by the analytic hierarchy process (AHP) method as equation (1). Si and wi represent score and weight of field i, respectively. To define a judgment matrix in the AHP, experts in various fields of academia and in various industries participated. Weights obtained are depicted in Table II: Equation 1 After the survey, the enterprises are finally categorized into five stages according to their total score of IT maturity level (Stotal). The stage of an enterprise is determined at intervals of 20 points of the total score. That is, boundary values of each stage are 20, 40, 60 and 80 points. The L&K Model has demonstrated that this logic is simple but powerful for an annual comparative study of IT maturity level increments.To analyze the unique characteristics of each stage and define the IT maturity model, a cluster analysis method has generally been used (Arribas and Inchusta, 1999). However, we already classified enterprises as mentioned above, so ANOVA and post hoc multiple comparison methods are used. These allow us to bring stages together according to the common characteristics that distinguish them the most from other stages. In detail, we assort significant factors which have meaningful mean difference (MD) between stages using ANOVA, and group similar stages using post hoc comparison methods.\n4 Empirical results: 4.1 Selection of benchmarks among evaluation factors\n5 Managerial implications: 5.1 Comparison with other stages theories\n6 Summary and conclusion: We have shown the empirical results of a survey of 312 enterprises, defining the five stages model of IT maturity and useful benchmarks for each stage, which can be used to determine where an enterprise stands and where it is headed. We suggested a methodology for studying empirically how the IT maturity level of an enterprise is improved, and guidelines for actions to improve it. Using the benchmarks described in this paper, managers can see where their enterprises stand in the maturity stage. Turning to the guidelines described at the end, they can better understand how to manage the growth that lies ahead of them.Making an additional remark, we found an interesting research related to the stage theory of IT maturity. Khandelwal and Ferguson (1999) tried to find differences in the maturity levels of IT in enterprises in different geographic regions by mapping of CSF constructs and Nolan's stages. We agree that comparison research between different geographic regions is needed for universal use of our work. For future research, we will attempt to extend the samples to representative enterprises in countries other than South Korea.\n", "role": "user" }, { "content": "Purpose: - Recently, many enterprises are using a variety of methods and techniques to examine and improve their current maturity level of information technology (IT). Although IT evaluation studies based on IT maturity stages have been conducted widely, the stages theory has not been confirmed through statistical testing. IT evaluation activities can present managerial implications to an enterprise by determining where it stands within the stages theory. The purpose of this paper is to test empirically and repeatedly the once-defined maturity model in order to make its validity more powerful.\nDesign/methodology/approach: - To define IT maturity stages and benchmarks with statistical testing, evaluation fields and factors of the L&K Model are referred to. Data were gathered by a questionnaire survey and interviews, in which 312 enterprises in South Korea participated. Consequently, IT maturity stages are defined and significant benchmarks of each stage are validated through ANOVA and post hoc comparison methods.\nFindings: - The results of the study indicate the meanings and benchmarks of newly defined five stages of IT maturity: initiation, recognition, diffusion, control, and integration.\nPractical implications: - The aim of this study is not only to apply an advanced methodology to study empirically how IT maturity level of an enterprise is improved, but also to suggest practical guidelines for actions to improve it.\nOriginality/value: - The five stages model is totally enhanced and reformulated from the previous stages theories. First, well-combined and comprehensive evaluation factors are used to critically appraise the evolutionistic characteristic of IT in enterprises. Second, the definition and benchmarks of the five stages model are confirmed through statistical testing with sufficient sample size (n=312).\n", "role": "assistant" } ]
Knowledge sharing enablers, processes and firm innovation capability	[ "United Arab Emirates", "Knowledge sharing", "Innovation capability", "Top management support", "Knowledge self-efficacy" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: In the field of knowledge management, the role of knowledge sharing has often been neglected by organizations in the United Arab Emirates (UAE) because of the scarcity of relevant research (Ahmad and Daghfous, 2010). This study therefore focused on examining knowledge sharing in the context of law enforcement in the UAE. Knowledge sharing is considered essential for knowledge-intensive organizations such as law enforcement institutions (Collier, 2006).\n2. Theoretical background: 2.1 Knowledge sharing\n3. Methodology: 3.1 Hypothesized research model\n4. Results and discussion: The study was designed to examine the linkages between enablers (KSE and TMS), processes (KD and KC) and outcome (FIC) variables. Based on the literature review, the researcher proposed seven hypotheses. This section sets out and discusses the results for all seven hypotheses.\n5. Conclusions: This study suggests that only KC behavior of employees significantly influences the innovation capability of the law enforcement agency under study. Both KD and KC behaviors are predicted significantly by employees' beliefs in their KSE and support from top management. The study confirms the bidirectional view of knowledge sharing (donating and collecting) in the context of the law enforcement agency in the UAE.\n", "role": "user" }, { "content": "Purpose: This paper aims to examine a research model that links knowledge sharing enablers, processes and outcome dimensions in law enforcement in the United Arab Emirates (UAE). It attempts to examine the impact of knowledge self-efficacy and top management support on knowledge donating and collecting. It also attempts to examine the effect of these two aspects of knowledge sharing on firm innovation capability.\nDesign/methodology/approach: This study used a quantitative approach, with data collected by questionnaire from 685 police officers in a law enforcement agency in the UAE.\nFindings: Knowledge self-efficacy and top management support have a positive impact on knowledge donating and collecting. Only knowledge collecting, however, had a positive effect on firm innovation capability.\nResearch limitations/implications: The study has significant academic and practical implications. It supports a previous research model that links enablers, processes and outcomes of knowledge sharing, and confirms them in the context of law enforcement in the UAE. It could also help law enforcement agencies to promote a knowledge sharing culture to support innovation in the UAE.\nOriginality/value: The research model is likely to be particularly valuable in knowledge-intensive organizations such as the law enforcement sector. Knowledge sharing is often overlooked by organizations in the UAE because there has to date been little research in this field.\n", "role": "assistant" } ]
School autonomy and 21st century learning: the Canadian context	[ "Canada", "Policies", "School autonomy", "Twenty-first century learning", "School divisions" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: In this paper, we report on the policy and practice contexts for school autonomy and twenty-first century learning in Canadian provinces. In general, we focus on the province of Alberta, which appears to have the most developed policy context for school autonomy. Where appropriate, we speak to the wider Canadian context; however, we limit much of the discussion to the province of Alberta (and also the province of Saskatchewan which provides a source of contrast and occasionally illustrates those elements that can be said to be a \"Canadian\" approach), since a more complete discussion of the Canadian context would take more space than we have available in this paper. While the larger international project, in which this paper is situated, intends to explore the links between school autonomy and twenty-first century learning, this is a descriptive paper that examines the policy contexts for both. The analysis of policies and context reported here do not necessarily lead to claims about links between school autonomy and twenty-first century learning. In fact, explicit claims about this connection do not appear to exist in the Canadian context. As such, this paper represents a preliminary description of policies related to school autonomy and twenty-first century learning only.\nTwenty-first century policy context: Alberta: The Canadians for 21st Century Learning and Innovation (2012) identify policies and the public discourse related to twenty-first century learning in almost all provinces and territories in Canada. One notable exception is the province of Saskatchewan. There appears to be little in the way of government policies related to twenty-first century learning - although many school divisions are working on local initiatives. The development of twenty-first century learning approaches by individual local school divisions is an interesting development given the lack of attention given to this by the province. It highlights the significant role that school divisions have in driving educational policy development when a policy vacuum exists at the state level. The concept of twenty-first century learning appears to be part of the educational discourse across the country with Alberta being identified as one of the most developed policy context for the implementation of twenty-first century learning. In Alberta, the system reform related to this has received much public attention. The policy framework developed primarily through the Inspiring Education (Alberta Education, 2010) document has received mixed reviews in Alberta and in the national public media.\nEmerging issues: Many of the new developments in educational policy in Alberta have been highly politicized. In particular, discovery learning, discovery math is under fire in the public media. Also, recently, The Task Force on Teacher Excellence has come under fire. In particular, recommendations for teacher evaluation and re-certification, the reclassification of principals as \"out-of-scope\", and the lack of collaboration in the process has drawn intense criticism from the teaching force and from the teachers' union (Alberta Teachers' Association, 2013). The following recent headlines give the flavour of the public debate concerning twenty-first century learning policies in Alberta:\nConclusion: school autonomy and twenty-first century learning: In this exploratory paper, some questions emerge about the relationship between school autonomy and student success in twenty-first century in Canadian schools. Alberta, in particular, presents a unique opportunity to examine a site with moderately developed autonomy practices and policies, as well as a policy environment explicitly concerned with notions of twenty-first century learning. What has become clear in this brief discussion is that autonomy is a complex phenomenon, in not only the Canadian context, but in also internationally. The Canadian example highlights the importance of a fine-grained analysis of autonomy. In this context, it becomes clear that an account of autonomy cannot be limited to the school site level. Autonomy is a phenomenon that emanates from the state and is exercised at multiple levels in a variety of ways. We are not suggesting in this paper that autonomy is not a relevant phenomenon to understand in the Canadian context. Hopkins (2013) argued:\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to report on the policy and practice contexts for school autonomy and twenty-first century learning in Canadian provinces.\nDesign/methodology/approach: This paper reports on an analysis of policies in Canadian provinces (particularly the provinces of Alberta and Saskatchewan). The authors review policies related to school autonomy and twenty-first century learning initiatives.\nFindings: In this paper, the authors argue that autonomy is a complicated and multi-levelled phenomena with a measure of autonomy devolved from the state to local school divisions, and yet other elements of autonomy devolved to the school and to individual teachers. The link between autonomy and twenty-first century learning are unclear as yet. This paper attempts to establish the policy contexts for school autonomy and twenty-first century learning without making claims about a causal relation between the two.\nOriginality/value: The originality of this paper lies in its description of autonomy beyond the school level. Autonomy, as a construct, is rarely examined as a dynamic process among multiple layers of the educational system.\n", "role": "assistant" } ]
The viable decision maker for CAS survival: how to change and adapt through fitting process	[ "Complex adaptive systems", "Value co-creation", "Decision making", "Change", "Service research", "VSa" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Nowadays rapid evolution in technology and resulting hypercompetition (D'Aveni et al., 2010) requires organizations the capacity to adapt in order to survive. Indeed, the ability in changing and adaptation according to external contingencies represents the main keys to evolve and compete successfully.\n2. Literature review: 2.1 The vSa\n3. The nowadays relevance of \"fitness\": 3.1 The role of the DM in modern organizations\n4. From decisions to behaviors: The need to analyze how organizations change and adapt according to the solicitations deriving from the external environment is fundamental for the understanding of how decisions result in behaviors. Substantially, it is necessary to analyze how value categories and general schemes, according to the ultimate goal of survival, are contextualized within the specific behaviors of the organizations. This is linked to what has been said about the change and adaptation processes that lead organizations to new configurations that are deeply linked to the strong beliefs that characterize them. In fact, starting from the considerations above about decision making processes, together with the theoretical perspective of vSa, we propose an interpretative framework that could be useful to link how the intensity of change and adaptation processes, that leads from decision to specific behaviors, and that can be shown by the implementation of procedures, and routines within the organizations, can be linked to the three dimensions of the information variety owned by the DM, as described in par.2.2.\n5. Final considerations, managerial implications and future lines of research: The paper addresses the gap in vSa literature about the analysis of the main dimensions that impact on changing and adaptation processes, when making reference to the DM in CASs. After presenting the theoretical lens of vsa applied to the analysis of CASs, the contribution focuses on fitting as the process that enables organizations to effectively respond to the external solicitations that could threaten the viability of organizations in the long run. In this sense, vSa is proposed as a perspective/meta-model/interpretative lens capable of identifying the dimensions that affect the DM when implementing decisions into behaviors within organizations. Accordingly, by making reference to the notion of vSa information variety and the dimensions that compose it, different levels and depths in the elements leading to change are proposed. The main contribution of this paper, therefore, relies in the proposal of a general framework that can be used for recognizing/identifying, which are the elements/dimensions that have to be considered when organizations change.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to investigate the decision-making process in the management of the complex adaptive systems (CAS), particularly focusing on the dimensions that affect the individual decision maker (DM) when passing from decision to behavior in fitting processes. Although the importance of the general process of fitting in terms of organizational design has been highlighted in earlier studies, a closer focus on the DM perspective is required.\nDesign/methodology/approach: Starting from the theoretical frameworks of viable systems approach (vSa) and addressing the evolving concepts of change and adaptation in CAS, the work takes the DM perspective and investigates the dimensions involved in the paths that lead complex decisions into behaviors, when referring to fitting processes. The paper reviews the vSa and the concept of CAS, deepening the decision making in fitting processes. Then, the paper proceeds to discuss the schemes and the categories that affect, at different levels, the decision and behavioral choices by proposing an interpretative framework.\nFindings: The paper proposes a general framework useful to recognize/identify which are the elements/dimensions that have to be considered when organizations change in pursuing survival. The findings of the paper also show how adopting a vSa as a meta-model can be insightful to the understanding of service systems and useful in fully comprehending decision-making processes and behavior in complex adaptive system.\nOriginality/value: The originality of this paper lies in exploring the decision making process in CAS, adopting a closer perspective on the single DM through the lens of the vSa.\n", "role": "assistant" } ]
Development of food products with addition of rapeseed presscake fermented by Rhizopus: Sensory properties and consumer acceptance	[ "Consumer attitudes", "Sensory evaluation", "Fermentation", "Rapeseed", "Rhizopus" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Various factors limit the acceptance of plant proteins by consumers. These include sensory properties, e.g. \"beany\" taste and lack of texture, and the mental association of plant proteins - especially from pulses and oilseeds - with being old-fashioned, poorly digestible and difficult to prepare (Schneider, 2002; de Boer and Aiking, 2011; Niva et al., 2017). A notable exception is soy protein which is increasingly used as an ingredient in western-style diets.\nMaterials and methods: Fermentation and further processing of rapeseed presscake\nResults and discussion: Exploratory product development, and masking of bitterness\nConclusions: This study has shown that, within limits, it is possible to use rapeseed presscake fermented by the \"Tempeh starter\" Rhizopus oligosporus to enrich various foods with protein or to replace other proteins, e.g. soy proteins. However, Rhizopus is unable to degrade bitter-tasting compounds to a relevant extent, which affects consumer acceptance. Even though bitterness can be masked to some degree by using a pre-treatment with vinegar or adding rather high levels of lecithin to the formulation, bitterness is the limiting factor to the levels of fermented rapeseed presscake able to be added to various foods and be accepted by consumers. Yet, spreads and bread were found to be particularly suitable for use of fermented rapeseed presscake as they could be prepared with about 5-6 per cent dry fermented rapeseed presscake added without major negative effect on sensory properties and consumer acceptance.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to explore the prospects and limitations of consumer acceptance towards food products that have been enriched with rapeseed protein in the form of fermented rapeseed presscake.\nDesign/methodology/approach: In total, 16 different food products with up to 18 per cent fermented rapeseed presscake were developed. Three types of vegetarian spreads and one type of bread were formulated, and consumer acceptance was assessed by sensory evaluation, questionnaires and in a focus group.\nFindings: The fermentation of the rapeseed presscake by using the tempeh mould, Rhizopus oligosporus, had little if any effect on the bitterness of the presscake, and the bitter taste and aftertaste of the fermented presscake limited its use in food products. However, promising results were obtained when the breads and vegetarian spreads that were prepared with 5-6 per cent dried fermented rapeseed presscake were presented to sensory panels and to consumers, provided that the bitterness was masked, to some degree, by appropriate formulations and processes.\nResearch limitations/implications: Responders consisted mainly of younger people open to sustainable, plant-based nutrition, and may not represent the general population. Nevertheless, the results have implications for further research on utilization of rapeseed proteins.\nPractical implications: It is possible to use the fermented rapeseed presscake to enrich various foods with protein or to replace other proteins, e.g. from animals or soybeans, provided that the degree of degradation of undesired compounds can be better standardized.\nOriginality/value: This study provides useful information for how to increase the use of underutilized plant proteins for human nutrition.\n", "role": "assistant" } ]
Changing agents of change in neoliberally framed organizations	[ "Gender", "Human resource management", "Globalization", "Activism", "Change management" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: All human beings are born free and equal in dignity and rights. Universal Declaration of Human Rights 1948, Article 1.\nEquity and merit in the vanguard of globalizing neoliberal ideas and practice: Aotearoa as a case in point: As a case in point, Aotearoa/New Zealand is a jurisdiction that demonstrates many examples of groundbreaking social, political and economic innovation relevant on a global stage. The signing of the Treaty of Waitangi in 1840 between the Crown of England (then Queen Victoria) and a significant number of Maori Chiefs (women included) is still hailed globally as a vanguard acknowledgement of indigenous people as sovereign. While women in this emerging colony are often hailed as the first in Western style democracies to gain the right to vote in parliamentary elections in 1893, the indigenous population, women in general and variously marginalized people continued to struggle for fair systemic outcomes in their lives. Aotearoa New Zealand, among the first 51 nations to commit to foundation of the United Nations in 1945 (NZ History), indicates its continued aspirations to be a just and peaceful nation and to make a contribution to the achievement of peace and justice on the world stage.\nFeminist orientations in organizational studies: Among the vanguard of scholars of gender inequality in organizational studies is research into the unequal representation of women in management exemplified in the early work by Judy Marshall (1995) and by Calas and Smircich (1996, 2006). Practical efforts to enhance employment opportunities for women the world over was also a trajectory endorsed by the gender-related programs of the countries with allegiance to United Nations, Aotearoa New Zealand among them. In this jurisdiction, commitment to EEO has provided career opportunities for a small group of privileged, disproportionately white, women. It has not addressed growing inequality more generally in Aotearoa New Zealand as it has not elsewhere neoliberal policies have dominated (Verbos and Humphries, 2012).\nMakers of history: changing agents of change; self-reflection and reflection with others as action/activist research(ers): Habermas posits humans as the potential makers of history. Our experience and critique of neoliberally driven capitalism in a nation that has followed its doctrines for several decades, and our engagement with feminist organizational studies, informs our reflection on ourselves as makers of history and as agents of change. In a symbiotic process of self-reflection and reflection with others, we seek to expand our identities as action/activist researchers, a process of change in ourselves as changing agents of change. We apply our efforts to enhance critique of knowledge claims in knowledge production contexts in higher education as progressed by Ferree and Zippel (2015), Gill and Donaghue (2016) and O'Connor (2014) and in cultural industries by Conor et al. (2015). Their work invites a critical response to the adaptation of corporate practices and ideologies that have implications for the working conditions, the career paths of knowledge workers, and the control over the production of knowledge along gendered lines including the co-optation of feminist knowledge in the context of neoliberally driven universities. Assessment of dynamics between feminism and neoliberalism as articulated by Eschle and Maiguashca (2014), Fraser (2013), McRobbie (2015), Newman (2013) and Walby (2011) invite enquiries into the \"specific empirical contexts where competing and or overlapping agendas to pursue organizational change may serve or deny the interests of different categories of workers in terms of race, class and gender\" (Emejulu, 2011).\nConversing career experiences, aspirations and commitments to justice with women scholars in organizational studies: In 2014, over three decades into the rise of neoliberalism in Aotearoa New Zealand, and over 20 years into our research into the career experiences of women through various projects, twelve senior women scholars employed in public universities in this jurisdiction were invited into conversations about their lives. Their fields of interests are in diverse branches of organizational studies. Their seniority attests to their career success within the prevailing institutional context. Their public profile includes explicit commitment to various articulations of social justice and environmental responsibility. By virtue of their employment in a public university they are mandated by the Education Act (1989, Section 162) to contribute as a critic and conscience of society. Such profiles were important for selection to participate to assure us of the potential for deep and wide-ranging conversations. Each woman committed to three conversations over a period of eighteen months. The spaces between conversations allowed time for reflection, for new idea(l)s to emerge, and for deepening of earlier conversations. Each woman was invited to edit the transcript of her conversations and to add whatever thoughts came to mind during that process. Many chose to supplement the documentation with email messages and phone calls. Despite their career success as measured by their seniority and career stability, most participants volunteered an unflattering gender analysis of their employment institution. Descriptions of harassment, gendered patterns of opportunity, and radical feminist interpretations of diverse forms of gender inequity were common:\nChanging agents of change; women scholars in neo-liberally framed higher education and beyond: Scholars employed in publically funded universities in Aotearoa New Zealand are mandated by the Education Act of 1989 to contribute as a critic and conscience of society. The tenured status of scholars in such publicly funded universities is in part to protect freedoms necessary to make such contribution. We acknowledge the responsibilities that come from the related privileges of secure employment and take seriously the mandate to speak out on matters that concern us. We are however constrained by the intensification of public universities as modeled on a limited and limiting market driven business model exacerbating individualized competitiveness in dimensions running counter to creative work. The required intensification of outputs is perhaps the most easily observable trend, as is the casualization of academic labor more generally. Less obvious is the loss of capacity to commit to long-term research and the invasion of researcher freedom of focus and dissemination of research based on the requirement to meet publication demands in an increasingly reduced range of outlets as part of the corporate identity of their employer each must serve. Intensified competition within institutions and from without, drives the process of exploitation and marginalization which Dyer et al. (2014, pp. 102-106) attribute to a form of structural adjustment and necessary personal and organizational flexibility deemed a requirement of market driven globalization.\nConversations to disrupt the status quo: We continue to stand with those critics who have attributed causal associations with the specific degradations that accompany the intensification of neo-liberally informed capitalist idea(l)s globally. We are attracted to the transformational aspirations of such critical theorists in the realms of organizational studies. Our focus is on the nigh-naturalized discourse of neoliberally generated reasoning infused in a market-driven rhetoric reaching nigh algorithmic disassociation from human control. This form of technical or instrumental rationalization appears gender neutral and is applied in practice by women and men alike. It is a form of reasoning that in our realms of experience has nowhere near run its course. Our universities continue to demonstrate this market-driven rationalization in their governance and management practices through their exploitative pressures on the lives of their employees. The extent to which this model of success is representative of the prevailing form of human organization is the extent to which our universities and like organizations stand as examples of contradiction between the processes of market-driven globalization and its claim to aspire to advance universal human dignity and emancipation while tolerating or exacerbating exploitation. A Polyani (1944) inspired re-reversal is required. Our institutions must find the modes of organization, including their financing, that serve the ideals of universal justice rather than debate the extent exploitation and marginalization can be tolerated in the service of the [global] economy and its constituent organizations.\n", "role": "user" }, { "content": "Purpose: This paper aims to invite reflection and action among scholars of gender in management to the shaping and meeting of commitments to universal justice.\nDesign/methodology/approach: In total, 12 women employed as senior scholars in public universities in Aotearoa New Zealand were invited to discuss their career experiences. An observed disjuncture between radical feminist analyses of their career experiences and their liberal feminist responses to issues arising for them prompted reflection on a wider disjuncture in the shaping of justice wherever neoliberal directives prevail, generating this paper's activist call to integrity between analyses and practice among scholars as agents of change.\nFindings: Implications drawn from the conversations with participants vindicated earlier critiques of diversity management under the conditions of neoliberalism when accommodating damaging social outcomes and systemic compliance is morally compromising.\nOriginality/value: Exploring accommodation of system preserving career strategies of scholars claiming commitment to justice is an evocative and original call to scholarly activism.\n", "role": "assistant" } ]
An empirical analysis of intra industry trade in manufactures between Korea and ASEAN	[ "Korea", "ASEAN", "Determinants", "Intra-industry trade", "Manufactures", "Panel data" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1. Introduction: Economic relations between Korea and ASEAN have expanded significantly over the past decades. Corresponding to ASEAN's potential as one of the largest emerging markets, Korea's trade with ASEAN has been growing remarkably. Korea-ASEAN trade has recorded double-digit annual growth for the past decades, increasing from approximately 33 billion dollars in 1997 to about 125 billion dollars in 2011. ASEAN becomes the second-largest trading partner for Korea, after China. Besides ASEAN's becoming a major export destination, the region has also become a major source for imports as it is the third-largest import market, reconfirming its importance as Korea's major trade partner. There has been a significant increase in trade of manufactured products between Korea and ASEAN since 1990s. The manufactured products constitute over 80 percent of Korea's exports to, compared to about 50 percent of imports from ASEAN. This is owing to the increasing economic scale of the two and the industrialization progress of ASEAN's members.\n2. Literature review: Since the introduction of the concept of IIT in the 1960s, a large number of theoretical and empirical studies have been conducted to investigate the determinants of this trade. The IIT literature began when Balassa (1966) analyzed the within industries of customs union in Europe. Grubel and Lloyd (1975) introduced a comprehensive index to measure IIT. The most obvious explanation for the occurrence of IIT is product differentiation (Krugman, 1980; Lancaster, 1980). Product differentiation occurs in a situation where individual firms in an industry produce different varieties of the same product which are close substitute in consumption and/or production. In the presence of demand similarity between countries and preference diversity between consumers product differentiation generates IIT between countries. Products can differentiate in three main forms: horizontal, vertical and technological differentiation.\n3. Development of Korea-ASEAN IIT in manufactures: This section provides the description of the extent, nature and dynamics of manufactured trade between Korea and ASEAN countries. Korea's trade of manufacturing goods with ASEAN has maintained an increasing trend, except in 1998 and 2009 during the East Asian and the world financial crisis, respectively. Korea's manufactured exports to ASEAN rose from $17.6 billion in 1997 to $53 billion in 2011, while imports over this period grew from $5.5 billion to $23.7 billion (Table I). Although the shares of manufacturing goods in Korea-ASEAN trade decreased between 1997 and 2011, Korea's manufactured imports grew at an annual average rate of 11 percent, while her exports to ASEAN grew at annual average rate of 8.17 percent during this period.\n4. Methodological issues and recent trends in IIT: There are alternative index definitions to calculate IIT. In this study the well-known Grubel-Lloyd (G-L) Index is used. They defined IIT as the difference between the trade balance of industry i and the total trade of this industry. The standard G-L intra-industry trade index is computed as follows:\n5. Determinants of IIT in manufactures between Korea and ASEAN: In this section, a panel data set (country i and time t) in the manufactured trade between Korea and ASEAN6 was adopted to conduct an econometric investigation of the determinants of Total IIT, VIIT and HIIT patterns for the years of 1997-2011.\n6. Regression results: The data set used in the estimation is a panel data set in two dimensions: the trading partner dimension and the time dimension. In panel data, pooled ordinary least squares (OLS), fixed-effects (FE) and random-effects (RE) estimators are alternatively used in this type of study. However, due to small sample problems, by which the limited number of cross-sectional units and the limited number of available data over time led to the violation of basic assumption of standard statistical analysis, pooled OLS estimator is applied in our study. Advantage of pooling is to increase the sample size, thereby obtaining more precise estimates and test statistics with greater power. Moreover, pooled OLS analysis concerns the possibility to capture not only the variation of what emerges through time or space, but the variation of these two dimensions simultaneously. This is because, instead of testing a cross-section model for all countries at one point in time or testing a time series model for one country using time series data, a pooled model is tested for all countries through time (Podesta, 2000). We also assume that there are no significant country (individual) effects. In the context of this study, it means that all of Korea's trading partners in the sample would react in the same way to changes in all explanatory variables. Thus the pooled OLS estimator can be safely used in this case.\n7. Conclusion: This paper has attempted to provide an empirical analysis of IIT in manufacturing sector between Korea and ASEAN's main trade partners for the period of 1997-2011. In this study not only the levels of IIT, but also its vertical and horizontal components are analyzed. The IIT's results demonstrate the increasing importance of IIT in manufacturing trade between two parties. The share of IIT in Korea's trade with ASEAN is low; however, the overall IIT levels had risen consistently over the reported period, reflecting the increasing importance of IIT in manufacturing trade between them.\n", "role": "user" }, { "content": "Purpose: The purpose of this paper is to empirically investigate the patterns and determinants of intra-industry trade (IIT) in manufactures between Korea and selected ASEAN countries in the period of 1997-2011.\nDesign/methodology/approach: The effects of country-specific determinants of IIT in manufactures are examined using panel data approach.\nFindings: The results show that the IIT of Korea-ASEAN manufactures is positively correlated with the average income levels and foreign direct investment inflow, while it is negatively correlated with the differences in factor endowments between Korea and selected partners. Overall, market size, income dissimilarity and factor endowments are indicated as most relevant determinants of IIT in manufactures between Korea and ASEAN countries.\nOriginality/value: Despites the importance of Korea-ASEAN IIT, studies on this subject are limited. This paper examines the pattern and determinants of IIT and its components in Korea-ASEAN manufactured trade. The paper also suggests the policy implications for the development of IIT between two parties.\n", "role": "assistant" } ]
RFID-based intra-supply chain in textile industry	[ "Globalization", "Supply chain management", "Radiofrequencies", "Textile industry", "China" ]	[ { "content": "Summarize the following paper into structured abstract.\n\n1 Introduction: In accordance with the Agreement on Textiles and Clothing at the World Trade Organization (WTO), one of the agreements made was the complete removal of quotas worldwide beginning 2005 (World Trade Organization, 2008), thus facilitating the international trade of textiles and garments. Competition is likely to increase among many garment exporting countries. Some clothing companies in Hong Kong that are original equipment manufacturers and original design manufacturers are known to have good reputation globally. To increase competitiveness for all these manufacturers, their suppliers need abilities like providing fast response to requests. In such a rapid changing market, suppliers often encounter issues of long production lead time, fast response to market needs, and high innovation on new products (Bruce et al., 2004). To reduce operation costs, the relocation of production facilities offshore by local apparel manufacturers has led to a dramatic increase in the number of apparel manufacturers in developing countries, especially in China.Hong Kong has become a hub for apparel sourcing globally, while China has become a production center. To enhance their competitiveness in the global market, some local apparel companies have formed strategic partnership with textile manufacturers and international trading firms in China.In general, sweater manufacturing can be divided into spinning and knitting. Spinning is the conversion of fibers into yarn, while knitting is a method of constructing fabric by intermeshing a series of loops of one or more yarns (Ng, 2002). A structure of a supply chain in the textile industry is shown in Figure 1.Nowadays, the relationship between spinning factories, knitting factories, and trading firms not only involve suppliers and customer relationships, but also the relationship of strategic supply chain partners. There is a need for enhancement of data accuracy and visibility for real-time information at each stage of a supply chain, especially for some partners located in other parts of the world.Radio frequency identification (RFID) technology is a newly emerging technology for the apparel industry in Hong Kong. It helps the partners to collect real-time data at each point-of-sale (POS), which is effective in visualizing actual sales of new collections and predict market trends. The technology is also beneficial for customers making decisions on how to mix and match various clothes within a few minutes. In some retail shops, RFID tags are attached to fashionable clothes, and then used to capture customer preferences and monitor inventory at each POS in real time. In addition to this, the technology is being applied to traceability of food in a supply chain (Kelepouris et al., 2007), improvement on efficiency of product replenishment in the printing industry and tracking locations of equipment in a construction site (Mehrjerdi, 2008). Meanwhile, some problems, such as counterfeiting of food, high return rate for publications, and long time locating equipment in a construction site, have obviously become alleviated. Compared with these industries, issues present in the textile industry are more likely dependent on seasonal factors and the trendy market. Short product life cycle, long production lead time, and high forecasting errors are critical problems found in the textile industry (Lam and Postle, 2006). Moreover, high variety of products, huge amount of obsolescent products, and lengthy stock-taking are challenges faced that have been found in this case study. To cope with such problems, the RFID technology is suggested to be applied in this setup.In this paper, a design of an RFID-based intra-supply chain (intra-SC) system is proposed to streamline the textile supply chain activities in an intra-SC network. The parties, including spinning factories, knitting factories, trading firms, and international retails have their own RFID-based logistics system supporting their operations, such as warehousing, replenishment, production planning, and product delivery, as shown in Figure 2. Information stored in their database is transferred to the Electronic Product Code Information Service (EPCIS). All supply chain parties can then exchange their data in real time, resulting to reduced lead time for product replenishment and product delivery. The proposed RFID system was implemented for trial at a manufacturing site. In this study, some benefits for adoption of the RFID technology in the textile industry are introduced. Simultaneously, some critical issues on implementation are discussed in the latter sections.\n2 Literature review: 2.1 Intra-supply chain management\n3 Design of RFID-based intra-SC system: As discussed earlier in this paper, the EPCIS provides data integration and information-sharing within the supply chain. The system architecture of the RFID-based intra-SC system is divided into four platforms: the RFID gateway, data integration platform, intra-SC data integration platform, and web-based platform (Figure 6). In the system, the RFID tags are attached on pallets, cartons, or even packages of spins. For the process of data collection, a reader sends signals to charge up the passive tag. Simultaneously, the energized tag transmits the signals to the reader. Using the middleware, the signals are then transformed into meaningful information, which is then synchronized with other internal information systems. The information is shared in real time within the supply chain network through the RFID-based intra-SC system.3.1 Data acquisition platform\n4 Challenges for implementation of RFID-based intra-SC system: For the successful implementation of the RFID system, a special team was formed to redesign existing business flow, management of human resources, collection of user requirements, migration of systems, refinement of the RFID system, and conduct trainings for operators. Time spent from doing work of preparation to trial implementation at the site was used for around one year. The most critical challenge faced in the processes of implementation was the integration of systems from the current ERP system to the RFID-based system. Some technical problems, which include huge amount of log files managed by the system in real time, reliability for the performance of tags, and lengthy search of RFID readers under the operational environment, were identified. Moreover, the will of sharing information among supply chain parties, lack of knowledge of the RFID technology for most workers, adaptability of the workers to the new situation, and relatively high costs of implementation are vital managerial issues simultaneously found in the case study.For all above mentioned technical issues, a close relationship with a software contractor should be built. In meetings, problems on reliability of the systems, especially in stocking in/out plenty of goods and bugs of the systems, were reported. Keeping a close relationship with the contractor allowed us to identify the problems accurately and find solutions effectively. In addition, materials of products attached with the RFID tags and its orientation are deemed critical in increasing accuracy of readability. Certainly, successful implementation of the new technological project is not only dependent on technical knowledge, but sufficient supports given to middle management are also important. To reduce resistance of employees, there is a need to invite and enjoin them in the project at an early stage. They can have better understanding on the project, and therefore could alleviate their worries about the change in the business model. Moreover, there is a risk of mixing unqualified products at some stages of a supply chain. To ensure that the products are not stolen or counterfeited, the RFID technology was suggested. However, some limitations of the project still exist. For instance, issues of security, especially for information sharing among supply chain parties and high costs for the full implementation, are considered big challenges, as observed by the case study. Undoubtedly, the mature development of the RFID technology, visibility of real-time information, and low costs in the future will help reduce resistance from supply chain parties.\n5 Results and discussion: The project on the intra-SC processes is designed for the integration of dyeing, spinning, and knitting manufacturers, and their retailers. The proposed RFID system was implemented for trial in a distribution warehouse at Novetex, a textile manufacturing company in Zhuhai, China. In such case, bundles of yarn are produced by spinning processes from four manufacturing sites, two of which are located in downtown Zhuhai and the others are located in the countryside near Zhuhai. The finished yarn products are collected from four manufacturing sites and stored in a distribution warehouse before they are distributed to partners, knitting manufacturing companies, and agents at widely dispersed sites. The locations of the downstream knitting manufacturers are based in China, which are spread over more than 30 sites. For a complex intra-SC network, high volatile demand, high variety of products, short life cycle, and long transportation distance have been identified as problems encountered by the textile manufacturers.In the traditional approach, workers used to operate on paperwork to record the quantities of products for stock-in and stock-out processes in the distribution warehouse. Records were typed manually in the ERP systems, which then led to a huge number of human errors made in the systems. Apart from errors, the process consumed a significant time in tracking product locations on various shelves. Some situations, such as missing products, products placed at wrong locations, mismatch between inventory records in the ERP system, and errors in the number of physical products located in the warehouse, frequently occurred. To deal with such problems, the manufacturing company attached over 300,000 tags to the finished products at item level, with four sets of RFID readers placed at one stock-in gateway and three stock-out gateways, to increase data accuracy during product replenishment and in the delivery processes. The RFID system was implemented at the distribution warehouse for 14 months. Compared with the traditional approach, the operational time used in cycle counting was reduced from 270 to 6 hours; the time spent on stock-in was reduced from 60 to 12 hours. The accuracy of the cycle count was increased from 85 to 98 percent. Moreover, the accuracy of the inventory records was increased from 98 to 99.98 percent. The estimated cost of inventory saved using the RFID system is more than RMB 10 million per year. The results obtained after implementing the RFID system, compared with the results obtained using the traditional approach, are shown in Table III.The system requires textile and apparel companies to form strategic alliances within the intra-SC. Information shared within the integrated information system should be made available to each supply chain partner at every stage of the process, not only to the primary supplier and direct customers. Through this, textile manufacturers are provided data on sales information on specific products in detail, irrespective of whether they are only responsible for yarn spinning. This helps strategic partners to better plan the allocation of their resources. To summarize the project, the system achieved low inventory, short lead time, high accuracy of real-time data, and high saving costs for obsolete products.\n6 Conclusions: The RFID-based intra-SC System allows textile and apparel firms to perform an intra-SC network, which facilitated the coordination and integration of supply chain functions and related activities. Intra-SC partners can easily retrieve first-hand information on order status, production status inventory level, delivery and distribution information, and international retail sales data; this is by no means a feat, bearing in mind that this information comes from different companies in various countries all over the world.In conclusion, the textile and apparel industry will benefit from the RFID technology. However, issues of security in information sharing are still a big challenge faced by the industry to date.\n", "role": "user" }, { "content": "Purpose: - The purpose of this paper is to describe the design of a radio frequency identification (RFID)-based intra-supply chain (intra-SC) system to facilitate coordination and integration of supply chain functions and activities, thus eventually enhancing the overall performance of a supply chain.\nDesign/methodology/approach: - The architecture of the proposed RFID-based intra-SC system is designed specifically for a chain made up of a fiber producer, fiber dyeing producer, yarn spinning producer, knitting and finishing producer, distributor, and a textile retailer.\nFindings: - Compared with the traditional approach, operational time, costs, lead time, and accuracy of inventory holding and of cycle time operations are noticeably improved.\nPractical implications: - The proposed RFID-based intra-SC system is implemented for trial at a distribution warehouse in Zhuhai, China. It is of benefit to the manufacturer who is able to seek obsolete stock effectively and capture real-time data automatically.\nOriginality/value: - The RFID-based intra-SC system is designed to overcome issues of information invisibility, which is considered a huge cost lost for obsolete stocks and ineffective intra-SC operations in the textile industry. In this industry, the products are highly dependent on seasonal factors. Short product life cycle and high forecast errors are also critical difficulties encountered by supply chain parties. Thus, the RFID technology is suggested to be adopted in similar supply chains. In this paper, a textile manufacturing site is selected to test the proposed RFID system. Some advantages, critical issues for implementation of the RFID system, and lessons learned from the case study are shared with other interested parties.\n", "role": "assistant" } ]
An analysis of the environment and competitive dynamics of management education	[ "Competitive analysis", "Demographics", "Globalization", "Entrepreneurship", "Strategic management", "Business schools" ]	[ { "content": "Summarize the following paper into structured abstract.\n\nIntroduction: Despite being acknowledged as one of the major success stories in higher education over the last 30 years, business schools are at a crossroads in their development (Pfeffer and Fong, 2002). They currently face an image and identity crisis and have been subject to a wide range of critical reviews about their societal status as academic and professional schools (Bennis and O'Toole, 2005; Ghoshal, 2005; Pfeffer and Fong, 2004; Mintzberg and Gosling, 2002). On the one hand they are seen as being out of touch with the business world and on the other hand of doing irrelevant research and failing to build ethical, global and team-oriented thinking into their curriculum. This has led to a reappraisal of the role and value of business schools and the development of an emerging literature projecting future choices and scenarios for business schools and their deans (see, for example, Starkey et al., 2004).The aim of this paper is to provide a framework that can be used to analyse the future roles and strategic choices open to business schools and their administrators. It first provides an environmental analysis of the business school environment, with a strong European flavour, using the PEST (political, economic, social, technology) framework (see, for example, McGee et al., 2005, p. 13) as an appropriate analytic vehicle. With the PEST output as background the paper then highlights the key forces and drivers influencing the future evolution of management education, namely demographic, technology, globalisation and entrepreneurship drivers. In turn, these forces impinge directly on the competitive dynamics of the business school market and indicate both current competitive positioning strategies and future competitive pathways which schools may choose to follow. While the paper recognises that not all business schools have similar strategic foci and that diversity in strategic choice is an important and enriching characteristic of business schools, it nevertheless suggests that a range of strategic types describe the dominant strategic profiles of business schools. It concludes by discussing which type of business school may best fit the twin demands of academic rigour and practical relevance.\nPEST analysis of the management education environment: The external context of strategic decisions is very broad-ranging. It can include governments, competitors, technological and social change and the dynamics of buyer and supplier markets. One way for managers to analyse their exposure to the set of potential contextual factors is through the application of a PEST analysis (McGee et al., 2005, p. 13). A PEST analysis of the business school education environment is provided in Table I.Among the key conclusions of the PEST analysis are the following:Funding of higher education (see, for example, the introduction of so-called \"top up\" fees in UK higher education (The Economist, 2005) is a critical issue across the world. The consequences of continued under-funding of universities have been the increasing use of part-time faculty, the relative unattractiveness of academic careers and mounting evidence of financial failure (The Economist, 2005). Further, pressure from governments and regulatory bodies (such as (in the UK) the QAA with its focus on teaching quality and the RAE with its focus on research quality) will require business schools to balance quality education against criteria of cost efficiency and organisational effectiveness.The growth of the global economy creates new opportunities and challenges for business schools. In parallel with the rapid development of quality business schools in Europe and Asia (see, for example, the listing of the global MBA programmes in the Financial Times annual ranking of global business schools), successful competition with foreign schools will require a balanced global view of business education and increased recognition of multi-national and ethnic diversity in teaching methods, teaching materials and case studies.Student demand patterns and the emergence of new learning technologies will require schools to pay increasing attention to flexible learning and the blend between face-to-face campus style learning and interactive e-learning technologies.Social factors including two-income families and increased life expectancy will probably result in increased demand for innovative forms of life-long learning.A more detailed exposition of environmental forces and drivers follows in the next sections.\nThe key forces driving management education: The key forces and drivers in the management education environment are illustrated in Figure 1 and discussed in subsequent paragraphs.Impacts and implications of demography\nImpacts and implications of globalisation: Cabrera and Bowen (2005) quote World Trade Organisation (WTO) data to show that global trade grew from 20 per cent of world GDP in 1990 to more than 30 per cent in 2003. And, foreign direct investment grew over the same period from 4 per cent to 11 per cent. Consequently globalisation is an established fact of life neatly encapsulated in the popular title The World is Flat by Thomas Friedman (2005) and in the writings of Michael Porter (1990) and Bartlett and Ghoshal (1989). As a result of globalisation economic power is now spread across the world. The growth of trading blocs (Ohmae, 1985), such as the EU in Europe and NAFTA in the Americas, and the growing power of China and India in Asia, point to a rapidly changing geopolitical order. As McCann (2006) says, \"global competence is a core competence; knowing how to confidently and competently work across cultures is essential in a global economy\".What are some of these global competencies and skills? Laura Tyson, the current Dean of London Business School (LBS), together with colleagues at LBS, has recently carried out a survey of global business capabilities based on interviews with around 100 global business executives. She concludes (see Hoare, 2006) that from a list of about 40 capabilities the skills of \"flexibility, cultural sensitivity and integrity\" topped the preferred list of managerial attributes. Cabrera and Bowen (2005) further believe that, in addition to Tyson's key capabilities, a global manager is a citizen of the world possessing a global mindset as the unique, value-added competence. This global mindset requires fusion of global business, international studies and cross-cultural proficiency enhanced by a set of core ethical values and professional conduct norms.From a strategic perspective the issue for a school is how to build knowledge of internationalisation and global capabilities into the curriculum. Indeed, surveys suggest that less emphasis is often paid to the teaching of international business in many schools. As Hawawini (2005) points out, the typical internationalisation strategies are the import model of internationalisation (\"bringing the world to the school\" through attracting global students and faculty); the export model of internationalisation (\"sending abroad faculty and students\" either through faculty sometimes delivering courses off-campus in selected locations or by students attending foreign alliance schools) or the network model of internationalisation involving the creation of a multiple-site institution with fully fledged campuses across the world (a more pure \"brick and mortar\" strategy). Hawawini clearly favours the network model as the model of a truly global school - one with complementary and interconnected campuses across the three major economic regions of the world (i.e. the Americas, Asia and Europe). The strategic question here surrounds the degree to which the globalisation of business and education will favour the adoption of a mixed \"click, brick and mortar\" approach rather than a network model in creating the future global business school.In summary, the implications of globalisation for management education include the following:the growth of multinational student diversity;the need to understand global competitive rules and regulations (e.g. NAFTA, EU, etc.);cross-cultural content becomes critical in teaching;the growth in customised executive education programmes for MNC (multi-national corporation) clients;the requirement to form cross-functional teams to manage global accounts;business education operating in a \"think global - act local\" mode;business education offered on a global basis; andstrategic alliance partners become important and critical.Impacts and implications of entrepreneurial enterprise\nCompetitive forces and dynamics for business schools: The main elements in the competitive environment are illustrated in Figure 2 and discussed in succeeding paragraphs.The competitive landscape in management education is clearly changing with the advent of increasing competition from quality schools in Europe, the Americas and Asia and engineering and science-based management programmes offering substitutes (e.g. Sciences PO Paris or Imperial in the UK) for conventional business school programmes. As Hawawini (2005) notes \"top business schools will either transfer themselves to meet the demands (of a more complex environment) or cede some of the terrain to alternative providers of business education\". Some of those providers are illustrated in Figure 2 and include the types discussed below.Corporate universities\nGeneral issues and challenges: rethinking the business school: In a very important paper Starkey et al. (2004) make the case for a reconfigured business school playing a central role in the context of the new economy and knowledge society. Such a school would develop new thinking and knowledge and provide a reflective and reflexive site for inquiry about business management. They contrast this knowledge-based business school with alternative scenarios of business-as-usual (i.e. variations of the existing US model of business school practice), takeover by management consultants/alternative providers leading to \"dumbing-down\" and commoditisation of programmes, or more academic models focussed on either a professional school (i.e. practically relevant agenda) model or a more rigorous intellectual agenda grounded either in the social sciences or the liberal arts agenda (see also Ivory et al., 2006).UK and European business schools provide evidence of the existence of alternative business school models. For example, LBS and Insead focus very closely on peer US schools such as Wharton, Harvard and Northwestern and adopt a variation of the US-style business school model. Ashridge, Henley and Cranfield and probably Instituto di Empressa in Madrid have an agenda of practical relevance (for example, Cranfield's recent advertisements stress that over 90 per cent of their faculty have real business experience) and exemplify professional schools, whereas Bath, Lancaster and WBS build their programmes on strong social-science based research. Leicester, on the other hand, with its critical school of management, is perhaps closer to the humanities and liberal arts rather than the social sciences.A challenge for any business school model is that of balancing twin hurdles of academic rigour and practical relevance (Pettigrew, 1997). Starkey and Madan (2001) argue that the increasing relevance gap needs to be bridged or else it will be filled by rivals and alternative providers such as consultants or corporate universities. However, the means of bridging this gap are by no means clear (see Grey, 2001), but the best advice would appear to be the proposition that business schools should engage in cutting-edge, rigorous academic research on management which is informed by the context and practical insights about management gained from engagement with management issues and challenges.In conclusion, the paper suggests a range of general issues and challenges that may be faced by business schools in the future.Issues include the following:the urgent need to enhance faculty salaries given talent supply shortages;broadening the role of research relative to the twin hurdles of rigour and relevance;privatisation of business schools to improve the financial resource base;building international perspectives;linking entrepreneurship to business education;balancing public and private management skills; anddefining the role and meaning of management education.Challenges include the following:rigour versus relevance;research versus professional models;balancing research and pedagogy;understanding cultural differences;building and managing alliances;technology enhancements; andfundraising.\n", "role": "user" }, { "content": "Purpose: - The paper seeks to identify the key environmental forces and competitive drivers influencing the strategic management of a business school, and to give guidance about strategic choices as the business school evolves in the new knowledge economy.\nDesign/methodology/approach: - Analytic tools such as PEST analysis and competitive analysis are used to provide a model and framework for dialogue about strategic choice.\nFindings: - The influence of demographic, technological, entrepreneurship and globalisation drivers provides a series of implications for competitive action and strategic choice. In the current environment it offers a school strategy of a rigorous academic research profile informed and guided by practice. This is favoured over a more professional agenda.\nOriginality/value: - The paper reviews and updates the literature on future strategies and scenarios for business schools from an analytic perspective.\n", "role": "assistant" } ]

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