bluuebunny/crossref_metadata_2025_split huggingface dataset:
Performance of a physical surrogate in the sequential approximate optimization of space trusses
Authors: Afonso Silvana Maria B. , Horowitz Bernardo , Ferreira da Silva Marcelo 
Published: October 2011

PurposeThe purpose of this paper is to propose physically based varying fidelity surrogates to be used in structural design optimization of space trusses. The main aim is to demonstrate its efficiency in reducing the number of high fidelity (HF) runs in the optimization process.Design/methodology/approachIn this work, surrogate models are built for space truss structures. This study uses functional as well as physical surrogates. In the latter, a grid analogy of the space truss is used thereby reducing drastically the analysis cost. Global and local approaches are considered. The latter will require a globalization scheme (sequential approximate optimization (SAO)) to ensure convergence.FindingsPhysically based surrogates were proposed. Classical techniques, namely Taylor series and kriging, are also implemented for comparison purposes. A parameter study in kriging is necessary to select the best kriging model to be used as surrogate. A test case was considered for optimization and several surrogates were built. The CPU time is reduced when compared with the HF solution, for all surrogate‐based optimization performed. The best result was achieved combining the proposed physical model with additive corrections in a SAO strategy in which C1 continuity was imposed at each trust region center. Some guidance for other engineering applications was given.Originality/valueThis is the first time that physical‐based surrogates for optimum design of space truss systems are used in the SAO framework. Physical surrogates typically exhibit better generalization properties than other surrogates forms, produce faster solutions, and do not suffer from dimensionality curse when used in approximate optimization strategies.
Alternative least‐squares finite element models of Navier‐Stokes equations for power‐law fluids
Authors: Vallala V.P. , Reddy J.N. , Surana K.S. 
Published: October 2011

PurposeMost studies of power‐law fluids are carried out using stress‐based system of Navier‐Stokes equations; and least‐squares finite element models for vorticity‐based equations of power‐law fluids have not been explored yet. Also, there has been no study of the weak‐form Galerkin formulation using the reduced integration penalty method (RIP) for power‐law fluids. Based on these observations, the purpose of this paper is to fulfill the two‐fold objective of formulating the least‐squares finite element model for power‐law fluids, and the weak‐form RIP Galerkin model of power‐law fluids, and compare it with the least‐squares finite element model.Design/methodology/approachFor least‐squares finite element model, the original governing partial differential equations are transformed into an equivalent first‐order system by introducing additional independent variables, and then formulating the least‐squares model based on the lower‐order system. For RIP Galerkin model, the penalty function method is used to reformulate the original problem as a variational problem subjected to a constraint that is satisfied in a least‐squares (i.e. approximate) sense. The advantage of the constrained problem is that the pressure variable does not appear in the formulation.FindingsThe non‐Newtonian fluids require higher‐order polynomial approximation functions and higher‐order Gaussian quadrature compared to Newtonian fluids. There is some tangible effect of linearization before and after minimization on the accuracy of the solution, which is more pronounced for lower power‐law indices compared to higher power‐law indices. The case of linearization before minimization converges at a faster rate compared to the case of linearization after minimization. There is slight locking that causes the matrices to be ill‐conditioned especially for lower values of power‐law indices. Also, the results obtained with RIP penalty model are equally good at higher values of penalty parameters.Originality/valueVorticity‐based least‐squares finite element models are developed for power‐law fluids and effects of linearizations are explored. Also, the weak‐form RIP Galerkin model is developed.
Addressing the research needs of the insurance sector
Authors: Robson Julie , Sekhon Yasmin 
Published: October 2011

PurposeThe purpose of this paper is to report on HEIF4 funded research exploring the important areas of research currently being conducted by insurance research practitioners and to identify the key challenges they face when conducting this research.Design/methodology/approachEmpirical data was collected via ten in‐depth telephone interviews and two separate round table group discussions with research practitioners in the general insurance sector.FindingsThree key challenges were identified: over‐researching and respondent fatigue; the increasing use of incentives and the emergence of professional respondents; and the problem of ensuring research credibility. The findings reveal the need to update research practices, to take account of the changing context within which research is undertaken, discussing research methodologies and social issues as well as the evolving and ever changing nature of research.Research limitations/implicationsThe study focused on the general insurance sector. The challenges identified reflect in part the unique nature of this sector but are likely to be equally applicable to other financial services sectors. It would therefore be useful to explore the prevalence of these challenges in other financial sectors.Practical implicationsThe paper calls on academic researchers to address the challenges identified. Research practitioners want further information, guidance and to learn from “best practice” on how new research techniques can be used to provide quality and timely research; the impact incentives have on research in a business and management context; and how the value of research can be measured. These implications are discussed against a financial backdrop and take account of academic, practitioner and industry challenges.Originality/valueAcademic research on marketing in the insurance context remains scant. This paper highlights the needs and challenges of this sector.
Value through combined offerings of bank and insurance
Authors: Mäenpää Irinja , Voutilainen Raimo 
Published: October 2011

PurposeThe purpose of this paper is to investigate how financial service providers cross‐sell combined bank and insurance service offerings in a business‐to‐business context with the aim of increasing understanding on the creation of corporate customer value through cross‐selling.Design/methodology/approachA qualitative study of eight providers, augmented with interviews among eight of their small and medium‐sized enterprise (SME) customers, form the empirical basis of the study.FindingsFinancial service providers anticipate a shift from separate sales events towards one‐stop shopping and from unilateral provision of non‐related products towards consideration of hybrid products in the SME segment. SME customers, who tend to acquire their banking and insurance services as non‐related products from separate providers, do not fully support these trends. The results are partly explained by the absence of customer loyalty programs and non‐existent provision of hybrid products in the business‐to‐business context.Research limitations/implicationsThe research is focused on the financial industry within one country and bound to SME customers, limiting the generalizability of the findings.Practical implicationsThe results imply that financial service providers should develop their one‐stop shopping concept in the SME segment by creating a customer loyalty program that would reward customer companies according to the use of multiple products in their total portfolio. Additionally, the possibilities of introducing hybrid products solely for business customer use should be further investigated.Originality/valueThis study is the first to show how business customers perceive the value of cross‐buying bank and insurance services, presenting a reminder to managers about the importance of recognizing their SME customers' value expectations.
Understanding reciprocity in organizations: a US‐China comparison
Authors: Hu Xiaoxiao , Tetrick Lois , Shore Lynn M. 
Published: October 2011

PurposeThe goal of this paper is to examine the relation of reciprocity to organizational commitment and the employment exchange relationship. In addition, it aims to investigate cross‐cultural differences on this relation between China and the USA.Design/methodology/approachData were collected from a sample of Chinese employees working on their MBAs (n=321), a sample of employed MBA students in the USA (n=199), and a sample of employed undergraduates from the USA (n=348). Hierarchical moderated regression analyses were used to explore the interactive effects of the three dimensions of reciprocity on organizational commitment and the employment exchange relationship.FindingsThe three dimensions of reciprocity were related to organizational commitment and the employment exchange relationship in all three samples. Nonetheless, in the US samples these dimensions reflected an additive model and in the Chinese sample the dimensions interacted, supporting the notion that Chinese perceive their employment exchange relationships more holistically than Americans.Research limitations/implicationsThe data were cross‐sectional and therefore causal inferences need to be made with caution.Practical implicationsDifferent strategies should be adopted to manage Chinese and American employees' commitment and employment relationship.Originality/valueThis study offers new insights on the relation of reciprocity to organizational commitment and the employment exchange relationship in different cultures. It integrates cross‐cultural differences in cognition into organizational research and reveals that Chinese employees tend to use a more holistic approach to understand their employment exchange relationships than their American counterparts.
Practitioner reactions to work‐related psychological tests
Authors: Furnham Adrian , Jackson Chris J. 
Published: October 2011

PurposeThis study seeks to investigate human resource practitioners' attitudes and beliefs about work related psychological tests. The purpose was to look at the structure and correlates of those beliefs.Design/methodology/approachIn all, 255 practitioners from human resource and related disciplines completed a 64‐item questionnaire on their attitudes to, and beliefs about, work‐related psychological tests.FindingsOverall, the participants were positive about the validity and hence usefulness of tests. Factor analysis suggested that attitudes to tests fell into four easily identifiable factors (Test complexity, Practical application, Bias, and Usefulness of psychological tests). It was found that all four factors were predicted by age or educational qualifications or both.Research limitations/implicationsThe study had a restricted sample of test users. It would be interesting to test a bigger and more representative sample of those in HR, training and coaching and get more specific details on which tests they used, why those particular tests and how they used the data they provide.Originality/valueThe aim of this study is to investigate whether practitioners generally find psychological tests in general useful, what aspects of psychological tests are most valued and what aspects are least liked. It also set out to determine whether the perceived scepticism toward, or enthusiasm for, psychological tests could be predicted by test user experience, and test user academic qualifications. Whist some survey studies have been interested in expert opinion, this study looked at practitioners from HR and related disciplines.
The suppression of negative emotions in elder care
Authors: Gillespie Jennifer Z. , Barger Patricia B. , Yugo Jennifer E. , Conley Cheryl J. , Ritter Lynn 
Published: October 2011

PurposeThe purpose of this paper is to describe two studies that investigate the suppression of negative emotions in the context of elder care, including the emotional job demands that may, together with display rules, elicit negative suppression (Study 1) and the association between negative suppression and job attitudes (Study 2).Design/methodology/approachGroup interviews were conducted to understand the emotional demands of elder care (Study 1), and a survey was administered to direct care providers that included measures of negative suppression, job satisfaction, and job stress (Study 2).FindingsDifficult events with patients (e.g. deterioration) are an emotional demand that may interact with display rules to elicit negative suppression (Study 1). Negative suppression is generally associated with less favorable job attitudes, controlling for individual differences in affectivity (Study 2).Research limitations/implicationsThis investigation is the first both to qualitatively examine the emotional demands of elder care (Study 1) and to empirically demonstrate links between negative suppression and job attitudes (Study 2).Practical implicationsPractitioners face difficulties with recruitment and retention in elder care; the results suggest that negative suppression is a possible point of intervention.Social implicationsThere is a shortage of direct care providers in the context of elder care, and the results of the present investigation potentially suggest how to improve working conditions.Originality/valueThe focus on negative suppression in the context of elder care is unique.
Influence and promotability: the importance of female political skill
Authors: Shaughnessy Brooke A. , Treadway Darren C. , Breland Jacob A. , Williams Lisa V. , Brouer Robyn L. 
Published: October 2011

PurposeThe current paper seeks to bring the political perspective to gender differences in promotion decisions, a phenomenon with great longevity in research and practice. Specifically, the degree to which gender role‐congruent and counterstereotypical influence behavior is related to liking as moderated by political skill.Design/methodology/approachUsing a sample ofn=136, these hypotheses were tested in retail organizations in the Northeast and Southwest.FindingsPolitical skill significantly moderates the relationship between ingratiation and liking, such that use of ingratiation was positively related to liking when women were high in political skill. However, the relationship between assertiveness and liking was unchanged by political skill level and was unrelated to liking. Liking was consistently found to be positively related to promotability ratings.Research limitations/implicationsQuestionnaire data collection is used exclusively; however, the subordinate and supervisor data were collected at two different times.Practical implicationsThe results are relevant for employees in that they imply a need for them to be cognizant of their behavior as it relates to social role expectations and for supervisors to understand the factors that could contribute to lower ratings.Social implicationsThe current results suggest that gender role‐congruent influence behavior is positively related to socially relevant evaluations (i.e. liking); thus, women whose behavior is consistent with social expectations may be more positively evaluated.Originality/valueThis study provides a political explanation for differences in women's promotability and also investigates mechanisms that may be related to reducing promotability disparity.
Coworker reactions to observing sexual behavior at work
Authors: Nicole Salvaggio Amy , Hopper Jennifer , Packell Kathryn M. 
Published: October 2011

PurposeThe goal of the present research is to investigate the association between observing consensual sexual behavior at work (e.g. flirting, joking) and job outcomes – specifically, job satisfaction and turnover intentions.Design/methodology/approachQuestionnaires were administered about observed consensual sexual behavior and job attitudes in two separate studies of working adults. Participants in Study 1 were 113 workers from 33 workplaces in the Midwestern USA; participants in Study 2 were 242 adults working in a variety of industries.FindingsIn support of the hypotheses, results from Study 1 indicated that employees who observed more sexual behavior at work reported lower job satisfaction. Study 2 replicated this result, but only for female employees. Observed sexual behavior at work was positively related to turnover intentions for both genders.Research limitations/implicationsIn both studies, the research design was cross‐sectional, which prohibits causal inferences about the data. Second, it was not possible to assess whether the observed sexual behavior occurred between friendly peers, married coworkers, or coworkers married to other people – thus it is unclear how this factor is related to employee reactions.Practical implicationsHuman resource managers should consider formulating policies regarding consensual sexual behavior at work to guide managers in handling potentially difficult situations, such as romantic relationships between peers.Originality/valueThis research is the first to explicitly link consensual sexual behavior at work with two specific job attitudes: job satisfaction and turnover intentions.
The relationship between needs and job attitudes in South Korea and Germany
Authors: Steinmetz Holger , Park Yang‐Kyu , Kabst Rüdiger 
Published: October 2011

PurposeThe present study aims to analyze the predictive value of three motivational dispositions (need for achievement, need for affiliation, and need for power) for job involvement and organizational commitment and to investigate cross‐cultural differences between Germany and South Korea between these predictions.Design/methodology/approachA sample of South‐Korean (N=209) and German (n=198) executive MBA students was surveyed. Using multi‐group structural equation modeling, the associations between the three needs and JI and OC and cross‐cultural differences in these associations are investigated. In addition, a test is conductedd for cross‐cultural equivalence of the measures as an important prerequisite of quantitative analyses.FindingsThe results reveal that need for achievement and need for power are related to JI but that only need for achievement is related to OC. In addition, significant differences were not found across either country in these relationships. Tests of cross‐cultural equivalence showed at least partial invariance of all measures.Research limitations/implicationsFuture research should replicate the results in other employee populations. Furthermore, future research should incorporate more than two countries and countries with larger differences on cultural orientations.Practical implicationsThe study shows that motivational dispositions should be considered in HRM practices and leadership behaviour.Originality/valueThe view on JI and OC is broadended by consideration of dispositions, whereas traditional research focuses on contextual factors.
An empirical examination of hiring decisions of experienced auditors in public accounting
Authors: Law Philip K.F. , Yuen Desmond C.Y. 
Published: October 2011

PurposeThis study aims to examine the potential factors influencing the hiring decisions of experienced auditors in public accounting practices in Hong Kong.Design/methodology/approachMultinomial logistic regression is used to analyze the survey data, which is the first time such an approach has been used in the literature. A total of 337 interview rating forms are collected in actual employment interviews from two Big 4 firms. Graves and Powell's hiring model is adapted to this Hong Kong study. Interpersonal attraction theory is employed to assist in analyzing the results.FindingsThe results indicate that subjective qualifications have the highest explanatory power. Big 4 recruiters regard subjective qualifications as important considerations in the evaluation of experienced auditors. Interpersonal attraction is the second most important factor. These findings are consistent with the theory of interpersonal attraction. Perceived similarity and objective qualifications are also perceived as significant factors. Physical attractiveness, dress effect and gender are not found to be factors influencing the hiring decisions, in contrast to the findings of earlier literature in the USA.Originality/valueThese findings indicate that recruiters would look for attributes other than those primarily based on objective qualifications. Job relevant skills, knowledge and demonstrated initiatives are important. The accounting profession could conduct more training programs for auditors to improve and demonstrate their “soft skills” in the interview process so as to enhance their chances of employment, particularly during a recessionary environment.
Auditor gender and corporate earnings management behavior in private Finnish firms
Authors: Niskanen Jyrki , Karjalainen Jukka , Niskanen Mervi , Karjalainen Jussi 
Published: October 2011

PurposeThe purpose of this paper is to investigate whether or not auditor gender has an impact on the magnitude of corporate earnings management in small‐ and medium‐sized private Finnish firms.Design/methodology/approachThe paper examines the association between auditor gender and earnings management of private firms by means of multiple linear regression analysis. In this analysis the paper uses discretionary accruals (DACC) estimated by using the cross‐sectional version of the Jones model as a measure for corporate earnings management.FindingsWhen the absolute (unsigned) earnings management on gender and a set of control variables is regressed, it is found that female auditors allow for more discretion in income reporting. When the analysis is conducted separately for sub‐samples of income increasing and income decreasing DACC, the results suggest that female auditors are more conservative.Research limitations/implicationsThis study has been conducted by using data from one country. Since it is commonly known that the role of females in the society varies from one country to the next more research is needed in different social environments.Practical implicationsWhen selecting auditors, management should pay attention also to the gender of the auditor. It may also be useful for stakeholders to pay attention to the gender of the auditors that they engage or the gender distribution of the audit team.Social implicationsThe results imply that gender diversity in the auditing profession may improve the quality of financial statement overall.Originality/valueThis study is the first one that investigates the effect that auditor gender may have on actual earnings management behavior. It also adds to the understanding on earnings management in private firms.