bluuebunny/crossref_metadata_2025_split huggingface dataset:
Heterochromatin Interactions Maintain Homologous Centromere Associations in Mouse Spermatocyte Meiosis
Authors: Chuong Hoa H. , Eyster Craig , Lee Chih-Ying , Pezza Roberto J. , Dawson Dean 
Published: February 2018

SummaryIn meiosis, crossovers between homologous chromosomes link them together. This enables them to attach to microtubules of the meiotic spindle as a unit, such that the homologs will be pulled away from one another at anaphase I. Homologous pairs can sometimes fail to become linked by crossovers. In some organisms, these non-exchange partners are still able segregate properly. In several organisms, associations between the centromeres of non-exchange partners occur in meiotic prophase. These associations have been proposed to promote segregation in meiosis I. But how centromere pairing could promote subsequent proper segregation is unclear. Here we report that meiotic centromere pairing if chromosomes in mouse spermatocytes allows the formation of an association between chromosome pairs. We find that peri-centromeric heterochromatin connections tether the centromeres of chromosome pairs after dissolution of centromere paring. Our results suggest that, in mouse spermatocytes, heterochromatin maintains the association of chromosome centromeres in the absence crossing-over.
A dynamic model of organizational resilience: adaptive and anchored approaches
Authors: Ishak Andrew Waguih , Williams Elizabeth Ann 
Published: February 2018

Purpose
Organizations of all types desire to be imbued with resilience, or the ability to withstand and bounce back from difficult events (Richardson, 2002; Walsh 2003). But resilience does not play the same role in every organization. Previous research (Weick and Sutcliffe, 2011) has argued that organizations can be more or less resilient. For high reliability organizations (HROs) such as fire crews and emergency medical units, resilience is a defining feature. Due to the life-or-death nature of their work, the ability to be successful in the face of difficult events is imperative to the process of HROs. The paper aims to discuss these issues.

Design/methodology/approach
This is a theory piece.

Findings
The authors put forth a dual-spectrum model that introduces adaptive and anchored approaches to organizational resilience.

Research limitations/implications
There are organizations for which resilience is only enacted when the organization must overcome difficult events. And at the other end are organizations that may not enact resilience in difficult times, and therefore fail or deteriorate. But while it has been shown that organizations can be more or less resilient, there has been little attention paid to how organizations may have differing types of resilience.

Originality/value
In this piece, the authors theorize that resilience may differ in type between organizations. Drawing on theoretical approaches to resilience from communication (Buzzanell, 2010), organizational behavior (Weick and Sutcliffe, 2011), and motivational psychology (Dweck, 2016), the authors introduce a model that views resilience as a dynamic construct in organizations. The authors argue that an organization’s resilience-centered actions affect – and are determined by – its approach to Buzzanell’s (2010) five communicative processes of resilience. The authors offer testable propositions, as well as theoretical and practical implications from this model, not only for HROs, but for all organizations.
Gokuldhaam Society: a case on transportation planning
Authors: Pandey Peeyush , Sengupta Tuhin 
Published: February 2018

Subject area
The subject areas are Operations Management, Operations Research, Transportation and Logistics.

Study level/applicability
The following courses (MBA/Post Graduate level) can use the case as part of their teaching material: Applied Forecasting Techniques; Optimization Methods; Operations Research.

Case overview
The case details a problem faced by the Gokuldhaam Society. The society was located a great distance from the city, as the majority of the residents who live in the society work in the nearby industrial area. To cater to the daily needs of residents, the society has shuttle buses plying to and from the city at different times during the day. However, due to operational inefficiencies, the administration faced excessive transportation costs. Looking for advice in this regard, the chairman of the society contacted the Head of Department at Operations Management, Indira Institute of Management, Indore hoping to find a way to reduce some of the operational costs.

Expected learning outcomes
The expected learning outcomes are as follows: to make the students apply two different stationary time series forecasting techniques to a real-life problem and data set; to make the students carefully choose a specific trend-based time series forecasting technique due to the inherent constraints in the availability of data set; and to make students appreciate the importance of application of linear programming in a time series problem.

Supplementary materials
Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

Subject code
CSS 9 Operations and logistics
Development and testing of three unique scales measuring the brand image of nursing
Authors: Godsey Judi Allyn , Hayes Tom , Schertzer Clinton , Kallmeyer Robert 
Published: February 2018

Purpose
Nurses have been called to be leaders in the transformation of health care and to help improve health-care access for the nation’s most vulnerable populations. However, to lead health-care transformation, the profession of nurses must first see themselves as leaders. Unfortunately, nursing has been described as lacking cohesiveness and failing to communicate a consistent brand image. No empirically tested quantitative tools exist to measure the brand identity of nursing, making it difficult to assess where the profession stands in regard to the mantel of leadership. The purpose of this study was to develop empirically sound instruments which could measure nurses’ perceptions of their professional brand image. A total of three scales were developed and then tested: The Nursing Brand Image Scale, Nursing’s Current Brand Position Scale and Nursing’s Desired Brand Position Scale.

Design/methodology/approach
The factor structure and internal consistency reliability of each scale were examined following survey administration to a national sample of registered nurses. Principal component analyses were used to explore the factor structure of each scale. Item reduction was achieved through examination of the loading of items across the factors and the impact of the item on internal consistency reliability.

Findings
Respondents to the survey were nursing alumni who received a baccalaureate or master’s degree in nursing at a private, mid-western university, and nursing faculty affiliated with a private, collegiate network (n = 286). For all scales, principal component analysis showed no inter-item correlations >0.9 or <0.1. The Kaiser–Meyer–Olkin measure for sampling adequacy was high and Bartlett’s test of sphericity was significant (p < 0001). The internal consistency reliability of each of the three scales was good to excellent. Current brand position mean scores were highest for the factor “caring advocates for patients/public”, and lowest on “influential leaders”. The most desired brand position mean scores were highest and rated similarly for factors “influential leaders” and “patient-centered caregivers”.

Originality/value
This study provides strong preliminary evidence for the factor structure and internal consistency reliability for each of the three scales and represents an important first step toward quantitatively measuring the brand image of nursing. However, results suggest there is work to be done if nursing is to formulate and adopt a brand image that consistently reinforces their role as leaders. Further testing of the scales with other nursing populations, the general public and with larger sample sizes is recommended.
Determinants of users’ information dissemination behavior on social networking sites
Authors: Shi Juan , Hu Ping , Lai Kin Keung , Chen Gang 
Published: February 2018

PurposeAs a new communication paradigm, social networking sites (SNS) have boosted information diffusion and viral marketing. Prior researchers have identified various factors affecting information dissemination on SNS. However, they often focus on limited factors and there is a lack of an integrated theoretical framework that explains aspects of relevant factors. Besides, the research on the impacts of relationships on individual retweeting behavior is still controversial. The purpose of this paper is to propose a theoretical framework to systematically investigate the determinants of individual dissemination behavior on SNS based on the elaboration likelihood model (ELM). Moreover, the authors also examine the relative importance of those relevant factors.Design/methodology/approachThe authors randomly selected 1,250 members of Twitter and crawled posts published by each member since he/she created the Twitter account using Twitter API. The authors processed the data to create panel data and tested hypotheses with the panel logit model.FindingsFactors both on the central route and on the peripheral route of ELM have positive impacts on individual dissemination behavior. Among them, information receiver-related factor and relationships-related factors are the most influential. Contrastingly, source-related factors are the least influential. Furthermore, the authors find that social tie strength mediates almost 50 percent of the effect of value homophily on individual dissemination behavior.Originality/valueThe authors are the first to directly apply ELM to examine individual dissemination behavior on SNS. By integrating factors into the two information processing routes, They incorporate relevant factors into the model and systematically analyze their impacts on individual retweeting behavior on SNS. The research offers at least one explanation for the contradictory findings about the effect of homophily on individual sharing behavior in previous research. The authors propose new variables that gauge topical relevance and interpersonal value homophily on SNS.
The impact of perceived online service quality on swiftguanxi
Authors: Shi Si , Mu Ren , Lin Lin , Chen Yang , Kou Gang , Chen Xue-Jiao 
Published: February 2018

PurposeThe purpose of this paper is to investigate the impact of online service quality on swiftguanxithat influences customer repurchase intention and the moderating role of gender in the relationship between online service quality and swiftguanxi.Design/methodology/approachBased on survey data obtained from 274 college students, structural equation modeling was used to test the research hypotheses.FindingsThe results show that the dimensions of online service quality (i.e. perceived control, convenience and customer service) are positively related to buyer-seller swiftguanxi, which influences repurchase intention. Additionally, men are driven mainly by perceived control and service convenience when establishing swiftguanxi, whereas women care more about customer service.Originality/valueOnline service quality is the key factor underlying customer repurchase intention. In addition, gender differences exist in many aspects of online shopping including information processing, perceived service, and perceived risk. This is one of the first empirical studies that empirically examine the effects of three dimensions of online service quality on swiftguanxiand take gender differences into consideration. Based on the conceptual and empirical evidence, this study provides the practical and theoretical implications of these findings.
Entrepreneurial initiatives as a microfoundation of dynamic capabilities
Authors: Mahringer Christian A. , Renzl Birgit 
Published: February 2018

PurposeThe purpose of this paper is to show how entrepreneurial initiatives in organizations serve as a microfoundation of dynamic capabilities and, thus, foster change in organizations.Design/methodology/approachThis paper revises and applies conceptual and empirical research on dynamic capabilities, their microfoundations and corporate entrepreneurship. In addition, it develops a model of how entrepreneurial initiatives, operative routines and capabilities interact.FindingsThe paper develops a model of how entrepreneurial initiatives in organizations represent a microfoundation of dynamic capabilities. First, the model shows that environmental dynamism reduces fit of operative routines and capabilities. Second, the model states that entrepreneurial initiatives are triggered by operative routines and capabilities with respect to environmental dynamism. Third, the model suggests that entrepreneurial initiatives disrupt operative routines and capabilities and, thus, restore their fit in dynamic environments. The paper contributes to current research on dynamic capabilities, their microfoundations and corporate entrepreneurship.Originality/valueThis paper addresses the tension between routinization and the entrepreneurial nature of dynamic capabilities. Considering entrepreneurial initiatives as a microfoundation shows that dynamic capabilities might be entrepreneurial, but still preserve their patterned nature enabling repeated execution. This approach provides a way to reconcile the two sub-streams in dynamic capability research and preserve their ontological assumptions. Moreover, this paper extends the literature on dynamic capabilities by ascertaining how individual and group level entrepreneurial initiatives operate within a broader context.
Financing organizational changes from without
Authors: Lenartowicz Marta 
Published: February 2018

Purpose
Achieving specific changes within autonomous organizations is often a necessary condition for the success of strategic public policy. Wherever it is impossible to induce such changes by regulations, a frequently used tool is inducing their occurrence with financial stimuli. This practice appears to have been fully substantiated by the early systems-evolutionary understanding of the relationship between organizations and their environment, whose peak popularity in the 1950s and 1960s coincided with the appearance of new international organizations formulating strategic policies on a previously unprecedented scale. The conceptual framework available at that time failed, however, to provide a solid ground for operationalization and systemic evaluation of such interventions. As a result, even though it was implicitly presumed that policy implementation depended on organizational changes taking place in a large number of organizations, a conceptualization of the exact ways of how to ensure and assess such changes was hardly pronounced. This paper aims to uncover the problematique of that missing conceptualization.

Design/methodology/approach
In this paper, the author draws on the second-order stream of systems thinking, arguing that without such a deliberate operationalization, it seems much more likely that the external financing of organizational changes functions merely as organizational “perturbations” which do not crystallize into lasting changes, as they are mitigated by equally potent “compensation” to cancel out the perturbations. Using the theory of social system’s autopoiesis, the author posits that adaptive fluctuations evoked in organizations by the interferences of the policymakers may thus be considered “change” just as well as non-change.

Findings
Once the behavior of an autopoietic organizational system is seen as a continuous perpetuation of its own identity pattern, fashioned discursively as the organization’s self-description, then the only change which seems worthy of the publicly assigned resources and efforts is a shift in that pattern.

Originality/value
It is argued that the assessment of whether target organizations are indeed implementing or only superficially performing (and instantly compensating for) the desired changes should be inferred from a qualitative analysis of the daily discursive practices that forge the target domains rather than by a comparison of the measurable parameters, which are currently dominating in the evidence-based paradigm.
The trade-off between knowledge exploration and exploitation in technological innovation
Authors: Li Dehong , Lin Jun , Cui Wentian , Qian Yanjun 
Published: February 2018

PurposeThis study aims to clarify the effect of team effort allocation between knowledge exploration and exploitation on the generation of extremely good or poor innovations. The influence of previous collaborative experience among team members on the effect of team effort allocation is also investigated to understand the relationship between team members’ collaboration networks and knowledge learning.Design/methodology/approachThis study uses data of all patents granted by the US Patent and Trademark Office between 1984 and 2010. The inventors involved in a patent are regarded as members of the focal team. Logistic regression is used to analyze the data.FindingsAllocating greater effort to exploration than to exploitation is beneficial to achieving breakthrough innovations despite the risk of generating particularly poor innovations. This benefit increases with collaborative experience among team members. Placing an equal emphasis on knowledge exploration and exploitation is not particularly effective in achieving breakthrough innovations; it is, however, the best strategy for avoiding particularly poor innovations.Originality/valueThis research not only provides valuable insights for research on innovation and knowledge management by studying the team effort allocation strategy used to achieve breakthroughs and avoid particularly poor innovations but also represents an advancement in bridging two streams of research – knowledge learning and social networks – by highlighting the influence of the team members’ collaborative networks on the effect of team effort allocation between knowledge exploration and exploitation.
The two sides of CEO pay injustice
Authors: Aguinis Herman , Martin Geoffrey P. , Gomez-Mejia Luis R. , O’Boyle Ernest H. , Joo Harry 
Published: February 2018

PurposeThe purpose of this study was to examine the extent to which chief executive officers (CEOs) deserve the pay they receive both in terms of over and underpayment.Design/methodology/approachRather than using the traditional normal distribution view in which CEO performance clusters around the mean with relatively little variance, the authors adopt a novel power law approach. They studied 22 industries andN= 4,158 CEO-firm combinations for analyses based on Tobin’s Q andN= 5,091 for analyses based on return on assets. Regarding compensation, they measured the CEO distribution based on total compensation and three components of CEO total pay: salary, bonus, and value of options exercised.FindingsIn total, 86 percent of CEO performance and 91 percent of CEO pay distributions fit a power law better than a normal distribution, indicating that a minority of CEOs are producing top value for their firms (i.e. CEO performance) and a minority of CEOs are appropriating top value for themselves (i.e. CEO pay). But, the authors also found little overlap between CEOs who are the top performers and CEOs who are the top earners.ImplicationsThe findings shed new light on CEO pay deservingness by using a novel conceptual and methodological lens that highlights systematic over and underpayment. Results suggest a violation of distributive justice and offer little support for agency theory’s efficient contracting hypothesis, which have important implications for agency theory, equity theory, justice theory, and agent risk sharing and agent risk bearing theories.Practical implicationsResults highlight erroneous practices when trying to benchmark CEO pay based on average levels of performance in an industry because the typical approach to CEO compensation based on averages significantly underpays stars and overpays average performers.Originality/valueResults offer new insights on the extent of over and underpayment. The findings uncover an extremely large non-overlap between the top earning and top performing CEOs and to an extent far greater in magnitude than previously suggested.
The fattest of the fat cats: observations on Aguinis and colleagues’ findings on CEO pay
Authors: Hambrick Donald C. 
Published: February 2018

Purpose
This paper aims to elaborate upon the work of Aguinis and colleagues (this issue), who showed that there is almost no overlap between the chief executive officers (CEOs; of American publicly traded corporations) who are in the upper tail of the CEO pay distribution and the firms that are in the upper tail of the performance distribution.

Design/methodology/approach
This paper is an essay/commentary regarding the merits and implications of the paper by Aguinis and colleagues.

Findings
Drawing upon prior work, the author proposes that CEOs’ tenure-long pay patterns are established – essentially baked-in or hardwired – when CEOs first get hired. For various reasons, some CEOs receive ultra-grand pay packages at the outset of their tenures, and nothing – including mediocre performance – brings about subsequent diminishment of those sweet terms.

Research limitations/implications
This paper sheds new light on the work by Aguinis and colleagues, in turn contributing new insights about the fairness (or lack thereof) of CEO pay determinations.

Originality/value
This paper integrates Aguinis and colleagues with prior works on CEO over- and underpayment.
The elusive linkage between CEO pay and performance
Authors: Ledford Gerald Edward , Lawler Edward E. 
Published: February 2018

Purpose
The authors comment on the paper by Aguinis et al. (2018). The authors believe that their hypotheses probably are true, but their methodology is flawed and their data do not support their conclusions.

Design/Methodology
The authors review and comment on the paper by Aguinis et al. (2018).

Findings
The data do not adequately demonstrate a power law distribution for chief executive officer’s (CEO) performance because the analysis confounded external conditions affecting performance, and the authors use inappropriate dependent variables. The analysis does not demonstrate a power law distribution for CEO pay because the analysis does not take into account changes in pay level and mix over time. The analysis does not show a lack of overlap between the two distributions because it does not take into account the way that the CEOs are paid for performance and because it uses CEO pay averaged over CEO tenure.

Research limitations/implications
A more convincing analysis of the authors’ hypothesis would require the use of total shareholder return (TSR) as the dependent variable for organizational performance and would require a number of much more specific controls.

Practical implications
The authors call for greater use of power law thinking by practitioners in setting CEO pay. Their analysis indicates that practitioners already think in power law terms and allocate CEO pay accordingly. Moreover, power law theory and findings could be misused as an excuse for paying average CEOs much more than they are already paid.

Social implications
The authors add another perspective on CEO pay.

Originality/value
The authors’ perspective is informed both by research and by consulting experience on CEO pay projects.