bluuebunny/crossref_metadata_2025 huggingface dataset:
Top team composition and corporate turnaround under environmental stability and turbulence
Authors: Abebe Michael A.
Published: April 2010

Purpose

The purpose of this study is to empirically examine the effect of top management team (TMT) characteristics on corporate turnaround performance in declining firms under conditions of environmental stability and turbulence.

Design/methodology/approach

Theoretical hypotheses were developed and tested using data collected from 98 US manufacturing firms that experienced performance decline and turnaround during the periods 1990‐1994 and 1995‐2000 respectively. Data were collected from the COMPUSTAT database and annual filings and analyzed using a moderated regression analysis.

Findings

The results of moderated regression analysis indicate an adverse effect of long organizational tenure on corporate turnaround, especially in turbulent environments. Hence, if was found that the effect of top team composition on corporate turnaround varies depending on the environmental context.

Research limitations/implications

The study contributes to the ongoing corporate turnaround research by examining the interplay between TMT characteristics and turnaround performance under different environmental contexts. Consequently, the findings of the study suggest that the environmental context in which declining firms operate matter just as much as the nature and characteristics of their top team in determining the success of their turnaround attempt.

Practical implications

The results of the study shed some light on corporate governance issues, specifically on the importance of matching top management change efforts in declining firms with the respective environmental context.

Originality/value

The study contributes to the corporate turnaround literature by addressing the recent call for research in the TMT‐turnaround relationship under environmental contingencies (i.e. environmental stability/turbulence).
Developing the strategic resources of Chinese entrepreneurial firms
Authors: Yi Feng Chen Nancy , Chen‐Ho Chao Mike , Tjosvold Dean
Published: April 2010

Purpose

Applying the theory of cooperation and competition, this paper proposes that entrepreneurial firms can obtain social capital in terms of trust and reciprocity by developing cooperative goals with other firms, rather than competitive and independent goals. Such cooperative relationships may then enhance the firm's strategic resources, including corporate reputation and market access.

Design/methodology/approach

Results were obtained from structural equation modeling of data from 120 entrepreneurial firms in Shanghai, China.

Findings

The hypotheses were supported, except that reciprocity was found to affect corporate reputation negatively. The results suggest that cooperative interdependence and trust in the network of entrepreneurial firms, not self‐sacrificing reciprocity, can foster a firm's business development.

Originality/value

Although there is evidence in the literature suggesting that social capital influences the performance of entrepreneurial firms both directly and indirectly, there is less evidence addressing the mechanisms by which entrepreneurial firms can acquire and maintain social capital. This study addresses this research gap.
Leadership development: the key to unlocking individual creativity in organizations
Authors: Houghton Jeffery D. , DiLiello Trudy C.
Published: April 2010

Purpose

This paper sets out to develop and test a hypothesized model of the role of adult leadership development and youth leadership development as possible moderators of the relationships between creative self‐efficacy, perceived support for creativity, and individual creativity.

Design/methodology/approach

The study employs the multi‐group nested goodness‐of‐fit strategy in LISREL 8.53 to test the interaction effects of two qualitative moderator variables.

Findings

Results suggest that adult leadership development may moderate the relationship between perceived organizational support for creativity and individual creativity, while youth leadership development may moderate the relationship between creative self‐efficacy and individual creativity.

Research limitations/implications

Limitations include concerns regarding generalizability, possible social desirability and response set biases, self‐report data, and causality. The primary implication is that leadership development, targeted at adults as well as children, may represent one important key for unlocking idle creative potential and enhancing overall organizational effectiveness.

Practical implications

Organizations may wish to consider youth leadership development experiences as potential behaviorally based predictors of future job success for jobs that require creativity. Organizational decision makers should also carefully consider making leadership development opportunities available to organizational members at all levels.

Originality/value

The study is among the first to examine both adult and youth leadership development as potential facilitators of creativity in organizations and has value for practitioners as well as for future creativity and leadership development researchers.
Transformational and active transactional leadership in the Canadian military
Authors: Ivey Gary W. , Kline Theresa J.B.
Published: April 2010

Purpose

This study seeks to examine the manifestation and effects of transformational, contingent reward, and active management‐by‐exception leadership across ranks in the Canadian military. It also aims to investigate whether or not the relationships between perceived leadership behaviors and effective leadership outcomes are moderated by hierarchical level and followers' expectations.

Design/methodology/approach

A total of 704 military officers and enlisted members rated their leaders' behaviors and the behaviors they expect of their leaders.

Findings

Frequency of transformational leadership behaviors increased with rank, but frequencies of perceived and expected contingent reward and active management‐by‐exception leadership behaviors did not. Transformational and contingent reward leadership effects were not moderated by rank or by followers' expectations. The effects of perceived active management‐by‐exception leadership were moderated by followers' expectations.

Research limitations/implications

When followers do not expect active management‐by‐exception from their supervisors, based on their own implicit beliefs about the types of behaviors their leaders should be exhibiting, but they are subjected to it, their job satisfaction and their attitudes toward their supervisors may be negatively affected.

Practical implications

Transformational leadership is prevalent, expected, and effective at all hierarchical levels. Because of their positive impact on followers' job satisfaction and their attitudes toward their supervisors, the Canadian military should continue to encourage transformational leadership and contingent reward leadership behaviors at all hierarchical levels.

Originality/value

The study highlights the potential importance of congruence between the expectations followers have of their leaders and followers' perceptions of their leaders' actual behaviors.
A three‐factor measure of discernment
Authors: Traüffer Hazel C.V. , Bekker Corné , Bocârnea Mihai , Winston Bruce E.
Published: April 2010

Purpose

The purpose of this paper is to operationalize the concept of discernment and to present an instrument to measure it.

Design/methodology/approach

The approach takes the form of a mixed‐method exploratory design that relied on principal component analyses and internal consistency performed on the resultant data set from a pool of items developed from the literature, as well as from a panel of experts. The investigation employed in‐depth interviews conducted with eight purposively selected leaders about their decision‐making processes and augmented the findings with data from 240 leaders, generated via an online survey.

Findings

The result is a three‐factor self‐rating instrument that measures courage, intuition, and faith, with Cronbach alpha values of 0.85, 0.89, and 0.85, respectively. These three factors appear to operationalize the concept of discernment.

Research limitations/implications

While the conceptual definition of the construct has merit, its completeness is subject to debate. If the conceptualization were incomplete, the results of the study would provide only a marginal understanding of the phenomenon. Moreover, an operational definition based on an incomplete conceptualization will fail to generate theory‐oriented propositions. Additional research is needed to establish population norms.

Practical implications

The study contributes to the ongoing task of appropriating spirituality in organizational life, demonstrates that discernment has value in contemporary leadership and organizational praxis, and provides an instrument for self‐evaluation by leaders as to how well each leader engages in discernment. The instrument offers a leadership development tool to help identify high or low discernment.

Originality/value

The study is original and makes the foundational contribution for a beginning stream of research.
AIDC feasibility within a manufacturing SME
Authors: Hodgson Simon , Nabhani Farhad , Zarei Sara
Published: April 2010

Purpose

The purpose of this paper is to research and design a feasible automatic identification and data capture (AIDC) system for a manufacturing small to medium enterprise (SME) that is able to facilitate the flow of accurate and real‐time data throughout the manufacturing process.

Design/methodology/approach

The processes and operations conducted at a manufacturing SME were critically analysed in order to identify areas, where the use of an AIDC system could be used to improve the efficiency and visibility of the processes throughout manufacture. The areas for improvement could then be identified and solved through specific applications and/or systems of which a cost benefit analysis could be conducted.

Findings

Significant cost savings are found through the implementation of a radio frequency identification (RFID) system based on the reduction of safety stock, the elimination of manual job tracking and the reduction of the manual input and written data throughout the process.

Research limitations/implications

The read range of the technology outlined in this project was found to be limited due to the metal interference of the products, which should be aimed to be improved through the detection of other RFID transponders or a better adhesive medium used.

Practical implications

The most common limitations were found to be the lack of IT infrastructure, limited knowledge on the benefits of the system and also cultural resistance to change. However, appropriate training is to be provided to overcome any problems.

Originality/value

AIDC systems utilising data carrier technologies have been successfully implemented within many large multinational organisations but research into the implementation of AIDC systems within SMEs is far more limited.
Lean automated manufacturing: avoiding the pitfalls to embrace the opportunities
Authors: Chen Hongyi , Lindeke Richard R. , Wyrick David A.
Published: April 2010

Purpose

Over the last several months, the cries to become lean and low cost have echoed all the way from the halls of government to the smallest company's back room. In times of severe economic challenge, the natural reaction is to make decisions that can make an organization become as lean and focused as possible. This paper aims to address these issues.

Design/methodology/approach

This paper discusses the benefits and pitfalls associated with lean manufacturing management starting from the kernel idea that pleasing the customer should be at the root of all effort leading through the ravages of overzealous application of “lean to the max.” Elements of lean discussed in this paper address organizational waste, human resources, distributed design, supply chain management, customer management, and the financial system.

Findings

Potential solutions and recommendations are made to help organizations become lean yet remain committed to being centered on the ultimate goal of customer satisfaction. These benefits and pitfalls may be seen as outcomes based on the degree to which lean is implemented.

Originality/value

This paper reviews the popular lean manufacturing environment and makes practical recommendations to new adopters to avoid failures due to the improper application of “lean” to their organization.
Fundamental mindset that drives improvements towards lean production
Authors: Yamamoto Yuji , Bellgran Monica
Published: April 2010

Purpose

The purpose of the paper is to present a fundamental mindset that an experienced Japanese Toyota Production System (TPS) consultant has when he drives a series of improvement activities during a lean transformation.

Design/methodology/approach

The main author of this paper conducted participant observations on two lean transformation cases at two medium‐sized Swedish manufacturing companies. The studied lean transformations are driven by the mentioned Japanese consultant. Before he became a consultant, he had practiced TPS more than 20 years at a supplier company of Toyota.

Findings

Instead of making a detailed plan to implement lean production, the consultant focuses on creating the need for improvement. The identified fundamental mindset that drives a lean transformation can be described as “occasionally by force, create a situation where people have no choice (or little choice) but to feel the need of improvement. The situation is such that it brings different problems up to surface. Through letting people solve the problems one‐by‐one, the performance of the operation as well as the capability of individual and organizational learning are improved.” Various lean techniques are simply used based on the surfaced problems.

Originality/value

The recent research shows that a contingent nature is required in lean transformation, especially when it requires an organizational cultural change. However, a limited number of researches have shown practical ways of conducting a lean transformation with a contingent approach. The paper identifies a simple but practical way of doing it.
A CAD system for extraction of mating features in an assembly
Authors: Mathew Arun , Rao C.S.P.
Published: April 2010

Purpose

The information and knowledge about a product and its assembly are necessary to generate all feasible assembly sequences of that product. Assemblies contain a very large amount of information and complex relationships. Identifying assembled parts as well as their contact surfaces is very important in design and manufacturing since this information is essential. The problem is to not only make the information available but also use the relevant information for making decisions, especially determination of the optimum assembly sequence. This paper aims to address these issues.

Design/methodology/approach

This paper describes a system for processing assembly models and extracting assembly related data using application programming interface (API) of the computer‐aided design (CAD) software. These data are used to identify the relationships between different components of an assembly thus encouraging generation of feasible assembly sequences.

Findings

Instead of total human interpretation of the assembly design, a direct CAD database interface approach has been proposed to extract the relation with minimal manual involvement. The information extracted is used to generate a list describing the links between the assembled parts, the involved features and the type of link explicitly to facilitate assembly analysis and planning.

Originality/value

The methodology of using the API of the CAD modeling package SolidWorks, is a novel approach in which the assembly mate information is captured. Instead of total human interpretation of the assembly design, a direct CAD database interface approach has been proposed to extract the relation with minimal manual involvement.
A modular, reconfigurable end effector for the plastics industry
Authors: Saliba Michael A. , Vella Zarb Andrew , Borg Jonathan C.
Published: April 2010

Purpose

The purpose of this paper is to address a problem that is commonly faced by manufacturing companies in the plastics industry, where large and different batches of freshly produced units need to be unloaded from the injection‐moulding machines and relocated, using automation.

Design/methodology/approach

The new solution is reached through a formal design approach, including a function analysis, a product design specification, a quality function deployment exercise, the generation of a number of conceptual solutions, and concept evaluation using morphological charts, failure mode and effect analysis and a decision matrix.

Findings

A single modular end effector that can be easily reconfigured for a large variety of moulds has been developed. The results are also extrapolated to more general applications where an end effector is required to carry out simultaneously several different but well‐defined functions in the presence of high variety.

Research limitations/implications

The critical decision that often needs to be made in industry, between flexibility and reconfigurability, is discussed. It is shown that when batch sizes are large, the penalty incurred in reconfiguration time is well offset by gains in simplicity, reliability and lower cost.

Practical implications

The company involved in this case study will achieve significant savings in costs and in storage space, since it will no longer need dedicated gripping devices for its different products.

Originality/value

This paper demonstrates the application of a formal design and development approach to arrive at a novel reconfigurable solution to a common parts handling problem in industry.
A solution method for the component allocation problem in printed circuit board assembly
Authors: Wu Yongzhong , Ji Ping
Published: April 2010

Purpose

The purpose of this paper is to propose an effective and efficient solution method for the component allocation problem (CAP) in printed circuit board (PCB) assembly, in order to achieve high‐throughput rates of the PCB assembly lines.

Design/methodology/approach

The investigated CAP is intertwined with the machine optimization problems for each machine in the line because the latter determine the process time of each machine. In order to solve the CAP, a solution method, which integrates a meta‐heuristic (genetic algorithm) and a regression model is proposed.

Findings

It is found that the established regression model can estimate the process time of each machine accurately and efficiently. Experimental tests show that the proposed solution method can solve the CAP both effectively and efficiently.

Research limitations/implications

Although different regression models are required for different types of assembly machines, the proposed solution method can be adopted for solving the CAPs for assembly lines of any configuration, including a mixed‐vendor assembly line.

Practical implications

The solution method can ensure a high‐throughput rate of a PCB assembly line, and thus improve the production capacity without further investment on the expensive PCB assembly equipment.

Originality/value

The paper proposes an innovative solution method for the CAP in PCB assembly. The solution method integrates the meta‐heuristic method and the regression method, which has not been studied in the literature.
An integrated approach to mixed‐model assembly line balancing and sequencing
Authors: Kamal Uddin Mohammad , Cavia Soto Marian , Martinez Lastra Jose L.
Published: April 2010

Purpose

Design, balancing, and sequencing are the key issues associated with assembly lines (ALs). The purpose of this paper is to identify AL design issues and to develop an integrated methodology for mixed‐model assembly line balancing (MMALB) and sequencing. Primarily, mixed‐model lines are utilized for high‐variety, low‐volume job shop or batch production. Variation of a generic product is important for the manufacturers as the demand is mostly customer driven in the present global market.

Design/methodology/approach

Different AL design norms, performance indexes, and AL workstation indexes have been identified in the initial stage of this work. As the paper progresses, it has focused towards an integrated approach for MMALB and sequencing addressed for small‐ and medium‐scale assembly plants. A small‐scale practical problem has been justified with this integrated methodology implemented by MATLAB.

Findings

ALs execution in the production floor require many important factors to be considered. Different line orientations, production approaches, line characteristics, performance and workstation indexes, problem definitions, balancing and product sequencing in accordance with the objective functions are needed to be taken into account by the line designer.

Originality/value

This paper has highlighted the important AL design characteristics and also provided an integrated approach for balancing mixed‐model assembly lines (MMALs) combined with sequencing heuristic. The findings of this paper can be helpful for the designers while designing an AL. The integrated approach for balancing and sequencing of MMALs can be used as a functional tool for assembly‐based contemporary industries.
Automatic generation of robot and manual assembly plans using octrees
Authors: Medellin Hugo , Corney Jonathan , Ritchie James , Lim Theodore
Published: April 2010

Purpose

This paper aims to investigate automatic assembly planning for robot and manual assembly.

Design/methodology/approach

The octree decomposition technique is applied to approximate a computer‐aided design model with an octree representation which is then used to generate robot and manual assembly plans. An assembly planning system able to generate assembly plans was developed to build these prototype models.

Findings

Octree decomposition is an effective assembly planning tool. Assembly plans can automatically be generated for robot and manual assembly using octree models.

Research limitations/implications

One disadvantage of the octree decomposition technique is that it approximates a part model with cubes instead of using the actual model. This limits its use and applications when complex assemblies must be planned, but in the context of prototyping can allow a rough component to be formed which can later be finished by hand.

Practical implications

Assembly plans can be generated using octree decomposition, however, new algorithms must be developed to overcome its limitations.

Originality/value

This paper has proved that the octree decomposition technique is an effective assembly planning tool. As a result, an assembly planning system has been developed. Assembly plans for automatic and manual assembly can be generated automatically by the proposed system, which is a novelty since there are no fully automatic assembly planning systems for manual assembly reported in the literature.
The role of industry perceptions in competitive responses
Authors: Fouskas Konstantinos G. , Drossos Dimitris A.
Published: April 2010

Purpose

The purpose of this paper is to examine the impact of managerial perceptions of the competitive environment on shaping the way firms respond to their rivals in terms of speed, intensity, innovativeness and breadth of competitive responses.

Design/methodology/approach

The paper develops a research model based on current literature of competitive dynamics and then test this model in 174 firms selected from 22 manufacturing, trade and service sectors in Greece.

Findings

The results indicate that managerial perceptions regarding the competitive environment affect the competitive response behaviour of companies in terms of specific characteristics and thus can be used as predictors of responses to competitive actions. This is in line with recent research in competitive dynamics, arguing that managers decode cues of their competitive environment in terms of threats and opportunities and respond to them accordingly.

Research limitations/implications

This study could benefit from a larger sample and replication in more countries. Moreover, more perceptional influences on competitive response characteristics should be examined in depth in future research with a view to enhancing awareness of competitive interactions.

Practical implications

Managers will develop a better understanding of factors influencing competitive response characteristics and will be able to better predict rivals' retaliation schemes when initiating competitive actions and foresee forthcoming industry changes.

Originality/value

Previous research in competitive dynamics is associated with measuring the impact of various measurable situational and environmental characteristics, such as industry growth and organizational age, in competitive response characteristics. It instead focus on the role of managerial interpretations of the competitive environment and how they affect the way they respond to a firm's competitors.
Knowledge transfer to the subsidiaries operating in overseas
Authors: Martins José , António Nelson
Published: April 2010

Purpose

The purpose of this paper is to provide information for the companies that pretend to transfer knowledge to their subsidiaries situated in an least developed country (LDC), because of the local operative specificity which is influenced by three analytical dimensions: first, the multinational enterprise's (MNE) ability to transfer knowledge; second, the climate of cooperation between the MNE and its subsidiary; and third, the subsidiary's absorptive capacity.

Design/methodology/approach

The present case study deals with three companies with subsidiaries in Mozambique which develop activities in the industrial sector, where the procedures of the analysis of contents are applied in order to answer the research questions.

Findings

The results show that the transferred knowledge must be directed at the operational needs felt locally. It must be avoided that the receiver believes the transferred knowledge is imposed by the transmitter, in order for it to be used as an asset in the production of new products, but without reproducing the MNE headquarters' business model because of the specific local context.

Research limitations/implications

The case study method does not allow the results to be generalized, but it permits the investigation of a combination of problems of the phenomenon thus contributing to its better understanding.

Originality/value

The results obtained contribute to a better understanding and greater efficiency of the process of knowledge transfer to the subsidiaries situated in an LDC, taking into consideration the particular characteristics of the local market and the local absorptive capacity.
The impact of organizational intervention on system usage extent
Authors: Chang Kuo‐Chung , Lie Ting , Fan Ming‐Liang
Published: April 2010

Purpose

The purpose of this paper is to advance our understanding of the concept of system usage and identify determinants at the organizational level that are attributable to the extent of system usage in the post‐adoptive and compulsory milieu.

Design/methodology/approach

The paper intends to examine the organizational intervention on system usage extent. Unlike previous studies, this research adopts a feature‐centered approach to examine the construct of system usage extent, and proposes that organizational supports such as management support and technical support impact the individual system usage extent.

Findings

Results show that technical support from the organization, specifically technical assistance and technical consulting channels, have a positive impact on system usage extent; however, management support does not show a significant effect. A post hoc analysis is conducted in an attempt to explicate the relationships between organization interventions and the feature usage of particular systems.

Originality/value

The paper has the following implications. First, this study discusses system usage extent from a feature‐centered perspective and develops a method to assess the degree of system usage. Second, the scheme for evaluating system usage extent developed in our study can be used to measure the actual system usage. Lastly, an ad hoc correlation analysis was performed to provide a detailed understanding of the relationship between organizational initiatives.
Information technology‐enabled intrapreneurship culture and firm performance
Authors: Benitez‐Amado Jose , Llorens‐Montes Francisco Javier , Nieves Perez‐Arostegui Maria
Published: April 2010

Purpose

The purpose of this paper is to analyze the relationships among two types of information technology (IT) resources (technological IT and managerial IT resources), the intrapreneurship culture and firm performance.

Design/methodology/approach

The paper is consistent with the perspective on IT‐enabled organizational capabilities. A proposed research model and hypotheses are tested using cross‐sectional survey data from a sample of 203 leading Spanish firms.

Findings

Data analysis shows that intrapreneurship culture is a valuable key capability that predicts firm market performance; both technological IT and managerial IT resources have a positive effect on the development of an intrapreneurship culture in the firm, and investment in both technological IT and managerial IT resources influences firm performance positively by means of the capability of intrapreneurship culture.

Research limitations/implications

Among other limitations, the paper uses data provided by only one key informant per firm, and the results can be generalized to only 25 business sectors among Spanish firms.

Practical implications

The research findings have important implications for practising managers. First, our results suggest that the deployment of technological IT and managerial IT resources increases firms' ability to develop an innovation‐supportive culture. Second, intrapreneurship culture is an important intermediate organizational capability through which the benefits of both technological IT and managerial IT resources are converted into performance effects at the corporate level.

Originality/value

First, this paper reveals how firms can develop an intrapreneurship culture. Specifically, the findings of the paper show the key role of IT‐based resources in the development of this type of organizational culture. Second, this paper shows theoretically and empirically how firms can generate business value from IT‐enabled intrapreneurship culture, a topic that has received little attention to date.
Exploring variables of transaction costs in Brazilian automotive supply chains
Authors: Lucio Maia Jonas , Lamon Cerra Aline , Gomes Alves Filho Alceu
Published: April 2010

Purpose

The purpose of this paper is to shed light on the “automaker‐supplier” relationships that exist in a supply chain of the Brazilian automotive sector, based on assumptions and variables of transaction cost economics (TCE).

Design/methodology/approach

The paper explored case studies carried out at an automotive engine manufacturer and six of its suppliers, applying semistructured interviews.

Findings

The findings indicate that automakers seek to utilize a form of hybrid relationship with their suppliers, which sometimes resembles competition and at other times cooperation; asset specificity tends to be greater in the first‐tier of the supply chain; and asset specificity seems to be mediated by aspects such as the amount of production destined to the manufacturer, the objective of maximizing return on previous investments, and the configuration of higher value‐added supply operations.

Practical implications

The results corroborate that close, long‐lasting, and trustful relationships tend to reduce transaction costs and improve performance, but in some cases, “latent competition” may also lead to reduced costs; managers should not undervalue the self‐reinforcing effects of asset specificity in a context of shared investments; and business strategy should guide every decision made inside supply chains in order to align supply and operations priorities.

Originality/value

Considering the deep restructuring process that Brazilian automotive industry has experienced, this paper brings its contribution in using TCE tools to analyze relationships inside an engine‐producing supply chain, dealing with the links between TCE and supply chain management.
Decision support system for continuous production
Authors: Bakhrankova Krystsina
Published: April 2010

Purpose

The purpose of this paper is to develop energy optimizer (ENEO) – a model‐based decision support system (DSS) for an existing European chemical plant with a multi‐stage continuous production process. The system comprises two modules – energy cost minimization and joined energy cost minimization and output maximization. Following the description of the researched production, the paper presents a gist of the underlying formulations. Then, it tests the DSS on real data instances with a focus on its configuration, practical implications and implementation challenges.

Design/methodology/approach

The design of the planning tool is consistent with that of the model‐based DSS and based on the existing information systems. The defined research problems are explored with the use of quantitative methods – the operations research methodology.

Findings

The findings show that ENEO reflects the essence of the researched production process and can provide benefits in practical business operations.

Research limitations/implications

Both the proposed system configuration and the formulated models lay a foundation to further research within the described industrial setting.

Practical implications

The system can be utilized in daily operations to provide substantial cost savings, improved capacity utilization and reactivity.

Originality/value

This paper contributes to research by bridging the gap between theory and practice. On the one hand, it describes an unexplored problem and its subsequent solution embodied in the DSS. On the other hand, it emphasizes the importance of applying the operations research methodology to the real‐world issues. Therefore, this work is valuable to both academics and practitioners.
Knowledge sharing behaviour and its predictors
Authors: Tohidinia Zahra , Mosakhani Mohammad
Published: April 2010

Purpose

This paper aims to evaluate the influence of different factors on knowledge donation and collection. The examined factors are among those determinants which comprise different aspects of knowledge sharing behaviour in an organisational context.

Design/methodology/approach

Based on the widely accepted theory of planned behaviour (TPB), we tried to develop a comprehensive model. The model covered different individual and organisational factors. Responses to a total of 502 questionnaires were considered. Structural equation modelling was then used to test the research model and hypotheses.

Findings

This research evaluated the influence of a series of potential factors on knowledge sharing behaviour. While perceived self‐efficacy and anticipated reciprocal relationships had a positive impact on attitude toward knowledge sharing, expected extrinsic rewards did not show a significant relationship with this variable. Organisational climate had a positive impact on subjective norms about knowledge sharing. In addition, the level of information and communication technology usage reflected a positive effect on knowledge sharing behaviour. Finally, significant relationships were found between the TPB elements.

Originality/value

This paper has tried to provide a comprehensive understanding about knowledge sharing facilitators in the oil industry. Since there was a lack of such research in an Iranian context, this paper can provide theoretical basis for future researches as well as practical implications for managers and practitioners.
The relationship of schedule flexibility and outcomes via the work‐family interface
Authors: Carlson Dawn S. , Grzywacz Joseph G. , Michele Kacmar K.
Published: April 2010

Purpose

The purpose of this paper is to examine the relationship of schedule flexibility with performance and satisfaction in the work and family domains, and whether these associations are mediated by the work‐family interface. Possible gender differences in the putative benefits of schedule flexibility are also to be explored.

Design/methodology/approach

Using a sample of 607 full‐time employees in either schedule flexibility or traditional working arrangements the authors tested a moderated‐mediation model. Regression was used to test the mediation of work‐family and the moderation of gender to the schedule flexibility to work‐family path.

Findings

Both work‐to‐family conflict and work‐to‐family enrichment are mediating mechanisms in the relationship of schedule flexibility with outcomes. More specifically, full mediation was found for job satisfaction and family performance for both enrichment and conflict while partial mediation was found for family satisfaction with enrichment only and mediation was not supported for job performance. Finally, gender moderated the schedule flexibility to work‐family conflict relationship such that women benefited more from flexible working arrangements than men.

Originality/value

The paper adds value by examining a mediation mechanism in the schedule flexibility with the outcome relationship of the work‐family interface. It also adds value by including work‐family enrichment which is a key variable but has little research. Finally, it adds value by demonstrating that schedule flexibility plays a stronger role for women than men regarding the work‐family interface.
“Catch me if you can?”
Authors: Millward Lynne J. , Asumeng Maxwell , McDowall Almuth
Published: April 2010

Purpose

This paper aims to locate managerial feedback‐seeking in a self‐regulation model in which self‐motivational considerations are uppermost. It seeks to use a qualitative psychological approach to address the question of when, what, how, from whom and why is feedback sought in a performance contingent managerial setting.

Design/methodology/approach

Using Kelly's Repertory Grid technique, ten managers reflected systematically on their feedback seeking in an organizational context. A grounded theory framework was used to identify higher‐order cross‐case constructs.

Findings

Managers sought performance feedback when they perceived uncertainty and difficulty in the pursuit of their managerial functions and were minded of their need to develop their management skills. Consistent with the instrumental model, feedback seeking was highly goal‐oriented and self‐affirmative in pursuit of increased managerial competence. However, the finding that adds most to the understanding on both an empirical and theoretical level is in showing how managers sought their feedback remotely, and from largely external sources, to reconcile development needs with self‐protective considerations (i.e. image and ego‐costs) in relation to subordinates and peers. These findings have implications for understanding feedback seeking as a multi‐dimensional highly self‐motivated process.

Research limitations/implications

Qualitative research uses small samples and this limits their empirical generalizability; however, the paper's findings link with previous work indicating potential for hypothesis generation and theoretical development.

Originality/value

Questions are raised about whether managers feel able to seek performance feedback for learning and development purposes, without feeling threatened in their capability and worth as managers. The paper argues that the environment most conducive to feedback seeking is one in which managers feel “psychologically safe” rather than defensive about their capability.
Shedding light on followers' innovation implementation behavior
Authors: Michaelis Björn , Stegmaier Ralf , Sonntag Karlheinz
Published: April 2010

Purpose

The purpose of this paper is to provide a deeper understanding of how transformational leadership relates to followers' innovation implementation behavior, the psychological mechanisms of this relationship, and the role of individual perceptions of climate for initiative.

Design/methodology/approach

Perceptual data were collected from 198 employees in lower and middle management positions of a multinational automotive corporation. Relationships were tested using hierarchical regression analysis.

Findings

Results demonstrate that transformational leadership was strongly related to followers' innovation implementation behavior and that the nature of this relationship was moderated by followers' levels of perceived climate for initiative. Additionally, commitment to change fully mediated the relationship between transformational leadership and followers' innovation implementation behavior.

Research limitations/implications

The paper is based on a cross‐sectional design. A causal interpretation requires studies with experimental or longitudinal designs.

Practical implications

Companies should invest in transformational leadership training and in the selection of supervisors with this leadership style before initiating the implementation of innovations. Enhancing contextual factors, such as a perceived climate for initiative, should be promoted by integrating them into organizations' reward systems.

Originality/value

The paper is one of the first to investigate the relationship between transformational leadership and followers' innovation implementation behavior. It specifies the organizational contexts under which transformational leadership is most likely related to innovation implementation behavior, and those in which such a relationship is unlikely to occur.
Self‐initiated foreign expatriates versus assigned expatriates
Authors: Biemann Torsten , Andresen Maike
Published: April 2010

Purpose

This paper aims to analyze the differences between assigned expatriates (AEs) and self‐initiated expatriates (SEs) in management and executive positions. The basic research question is how far SEs and AEs differ with respect to their reasons for working internationally and regarding their career aspirations and orientations, and in what way their individual career management differs.

Design/methodology/approach

A total of 159 expatriate managers completed an online questionnaire in German. The questionnaire covered psychological constructs and the participating managers' career histories.

Findings

It is shown that SEs start their international careers at a younger age, have a higher organizational mobility, and expect higher benefits from international experiences for their future careers. Moreover, career orientation remains relatively stable in SEs over different age groups, whereas it declines for AEs with increasing age.

Research limitations/implications

The study design is cross‐sectional and based on self‐reports, which makes causal explanations of the results difficult and increases the risk of common method bias.

Practical implications

Specific personnel management requirements regarding SEs in contrast to AEs are pointed out especially in the fields of recruitment, retention and career management, which can help support companies in building up a pool of global managers.

Originality/value

The paper adds valuable new insights to the literature on expatriate work and gives further evidence that SEs form a group that has been overlooked for a long time, even though it differs significantly from traditional expatriates who are sent abroad by their employing companies to return some years later.
The matching process in e‐mentoring: a case study in luxury hotels
Authors: Simmonds David , Zammit Lupi Anne Marie
Published: April 2010

Purpose

This paper seeks to examine the effectiveness of an innovative e‐mentoring programme introduced in an international group of luxury hotels.

Design/methodology/approach

The paper employs the survey method, with quantitative and qualitative data analysis. The research model was developed from a literature review.

Findings

While mentoring programmes have generally gained increasing popularity in various organisations, in the recent past the success of e‐mentoring has attracted little empirical research. E‐mentoring is a vehicle for providing a guided mentoring relationship over large distances, largely through e‐mail, but also by using technology, including the voice over internet protocol (VOIP). Questionnaires were administered to 193 mentors and mentees engaged in a pilot e‐mentoring programme. A unique model was developed and now needs to be applied to a range of organisations and their e‐mentoring programmes. There are three key elements to the model: first, the introduction of weighted criteria, which allows mentees to select those elements that are most important in the achievement of their personal learning objectives in the mentoring programme. Second, the mentee is encouraged to interview potential mentors before making a final choice. If global mentoring is to be successful, this interview will require web conferencing facilities so that the proposed matched pairs can also observe each another. The third aspect is the evaluation by both mentor and mentee at the end of the relationship in order to close the communications loop and to be able to assess the overall effectiveness of the matching practice and so encourage continuous development and enhancement of the process.

Research limitations/implications

The model should be further tested, applied and refined as necessary across a range of different organisations.

Originality/value

A novel and innovative model was developed from a literature review and tested in a large international group of luxury hotels. It will be of value to managers and HRD researchers.
Technical training in the MNCs in Malaysia: a case study analysis of the petrochemical industry
Authors: Wan Hooi Lai
Published: April 2010

Purpose

The aim of this paper is to gain insight into some of the types of training and development practices that are carried out in the chemical industry for technical workers. A salient focus of the study is to make a comparative analysis of four MNCs, which were selected based on equity ownership, to ascertain whether T&D practices are similar regardless of equity ownership.

Design/methodology/approach

Specifically, four MNCs in the chemical industry were analysed to ascertain the types and intensity of T&D practices in these MNCs in Malaysia. In‐depth interviews were conducted with some of the HR practitioners in each organisation.

Findings

Regardless of ownership, T&D practices of technical workers in the chemical industry in Malaysia are rather similar, though it differs in terms of intensity. On the whole, European MNCs place more importance on T&D, but it cannot be concluded that European‐owned MNCs have better T&D practices than Asian‐owned MNCs.

Research limitations/implications

Similar research could be conducted on a larger sample, incorporating MNCs of different equity ownership to determine how T&D policies of globalised MNCs affect employee performance. Further research could be extended to different regions and sectors.

Practical implications

It provides an insight of desirable T&D practices that HR practitioners could develop to create competitive advantage through their human resources.

Originality/value

In addition to identifying the relevant T&D practices, commentary is provided of current knowledge in terms of best T&D practices that could be emulated by local organisations as well as other institutions in the Asia Pacific region.