bluuebunny/crossref_metadata_2025_split huggingface dataset:
The development and use of a contingency model of objective setting
Authors: Manning Tony 
Published: October 2017

Purpose
The purpose of this paper is to explore why objective setting is often found difficult and consider what to do about it. The paper critically assesses the two main managerial perspectives on objective setting before summarising evidence-based research on what works. Based on this literature review, the paper develops a contingency model of objective setting. It then describes how to use this model in practice.

Design/methodology/approach
The paper uses a review of the managerial and evidence-based literature on objective setting to develop a contingency model of objective setting. It describes how this model is operationalised by developing a scale to measure the differences between jobs and the situations they operate in. The model is represented diagramatically. Guidance is given on how to use the model in practice.

Findings
Result-centred and process-centred approaches to objective setting are described and critically assessed. Evidence-based research describing the relationship between objective setting and performance is also presented. In general, clear and specific goals that are challenging but realistic have a moderate effect on performance. However, this only holds for straightforward and predictable tasks. When prior knowledge is needed to perform a task or when the task is complex, a general goal, behavioural goal or learning goal is more effective. Parallels between the managerial perspectives and the contrasting situations form the basis of a contingency model of objective setting.

Research limitations/implications
The relevant theory is described and critically examined. This provides useful descriptions of two different ways to go about setting objectives. The conclusions of recent studies and reviews using evidence-based research are described. They establish both what works and when it works. Taken together, these insights provide a foundation on which to develop a contingency model of objective setting.

Practical implications
There is no one right way to set objectives. Different situations require different approaches. It is possible to assess situations and establish the appropriate combination of perspectives. It is then possible to develop an appropriate set of objectives for the situation. Guidance is given on how to use this approach in practice. The overall approach is rooted in theory and evidence-based research.

Social implications
The application of this model in the workplace can help individuals to perform more effectively. It can also help line managers, learning and development specialists, and human resource professionals to help individuals to perform more effectively. In so doing, the model helps organisations to function more effectively. This has wider implications for the economy and society.

Originality/value
The paper is original in that it brings together both management theory and evidence-based research to develop a contingency model of objective setting. This model as a whole and the method of assessing job characteristics are original.
Application of law of evidence to Islamic banking with special reference to Malaysia
Authors: Muneeza Aishath 
Published: October 2017

Purpose
This research aims to deal with the law of evidence invoked in Islamic banking cases reported in Malaysia from 1983 to 2015 and determine whether the invoked provisions of the statute in the case law have any conflicts with Islamic law that are threatening the development of Islamic banking in Malaysia.

Design/methodology/approach
The methodology used in this research is assessing the implication by studying the provisions of the law of evidence that has been invoked in the reported case law.

Findings
It is evident from this research that following are the evident conflicts found in the Evidence Act 1950. In this arena, the following changes are significant for sustaining Islamic banking in Malaysia. Expert opinion under Section 45 of the Evidence Act 1950 should be amended such that in Islamic banking, under this Act, expert opinion can be sought by the court. The rule and exceptions of parol evidence in Sections 91 and 92 of the Evidence Act 1950 need to be amended such that in Islamic banking matters, anything that is contrary to Sharicah is mentioned in the contract; this amendment will be an exception to the parol evidence rule on the grounds that the written Islamic contract can be amended or set aside depending on the circumstances of the case.

Originality/value
It is anticipated that this research will assist jurisdictions to understand that even adjective laws applicable to Islamic banking will be harmonized with Islamic law. This is because the prefix Islam attached to the term banking is not merely a namesake, but it means more than that, i.e. all aspects of Islamic banking will be consistent with Islamic law.
Reward allocation decision making in Arab-Islamic business organizations
Authors: Bachkirov Alexandre Anatolievich , Shamsudin Faridahwati Mohd. 
Published: October 2017

PurposeThe purpose of this paper is to investigate monetary reward allocation decision-making in an Arab-Islamic business environment.Design/methodology/approachIn this mixed-method (quantitative/qualitative) study, data were obtained from a sample of 342 practicing managers of different genders and educational levels working in different industries at different organizational levels in Oman.FindingsThe more individualistic personal orientation, the more likely the decision makers are to allocate the biggest reward to the best performer and to believe that the equity principle is best for distributing rewards. In the context of a society transitioning from collectivistic to individualistic cultural values, the level of education is associated with preference for the equity principle in reward allocations.Research limitations/implicationsThe reported findings advance the theoretical understanding of how an emic perspective can explain reward allocation decision-making in Arab-Islamic environment.Practical implicationsPractical implications of this study lie in the guidance that global managers can draw regarding which allocation principle to use in which cultural context: the principle of equity – not equality, need or seniority – is embraced by organizations in the Arabian Gulf.Originality/valueThe study examines reward allocation decision-making behavior in the under-researched context of the Arabian Gulf and adds to the body of knowledge based on data obtained from practicing managers rather than college students.
Modernity in British advertising: selling cocoa and chocolate in the 1930s
Authors: French Michael 
Published: October 2017

Purpose
The purpose of this paper is to analyse the evolution of “push” marketing in the confectionery industry in Britain during the 1930s. It examines the interplay between a manufacturer and advertising agency in creating advertising for cocoa and chocolate.

Design/methodology/approach
A survey of the literature examines the uses of health and well-being in the design of advertising in Britain between the wars. The records of Rowntree and its main advertising agency, J Walter Thompson, are used to examine the themes and tactics used in advertising for cocoa and Aero chocolate bars during the 1930s.

Findings
The paper emphasises the different ways in which health and nutrition was used in advertising for the two products. The campaigns of the 1930s built on earlier use of these themes. J Walter Thompson looked for ways of presenting commodities as “new and improved” and their role extended into pressing for changes to production methods and the nature of products. Themes of modernity, sexuality and lifestyles all featured, confirming conclusions of earlier studies. However, targeting of mothers and of different age and gender groups indicated that market segmentation was used extensively via print media and tailored advertising messages.

Originality/value
Although Cadbury, Rowntree and confectionery have been studied in depth before, this paper emphasises their role in applying new advertising ideas to everyday items. It points to the influence of advertising on the mass of consumers compared to the middle- and upper-income groups targeted in the marketing of houses, motor-cars and new consumer durables.
Marketing strategy in Britain’s mainline railways, 1923-1938
Authors: Shin Hiroki 
Published: October 2017

Purpose
This paper aims to reassess the marketing strategy of Britain’s Big Four railway companies during the interwar period to locate railway marketing in the broader context of railway business and the general development of service marketing in Britain.

Design/methodology/approach
By a detailed analysis of internal company records, this paper discusses three aspects of railway marketing: the development of marketing departments within the companies, the control of marketing expenditure and the industry-wide marketing alliance. The three areas of railway marketing are examined by way of comparing them with the corresponding situations in other British industries.

Findings
It reveals the relatively advanced state of railway companies’ marketing in the contemporary context. Furthermore, a series of re-organisations are interpreted as a response to the inter-modal competition from road traffic.

Originality/value
By characterising railway marketing in the interwar period as part of the industry’s rear-guard battle in the competitive travel market, in which railways were clearly losing out to road traffic, the paper provides a perspective that enables to understand how the “golden age” of railway marketing coincided with the railways’ decline in the passenger business.
Exploring service climate and employee performance in multicultural service settings
Authors: Fung Chaktin , Sharma Piyush , Wu Zhan , Su Yong 
Published: October 2017

Purpose
The purpose of this paper is to introduce a new conceptual model that incorporates internal service quality as a mediator between service climate and employee performance and two personal cultural orientations (independence and interdependence) as the moderators of these relationships.

Design/methodology/approach
An online survey of 353 employees representing 19 different nationalities, working in 18 branches and offices of a multinational business-to-business (B2B) civil engineering services firm, spread across 14 countries.

Findings
All the hypotheses are supported. Specifically, internal service quality mediates the influence of service climate on employee performance and these relationships are stronger for employees with interdependent (vs independent) cultural orientations.

Research limitations/implications
This paper uses data collected from the employees in a single B2B firm in one industry (Civil Engineering Services) and focuses on a few key variables, which may restrict the generalizability of its findings.

Practical implications
The findings of this paper highlight the importance of cultural factors in building a service climate in multinational service organizations to help their employees work more effectively and efficiently with their colleagues from diverse cultural backgrounds.

Originality/value
This paper clarifies the relationships among service climate, internal service quality and employee performance, by showing that internal service quality mediates the influence of service climate on employee performance.
The logic model: more than a planning tool
Authors: Hamasu Claire , Kelly Elizabeth 
Published: October 2017

Purpose
The purpose of this paper is to describe how the logic model can provide infrastructure for library programming from planning, tracking accomplishments, identifying where adjustments are required, to reporting outcomes.

Design/methodology/approach
The National Network of Libraries of Medicine, MidContinental Region has used the logic model since 2003 for planning and organizing its work. Its geographically dispersed librarians carry out six project initiatives. The logic model is used during planning to establish consensus on expectations and responsibilities. An online reporting tool, developed in 2004, tracks staff activities to the logic model. Quarterly reports for each project uses reporting tool data to determine whether the project is going along as planned or whether an intervention is required. At the end of the year, a final report assesses the achievement outcomes and indicators.

Findings
Writing a logic model is a study in semantics. It is important to be as specific as possible. Accurately defining terms saves puzzlement down the line on whether an activity was carried out as planned or an indicator was met. Measurable targets for each indicator encourage staff to continuously evaluate their activities and adjust their work to achieve the desired results. Writing realistic indicators is a process that improves with practice. Early in the program enthusiasm and the optimism of the librarian staff led to the indicators that were unrealistic within a one year timeframe.

Practical implications
The logic model accommodates the unforeseeable and helps evaluate whether an activity is worth doing. It is impossible to identify all future opportunities. The logic model runs from the visionary (goals) to the ordinary (activities). When the unexpected arises it can be evaluated on how closely it addresses goals and outcomes and can be tied to that goal or outcome when reporting. The integration of the logic model into the program is made more efficient with an online report system. Having a system that links staff work to the logic model facilitates analysis, decision making, and reporting.

Originality/value
The logic model is generally touted as a planning tool. This paper expands the use of the logic model as a tool for planning, tracking, and reporting.
The evolution of devolution in HR
Authors: Intindola Melissa , Weisinger Judith Y. , Benson Philip , Pittz Thomas 
Published: October 2017

PurposeThe purpose of this paper is to highlight the importance of a multi-level approach consisting of individual, human resource management (HRM) team, and organizational contingency factors when considering the efficacy of HR devolvement efforts. The authors accomplish this through a review of the relevant devolvement literature to show how outcomes are impacted by contingency factors, which highlights a gap in extant scholarship, and the authors organize the literature in a way that is meaningful to future researchers interested in the topic as well as practitioners involved with its implementation.Design/methodology/approachThe authors use a narrative review approach to describe previous devolvement research (e.g. Hammersley, 2001; Harvey and Moeller, 2009). In contrast to a systematic review more commonly seen in quantitative meta-analyses, a narrative review allows for a more descriptive and detailed analysis and critique of quantitative, qualitative, and theoretical research (Bezrukovaet al., 2012; Posthumaet al., 2002). This methodology produced over 300 books, journal articles, magazine articles, and discussion papers. In this review, the authors chose to focus only on those peer-reviewed papers reporting empirical findings or developing theoretical arguments surrounding devolvement.FindingsWhile the studies reviewed herein are admirable and help call attention to an important topic in HRM, they nonetheless fail to provide a comprehensive understanding of contingencies affecting devolvement as they do not consider the multi-level nature of the phenomenon. Therefore, the authors’ contribution lies in the identification and categorization of contingency factors affecting the occurrence of devolvement operating at the individual, HRM team, and organizational levels.Originality/valueAs devolvement continues to be a viable means for assigning HR responsibilities from the human resources department to managers, its effects can have an impact on organizational performance, the strategic positioning of HR, and various job attitudes of line managers. Therefore, a clearer picture of devolvement in order to understand its continued significance is an important contribution.
Expatriates’ withdrawal intentions
Authors: Pinto Luisa Helena , Cabral Cardoso Carlos , Werther Jr William B. 
Published: October 2017

PurposeThe purpose of this paper is to examine the role of perceived home and destination organizational culture characteristics and general satisfaction with the assignment as antecedents of expatriates’ withdrawal intentions.Design/methodology/approachData were collected through a web survey of an international sample of expatriates with a broad representation of industries, organizations and countries of origin and destination.FindingsThe results indicate that home and destination organizational cultures affect expatriates’ withdrawal intentions, after controlling for demographics and national cultural differences, namely: home organizational culture has a stronger influence on withdrawal intentions from the organization, while host organizational culture affects withdrawal intentions from the assignment. Further, the relationship between host organizational culture and expatriates’ intentions to withdraw from the assignment is mediated by expatriates’ satisfaction with the assignment. Evidence was also found supporting a stronger and negative influence of the goal orientation dimension of organizational culture, thus suggesting that a collective orientation toward common business goals (i.e. solidarity) may help retain expatriates.Originality/valueThis study seeks to fill a gap in the literature by exploring the influence of organizational culture on expatriates’ withdrawal intentions, and the mediating role of expatriates’ satisfaction with the assignment, on that relationship.
Early exit or longer stay? The effect of precarious employment on planned age of retirement
Authors: Livanos Ilias , Nuñez Imanol 
Published: October 2017

PurposeThe purpose of this paper is to investigate how precarious conditions at work affect older workers’ decision about their planned age of retirement.Design/methodology/approachDifferent theoretical approaches on the decision to retire are investigated in order to ascertain whether precarious employment extends, or not, one’s working life. A rich data set including over 250,000 old workers across EU-15 is built for the empirical investigation.FindingsThe results suggest that old workers involved in precarious employment are planning to retire later than those who are engaged with more stable and regular jobs. However, lack of training as well as poor health conditions at work are found to be associated with early retirement.Originality/valueThe analysis conceptually associates two key features of modern labour markets (precariousness and retirement) and empirically provides some evidence of the effect of poor employment conditions on the decision to retire.
A comprehensive concomitant analysis of service employees’ well-being and performance
Authors: Edgar Fiona , Geare Alan , Zhang Jing A. 
Published: October 2017

PurposeThe connection between employees’ well-being and performance, although widely studied in organizational psychology, has received much less attention from HRM scholars. The purpose of this paper is to extend the literature by examining the impacts of the multidimensional structure of well-being consisting of psychological, social and health dimensions on employees’ task and contextual performance.Design/methodology/approachThe authors collected data from 281 employees from the New Zealand service sector using a questionnaire survey. Factor analysis was used to determine items that form various facets of well-being and performance constructs. Hierarchical regression analyses were conducted to test the well-being – performance relationship.FindingsThe findings show that different facets of well-being differentially contribute to employees’ task and contextual performance. Specifically, the facets of happiness and trust were positively associated with both task and contextual performance, while the effects of life satisfaction and work life balance on task and contextual performance were insignificant. Moreover, work intensification was only associated with task performance, in contrast, job satisfaction and over commitment were only related to contextual performance.Practical implicationsThe implications of these findings are two-fold. For researchers, a review and overhaul of the conceptualization and operationalization of well-being in HRM studies is long overdue. For managers, improvements to employees’ job performance and the organization’s health can result from simultaneously enhancing multiple dimensions of employees’ well-being.Originality/valueThis study provides new insights into the complex relationship between well-being and performance by incorporating a multidimensional and multifaceted perspective of well-being and highlighting the distinctive effects of various facets of well-being on different types of employees’ performance.
Uncovering curvilinearity in the organizational tenure-job performance relationship
Authors: Uppal Nishant 
Published: October 2017

PurposeThe purpose of this paper is to posit a curvilinear relationship between organizational tenure and various facets of job performance. So far, theoretical explanations of such curvilinearity have been inconclusive and ambiguous. The current study draws from literature on organizational commitment to present an additional psychoeconomic explanation for curvilinearity. Further, it brings together job design, job stage, and conservation resource models to investigate moderation effects of motivational job characteristics on the organizational tenure-job performance relationship.Design/methodology/approachIt is a longitudinal field study at two time periods using a sample of employees (n=679) in 19 job profiles from 13 different public sector organizations.FindingsThe current study found a mediated curvilinear relationship between organizational tenure and job performance from continuance commitment. The data show moderation effects of motivational job characteristics on the mediated curvilinear organizational tenure-job performance relationship.Originality/valuePrior research based on industrial and business organizations provides substantial evidence to expect a curvilinear relationship between organizational tenure and job performance. That is, after an employee has spent a considerable amount of time in an organization and learned virtually all aspects of the job, further organizational tenure may cease to produce additional job performance improvements. However, scholars predicting curvilinear relationship have focused predominately on empirical verification with inconclusive and ambiguous theoretical explications. Therefore, the aim of the present study is twofold. First, it attempts to describe the ambiguous relationship between organizational tenure and job performance by examining the mechanism behind curvilinearity. Second, it examines motivational job characteristics as possible moderators that may affect the relationship.
Test‐Retesting in Experimental Valuation of Perishable Food Products: Unstable Individual Bids and Reliable Market Demand
Authors: Alfnes Frode , Rickertsen Kyrre , Shogren Jason F. 
Published: October 2017

AbstractOne important property of a preference measure is its reliability. In this article, we explore the reliability of experimental auctions in measuring the market demand for five types of fish. We use the test‐retest method to compare demand curves from two Becker–DeGroot–Marschak experiments with the same 116 participants conducted 7 months apart in time. The individual bids are not stable for these perishable products, but the distributions of the individual bids are stable. We find that the unsystematic individual variations cancel out in the aggregation of bids in a typical sample size for experimental valuation studies. Our results suggest that experimental auctions provide reliable market demand estimates even though the individual bids may change substantially over time.