bluuebunny/crossref_metadata_2025 huggingface dataset:
Xyloglucan Xylosyltransferases XXT1, XXT2, and XXT5 and the Glucan Synthase CSLC4 Form Golgi-Localized Multiprotein Complexes
Authors: Chou Yi-Hsiang , Pogorelko Gennady , Zabotina Olga A.
Published: June 2012

Xyloglucan is the major hemicellulosic polysaccharide in the primary cell walls of most vascular dicotyledonous plants and has important structural and physiological functions in plant growth and development. In Arabidopsis (Arabidopsis thaliana), the 1,4-β-glucan synthase, Cellulose Synthase-Like C4 (CSLC4), and three xylosyltransferases, XXT1, XXT2, and XXT5, act in the Golgi to form the xylosylated glucan backbone during xyloglucan biosynthesis. However, the functional organization of these enzymes in the Golgi membrane is currently unknown. In this study, we used bimolecular fluorescence complementation and in vitro pull-down assays to investigate the supramolecular organization of the CSLC4, XXT1, XXT2, and XXT5 proteins in Arabidopsis protoplasts. Quantification of bimolecular fluorescence complementation fluorescence by flow cytometry allowed us to perform competition assays that demonstrated the high probability of protein-protein complex formation in vivo and revealed differences in the abilities of these proteins to form multiprotein complexes. Results of in vitro pull-down assays using recombinant proteins confirmed that the physical interactions among XXTs occur through their catalytic domains. Additionally, coimmunoprecipitation of XXT2YFP and XXT5HA proteins from Arabidopsis protoplasts indicated that while the formation of the XXT2-XXT2 homocomplex involves disulfide bonds, the formation of the XXT2-XXT5 heterocomplex does not involve covalent interactions. The combined data allow us to propose that the proteins involved in xyloglucan biosynthesis function in a multiprotein complex composed of at least two homocomplexes, CSLC4-CSLC4 and XXT2-XXT2, and three heterocomplexes, XXT2-XXT5, XXT1-XXT2, and XXT5-CSLC4.
Affirming entrepreneurial education: learning, employability and personal development
Authors: Crayford Judith , Fearon Colm , McLaughlin Heather , van Vuuren Wim
Published: June 2012

Purpose

This article aims to discuss the changing role of entrepreneurial education for promoting personal development, learning and employability skills.

Design/methodology/approach

The authors review key literature and policy from the EU, in conjunction with recent UK initiatives and organisations that are urging greater action to develop the skills and entrepreneurial mind‐set necessary for the graduates of tomorrow.

Findings

There is a sense of urgency and change in mainstream higher education (HE) to promote and embed greater entrepreneurial and workplace skills among graduates. Students are expected to demonstrate greater employability skills and signs of the entrepreneurial mind‐set that will help organisations innovate and succeed.

Originality/value

The article clearly makes the link between the need for personal development, employability skills and attributes of an entrepreneurial mind‐set among graduates for the post 2011 workplace.
Towards more effective training programmes: a study of trainer attributes
Authors: Ghosh Piyali , Satyawadi Rachita , Prasad Joshi Jagdamba , Ranjan Rashmi , Singh Priya
Published: June 2012

Purpose

The paper aims to ascertain the predictors of training effectiveness with special reference to the characteristics of trainers.

Design/methodology/approach

Characteristics of trainers as obtained from the extant literature served as seven independent variables to predict training effectiveness, measured in terms of trainee satisfaction with the training programme. Data were collected by administering a structured questionnaire on employees selected through simple random sampling. A total of 80 responses were obtained and subjected to multiple regression analysis.

Findings

Of the seven independent variables, only two, namely trainer's comfort level with the subject matter and trainer's rapport with trainees, were found to be the significant predictors of trainee satisfaction. Hence, the hypothesis that all seven independent variables are significant predictors of trainee satisfaction was partially proved.

Originality/value

Training programmes should be designed keeping in mind the knowledge level of trainers and their interpersonal skills. The paper suggests some measures that a trainer may adopt for a better learning experience of the participants.
Workplace bullying: consequences, causes and controls (part one)
Authors: Appelbaum Steven H. , Semerjian Gary , Mohan Krishan
Published: June 2012

Purpose

The aim is to examine what is workplace bullying and its consequences, causes and as well as to offer managers control systems on how to counter, reduce or eliminate it as the scale of bullying in the workplace is quite alarming. It is estimated that 1.7 million Americans and 11 percent of British workers experienced bullying at work in the last six months. Until now the topic has many problems identified but limited solutions. This article attempts to close that gap.

Design/methodology/approach

The two part article begins with a review of definitions and descriptions of workplace bullying. Next, an exploratory look at the consequences of workplace bullying is presented and demonstrates its impact on victims and organizations. Moreover, a summary of potential sources is exposed ranging from personality traits to organizational constructs. Finally, the article approaches three organizational strategies that have been proven to act as control systems towards workplace bullying.

Findings

It was found that transformational and ethical leadership are both very effective tools for managers to counter workplace bullying and that the instauration of an ethical climate in the workplace appears to be the most effective in avoiding workplace bullying from forming.

Research limitations/implications

The article does not compare the control systems against one another and does not explore the effectiveness of bullying predictors.

Originality/value

The article offers a comprehensive approach in understanding workplace bullying, its causes and its consequences. As well, it offers tools to managers on control systems designed to counter it. The topic is quite new in the literature and very relevant in terms of incidents that are repeated in the popular press but limited in terms of research articles.
An integrated model of training effectiveness and satisfaction with employee development interventions
Authors: Fawad Latif Khawaja
Published: June 2012

Purpose

The purpose of the study is to develop a framework to evaluate employee satisfaction with the training program by capturing its key indicators.

Design/methodology/approach

An instrument was devised through an extensive literature review. Data from the respondents were subjected to analysis using the statistical software SPSS.

Findings

Four subscales were found to have a significant contribution towards establishment of an effective training program.

Practical implications

The study identified potential enablers of a successful training program. The research highlighted the needs of business to concentrate on building employee capacity and focusing on employee development to attain job satisfaction.

Originality/value

Where much of the research is focused on training effects, little research had been focused on development of an integrated scale for the measurement of training effectiveness. The study fills this gap and also undertakes the formulation of a scale measuring satisfaction with employee development interventions.
Evaluation of factors affecting training transfer on safety in the workplace: a case study in a big factory in Greece
Authors: Brinia Vasiliki , Efstathiou Maria
Published: June 2012

Purpose

This paper aims to present research undertaken in the biggest factory in Greece (Aluminium of Greece SA), pertaining to the transfer of training on safety in the workplace.

Design/methodology/approach

Several factors (thought to affect training transfer) were measured, in order to assess whether there were favourable conditions for training transfer to happen within the specific workplace. In total, 134 questionnaires were distributed to “first line” workers of the factory, of which 88 were returned completed and processed. Subsequently, five interviews were held with their supervisors; in that respect, triangulation of data was achieved.

Findings

All factors examined here (e.g. trainee motivation, career goals, commitment, training design, working climate) were sufficiently developed within the specific workplace.

Research limitations/implications

This research is a case study. It has some limitations, which include its time and cost constraints and the research was also based on a specific factory.

Originality/value

There has been little research in Greece on training transfer. The present research is based on an industrial setting (factory) where health and safety issues are of paramount importance.
Developing coaching culture: are your coaching relationships healthy?
Authors: McComb Christiaan
Published: June 2012

Purpose

The paper's aim is to assist OD managers in the design and implementation of a coaching culture in their organization.

Design/methodology/approach

This is a conceptual/discussion paper, which draws on real world examples and is supported by the coaching literature.

Findings

OD managers must consider a range of factors when designing and implementing a coaching culture including: the motivation of a leader to coach; the health of internal coaching relationships; and role modeling.

Originality/value

There is little in the coaching literature that explores or provides practical insight into the design and implementation of coaching cultures. In particular, this paper provides insight into the motivational dimensions of establishing a coaching culture, and provides practical examples of how it applies in practice.
Investigating the perceptions of Iranian employees on teleworking
Authors: Valmohammadi Changiz
Published: June 2012

Purpose

The main purpose of this study is to explore the perception of Iranian sample managers and employees from state‐owned organizations on benefits, barriers, and desire to telecommute based on the context of Iran using descriptive analysis.

Design/methodology/approach

To address the research questions, a survey‐based empirical study was carried out in a representative sample of 28 public organizations from various state‐owned organizations in Iran. The 190 responses received were analyzed descriptively and the results presented.

Findings

The results show that 88 percent of the respondents perceive the importance of benefits of teleworking. At the same time, due to barriers and difficulties such as poor IT infrastructure which was ranked by respondents as the main barrier and the fear of losing social interaction, about 50 percent of respondents desire to telecommute. Also based on cultural factors of the country the study revealed that women want to telecommute more than men.

Research limitations/implications

This study is limited to the capital of Iran. Hence the findings and conclusions drawn from this research are representative of the Iranian context only. So caution needs to be exercised in generalizing the results.

Practical implications

For successful implementation of a teleworking policy, the Iranian government should provide and improve necessary IT infrastructures including high speed internet which is the main tool for successful implementation of a teleworking program and it should provide the necessary training both for managers and employees.

Originality/value

As teleworking is quite a new phenomenon in Iran this study has the potential to enhance the understanding of teleworking initiatives, benefits and barriers among researchers and practitioners in the context of Iran. Also policymakers of the country could take advantage of the findings of this study towards a successful implementation of teleworking.
Talent and time together
Authors: Harris Christopher M. , McMahan Gary C. , Wright Patrick M.
Published: June 2012

Purpose

This study aims to directly examine the relationships between various aspects of human capital and relationship stability (overlapping tenure) and team performance. Additionally, this study aims to contribute to strategic human resource management and human capital research by placing an emphasis on human resources (i.e. people) and their influence on performance.

Design/methodology/approach

The direct and interaction effects of human capital and overlapping tenure on performance are examined with a sample of 230 National Collegiate Athletic Association (NCAA) men's basketball teams in the 2006‐2007 season. A third party measure of basketball players' human capital is aggregated to the team level to examine its relationship with team performance. Additionally, the human capital of the head coach of each team and its relationship with team performance is examined. Relationship stability is assessed by measuring overlapping tenure, which is defined as the amount of time individuals have worked together towards a common performance outcome. Team level overlapping tenure among players and the overlapping tenure between players and their head coach are measured and their relationships with team performance are tested. Finally, the interaction effect of players' human capital and players' overlapping tenure on team performance is examined. Hierarchical regression is used to test each hypothesis.

Findings

The results find a positive relationship between both players' and coaches' human capital and performance. Also, players' overlapping tenure is positively related to performance. Lastly, the interaction between players' human capital and players' overlapping tenure is not significantly related to performance.

Originality/value

There has been a growing interest in human resources (i.e. people) as a source of competitive advantage. This study employs a unique sample of NCAA men's basketball teams to theoretically develop and empirically test relationships among human capital, overlapping tenure, and performance. Different from previous studies, an objective, third party measure of human capital and measurements of overlapping tenure are utilized and their direct and interaction effects on team performance are examined. The results of this study point to the importance of acquiring and retaining high levels of human capital.
Work‐based competences and careers prospects: a study of Spanish employees
Authors: Urtasun Ainhoa , Núñez Imanol
Published: June 2012

Purpose

This paper aims to identify the work‐based competences associated with better career prospects in the Spanish labour market.

Design/methodology/approach

The relationship between employee‐based competencies and employment prospects is investigated through the lens of the competence‐based approach. The partial least squares (PLS) methodology is applied on a sample of over 5,000 Spanish employees.

Findings

The analysis establishes that skill, motivation, participation in decision‐making and the performance of non‐routine and complex tasks are associated with more favourable career prospects. Finally, it has also been found that human capital dimensions valued by firms vary with occupation, as clear differences have been observed between white‐ and blue‐collar occupations. In particular, social skills and motivation appear to be more relevant for blue‐collar workers than for white‐collar workers.

Originality/value

For the first time, this paper analyses employees' career prospects using work‐based competences as predictors. Additionally, the analysis is based within a very uncertain labour market, Spain, where high unemployment and an extensive use of temporary contracts seriously hinder workers' career prospects.
From anxiety to assurance: concerns and outcomes of telework
Authors: Maruyama Takao , Tietze Susanne
Published: June 2012

Purpose

This paper aims to compare pre‐telework anxieties, expectations and motivators reported by 394 teleworkers with their corresponding actual experiences of telework.

Design/methodology/approach

Based on an organizational survey, 394 samples were generated who had been teleworking for less than 12 months at the time of the survey. By usingχ2tests, comparisons were made between pre‐telework expectations and post‐telework outcomes reported by teleworkers with different characteristics such as gender, job type, the presence of dependent children, and working hours spent at home.

Findings

The study found that prior to adopting telework sampled teleworkers tended to underestimate positive and overestimate negative experience of telework. It further demonstrated some statistically significant differences in pre‐telework expectations and post‐telework outcomes reported by different groups of teleworkers. For example, female teleworkers were more likely to report that telework made it easier to cope with caring responsibilities. Sales and marketing teleworkers were more likely to report reduced visibility and career development.

Practical implications

Implementing and maintaining successful telework schemes requires managers to take heed of the emotional aspects that accompany the use of such flexible work arrangements. Furthermore, career implications and the development of appropriate support structures for teleworkers need to be taken into account.

Originality/value

The contribution of this paper lies in the comparative approach between pre‐telework expectations and post‐telework outcomes. It compares different social and occupational groups.
Regulatory change and work‐life integration in France and the UK
Authors: Sanséau Pierre‐Yves , Smith Mark
Published: June 2012

Purpose

In this paper the authors aim to consider the impact of regulatory changes on work‐life integration outcomes. Using the cases of France and the UK they seek to explore changes in objective and subjective measures of work‐family conflict.

Design/methodology/approach

The authors use data from the European Foundation's European Working Conditions Survey (EWCS) to analyse trends in employees' working time and work‐life integration outcomes.

Findings

The authors observe an increase in reported satisfaction with work‐life integration in the UK in contrast to a slight fall in France. The authors also find a reinforcement of the working time norms in France and something of a tentative re‐emergence in the UK. However, against these trends evidence is also found of an enhanced flexibility in the scheduling of hours in both countries with French employees more at risk of changeable schedules.

Practical implications

Downward trends in working time do not necessarily translate into satisfaction with work‐life integration and may create their own tensions and conflicts for employees where there is reduced autonomy. While regulatory change may help shape the working time experiences of employees, the underlying tension between employee and employer‐friendly flexibility highlights the challenges for working time regulation and work‐life integration in different societal contexts.

Originality/value

The paper makes a contribution to the analysis of work‐life integration outcomes by examining both objective and subjective measures using comparable data. The authors underline the need to contextualise the regulation and experiences of work‐life integration in different societal settings.
Social networks and power in organizations
Authors: Cenk Sozen H.
Published: June 2012

Purpose

Social network theory can help management scholars to understand how the pattern of social ties between employees can lead to unpredictable consequences. Sometimes people occupying lower positions in organizations, like junior‐level secretaries, can be quite powerful and effective. Such consequences appear to be related to their status in the social networks they operate. The aim of this paper is to determine the level of the relationship between the network status and power of junior‐level office secretaries.

Design/methodology/approach

Two different methodological approaches were used to test the basic claims of this study. First, social network analysis was applied to network data gathered from 80 employees working in six academic departments and four administrative units, and then qualitative research techniques were used to explain the findings of the study. Interviews were carried out with 35 academicians.

Findings

The findings suggest that the secretaries have strong positions in terms of brokerage and network centrality. The results of interviews indicate that they use their social connections between academic and administrative departments to create various kinds of dependencies.

Practical implications

This research shows that secretaries may have high power potential in organizations, and those who are aware of their strong positions in a social network can use this for their self‐interests.

Originality/value

Social network theory and methodology have never been used to determine and explain the critical role of secretaries in organizations in the management literature. This study may give management scholars further ideas to explain how some organizational positions can provide advantage to the focal actors to construct social ties in organizations.
The role of strategic groups in understanding strategic human resource management
Authors: Gannon Judie M. , Doherty Liz , Roper Angela
Published: June 2012

Purpose

This article aims to explore how understanding the challenges faced by companies' attempts to create competitive advantage through their human resources and HRM practices can be enhanced by insights into the concept of strategic groups within industries. Based within the international hotel industry, this study identifies how strategic groups emerge in the analysis of HRM practices and approaches. It sheds light on the value of strategic groups as a way of readdressing the focus on firm and industry level analyses.

Design/methodology/approach

Senior human resource executives and their teams across eight international hotel companies (IHCs) were interviewed in corporate and regional headquarters, with observations and the collection of company documentation complementing the interviews.

Findings

The findings demonstrate that strategic groups emerge from analysis of the HRM practices and strategies used to develop hotel general managers (HGMs) as strategic human resources in the international hotel industry. The value of understanding industry structures and dynamics and intermediary levels of analysis are apparent where specific industries place occupational constraints on their managerial resources and limit the range of strategies and expansion modes companies can adopt.

Research limitations/implications

This study indicates that further research on strategic groups will enhance the theoretical understanding of strategic human resource management and specifically the forces that act to constrain the achievement of competitive advantage through human resources. A limitation of this study is the dependence on the human resource divisions' perspectives on realising international expansion ambitions in the hotel industry.

Practical implications

This study has implications for companies' engagement with their executives' perceptions of opportunities and threats, and suggests companies will struggle to achieve competitive advantage where such perceptions are consistent with their competitors.

Originality/value

Developments in strategic human resource management have relied on the conceptual and theoretical developments in strategic management, however, an understanding of the impact of strategic groups and their shaping of SHRM has not been previously explored.
Work organization, performance and health: introduction
Authors: Citoni Guido , Mahy Benoît , Rycx François
Published: June 2012

Purpose

The purpose of this paper is to introduce this special issue on work organization, performance and health.

Design/methodology/approach

The authors provide a general review of the literature and describe the main findings of the papers appearing in this special issue.

Findings

This issue provides new evidence regarding the impact of work organization (essentially defined in terms of payment methods, teamwork, workforce age structure and labour contracts) on performance (measured through employment, productivity and sickness absenteeism indicators). It also sheds more light on the determinants of workers’ health by gender, with particular attention to working conditions and mobbing.

Originality/value

The papers collected in this special issue provide some fine examples of recent work at the crossroads of health and personnel economics.
Healthy personnel policies
Authors: Eriksson Tor
Published: June 2012

Purpose

The purpose of this paper is to note that the current discussion about employer behaviors appears to be more concerned with how these affect the physical world than the consequences of the adoption of new management practices and organizational changes for the physical and psychological wellbeing of their employees.

Design/methodology/approach

Keynote speech (review of the literature).

Findings

This paper argues that the overlap between health and personnel economics is a new, fruitful area of research that can fill this void. Recent research in health economics has taught us that the life cycle perspective is key, and accordingly, the importance of childhood conditions have become increasingly better understood. However, the determinants of adult health, and the role of work life and working conditions and changes therein, are less well understood.

Originality/value

The paper discusses what economists can contribute to this area of research, and then selectively reviews some previous studies, including an investigation of the relationship between job design and health in Europe. Finally, some thoughts are given regarding promising areas for further research and a brief discussion of the major challenges involved.
Work organization, labour contracts and employment
Authors: Dhyne Emmanuel , Mahy Benoît
Published: June 2012

Purpose

To ease adjustments in the labour market, many countries have softened their legislation since the 1970s by introducing flexible labour contracts or by making their use easier. The purpose of this paper is to document labour management of temporary contracts during the last 20 years in Belgium, compared to the situation in its neighbouring countries. The authors investigate the determinants of the use of flexible labour contracts and the consequences of their introduction on labour dynamics.

Design/methodology/approach

A dynamic Probit is considered to model the use of fixed term labour contracts (FTCs) and standard dynamic labour demand equations are used to test the impact of labour contracts on the labour adjustment at the firm level, using a panel of around 8,000 firms during the period 1998‐2005.

Findings

The results indicate that some firms follow labour management based on a core (indefinite term contracts – ITCs) and a peripheral component (FTCs) and manage temporary contracts on a “permanent” basis, from a long run perspective. Estimates also confirm a much faster temporary contracts employment adjustment, while ITCs adjustment does not depend on whether firms employ FTCs. ITCs short‐term employment elasticity with respect to wages suggests that workers protection against redundancies is strengthened when firms manage work organisation with both types of contracts. In contrast to ITCs, FTCs are used to meet unexpected demand shocks.

Originality/value

This paper contributes to the growing literature on the impact of the introduction of new flexible contracts on the labour demand at the firm level.
Does it pay to be productive? The case of age groups
Authors: Cataldi Alessandra , Kampelmann Stephan , Rycx François
Published: June 2012

Purpose

The purpose of this paper is to evaluate empirically the relationship between workforce age, wage and productivity at the firm level.

Design/methodology/approach

Panel data techniques are applied to Belgian data on private sector workers and firms during 1999‐2006.

Findings

Results (robust to various potential econometric issues, including unobserved firm heterogeneity, endogeneity and state dependence) suggest that older workers are significantly less productive than prime age and young workers. In contrast, the productivity of middle‐aged workers is not found to be significantly different compared to young workers. Findings further indicate that average hourly wages within firms increase significantly with workers’ age. Overall, this leads to the conclusion that young (older) workers appear to be “underpaid” (“overpaid”).

Originality/value

These findings contribute to the growing literature on how the workforce age structure affects productivity and wages.
Sickness absence, performance pay and teams
Authors: Dale‐Olsen Harald
Published: June 2012

Purpose

Performance pay is growing in importance. Even in a centralised economy such as the Norwegian economy, the prevalence of performance pay has increased significantly from 1997 to 2003, and internationally changes in payment methods also occur increasingly. The purpose of this paper is to analyse how performance pay and team organisation and the interaction between these affect publicly‐financed sickness absences of workers.

Design/methodology/approach

Standard panel and cross‐section non‐linear and linear regression techniques are applied to Norwegian panel register and questionnaire data on private sector workers and workplaces during 1996‐2005.

Findings

Team organisation and performance pay are found to be negatively related to sickness absence incidence rates and sick days, partly due to strong negative relationships in workplaces providing jointly performance pay and team organisation. The negative effect of performance pay on sickness absence survives even when fixed job effects are taken into account. The negative effects were stronger for weak incentives than stronger, and they are primarily related to group‐based incentive schemes.

Practical implications

Introducing weak group‐based incentive schemes might be one way to successfully tackle absenteeism for firms.

Originality/value

The paper's findings contribute to the growing literature on how performance pay and team organisation affect absenteeism.
Is your job bad for your health? Explaining differences in health at work across gender
Authors: Cottini Elena
Published: June 2012

Purpose

The purpose of this paper is to investigate how different measures of working conditions affect the health at work of female and male workers of 15 European countries. Particular attention is paid to the gender dimension of this relationship.

Design/methodology/approach

Using the European Working Conditions Survey from 2005 the author describes differences in health at work by gender accounting for both psychosocial and physical hazards at work. A Probit OLS estimator is used to obtain the relevant estimates and endogeneity problems have been properly addressed.

Findings

Results show that controlling for a broad selection of personal and work attributes, working conditions are associated with more work related health problems – both physical and mental. Importantly, some evidence is found in support of a different pattern by gender. With respect to mental health at work, males suffer more from high work demands/low job autonomy compared to females. Task segregation may play a role in explaining these differences. A less clear pattern across gender is found with respect to physical health problems at work. When the endogeneity of working conditions is taken into account, results are confirmed and show that the effect of working conditions on health at work is under‐estimated when endogeneity is not accounted for.

Originality/value

The paper's findings contribute to shed more light on the controversial analysis between working conditions and health according to gender.
Mobbing and workers’ health: empirical analysis for Spain
Authors: Angeles Carnero M. , Martínez Blanca , Sa´nchez‐Mangas Rocı´o
Published: June 2012

Purpose

The purpose of the paper is to evaluate the effect of mobbing in workers’ health.

Design/methodology/approach

Using a dataset of Spanish workers from the VI Spanish Survey on Working Conditions, the authors identify mobbed and not mobbed workers and use two different health indicators: the worker's perception that work affects health, and the presence of bad health symptoms. The authors analyze the incidence of both indicators in mobbed and not mobbed workers then estimate an econometric model to explain the probability of suffering bad health in terms of mobbing and a set of job and workers’ characteristics. The authors deal with the potential endogeneity of mobbing.

Findings

It is found that, regardless of the health indicator used, the probability of suffering bad health is significantly higher among mobbed workers than among those not being mobbed. Moreover, when the health indicator is based on the worker's perception, not taking into account the endogeneity of mobbing leads to underestimation of its effect on health.

Practical implications

The results can be of interest for workers, firms and policy makers in charge of designing policies related to working conditions. Given the well‐known link between worker's health and productivity, the paper's results can have implications from the economic point of view.

Originality/value

To the authors’ knowledge, this paper is the first attempt to empirically analyze the relationship between mobbing and health at Spanish workplaces.
Organizational change and development
Authors: Brown William , May Douglas
Published: June 2012

Purpose

The correlation between transformational and contingent reward leadership behaviors and desired organizational outcomes is well established. The degree to which these behaviors can be taught and deployed for organizational benefit is considerably less well documented. Explored even less is the extent to which transformational leadership training impacts desired organizational outcomes. The purpose of this paper is to examine the extent to which the positive correlational relationship among transformational leadership, organizational outcomes, and productivity, extensively reported in the leadership literature, can be affirmed.

Design/methodology/approach

A large manufacturing organization, which had failed to achieve expected productivity improvements following major capital expenditures, undertook a comprehensive program to increase first‐line supervisors’ contingent reward and transformational leadership behaviors.

Findings

Consistent with prior studies, a significant positive relationship between the leadership behaviors of interest, affective measures, and an objective productivity metric were observed prior to the beginning of the training program. Following a year‐long training program, contingent reward and transformational leadership behaviors increased significantly, as did objectively measured productivity and job satisfaction.

Research limitations/implications

Results and conclusions may be limited by the fact that the study is from a single industry. Additional studies from a variety of industries with large numbers of participants will be helpful in more fully understanding the ways in which contingent reward and transformational leadership behaviors can best be developed and deployed in organizational settings.

Practical implications

The elements of the training program are discussed, along with implications and advice for the use of leadership training to increase productivity.

Originality/value

An objective dependent variable and a large sample, pre‐ and post‐test design provide strong support for the impact of a transformational leadership development intervention on productivity.
Making Buddhism work @ work: the transformation of a religion into a seasoned ethical system
Authors: Marques Joan
Published: June 2012

Purpose

The purpose of this paper is to review Buddhism as a potential reform instrument in the workplace and discuss some obstacles in making that happen.

Design/methodology/approach

By the use of literature review and interviews, Buddhism's establishment in the USA is reviewed, a brief overview of Buddhism in general is provided, Buddhism is considered within the light of the spirit at work discourse, and the current discourse on implementing Buddhist practices in the workplace is reviewed.

Findings

It is found that Buddhist practices are becoming more widely accepted but the fact that they are called “Buddhist” practices may be a barrier in massive acceptance.

Research limitations/implications

The information was gathered from literature and disputed by pro‐Buddhist individuals (monks and lay persons), which may leave room for some bias in view sharing.

Practical implications

Buddhist practices, when perceived as ethical values, make perfect sense, and could help instigate a positive turnaround in general feelings about work and experiences at work.

Originality/value

Buddhism has not been discussed broadly within the scope of management practices. While Buddhism is generally endorsed in this paper, the discourses here discussed present a realistic view on points of caution when considering promoting Buddhist values in work environments.
Trust building in supply chain partners relationship: an integrated conceptual model
Authors: Laeequddin Mohammed , Sahay B.S. , Sahay Vinita , Abdul Waheed Kareem
Published: June 2012

Purpose

The purpose of this paper is to develop an integrated conceptual trust building model for supply chain partners’ relationships. It is based on the literature on trust building models from various disciplines.

Design/methodology/approach

Various trust building concepts and models were reviewed and five widely referred trust building models were selected from the literature to analyze and integrate the views to develop an integrated conceptual model from supply chain partners’ relationships point of view.

Findings

The conceptual frame work suggests that trust is a sum of risk‐worthy characteristics, risk‐worthy rationale and risk‐worthy institutional systems of supply chain members. Though the model represents the trust building process at dyadic level, the concept can simply be extended to any number of levels and perspectives.

Research limitations/implications

The model has considered the trust building perspectives from supply chain partners’ relationships point of view. The discussions of the model lead to empirically testable issues.

Practical implications

The study results suggest that the supply chain members should strive to reduce the risk levels to build trust rather than striving to build trust to reduce the risk. As long as members’ risk levels are within their bearable limits trust can be considered as a risk coping mechanism and when the risk levels exceed their bearable limits the subject of trust turns into risk management/security management.

Originality/value

The trust building concepts developed through this model can be used by both practitioners and researchers on the subject of trust. However the model's application is not limited to supply chain management; it can be easily adapted to any discipline of management.
Managing meta‐learning in offshore software development environments
Authors: Mathrani Anuradha , Parsons David
Published: June 2012

Purpose

The purpose of this paper is to investigate the current glocal (global and local) environment to answer the following research questions: How does the glocal environment influence software exporting industries in India? How is the evolving “sticky” knowledge from individuals and teams assimilated into organizational knowledge repositories? What management practices have been learnt and applied for advancement of knowledge portfolios in the offshore software business market?

Design/methodology/approach

An interpretivist research design is used to gain insights into organizational learning processes adopted by offshore software vendors for assimilating evolving knowledge into knowledge repositories.

Findings

This paper describes the influence of the current glocal environment on software exporting industries in India and presents a model for organizational learning to assimilate knowledge and build effective representations of emerging knowledge artifacts. The authors employ the concept of meta‐learning (or “learning about learning”) to analyze the recursive nature of organizational learning processes.

Practical Implications

The proposed model of meta‐learning explains how software organizations build on individual and team competencies to build core competencies. The model helps us to understand how organizations advance their learning processes and upgrade their knowledge repositories.

Originality/value

The paper offers new perspectives on how organizations reflexively monitor their knowledge processes to advance their knowledge portfolios. It identifies adhocratic and bureaucratic management processes for assimilating the evolving “sticky” knowledge from individuals into organizational knowledge repositories. This paper contributes to the growing body of literature that emphasizes ongoing learning from individual to collective level in the knowledge industry sector.
The “hetero‐ethical” management development rationale
Authors: Cullen John , Turnbull Sharon
Published: June 2012

Purpose

Lees's “ten faces” description of organizational rationales for investing in management development reflected a personal assessment which was not grounded in empirical data. Although frequently discussed and cited since, no critique of the model, or discussion of the ethics of organizational investment in management development, has been offered. The purpose of this paper is to explore the impact of the rationale of a management development programme, particularly on programme participants.

Design/methodology/approach

An ethnographic approach was utilized in the collection of data on reactions to the rationale for deploying a spiritual management development initiative in a large Irish services organization.

Findings

The research conducted on the programme found the programme's rationale to be “hetero‐ethical” in that it suggested multiple possible outcomes for participants which they were encouraged to identify and pursue on an individual level.

Research limitations/implications

The implications of this for participants and organizations are considered.

Originality/value

The concept of the hetero‐ethical rationale for management development, and its implications, are discussed and potential avenues for further research are identified. This concept differs from previous ones in that it considers how rationales for management are received and appreciated by participants.
The invisible administrator
Authors: Herzog Richard
Published: June 2012

Purpose

The purpose of this paper is to argue that intersubjective experiences, governed by various dimensions of space, and induced actions are invaluable to invisible public administrators. Knowledge of these experiences holds the keys to good public administration practice and theory building.

Design/methodology/approach

This paper seeks to establish various dimensions for cultivating space in public organizations. These dimensions are related to intersubjective experiences.

Findings

The development and refining of methods, including reflection, reflexivity, hermeneutics, and dialectics, to enrich intersubjective experiences, is found to be essential.

Practical implications

As organizational realities change, the administrative understandings of intersubjective experiences will have to evolve.

Originality/value

Knowledge of the invisible administrator and intersubjective experiences has not been accorded enough research importance.
Emotional intelligence and organizational learning in work teams
Authors: Ghosh Rajashi , Shuck Brad , Petrosko Joseph
Published: June 2012

Purpose

The purpose of this paper is to explore the relation between emotional intelligence (EI), team learning and team psychological safety, using a context sensitive approach.

Design/methodology/approach

Using an internet survey‐research design, employees embedded inside work teams were asked to respond to an anonymous survey battery. Careful attention was paid to the collection of data from members of ad hoc teams currently engaged in projects within their respective organizations.

Findings

Post analysis, evidence suggested EI was significantly and positively related with team psychological safety and team learning. Likewise, team psychological safety was significantly associated with team learning. Q‐Sorting technique was used to establish discriminant validity between the three scales. Bootstrapping revealed that team psychological safety mediated the relation between EI and team learning.

Research limitations/implications

The paper’s results extend current theoretical bounds of organization learning theory and focus on actionable leverage points for management development. Moreover, by connecting previously disparate literature in both management and human resource development, new frameworks are encouraged as consideration points.

Practical implications

The paper's findings could serve as the basis for new focal points in management development and perhaps shed new light on the role of emotions in work, as well as the role psychological climate plays as a specific leverage point for managers.

Originality/value

This is the first paper to explore the relationship between EI and team learning amongst individual members of real world ad hoc organizational teams. Findings indicate a positive association and further delineate the process in which EI affects team learning.
The thinking organisation
Authors: Howard Anthony
Published: June 2012

Purpose

The purpose of this paper is to provide a model of thinking for managers that is readily applicable in their situation and which will foster effective decision making.

Design/methodology/approach

The paper examines some of the thinking challenges facing contemporary business leaders and provides a sound philosophical basis for a cognitional theory.

Findings

The paper demonstrates that effective execution results from effective thinking, that a learning organisation is a result of becoming a thinking organisation, which is a collection of thinking people, and that people and organisations benefit from having a common cognitional method which can help overcome embedded mental models.

Originality/value

The paper introduces readers to the cognitional model of Bernard Lonergan, shows the application of that model to contemporary business challenges, and provides an easily‐learned model for thinking, which will aid managers at every level and lead to better decisions.