bluuebunny/crossref_metadata_2025_split huggingface dataset:
Gravitational slingshot analogy of discontinuous sustainability innovation in the construction industry
Authors: Pulkka Lauri , Junnila Seppo 
Published: September 2015

Purpose– The purpose of this paper is to examine the roles and dynamics of different institutional actors in the innovation process and to demonstrate how discontinuous sustainability innovation depends on the support of a group of actors wider than the innovating consortium. The paper explores how discontinuous sustainability innovation comes about in the construction industry. More specifically, it focuses on the understudied area of low-technology innovation.Design/methodology/approach– The paper reports the findings of a detailed longitudinal single case study. The case in question is the K3 houses initiative: the Finnish Cultural Foundation’s attempt to point out a low-technology path to energy-efficient detached houses. The empirical data consist of semi-structured interviews and extensive archival data. A visual mapping strategy is used to structure the qualitative case analysis.Findings– The paper reports two main findings. First, environmentally oriented regulation can sometimes hamper sustainability innovation by encouraging a lock-in into a technological trajectory that limits opportunities for discontinuous innovation. Second, an innovation-centric rather than a firm-centric approach to discontinuous innovation can benefit both firms managing and researchers studying innovation.Originality/value– The paper is one of the few discussing the potential of low-technology innovation in construction for sustainable development. The introduction of the concept of change-based momentum adds a novel dynamic element to the inter-organisational models of construction innovation. Its implications for discontinuous innovation are illustrated with a gravitational slingshot analogy.
Role of social resilience in mitigating disasters
Authors: Nirupama N. , Popper T. , Quirke A. 
Published: September 2015

Purpose– The purpose of this paper is to analyze a few recent earthquakes, gain insights into the role of social resilience in the severity of disaster impact and offer plausible approaches to mitigate future disaster impact. Managing and alleviating social and psychological harm among people, in the face of recurring disasters in the world, is very important.Design/methodology/approach– An approach of event comparison has been adopted in this paper. Three recent earthquake events, the 2012 event in Haida Gwaii, Canada, the 2010 event in Christchurch, New Zealand, and the 2011 Japan earthquake and tsunami have been examined through the lens of social resilience of affected population.Findings– Japanese people illustrated patience, tolerance and consideration for other impacted people, proving that it is an effective and efficient approach to dealing with a disaster. New Zealand’s resilience can be attributed to having a governance that is well aware of the hazards in the country. In Canada, however, as of 2001, there are barely any government-funded programs geared toward seismic risks research. Although economically, politically and technologically similar countries can easily learn from this review on resilience, it is important to recognize that there are limitations.Originality/value– The research provides a unique point of view into three different cases of earthquake occurred recently in developed economies. The analysis presented in the paper focuses on social resilience, governance and people’s reaction to the disaster which is vital for disaster risk reduction strategies and programs development as well as implementation.
A workplace health promotion application of the Precede-Proceed model in a regional and remote mining company in Whyalla, South Australia
Authors: Post Dannielle Kay , Daniel Mark , Misan Gary , Haren Matthew T 
Published: September 2015

Purpose
– Workplace health promotion enables the dissemination of health-related information to a large portion of society and provides a vehicle for translating results of efficacy studies to effective lifestyle interventions under less controlled real-world conditions. To achieve effectiveness there needs to be a systematic approach to the design, implementation, and evaluation of workplace health promotion interventions. The purpose of this paper is to describe the development of a workplace programme in a mining and steel making town in regional South Australia.

Design/methodology/approach
– The Precede-Proceed model (PPM) was used as a framework to design the development, implementation, and evaluation of the programme.

Findings
– Quality of life issues and antecedents of modifiable behavioural and environmental factors to be targeted by interventions were identified. Relevant socio-behavioural theories were used to guide intervention development and evaluation. An intervention programme was planned to enable the delivery of educational and skills-development strategies by peers within structured organisational work units.

Originality/value
– This research utilises the PPM to develop, implement, and evaluate intervention strategies targeting the development of diabetes and cardiometabolic risk in a remotely located workplace population. Novel to this approach is the utilisation of the entire PPM in the research; the multiple baseline, interrupted time series design of the study; and its application in a workplace environment noted for increased health risk factors, within a community at high risk of development of type 2 diabetes.
Sedentary behavior and related factors among full-time, university faculty
Authors: Keenan Mary , Greer Anna Elizabeth 
Published: September 2015

Purpose
– Sedentary behavior, independent of physical activity, is a risk factor for both morbidity and mortality. Little is known about factors related to sedentary behavior. The purpose of this paper is to examine the relationship between sedentary behavior and the demographic characteristics, perceived physical activity (PA) environment, and PA behaviors of 72 full-time, university faculty members.

Design/methodology/approach
– For this cross-sectional study, data were collected online using Survey Monkey®.

Findings
– Participants spent an average of 473 and 328 minutes/weekend day in sedentary activity. There was a positive correlation between minutes spent in vigorous PA and minutes spent sedentary while watching TV (p=0.047). There was a negative correlation between minutes spent in moderate PA per week and minutes spent sedentary while playing video games (p=0.034). Participants’ perceived PA environment scores were inversely related to their minutes spent in sedentary behavior during a typical weekday (p=0.027) and positively related to their minutes spent sedentary while on their computers (p=0.022).

Originality/value
– The study is the first to highlight the large proportion of time university faculty members spend in sedentary activities and factors that could be addressed to reduce this time.
Providing weight management via the workplace
Authors: Barber Jenny , Hillier Sarah E , Middleton Geoff , Keegan Richard , Henderson Hannah , Lavin Jacquie 
Published: September 2015

Purpose
– The purpose of this paper is to assess the feasibility and benefits of providing weight management support via the workplace.

Design/methodology/approach
– Quasi-experimental design using non-random assignment to a 12-week Slimming World (SW) weight management programme, either within the workplace or at a regular community group. Weight was recorded weekly and a 39-item questionnaire focused on mental and emotional health, self-esteem, dietary habits and physical activity habits administered at baseline, 12 weeks, six and 12 months.

Findings
– In total, 243 participants enroled (workplace n=129, community n=114) with 138 completers (defined as those weighing-in at baseline and attending at least once within the last four weeks; workplace n=76, community n=62). Completers reported a mean weight change of −4.9 kg±3.4 or −5.7 per cent±3.8. Mental and emotional health scores increased (p
<
0.05) from baseline to 12 weeks. Self-worth scores increased (p
<
0.05) from baseline to 12 weeks, six and 12 months. Healthy dietary habit scores increased and unhealthy dietary habit scores decreased (p
<
0.05) from baseline to 12 weeks, six and 12 months. Healthy physical activity habit scores improved (p
<
0.05) from baseline to 12 weeks and six months. There were no significant differences between groups.

Research limitations/implications
– Participant demographic was predominantly female (94 per cent) aged 42.3 years, with only 13 men participating.

Practical implications
– The results support the use of a 12-week SW weight management programme as a credible option for employers wanting to support staff to achieve weight loss and improve psycho-social health outcomes which could lead to improvements in quality of life and work performance.

Originality/value
– Provides evidence for the delivery of weight management support via the workplace.
“I’d trust them if they understood learning disabilities” support needs of people with learning disabilities in the Criminal Justice System
Authors: Howard Ruth , Phipps Emma , Clarbour Jane , Rayner Kelly 
Published: September 2015

Purpose
– People with learning disabilities (LD) often lack necessary support in navigating and coping within the Criminal Justice System (CJS). The purpose of this paper is to explore their experiences, from their own perspective, and identify the supports which need to be implemented.

Design/methodology/approach
– Focus groups were held with nine patients in a forensic LD service, discussing their experiences and support needs within the CJS. Template analysis was undertaken on the transcripts.

Findings
– Four themes were identified: negative feelings, professional attitudes, suitability of the CJS, and supports needed.

Practical implications
– This research demonstrates the valuable opinions to be obtained from offenders with LD on their experiences and needs. Implications for the CJS include a need for further awareness, training, and expertise to work effectively with people with LD. Participant perspectives also highlight the importance of consistent liaison and diversion schemes, and indicate that CJS services may have something to learn from healthcare settings.

Originality/value
– Previous knowledge of offenders with LD overlooked the perspective of the service user. This research has given this group a voice, and has benefited from their insight. This is a timely piece of research in the current landscape of the CJS, and so these findings may be of practical value to the implementation of supports, particularly the liaison and diversion schemes.
Transformational leadership and organisational commitment in manufacturing and service small to medium-sized enterprises
Authors: Mesu Jos , Sanders Karin , Riemsdijk Maarten van 
Published: September 2015

Purpose– The purpose of this paper is to investigate whether the generally positive impact of transformational leadership on organizational commitment in large organizations can be extended to small- and medium-sized businesses (SMEs) in the manufacturing and service industry. The authors investigate the possible moderator effects of a participative and directive leadership style.Design/methodology/approach– The collected data from 588 employees who rated 93 supervisors within 35 Dutch SMEs in both manufacturing and service industry. The authors analyse the nested data by means of multilevel modelling.Findings– Transformational leadership, defined as visionary leadership and development stimulation, was positively related to organizational commitment for service SMEs, but not for manufacturing SMEs. While a participative leadership style did not moderate the relationship between transformational leadership and organizational commitment in either industry, a directive leadership style strengthened the relationship between transformational leadership and organizational commitment in manufacturing SMEs.Research limitations/implications– Leaders in the service industry SMEs should engage in transformational leadership, whereas leaders in manufacturing industry SMEs should engage in other types of leadership. Future research should examine effective leadership in manufacturing.Practical implications– As the results of this study suggest, a distinction should be made between manufacturing and service industry. The advice therefore needs to be twofold. Supervisors in manufacturing SMEs can best improve employees’ organizational commitment by intensifying transformational leader behaviour combined with a directive decision style. Supervisors in service SMEs do not have to combine transformational leader behaviour with a particular leader decision style, if they wish to be more effective.Social implications– Demonstrating transformational leader behaviour can be successful in both manufacturing and service SMEs. However, in manufacturing companies this will only be effective when combined with a directive leader decision style.Originality/value– Although SMEs most of the time are considered as one similar group in comparison to large organizations, the authors follow Hughes and Wood (1999; see also Stonehouse and Pemberton, 2002) who argue that because of their different products, customers, and labour it is important to disaggregate research on SMEs and differentiate between manufacturing and service SMEs.
New evidence of the relationship between employee satisfaction and firm economic performance
Authors: Melián-González Santiago , Bulchand-Gidumal Jacques , González López-Valcárcel Beatriz 
Published: September 2015

Purpose– Employee satisfaction appears in any discussion about how employees can contribute to organizational performance. The purpose of this paper is to test the relationship between employee satisfaction and organizational performance; this later measured with three firm-level performance outcomes (return over assets, operating margin, and revenue per employee).Design/methodology/approach– At different times and from two independent sources the authors obtained firms’ data about worker attitudes and financial and productivity performance, respectively. The analyzed sample of 475 firms is the biggest among the studies that analyze performance and employee satisfaction at the firm level. The impact of employee satisfaction over firm performance was assessed.Findings– Overall satisfaction and satisfaction with senior leadership, compensation, and work/life balance, respectively impact firm performance.Research limitations/implications– The ratings come from both employees and ex-employees and the individual characteristics were unknown. Additionally as an internet-based sample there has been a lack of control over the individuals’ response process.Practical implications– Managers have evidence about the importance of their employees’ satisfaction on firm performance, and on how the facets involved on worker satisfaction impact the performance.Social implications– Employer review web sites are increasing their popularity. However, unlike the marketing field with consumers HR area has not taken advantage of this trend. The found results may contribute to highlight the importance of this kind of data.Originality/value– Hitherto there is only one empirical evidence about the positive role of worker satisfaction in objective and financial firm level performance. That was based in best-firms type data. The current study draws in a big sample independent of this kind of rankings. Additionally, the job facet satisfaction conceptualization considered demonstrates the usefulness of this way to understand the employee satisfaction.
Availability and use of work-life benefits: what’s in between?
Authors: Pasamar Susana 
Published: September 2015

Purpose– The purpose of this paper is to explore the relationship between the availability and the real use of work-life (WL) benefits by employees. Most research focuses on adoption, and some studies have analysed the levels of use. However, it is yet to be explained why some firms offer formal WL benefits, which ultimately are not used by employees.Design/methodology/approach– The hypotheses developed here are tested using data from a sample of 146 Spanish private firms, which is very relevant because findings from research developed in Anglo-Saxon contexts cannot necessarily be extended elsewhere.Findings– The results reveal that availability significantly influences the level of use of WL programmes. Both the proportion of women employees in the organization and the formalization of the WL balance culture moderate the relationship between availability and use.Practical implications– These findings hold lessons for practitioners and researchers interested in WL balance and its actual diffusion among employees. Practitioners should consider WL balance in an unrestrictive way, thinking about different kinds of employees and not only women with caring responsibilities. The mere provision of benefits to a small part of the workforce does not guarantee any of the positive outcomes related to WL balance.Originality/value– Aside from exploring the availability-use gap, this research was conducted in a non-Anglo-Saxon context.
Employment relations in the UK civil service
Authors: Hodder Andy 
Published: September 2015

Purpose– The purpose of this paper is to bring together two separate strands of the literature (politics and industrial relations) on civil service management and reform to enable consideration of the industrial relations implications of these changes.Design/methodology/approach– This paper is conceptual and has no empirical base. The paper is a general review of existing literature on the subject.Findings– The paper identifies the importance of historical legacy in both management and union behaviour in the civil service. By revisiting earlier civil service reforms, the reader is able to gain an understanding of the rationale for much of the current restructuring of the civil service. Additionally, any discussion of trade union behaviour should be located in the context of union tradition and evolution.Research limitations/implications– In being a general review, the paper does not report empirical evidence but instead provides the background for future research into civil service industrial relations and management.Originality/value– This paper is the first to provide a systematic review of management restructuring in the civil service whilst at the same time considering union responses. As such, the paper is of interest to academics and practitioners in the areas of both management and politics.
Devolving people management to the line
Authors: Bainbridge Hugh 
Published: September 2015

Purpose– The purpose of this paper is to focus on the different rationales for devolving people management responsibilities to the line and examine their consequences for the HR function and HR’s interactions with line managers and employees.Design/methodology/approach– A model was developed and tested that describes how the rationale for devolving people management to the line influences the HR function, HR’s interactions with line managers and the quality of people management. Survey data were collected from 446 managers who reported that their organisations had devolved people management to the line.Findings– Results indicate that devolution rationales are associated with distinct changes to the HR function’s strategic integration and size. These changes in the HR function are in turn associated with utilisation of line manager focused HR practices, HR’s business partner orientation and people management effectiveness.Practical implications– The HR function should consider changes that refine job descriptions to include a clear statement of people management responsibilities, ensure performance appraisals incorporate an assessment of people management effectiveness and prioritise line manager training and rewards in an environment where line managers may be less than enthusiastic about their newly acquired people management responsibilities.Originality/value– The study contributes to the devolution literature by outlining how the effects of devolution are tied to the rationale underlying devolution efforts. It suggests that the tendency to conceptualise devolution without reference to the reason why it is pursued may be contributing to the controversy over its consequences.
An interpersonal perspective to study silence in Indian organizations
Authors: Jain Ajay K. 
Published: September 2015

Purpose– The purpose of this paper is to investigate dimensions of employee silence in Indian work context with regard to the supervisors and how job satisfaction mediates the relationship between silence and turnover intention. The study also explores the relevance of superior-subordinate relationship and self-image maintenance perspectives in Indian socio-cultural context to explain and understand the phenomenon of silence in India.Design/methodology/approach– Qualitative (n=55) and quantitative data (n=334,n=314 andn=116) were collected from employees working in private, public and multinational organizations located in northern part of India. Exploratory and confirmatory factor analyses were performed to explore and validate the dimensions of silence behavior among Indian managers and structural equation analysis was carried out to see the meditating role of job satisfaction in the relationship of silence and turnover intention.Findings– Results have indicated the existence of four major dimensions of silence in India namely; fear of retaliation, internal motivation, self-competence and self-image as the possible causes of silence. Further job satisfaction has mediated the effect of silence on turnover intention. This study showed the positive impact of silence on satisfaction which is contrary to the western studies. These results have supported the theoretical arguments developed in this paper in the Indian work context.Practical implications– The results are useful in understanding the dynamics of silence in Indian organizations as employees might use silence in a strategic manner to regulate their satisfaction and in maintaining their membership with the organization.Originality/value– The present study is among the first attempts to empirically examine the causes and consequences of employee silence in the high power distance and collectivistic cultural context.