bluuebunny/crossref_metadata_2025_split huggingface dataset:
Why and how to adopt green management into business organizations?
Authors: Lee Ki‐Hoon 
Published: July 2009

PurposeThe purpose of this paper is to explore and investigate the process of green management adoption in small and medium‐sized enterprises.Design/methodology/approachThe study used the qualitative methods of case study, in‐depth interviews and document analysis to collect data from two companies, one in the acoustic equipment, the other in the electronics industry.FindingsThe paper finds that the extant literature in the field of business and management has largely ignored green management practices within small and medium‐sized enterprises (SMEs). The study finds that SMEs can make themselves greener by making strategic and organizational changes. For greener management, the factors of organizational structure, innovation capability, human resources, cost savings and competitive advantage can influence organizational change. The outcomes of the case studies confirmed this. The paper argues that further research is needed in order to identify how management practice might reduce negative sustainability impacts. The paper argues that such research can benefit from the methodological and theoretical insights of other disciplines.Originality/valueThe paper is of benefit to academics and managers by providing a new way to consider green management and strategies of SMEs. Since green sustainability is obviously challenging to all companies, to increase understanding of how to cope with green management is necessary, but has been rarely researched in SMEs.
Climate change basics for managers
Authors: Wittneben Bettina B.F. , Kiyar Dagmar 
Published: July 2009

PurposeThis paper sets out to tackle the issue of climate change from a business perspective. It seeks to discuss why it is important to take climate change considerations into account in business decisions, how this can be done and what further action is required from managers and business scholars.Design/methodology/approachThe paper describes ways of reducing emissions and adapting to climate change that can be implemented by any business. As an illustration, the proposed climate strategy of a large European utility company, RWE, is provided.FindingsThere are numerous ways to reduce emissions within business operations, along the supply chain and surrounding product usage and disposal. Climate‐proofing operations is also becoming increasingly pertinent to businesses.Research limitations/implicationsNew ways have to be found yet in order to take emission reductions to a more ambitious level by altering patterns of production and consumption.Practical implicationsThe paper discusses how businesses can reduce their carbon footprint and anticipate changes in the physical and political environment related to climate change.Originality/valueThe paper is of value to managers who, today, are expected not only to reduce emissions from operations, but also to gain an awareness of the physical, political and social risks stemming from the impacts of climate change.
Factors influencing the disclosure of greenhouse gas emissions in companies world‐wide
Authors: Prado‐Lorenzo José‐Manuel , Rodríguez‐Domínguez Luis , Gallego‐Álvarez Isabel , García‐Sánchez Isabel‐María 
Published: July 2009

PurposeThe purpose of this study is to analyse different factors behind the disclosure of corporate information on issues related to greenhouse gas emissions and climate change world‐wide.Design/methodology/approachThe empirical analysis carried out was performed in two stages: analysis of the data obtained through content analysis and analysis of the factors that influence the disclosure of greenhouse gas emissions and climate change using a dependency model, a multiple linear regression. Several variables were introduced to represent the size of the companies, leverage, return on assets (ROA), return on equity (ROE) and Market‐to‐Book ratio. Also, other dummy variables have been incorporated: Kyoto Protocol, activity sector in which the company operates and inclusion in the Dow Jones Sustainability Index.FindingsThe results obtained show a direct relationship between corporate size, its market capitalization and the disclosure of information in addition to proposed Global Reporting Initiative (GRI) indicators on greenhouse gas emissions. Conversely, an inverse relationship between ROE and disclosure is detected.Practical implicationsThe findings emphasize that the main quoted companies operating in industries related to greenhouse gas emissions typically reveal information on almost all the GRI core indicators as well as the additional items specifically proposed for this issue. Moreover, the results suggest a trend for companies to utilize information on greenhouse gas emissions as a mechanism that enables them to legitimise themselves with those groups that can be of benefit to them.Originality/valueThe paper has analysed the disclosure of greenhouse gas emissions and other information of importance to climate change in companies from different countries, some of which have ratified, approved, adhered to or accepted the Kyoto Protocol, and some of which have still not accepted it.
Web sites as tools of communication of a “green” company
Authors: Biloslavo Roberto , Trnavčevič Anita 
Published: July 2009

PurposeThe purpose of this paper is first, to review current literature on corporate identity, image and reputation; second, to analyse the “green reputation” on a sample of Slovene companies based on their web sites and third, to present implications for companies and further research.Design/methodology/approachContent analysis and discourse analysis were used to examine sections of web sites related to sustainable development of 20 Slovene companies representing the pharmaceutical, chemical, energy, food production, retailing, automotive, construction, logistics, sales of oil products and domestic appliance industries.FindingsThe web sites of 20 Slovene companies studied show that all companies present their values about environment protection and social responsibility, which they relate to sustainable development. However, “green” identity is not fully exploited in terms of being used as a distinctive feature of a company and as such it does not sufficiently contribute to gaining competitive advantage for a company.Research limitations/implicationsAlthough constituted by all relevant Slovene companies, the sample is limited in size. Further research could be done with a larger sample to test the findings. Different tools and media of marketing communication and a stakeholder survey could confirm the importance of the findings and significance for green reputation development.Practical implicationsSenior company management can use the findings from the research presented here as a starting‐point for the development of corporate reputation as a “green” company through appropriate use of corporate communication.Originality/valueThe research paper contributes to the scarce literature on green reputation development, which is almost non‐existent with regard to non‐multinational companies from post‐transition and transition economies. The paper also reveals new findings about the problem of standardisation within “green” marketing communication.
Harnessing time: empowering staff in the workplace
Authors: Sheridan Linda 
Published: July 2009

PurposeThis paper aims to describe a staff development activity introduced at a small regional library in Victoria, Australia to assist staff to take more control of their work time. The self‐directed professional activity (SDPA) allows staff to nominate an activity that would benefit them professionally and then provides the support and infrastructure so they can focus on one task for a sustained period of time, free from external distractions.Design/methodology/approachThis single case study describes the experiences of 11 library staff undertaking the SDPA four times over a two year period, 2006‐2008. The perspective of participants was recorded and analysed using a focus group discussion, personal written reflections and written responses to open ended survey questions.FindingsThe activity achieved its initial aim of providing staff with greater control over their professional time. Staff appreciated having a dedicated time to plan and complete a specified task, which they nominated as a priority, without external interruptions. Difficulties encountered by staff included defining a task or activity that could be completed in one afternoon and resisting the temptation to check e‐mail and answer telephone calls.Research limitations/implicationsThe sample size is very small, focusing on one specific work environment, which makes it difficult to generalise about the applicability of this model to other organisations.Practical implicationsThe experiences described in this case study illustrate that allowing staff to set their own priorities and minimising external interruptions can assist staff to feel more in control of their time at work.Originality/valueThe paper shows that elements of this approach could be incorporated into any workplace, although it appears to be of greater benefit to workers who must multi‐task in open office environments or to those who must juggle competing priorities.
Managing change: East Asian libraries in transition
Authors: Zhou Peter X. 
Published: July 2009

PurposeThe purpose of this article is to discuss the challenges and opportunities that East Asian libraries in the USA are facing in managing change at the beginning of the twenty‐first century and argue that if the microcosm of East Asian collections can be understood, it will be easier to understand the direction in which America's largest research libraries are heading as they move into the twenty‐first century, what challenges they will face and what opportunities they may encounter.Design/methodology/approachesProceeding to examine the current state of East Asian collection in the USA and their transformation, this study offers insight on the larger trends in research libraries and strategies used to cope with change. A case study of the C.V. Starr East Asian Library of University of California, Berkeley illustrates concisely particular measures and solutions.Findings and implicationsAt present the greatest challenge facing research collections, including East Asian collections, is the move from a print tradition to a digital and networked future. The shift is profound: mass digitization, Web 2.0, Library 2.0, and global information networks have already changed the ways research libraries operate, and these ways are multiplying constantly with the adoption of new strategic directions, including resource aggregation on the open web, creating e‐science and e‐humanities enterprises, keeping a healthy balance between cyber infrastructure and in‐house print collections, and collaborating with the commercial sector to create and integrate scholarly resources.Originality/valueBy looking at both the microcosm of East Asian libraries and the macrocosm of large research libraries and their transition, this study demonstrates that as new discovery tools are being adopted and new services offered, research libraries must find new ways to maintain their core values through innovation while moving swiftly in new directions.
Virtually there, almost: educational and informational possibilities in virtual worlds
Authors: Sidorko Peter Edward 
Published: July 2009

PurposeThe purpose of this article is to analyze the educational and more specifically, the library and information opportunities afforded through virtual worlds such as Second Life.Design/methodology/approachThe article provides an analysis of virtual world opportunities through a review of relevant literature as well as actual applications of virtual world platforms.FindingsVirtual worlds have the potential to provide a rich learning and information environment. Despite what many see as limitations, virtual worlds can enhance the learning experience if problematic issues are addressed and if expectations are realistic. For libraries, a unique set of limitations are identified.Research limitations/implicationsThe limited availability of library presences in virtual worlds prohibits a full scale analysis of the success or otherwise of such projects. Future analyses of virtual worlds, in particular Second Life, will be useful if their pervasiveness increases.Practical implicationsLibrary managers are alerted to issues and problems surrounding an investment in virtual worlds.Originality/valueThis paper will prove useful to educators and librarians considering investing time and other resources in developing content in virtual worlds.
Intangible assets for academic libraries
Authors: Kostagiolas Petros A. , Asonitis Stefanos 
Published: July 2009

PurposeThe aim of the paper is explore issues related to the intangible assets in libraries and provide first results regarding their identification, categorization, valuation and reporting.Design/methodology/approachA review of the literature for the intangible assets in academic libraries is provided and a number of important approaches related to the management of intangible assets are discussed.FindingsLibrary and information services include both tangible and intangible assets. In the economic reality of the twenty‐first century, the intangible assets critically contribute, in combination with the tangible assets, to the overall value and performance of academic libraries. Specific management actions and activities related to intangible assets are required.Research limitations/implicationsThis paper contributes to the discussion of the significance of intangible assets and some initial results are exhibited. The intention of this work however is to stimulate further research on the management of intangible assets in libraries and information services.Originality/valueA theoretical discussion of intangible assets in academic libraries is provided and a number of issues for their management are raised.
Marketing library services through Facebook groups
Authors: Xia Z. David 
Published: July 2009

PurposeThe purpose of this paper is to discover whether Facebook Groups are conducive for library marketing.Design/methodology/approachFacebook Groups at two major research universities in the USA, along with two global Groups, were analyzed for their activity and membership to examine their performance of effectively promoting library visibility.FindingsIt finds that the success of Facebook Groups can be controlled by the active organization of librarians and by using more general topics to keep discussions alive. It also finds that Facebook Groups should target not only students but also faculty and staff in support of their research and teaching.Research limitations/implicationsBy effectively organizing Facebook Groups as useful social networking, libraries can extend their services to more users. The findings of this paper provide insight into a new means of library marketing.Originality/valuePrevious studies on this topic did not analyze the actual activity of specific Facebook Groups. This research is one of the very few, if any, to go into individual groups and examine several important aspects of messages and members in these Groups.
Comparing levels of job satisfaction in the countries of Western and Eastern Europe
Authors: Borooah Vani K. 
Published: July 2009

PurposeThis paper aims to provide a comparison of job satisfaction levels between countries of Western and Eastern Europe by first examining the extent of difference between the two sets of countries and then explaining these differences in terms of differences in job characteristics between the countries.Design/methodology/approachThe methodology employed is to use the estimates from an ordered logit model to decompose the probability of being at a particular level of satisfaction into its “attributes” and “coefficients” parts. The empirical foundation for the study is provided by data for over 20,000 employed respondents, pertaining to the year 2000, obtained from the 1999‐2002 Values Survey Integrated Data File.FindingsCompared to East European countries, job satisfaction levels were considerably higher in West European countries. Moreover, there was considerably greater inequality in the distribution of job satisfaction in East European, compared to West European, countries. Job satisfaction depended critically on the constellation of job‐related attributes that employees regarded as being “important”. The greater the weight that one placed on the external aspects of a job – pay, holidays, promotion chances etc. – the more likely one was to be dissatisfied. The greater the weight one placed on the internal aspects of a job – responsibility, usefulness, social interaction – the more likely one was to be satisfied.Practical implicationsThe methodology and conclusions will be useful to labour economists and to human resource managers.Originality/valueThe reason that West European countries have higher levels of job satisfaction, compared to East European countries could, in part, be because they are better endowed with the “attributes” that promote job satisfaction; it could also, in part, be due to the “coefficient responses” of workers in West European countries, to a given set of attributes, being more conducive to job satisfaction than the corresponding responses of workers in East European countries. This paper estimates the relative importance of attributes and coefficients in determining differences in levels of job satisfaction between the two sets of countries.
Workplace responses to vacancies and skill shortages in Canada
Authors: Fang Tony 
Published: July 2009

PurposeThe purpose of this paper is to analyze employer responses to vacancies and skill shortages by adopting certain workplace practices.Design/methodology/approachMaking use of the longitudinal nature of the Workplace and Employee Survey, a nationally representative sample of Canadian organizations, the paper applies both linear and probit models to examine incidence of positive vacancies and vacancy rates and subsequent adoptions of various workplace practices in response to such vacancies and skill shortages.FindingsEmployers respond to labour and skill shortages in a number of ways, focusing more on short‐term and less costly solutions, such as adoption of flexible working hours and increases in overtime hours, greater reliance on flexible job design and part‐time workers, and implementation of self‐directed work groups and problem‐solving teams. There is no evidence that workplaces would raise employee wages or fringe benefits to alleviate shortages.Practical implicationsIn the absence of a well‐developed internal market, firms are likely to continue using short‐term and less costly solutions. Governments should work with firms, workers and their representatives and act strategically to resolve issues of timely identification of skill shortages in order to make informed decisions and put mechanisms in place to address such shortages.Originality/valueThe results are based on a national longitudinal survey and a number of important practical and policy implications are discussed in the paper
Managing cultural diversity and perceived organizational support
Authors: Leveson Lynne , Joiner Therese A. , Bakalis Steve 
Published: July 2009

PurposeThe aim of this study is to investigate the relationship between employee perceptions of their organization's management of cultural diversity, their perceived organizational support and affective commitment.Design/methodology/approachA questionnaire survey was developed and distributed to a sample of employees working in a large Australian financial institution.FindingsAnalysis of the data shows that, when controlling for perceived organizational support, there is no direct relationship between cultural diversity management perceptions and affective commitment. Rather, the data support an indirect relationship between the two variables via perceived organizational support.Research limitations/implicationsImplications are, first, that managers need to recognize the potential contribution of developing a positive workplace atmosphere for cultural diversity to strengthen employee perceived organizational support, which in turn enhances affective commitment. Second, the research findings underscore the importance of perceived organizational support in linking cultural diversity management perceptions to organizational outcomes, such as affective commitment. Third, managers should not underestimate the influence of initiatives, such as making all employees feel included in the “taken‐for‐granted” informal networks in engendering positive organizational and individual attitudes.Originality/valueThe paper examines cultural diversity management from the employees' (rather than a management) perspective to develop a fully mediated model using organizational support to link cultural diversity management perceptions to commitment. The study reinforces the need to rethink simple relationships between cultural diversity management perceptions and organizational/individual outcomes, to consider more complex models that include important mediating variables to more fully understand the effects of cultural diversity management.
Meeting the challenges of culture and agency change in an academic health center
Authors: Bacigalupo Arnold , Hess James , Fernandes John 
Published: July 2009

PurposeThe purpose of this paper is to describe the methods used and the qualitative success of organizational development (OD) supported efforts to alter the culture and enhance agency outcomes of an academic health center.Design/methodology/approachMyers‐Briggs, FIRO‐B, and DISC assessments plus consultations conducted by OD professionals determined emphasis should be targeted on people, structure, and processes to create a more strategic and action‐oriented environment. The OD process accomplished: the alignment of managerial and personal styles with job responsibilities; the development of a change ready culture; the initiation of a coaching/mentoring system for individual development; the identification and ownership of core values; the reestablishment of more transparent communications; and the redistribution of power within the institution.FindingsThe OD process created an environment where performance was valued and rewarded. The institution has experienced record growth in the number of physicians attracted to the institution and in the number of patients served. Operational and fiscal performance measures also achieved record results. Beyond the metrics achieved, the institution developed a high‐performance organization with relationships based upon trust and mutual respect.Originality/valueOD provides the ability to challenge people in a collegial and a highly competitive environment. Thus, the capacity to continually improve and change is now built into the organization so it can adapt to changes in the external environment.