bluuebunny/crossref_metadata_2025_split huggingface dataset:
Crystal structures of four δ-keto esters and a Cambridge Structural Database analysis of cyano–halogen interactions
Authors: Kamal Kulsoom , Maurya Hardesh K. , Gupta Atul , Vasudev Prema G. 
Published: September 2015

The revived interest in halogen bonding as a tool in pharmaceutical cocrystals and drug design has indicated that cyano–halogen interactions could play an important role. The crystal structures of four closely related δ-keto esters, which differ only in the substitution at a single C atom (by H, OMe, Cl and Br), are compared, namely ethyl 2-cyano-5-oxo-5-phenyl-3-(piperidin-1-yl)pent-2-enoate, C19H22N2O3, (1), ethyl 2-cyano-5-(4-methoxyphenyl)-5-oxo-3-(piperidin-1-yl)pent-2-enoate, C20H24N2O4, (2), ethyl 5-(4-chlorophenyl)-2-cyano-5-oxo-3-(piperidin-1-yl)pent-2-enoate, C19H21ClN2O3, (3), and the previously published ethyl 5-(4-bromophenyl)-2-cyano-5-oxo-3-(piperidin-1-yl)pent-2-enoate, C19H21BrN2O3, (4) [Maurya, Vasudev & Gupta (2013).RSC Adv.3, 12955–12962]. The molecular conformations are very similar, while there are differences in the molecular assemblies. Intermolecular C—H...O hydrogen bonds are found to be the primary interactions in the crystal packing and are present in all four structures. The halogenated derivatives have additional aromatic–aromatic interactions and cyano–halogen interactions, further stabilizing the molecular packing. A database analysis of cyano–halogen interactions using the Cambridge Structural Database [CSD; Groom & Allen (2014).Angew. Chem. Int. Ed.53, 662–671] revealed that about 13% of the organic molecular crystals containing both cyano and halogen groups have cyano–halogen interactions in their packing. Three geometric parameters for the C—X...N[triple-bond]C interaction (X = F, Cl, Br or I),viz.the N...Xdistance and the C—X...N and C—N...Xangles, were analysed. The results indicate that all the short cyano–halogen contacts in the CSD can be classified as halogen bonds, which are directional noncovalent interactions.
Soft-systems approaches to knowledge-cum-values management as innovation drivers
Authors: Zlatanović Dejana , Mulej Matjaž 
Published: September 2015

Purpose– Respecting the growing importance of interdependence of knowledge, values and social responsibility, the purpose of this paper is to introduce the concept of knowledge-cum-values management and to show how some soft systems approaches can support interdependence of knowledge and human values resulting in socially responsible innovative behavior, hence in success.Design/methodology/approach– The selected soft systems approaches are used to double-check the usefulness of the requisitely holistic approach to knowledge-cum-values management and innovation. The applied methodology for qualitative analysis is the Dialectical Systems Theory.Findings– One-sidedness, unlike the requisite holism, causes oversights and hence disables innovations as a new users’ benefit. Requisitely holistic knowledge-cum-values management prevents one-sidedness and therefore many oversights; hence it is a valuable driver of innovation. It is supported by social responsibility (exposing the systemic behavior by suggesting interdependence and holistic approach to one’s responsibility for one’s influences on society). By including values and by enabling consideration of interdependence of human values and knowledge, some soft systems approaches support innovative behavior with social responsibility.Research limitations/implications– Research is limited to theoretical findings resulting from authors’ previous empirical studies. The novel concept “knowledge-cum-values” erases the human dangerous one-sidedness resulting from the irrational rationalistic division of the two. Social responsibility supports informal use of some soft systems theories and diminishes this danger.Practical implications– The practical application of the selected soft systems approaches and social responsibility offers great possibilities for managers to improve the holism of their innovation processes, driven by knowledge-cum-values management. Fewer oversights are possible and lead to fewer mistakes and more success in the invention-innovation-diffusion processes. No human is rational or emotional only, either as a creator or as a consumer, but this fact is disregarded in the management literature.Social implications– Social responsibility shall be considered as an important novel soft-system approach and part of organizational innovative behavior aimed to replace the one-sided approaches prevailing so far and causing crises: the overseen attributes do not cease, but they still impact life and are out of control.Originality/value– The contribution introduces the new, still insufficiently researched concept of knowledge-cum-values management; it highlights new ways of attaining the requisitely holistic knowledge-cum-values management that enhances enterprise’s innovation capacity by requisite holism, supported by social responsibility.
Organizational leadership capability – a mechanism of knowledge coordination for inducing innovative behaviour
Authors: Kivipõld Kurmet 
Published: September 2015

Purpose– The purpose of this paper is to explore how organizational leadership capability as a knowledge coordinating mechanism affects service organization activities towards different stakeholder groups.Design/methodology/approach– The subjects in the case study are four Estonian service companies from the banking and retail industry providing high- and low-skill services, respectively. The data for the study were collected using the Organizational Leadership Capability Questionnaire with a total of 375 employees as respondents, and the organizations’ web sites to analyse corporate social responsibility (CSR). Assessment and analysis of the data included: the measurement of organizational leadership capability; the measurement of CSR communication; and analysis of the results gained from studying issues pertaining to organizational leadership capability as a knowledge coordination mechanism and innovative behaviour in terms of CSR.Findings– Ultimately, the study reveals that organizations with higher intensity of knowledge use in high-skill service industries have greater ability to coordinate knowledge as expressed in terms of organizational leadership capability, which in turn, allows them to behave more innovatively in terms of CSR towards stakeholders.Research limitations/implications– This study suggests that innovative behaviour in organizations towards different groups of stakeholders depends on organizational leadership capability. However, the results of this study are only valid in the context of the Estonia service sector, and more precisely the retail and banking industry.Originality/value– This paper demonstrates the role of organizational leadership capability in the coordination of knowledge to generate innovative behaviour in terms of CSR in service organizations.
The role of servicescape and image perceptions of customers on behavioral intentions in the hotel industry
Authors: Durna Ufuk , Dedeoglu Bekir Bora , Balikçioglu Sevgi 
Published: September 2015

Purpose
– The purpose of this study is to examine the relationships between servicescape components, image and behavioral intentions within the framework of hotel businesses.

Design/methodology/approach
– Relationships between specified variables were tested with structural equation modeling (SEM) using a sample of 410 hotel customers.

Findings
– It was found that servicescape components had a positive effect on overall image, and overall image had the same effect on word-of-mouth (WOM) and re-visiting. It was also determined that overall image played a mediating role between servicescape and behavioral intention components. Overall, image played a partial mediating role between substantive staging of servicescape (SSoS) and WOM and a full mediating role among the other variables.

Practical implications
– For a business to maintain a positive image perception, servicescape components must be positively perceived, as well. Therefore, managers who intend to present a positive business image should design servicescape components according to current trends or the fashion expectations of target consumers. This would by default increase the attractiveness of the business. Moreover, businesses can create unique concepts by designing and developing new servicescape components. This step can be beneficial, especially for hotel businesses wishing to establish a specific brand. In this regard, it is recommended that businesses employ an expert who can track and organize servicescape developments.

Originality/value
– Although it has been found that there are specific relationships between servicescape, image and behavioral intentions, there has been a deficiency of empirical studies carried out within hotel industries. Furthermore, while SSoS has been investigated in the literature, communicative staging of servicescape (CSoS) has been neglected. In this regard, investigating the aforementioned relationships within the framework of the hotel industry contributes to the literature. Furthermore, in this study, an attempt has been made to stress the importance of servicescape, which is found to be essential for positive business image perception.
Investigating relationships between internal marketing practices and employee organizational commitment in the foodservice industry
Authors: Joung Hyun-Woo , Goh Ben K. , Huffman Lynn , Yuan Jingxue Jessica , Surles James 
Published: September 2015

Purpose– The purpose of this study is to investigate the relationships between internal marketing practices, employee job satisfaction, organizational commitment and turnover intention in the foodservice industry.Design/methodology/approach– The target population was employees who were currently working at a restaurant in the USA. All respondents were recruited from different states for the generalization of the study results. A confirmatory factor analysis validated the measurement model, and subsequently, structural equation modeling tested the proposed model.Findings– Three internal marketing practices – vision, development and rewards – were good indicators for predicting employee job satisfaction, and two internal marketing practices – development and rewards – in addition to job satisfaction were significant predictors for employee organizational commitment. Finally, the findings indicated that job satisfaction and affective commitment had a significant impact on lowering employee turnover intention.Research limitations/implications– In further research, more internal marketing practices – such as employee motivation, customer orientation, sharing information, employee empowerment – can be added to the model to increase employee job satisfaction and organizational commitment.Practical implications– Foodservice operators should focus on internal marketing practices to have satisfied employees who, in turn, are more likely to deliver high service quality to customers.Originality/value– This study has not only extended the influential scope of the internal marketing theory to organizational commitment, but has also proposed the antecedents of organizational commitment (i.e. internal marketing practices and employee job satisfaction) and clarified the relationships among them.
Barriers constraining management innovation (MI) adoption in the Ghanaian construction consulting sector
Authors: Owusu-Manu D. , Quaigrain R. , Edwards D.J. 
Published: September 2015

Purpose– The purpose of this paper is to critically examine and report upon the barriers that constrain MI within the Ghanaian construction consulting sector. Globalization and the shift towards knowledge-based economies have encouraged organizations to adopt management innovation (MI) as a means of increasing market share and creating competitive leverage. Organizations within developing countries, such as Ghana, have followed this global trend, but barriers continue to affect MI adoption.Design/methodology/approach– The research is positioned within a mixed methods “deductive” methodological tradition and is undertaken via a three-stage iterative approach. First, the research synthesizes relevant literature to identify 14 potential barriers to MI adoption. Second, using convenient and snowball sampling techniques, structured survey questionnaires were distributed to 70 consulting firms within the Kumasi metropolis; a high 78.5 per cent response rate was returned. Third, data were analyzed using descriptive statistics and principal component (factor) analysis to determine underlying barriers that restrict MI adoption.Findings– The barriers to MI adoption are contained within four inextricably linked factor groups: organizational structural influences, flow of information, institutional constraints and costs of innovations. The findings demonstrate that innovation thrives in an organizational environment that nurtures creativity, staff development, moderate risk taking and idea generation and management – albeit, the external economic environment must also be conducive to facilitating innovation within companies and organizations.Practical implications– Innovation within construction companies is a prerequisite requirement for a dynamic and competitive economy because it nurtures self-regulating “free market” behavior, which creates considerable benefit to an economy. Such an attribute is particularly attractive for the developing country of Ghana, which has historically suffered from recurrent social, political and economic pressures. Hence, the research findings will be of practical interest to policymakers, academics and industrialists who have a vested interest in improving the performance of the Ghanaian economy. It will also be of interest to others within developing countries who are experiencing similar issues.Originality/value– This research work builds upon the work of previous scholars in this field and investigates the barriers to implementing MI in Ghana. The paper’s findings will be useful to organizations and government policymakers who seek to increase business performance within a free market and profitability in an ever increasingly competitive world.
Measuring adaptive performance in individuals and teams
Authors: Marques-Quinteiro Pedro , Ramos-Villagrasa Pedro J. , Passos Ana Margarida , Curral Luís 
Published: September 2015

Purpose– While scales were developed to measure individual adaptive performance (IAP), fewer contributions have been done to assess the construct at the team level of analysis. This issue is addressed through two related studies: Study 1 builds on Pulakoset al.(2000) to develop a measure of IAP. Study 2 follows from the results in Study 1 and tests a measure of team adaptive performance (Chan, 1998).Design/methodology/approach– Scale development was done adopting a single level (Study 1) and multi-level (Study 2) structural equations modeling approach.Findings– Results suggest that both measures of individual and team adaptive performance are reliable and show evidence supporting the adequacy of adopting referent-shift methodologies to the measurement and aggregation of team members’ rating of team adaptive performance.Originality/value– The study offers a reliable, parsimonious and easy to apply measure of individual and team adaptive performance in organizational work environments.
Gross national income, football workers and national football team performances
Authors: Omondi-Ochieng Peter 
Published: September 2015

Purpose
– This study aims to examine the association between national economic prosperity (measured by per capita gross national income – GNI) and the acquisition of football workers (indicated by number of amateur footballers, football officials and professional footballers) and predict football performances (specified by qualifications at continental football championships) based on per capita GNI and football workers.

Design/methodology/approach
– Archival data of 203 national football teams were utilized based on continental football championship records before 2014. Binary logistic regression analysis was used to build various models to ascertain their predictive values. Economically prosperous nations are those with a per capita GNI of more than US$10,000, and unprosperous nations are those with per capita GNI of less than US$10,000.

Findings
– The analysis indicated that per capita GNI was significantly and positively associated with the acquisition of football workers – but not predictive of football performance. Rather football officials and professionals emerged to be the key predictors of football performance and not per capita GNI. The final model predicted 73.1 and 74.2 per cent of performance and non-performance, respectively, of national football teams correctly.

Research limitations
– The findings were largely restricted to quantitative archival data for the last continental championships. However, future research may benefit from using qualitative interviews, questionnaires and or ethnographic studies of players, teams and or managers.

Practical implications
– The results revealed that economic prosperity positively influences the acquisition of football resources (here – in football workers). Specifically, targeted production of football workers, such as the acquisition of a large number of effective professional footballers and officials, can boost football performance – and not merely economic prosperity.

Originality/value
– Actual football-specific human capital (and not general population) was used in predicting continental football qualifications – a factor uncommon in such studies.
Collective work motivation in knowledge based organizations
Authors: Tongo Constantine Imafidon 
Published: September 2015

Purpose– Collective work motivation (CWM) has been construed as humans’ innate predispositions to effectively undertake team-oriented work activities under ideal conditions (Lindenberg and Foss, 2011). However, management research aimed at explicating its etiology in knowledge-based organizations (KBOs) has been largely ignored. Given that these organizations strive to gain market competitiveness by motivating employees to cooperatively share knowledge, as well as protect organizational specific knowledge from being externally expropriated, it becomes expedient to understand how they can mobilize and sustain CWM that is geared towards the normative goal of knowledge sharing and knowledge protection.Design/methodology/approach– Conceptual insights from the social identity theory were deployed by the study.Findings– Three hypothetical principles derived from the processes of social categorization, social comparison and social identification tentatively mobilize and sustain CWM in KBOs.Originality/value– This paper adopts the social identity perspective to CWM. In so doing, it sees CWM as a team-based intrinsically derived process rather than an extrinsic means of eliciting the motivation of people in KBOs to engage in the normative goal of knowledge sharing and protection.
Evidence‐based Management in Practice: Opening up the Decision Process, Decision‐maker and Context
Authors: Wright April L. , Zammuto Raymond F. , Liesch Peter W. , Middleton Stuart , Hibbert Paul , Burke John , Brazil Victoria 
Published: September 2015

Evidence‐based management (EBM) has been subject to a number of persuasive critiques in recent years. Concerns have been raised that: EBM over‐privileges rationality as a basis for decision‐making; ‘scientific’ evidence is insufficient and incomplete as a basis for management practice; understanding of how EBM actually plays out in practice is limited; and, although ideas were originally taken from evidence‐based medicine, individual‐situated expertise has been forgotten in the transfer. To address these concerns, the authors adopted an approach of ‘opening up’ the decision process, the decision‐maker and the context (Langley et al. (). ‘Opening up decision making: the view from the black stool’, Organization Science, 6, pp. 260–279). The empirical investigation focuses on an EBM decision process involving an operations management problem in a hospital emergency department in Australia. Based on interview and archival research, it describes how an EBM decision process was enacted by a physician manager. It identifies the role of ‘fit’ between the decision‐maker and the organizational context in enabling an evidence‐based process and develops insights for EBM theory and practice.
Designing a qualitative and flexible case study to investigate the opportunities and challenges for primary education offered to first‐generation learners in a rural community in the state of Maharashtra, India
Authors: Velu Ratika 
Published: September 2015

Many children from rural communities in India seeking an education are first‐generation learners. These children at times find it difficult to cope with the school environment and learning the state language, which is unfamiliar to them. The parents of these children have no academic background or formal education at any level, which leaves them at a disadvantage as a significant part of their educational process occurs at home. This research is an attempt to study and understand the problems that are being faced by first‐generation learners and to assist them in achieving their educational goals.The study uses a qualitative and flexible case‐study approach, reflecting the real‐life complexities of first generation learners. A flexible design with semi‐structured interview method has been employed to allow for more freedom during data collection. This provides an opportunity to present the account of the journey and to refine and modify the original plan to follow up issues that emerged during the process of data collection.It is hoped that the study will provide some insight into the educational needs of first‐generation learners and influence future school improvement programmes of both governmental and non‐governmental rural development organisation.
The Quality of Surgical and Pneumonia Care in Minority‐Serving and Racially Integrated Hospitals
Authors: Gaskin Darrell J. , Zare Hossein , Haider Adil H. , LaVeist Thomas A. 
Published: September 2015

ObjectiveTo explore the association between quality of care for surgical and pneumonia patients and the racial/ethnic composition of hospitals' patients.Data SourceOur primary data were surgical and pneumonia processes of care indicators from the 2012 Medicare Hospital Compare Data. We merged this data with information from the 2011 American Hospital Association Annual Survey of Hospitals. We computed the racial and ethnic composition of hospital patients using 2008 data from the Healthcare Costs and Utilization Project.Study DesignThe sample included 1,198 acute care general hospitals from 11 states:AZ,CA,FL,IA,MA,MD,NC,NJ,NY,WA, andWI. We compared quality across minority‐serving, racially integrated, and majority‐white hospitals using unconditional quantile regression models controlling for hospital and market characteristics.Principal FindingsWe found quality differences between the lowest performing minority‐serving, racially integrated, and majority‐white hospitals. As we moved from 10th to 90th quantile, the quality differences between hospitals by patients' racial composition disappeared. In other words, the best minority‐serving and racially integrated hospitals performed as well as the best majority hospitals.ConclusionsEfforts to improve quality of care for patients in minority‐serving and racially integrated hospitals should focus on the lowest performers.