bluuebunny/crossref_metadata_2025_split huggingface dataset:
Effective logistics alliance design and management
Authors: Brekalo Lisa , Albers Sascha 
Published: March 2016

Purpose
– The purpose of this paper is to argue that the productive analyses of logistics alliances in the literature have led to a multitude of heterogeneous contributions. These should be consolidated and systematized in order to synthesize the existing findings in a meaningful way and guide future research for effective design and management; and improve logistics alliance performance in practice.

Design/methodology/approach
– The authors use a systematic literature review to screen and consolidate current knowledge on effective design and management of logistics alliances.

Findings
– This paper categorizes the logistics literature on vertical and horizontal alliances into four key areas in order to systematically consolidate key performance factors, their sub-constructs and performance effects to identify implications for both research and practice.

Research limitations/implications
– Within the research agenda, the authors develop concrete research opportunities in four areas: horizontal logistics alliances; vertical logistics alliances; transfer of new research streams into the context of logistics alliances; and the incorporation of impediments and negative effects.

Practical implications
– By consolidating existing research results, the authors provide guidance for managers looking to establish or adapt logistics alliance structures and management systems.

Originality/value
– The consolidation of key performance impact factors on logistics alliances (both vertical and horizontal) provides a platform for further research. The developed agenda offers specific research opportunities to improve the understanding of logistics alliance performance.
Predicting technology integration and performance in transition economies: insights from Russia
Authors: Davis-Sramek Beth , Krotov Konstantin , Germain Richard 
Published: March 2016

Purpose– The purpose of this paper is to examine a traditional information technology (IT) integration-performance framework in the transition economy of Russia, which has undergone significant and tumultuous institutional shifts. The research incorporates variables not previously utilized in the supply chain literature but underscore significant roles in the context of the Russian institutional environment to examine the drivers of IT integration.Design/methodology/approach– The Moscow-based, Public Opinion Research Center (VCIOM) was contracted to collect data from Russia manufacturing firms with 100 or more employees, and the effort resulted in 769 responses from Russian private sector firms. This primary survey data were combined with two secondary data sets to test the model using structural equation modeling.Findings– Overall, the results indicate that firms in developed economies must pay special attention to specific contextual nuances in transition economy firms that can affect their ability to successfully navigate this significantly different supply chain environment. Specifically, the results show that spatial distance from Moscow hampers a firm’s ability to integrate its logistics IT capabilities, suggesting that “modern” logistics IT (and possibly supply chain practice in general) initiate from the Moscow core and spread outward. Further, results find that growth in the number of foreign competitors in a firm’s primary industry over the prior five-year period associates with greater integrated logistics IT. It appears that increasing foreign competition creates a sense of urgency for managers within Russian firms to focus on cost reduction and improvements in logistics efficiencies by way of greater IT integration.Originality/value– A significant portion of research related to supply chain management and firm performance takes place in the economically developed West, but there are questions about whether these findings are applicable in transition economies that have a significantly different set of institutional dynamics. This research highlights how the unique contexts in transition economies such as Russia can present challenges for firms as they adapt to the realities of global market dynamics.
Financial instruments and equity structures for raising capital in co-operatives
Authors: Mamouni Limnios Elena Alexandra , Watson John , Mazzarol Tim , Soutar Geoffrey N. 
Published: March 2016

Purpose– A key issue faced by co-operative enterprises is how to raise external equity capital without compromising member control. The purpose of this study is to examine the potential of a special type of financial instrument called a Cooperative Capital Unit (CCU) introduced into the Australian legislation to facilitate external investment while maintaining member control.Design/methodology/approach– A Delphi panel and six focus groups were used to provide an understanding of the challenges associated with cooperative governance and financing and to aid the development of a conceptual framework for the implementation of CCUs.Findings– The findings from these Delphi panel and six focus groups were used to develop a proposed framework that the authors believe will be useful in structuring equity-like instruments depending on the purposes they might serve. In particular, the authors propose a new form of cooperative ownership and equity structure that could: better align member and investor interests; provide a mechanism to strengthen one role over the other depending on the needs of the cooperative; and provide investors with a better sense of security while retaining member control.Originality/value– To the best of the authors’ knowledge, the cooperative ownership and equity structure proposed in this study are novel and not currently found in theory or practice. The insights provided by this study should, therefore, be of interest to a wide range of stakeholders, including cooperatives; professional advisors to these businesses; government regulators; investors; and researchers.
Socializing accounting practices in governing boards: dairy co-operatives down-under
Authors: VanPeursem Karen , Old Kevin , Locke Stuart 
Published: March 2016

Purpose– The purpose of this paper is to evaluate the accountability practices of the directors in New Zealand and Australian dairy co-operatives. An interpretation of their practices, which focus on the relationship between directors and their farmer-shareholders, is informed by Roberts’ (2001a) understandings of a socializing accountability.Design/methodology/approach– The fieldwork consists of interviews with 23 directors, including all chief executive officers and chairmen, of six dairy co-operatives together with observations and document analysis. These co-operatives together comprise a significant portion of the regional dairy industry. The methodology draws from Eisenhardt’s (1989) qualitative approach to theory formation.Findings– The authors find that these directors engage in a discourse-based, community-grounded and egalitarian form of socializing accountability. As such, their practices adhere generally to Roberts (2001a) hopes for a more considerate and humble relationship between an accountor and an accountee.Social implications– Findings add to the small pool of research on the lived experiences of co-operative boards and to a parsimonious literature in socializing accountability practices. The contributions of the study are in advancing real understandings of alternative forms of accountability, in evaluating the conditions in which these alternatives may be likely to arise and in anticipating the challenges and opportunities that arise therefrom.Originality/value– The originality of the project arises from accessing the views of these industry leaders and, through their frank expressions, coming to understand how they achieve a form of a socializing accountability in their relationships with farmer-shareholders.
Making the most of children centre management data: a researcher-practitioner partnership approach
Authors: Tunstill Jane , BLewett James 
Published: March 2016

Purpose– The purpose of this paper is to describe a collaboration between independent researchers and an English local authority to develop a framework for understanding and measuring outcomes in children centres.Design/methodology/approach– The project was based on developing a system for collecting quantitative and qualitative data that would reflect the multi-dimensional services delivered by children centres. This was called the Early Intervention Performance Outcomes Framework. It utilised the concept of interim outcomes and in so doing the aim was to create a system that would provide evidence for the difference these services could make to children and their families’ lives. It was also important for the system to enhance and not detract from service capacity in a period of austerity.Findings– The paper reports on the project when it had generated its first year of data. The paper describes the overall success of the project, the on-going challenges it faces and provides some examples of how interim outcomes represented “steps along the way” for children and families.Originality/value– The innovative collaboration described in this paper provides a positive example of how research methods can enhance both service design and delivery. It will be of interest to both those who work and manage children’s services and those engaged in research.
A randomised controlled trial comparing the effects of directive and non-directive parenting programmes as a universal prevention programme
Authors: Chan Stanley , Leung Cynthia , Sanders Matthew 
Published: March 2016

Purpose– The purpose of this paper is to compare the effectiveness of directive programmes led by professionals where parents were taught specific parenting knowledge and strategies (Triple P – Positive Parenting Program) and non-directive parenting programmes in the form of mutual-aid support group as a universal prevention programme.Design/methodology/approach– This study employed a randomised controlled trial design. Participants included 92 Hong Kong Chinese parents with preschool children recruited from eight kindergartens and a local church. They were randomised into Group Triple P, non-directive group and control group. They completed measures on their perception of child behaviour problems and their parental stress before and after intervention.Findings– At post-intervention, results indicated significantly greater decrease in child disruptive behaviours among participants in the Triple P group than those in the non-directive group and control group while no significant group difference was found between the latter two groups. No significant difference was found in post-intervention parental stress level among the three groups.Originality/value– This study provides empirical evidence to demonstrate the effectiveness of a directive parenting programme vs a non-directive one.
Leadership development practices as drivers of employee attitudes
Authors: Khoreva Violetta 
Published: March 2016

Purpose– The purpose of this paper is to examine the association between leadership development practices and the following employee attitudes: affective commitment, commitment to acceptance of increasing performance demands and commitment to building competencies. Building on social exchange theory, the study seeks to reveal whether affective commitment mediates the relationship between leadership development practices and both commitment to acceptance of increasing performance demands and commitment to building competencies.Design/methodology/approach– Structural equation modelling was utilized to analyse survey data representing a sample of 332 high-potential employees in eight Nordic multinational corporations.Findings– The study findings show that by means of affective commitment, organizations can expect an induced commitment to acceptance of increasing performance demands as well as an induced commitment to building relevant competencies among employees who engage in leadership development practices.Research limitations/implications– Given the cross-sectional nature of the study, future research is encouraged to look into how the relationship between leadership development practices and employee attitudes evolves over time.Originality/value– The study provides insights into the underlying processes by which leadership development practices become reflected in desired employee attitudes. It offers a useful point for future efforts to explore the impact of human resource management (HRM) on employees and organizations through various mediators with the purpose of establishing the current trends within HRM and avoiding tensions in future.
Abusive supervision: subordinate personality or supervisor behavior?
Authors: Brees Jeremy , Martinko Mark , Harvey Paul 
Published: March 2016

Purpose– The purpose of this paper is to investigate whether employees’ personalities are associated with their perceptions of abusive supervision.Design/methodology/approach– In total, 756 working adults provided data. Subjects’ began by taking personality assessments and then received a performance evaluation via a video role-play. Subjects then provided their perceptions of how abusive the supervisor was. The data were analyzed with regression analysis.Findings– The results illustrated that respondents’ hostile attribution styles, negative affectivity, trait anger, and entitlement were positively and significantly associated with perceptions of abusive supervision.Research limitations/implications– The results imply that judgments of supervisory abuse and interventions to ameliorate the negative consequences associated with abusive supervision should consider subordinates’ characteristics.Originality/value– This study controlled supervisor behavior via a video vignette to assess how multiple subordinates’ perceive the same supervisor behavior. This study contributes to a more complete understanding of how personality is associated with perceptions of abusive supervision.
Pre-employment good impression and subsequent job performance
Authors: Lanyon Richard Ian , Goodstein Leonard D 
Published: March 2016

Purpose
– Previous research has not demonstrated a consistent relationship between pre-employment measures of good impression (GI) response bias and subsequent job performance. The purpose of this paper is to study the likelihood that such effects would be present for the extremes of the GI dimension, noting that opposite predictions about these effects would be made from the two competing conceptions of GI: motivational and positive self-presentation.

Design/methodology/approach
– Three groups were studied in which the job performance was investigated for high and low pre-employment GI scorers (
>
1 and
<
−1 SD) and also for extreme high and low SD scorers (approximately the highest and lowest 5 percent). Participants included two groups of nurses and one of chain store managers.

Findings
– The low GI groups showed consistently poorer-than-average job performance, and the highest GI scorers showed a trend toward better performance. The extreme highest and lowest groups showed greater differences than the high and low groups.

Originality/value
– This study demonstrates that extreme pre-employment GI scores are relevant to performance, and support the self-presentation rather than the motivational conception of GI, at least for these employment groups. Attention is drawn to the practical relevance of low GI scores in predicting poorer work performance.
How and when customer feedback influences organizational health
Authors: Kipfelsberger Petra , Herhausen Dennis , Bruch Heike 
Published: March 2016

Purpose– The purpose of this paper is to explore how and when customers influence organizational climate and organizational health through their feedback. Based on affective events theory, the authors classify both positive and negative customer feedback (PCF and NCF) as affective work events. The authors expect that these events influence the positive affective climate of an organization and ultimately organizational health, and that the relationships are moderated by empowerment climate.Design/methodology/approach– Structural equation modeling was utilized to analyze survey data obtained from a sample of 178 board members, 80 HR representatives, and 10,953 employees from 80 independent organizations.Findings– The findings support the expected indirect effects. Furthermore, empowerment climate strengthened the impact of PCF on organizational health but does not affect the relationship between NCF and organizational health.Research limitations/implications– The cross-sectional design is a potential limitation of the study.Practical implications– Managers should be aware that customer feedback influences an organization’s emotional climate and organizational health. Based on the results organizations might actively disseminate PCF and establish an empowerment climate. With regard to NCF, managers might consider the potential affective and health-related consequences for employees and organizations.Social implications– Customers are able to contribute to an organization’s positive affective climate and to organizational health if they provide positive feedback to organizations.Originality/value– By providing first insights into the consequences of both PCF and NCF on organizational health, this study opens a new avenue for scientific inquiry of customer influences on employees at the organizational level.
Work-life balance and its relationship with organizational pride and job satisfaction
Authors: Mas-Machuca Marta , Berbegal-Mirabent Jasmina , Alegre Ines 
Published: March 2016

Purpose– The purpose of this paper is to explore the relationship between work-life balance, organizational pride and job satisfaction. When evaluating employee work-life balance the present paper takes into consideration two relevant antecedents: supervisor support and job autonomy; and explores their link with organizational pride and job satisfaction.Design/methodology/approach– To verify the hypothesis, a questionnaire survey was used to collect data in a Spanish pharmaceutical organization; 374 responses were obtained. Structural equation modeling was used for the data analysis.Findings– Data confirms the relationship between the analyzed constructs. The results support the hypothesized relationships of supervisor work-life balance support and autonomy with employee work-life balance. In addition, employee work-life balance is positively related with organizational pride and job satisfaction.Practical implications– This study provides a useful measurement model that employers and employees can use to evaluate and improve work-life balance through job autonomy and supervisor support. Companies should pay attention to employee work-life balance to enhance organizational pride and job satisfaction. The research tries to help companies to more effectively use their human capital resources.Originality/value– The paper addresses gaps in the current literature in work-life, organizational pride and job satisfaction. The results may serve as the criteria for managers to better enhance employee job satisfaction in organizations.
Reimagining overqualified human resources to promote organizational effectiveness and competitive advantage
Authors: Sikora David M. , Thompson Katina W. , Russell Zachary A. , Ferris Gerald R. 
Published: March 2016

Purpose
– Many organizations hold the traditional view that due to the potential of higher job dissatisfaction and employee turnover rates, hiring overqualified job candidates is risky. The purpose of this paper is to take an alternative perspective, using Human Capital and Resource-based theories to propose that hiring overqualified job candidates adds to a firm’s human capital depth. This additional human capital depth, in turn, enables firms to improve near term organizational effectiveness, and ultimately, build long-term competitive advantage. However, the ability of the firm to sustain this competitive advantage is dependent upon the retention of the overqualified human capital. The authors propose that job and career development opportunities made available to the overqualified will increase commitment and reduce turnover intentions, resulting in a long-term competitive advantage. Thus, the conceptual framework makes reference to deployment of the overqualified as an under used source of human capital. Finally, the implications of the proposed conceptualization and directions for future research are discussed.

Design/methodology/approach
– This paper reviews theory and proposes a conceptual framework for reimaging overqualified human resources.

Findings
– There are powerful benefits to hiring overqualified job candidates, but by not hiring overqualified job candidates, organizations are missing out on a large, easily available, and potentially lower cost source of highly skilled human capital.

Practical implications
– The authors propose that job and career development opportunities made available to the overqualified will increase commitment and reduce turnover intentions, resulting in a long-term competitive advantage. Thus, the conceptual framework makes reference to deployment of the overqualified as an under used source of human capital.

Originality/value
– This paper uses Human Capital and Resource-Based theory to propose a conceptual framework which makes four key contributions. First, the authors propose that hiring overqualified job candidates increases an organization’s human capital depth. Next, this increased human capital leads to near term improvements in employee performance and organizational effectiveness. In turn, firms using career development exercises such as job crafting, mentoring, and/or informal leadership to retain overqualified human capital are more likely to covert near term organizational effectiveness into long-term competitive advantage. Finally, the authors offer a conceptual framework that bridges the overqualification and strategic human resources management literatures.
Relationships at work, burnout and job satisfaction: a study on Irish psychologists
Authors: Roncalli Silvia , Byrne Michael 
Published: March 2016

Purpose
– The purpose of this paper is to examine the levels of job satisfaction (JS) and burnout among psychologists working in Irish community mental health teams (CMHTs), and the relationships between these factors and three relational predictors: teamwork, liaison with management/supervisor and relationships among co-workers. Associations with absenteeism and participants’ turnover potential were also explored.

Design/methodology/approach
– Participants were 77 psychologists currently working in CMHTs nationwide or who had left a CMHT in the previous three years.

Findings
– Liaison with management/supervisor and teamwork emerged as significant predictors of JS but not of burnout. Relationships among co-workers emerged as a significant predictor of two dimensions of burnout. JS and burnout levels had no overall significant association with absenteeism or turnover potential.

Practical/implications
– This study confirmed that well-known associations between relational aspects of one’s job and the levels of JS and burnout were also present in this sample of psychologists, highlighting the vulnerability of these professionals to the same risks that affect workers in positions requiring comparatively lower psychological-mindedness. Service providers need to consider this important factor in their efforts to enhance productivity and prevent turnover, and it can be addressed at no extra costs by optimising the use of existing resources.

Originality/Value
– This study is one of the first to focus on relational aspects of CMHTs considering a sample of psychologists. Furthermore, while the three relational factors considered have been examined before in their individual relationships to JS and burnout, this study investigates their interactions with each other.