bluuebunny/crossref_metadata_2025_split huggingface dataset:
Family‐themed control in “service factories”
Authors: Kakavelakis Konstantinos 
Published: August 2010

PurposeThe purpose of this paper is to explore the deployment of family‐themed control in McDonaldized service outlets. More specifically, the paper aims to contribute to the debate about the nature of the service encounter and the type of management control employed by organizations in the hospitality sector.Design/methodology/approachThe paper adopts a case study approach, focusing on a UK restaurant chain. A total of 55 interviews were conducted with area managers, restaurant managers and employees in seven of the company's restaurants.FindingsThe evidence shows that the case study company employed a family‐based type of control which aimed to address the perennial issue of high labour turnover, which is common in hospitality. The relative success of normative control in this case is explained by the fact that it did not co‐exist with other, more militaristic forms of control, as is often the case in fast‐food outlets.Research limitations/implicationsThe study is based on a single organization. Further research is needed into the rationale behind the deployment of normative control by service factories.Originality/valueThis study addresses limitations in previous research which discusses types of management control in hospitality organizations within a framework informed by the notion of “best fit” between service archetypes and HRM styles. The paper shows that the adoption of specific types of management control is related not only to the nature of the service encounter but also to broader sectoral issues.
Employee empowerment: extent of adoption and influential factors
Authors: Baird Kevin , Wang Haiyin 
Published: August 2010

PurposeThe purpose of the paper is to examine the extent of employee empowerment within Australian manufacturing business units using an adapted version of the Pardo del Val and Lloyd instrument. The paper also examines the influence of organizational (business unit size, training, and link to rewards) and cultural (innovation, team work, and outcome orientation) factors on the extent of adoption of employee empowerment.Design/methodology/approachData was collected by survey questionnaire distributed to one business unit within 250 manufacturing organizations.FindingsThe results reveal a moderate level of employee empowerment in Australian organizations, with the cultural factor, teamwork, and the organizational factors, training and link to rewards, found to have a significant impact on the overall level of adoption of employee empowerment. In addition, specific cultural and organizational factors were found to be associated with four different dimensions of employee empowerment (collaboration, formalization, directness, and degree of influence), and the empowerment of employees at three different stages of the decision making process.Practical implicationsThe Pardo del Val and Lloyd measure provides a means by which organizations can gain an improved insight into their current employee empowerment initiatives and assess the critical preconditions that are most effective in enhancing employee empowerment initiatives.Originality/valueThis study confirms the validity of a new measure of employee empowerment. Furthermore, the study provides the first empirical analysis of the association between organizational and cultural factors with the level of employee empowerment as assessed by this measure.
Subsidiary staffing and initiative‐taking in multinational corporations
Authors: Dörrenbächer Christoph , Geppert Mike 
Published: August 2010

PurposeThis paper seeks to explore the personal motives of subsidiary CEOs in taking initiatives in multinational corporations. In essence, the paper proposes that subsidiary initiative‐taking is strongly driven by the socio‐political positioning of subsidiary CEOs, which consists of specific “social aspects” that account for the basic orientation that subsidiary CEOs maintain in initiative‐taking, as well as “political aspects” that affect the ability of subsidiary CEOs to strategize and the ways they do it in the highly politicized processes of initiative‐taking.Design/methodology/approachThe paper is based on four exploratory case studies undertaken in German subsidiaries in France. Applying a matched pair approach it compares two subsidiaries run by parent country nationals (PCNs) with two subsidiaries run by host country nationals (HCNs).FindingsThe paper demonstrates that the nationality of the subsidiary CEO alone does not explain subsidiary CEOs initiative‐taking behaviour. Other factors that make up the socio‐political positioning of subsidiary CEOs, such as career aspiration, career orientation, access to resources and specific skills to form internal and local coalitions, as well as “external” coalitions with the headquarters, need to be considered as well.Research limitations/implicationsGiven the qualitative research design and exploratory nature of the study there are limits to how far the findings can be generalized and applied elsewhere. More in‐depth research is needed to further develop the socio‐political perspective put forward here, especially to more closely analyze the interplay of actors' (CEOs') socio‐political positioning approaches within different contexts of subsidiary initiative‐taking.Originality/valueThe socio‐political perspective proposed here goes beyond and extends existing IRHM approaches, which narrowly focus on the overarching impact of nationality as a predictor of differences in the behaviour of subsidiary CEOs.
Two field studies examining the association between positive psychological capital and employee performance
Authors: Avey James B. , Nimnicht James L. , Graber Pigeon Nancy 
Published: August 2010

PurposeThe purpose of this study is to examine the relationship between psychological capital (comprised of hope, optimism, efficacy and resilience) and employee performance through multiple studies and methods of data.Design/methodology/approachThe study included two samples in a large financial firm headquartered in Melbourne, Australia. The employees' level of psychological capital were measured with the psychological capital questionnaire. Via regression, this was related to individual level financial performance data from the firm and manager rated performance.FindingsAs hypothesized, psychological capital was found to be related to employees' level of financial performance, referrals within the firm and manager rated performance. The findings are relevant to advancing previous studies on psychological capital and employee performance in that multiple sources and types of data were used to test hypotheses overcoming past concerns of common method and source variance and adding validity to these results.Limitations/implicationsWhile the use of two samples replicating results enhanced generalization, the major limitation in the study concerns internal validity. Specifically, this study did not use an experimental design and, thus, relationships may be reverse causal or reciprocal.Originality/valueOverall, the integration of positive psychology and organizational behavior continues to flourish. The paper demonstrates that psychological capital is associated with multiple measures of employee performance across two field studies. In conclusion, empirical research in positive organizational behaviour is likely to advance to the boundaries of the theory including how psychological capital manifests across multiple contexts, bio‐data predicting psychological capital and multi‐level issues such as team, group, organizational and even cultural psychological capital.
Leadership, climate, psychological capital, commitment, and wellbeing in a non‐profit organization
Authors: McMurray A.J. , Pirola‐Merlo A. , Sarros J.C. , Islam M.M. 
Published: August 2010

PurposeThis exploratory study aims to examine the effects of leadership on organizational climate, employee psychological capital, commitment, and wellbeing in a religious/church‐based non‐profit organization.Design/methodology/approachLeadership effects are investigated using established scales including the transformational leadership scale, (TLS), organizational climate questionnaire (OCQ), positive and negative affect scale (PANAS), psychological capital (PsyCap), and organizational commitment. It is a context‐based study that considers a unique organizational culture that comprises social, political, economic, technological, personnel, and personal facets. The survey was administered across a large religious/church‐based non‐profit organization.FindingsThe findings show strong positive relationships between employee ratings of their immediate supervisor's transformational leadership and employee ratings of organizational climate, wellbeing, employee commitment and psychological capital. Additional analyses which explored the impact of demographic variables revealed older employees recorded significantly higher scores on psychological capital than younger employees. These findings inform organizational sustainability where the principles of socially responsible management practices form the heart of responsible stewardship.Research limitations/implicationsRisks of method variance or response biases are likely as all data are drawn from employee surveys, and some selection bias as respondents could not be directly compared with non‐respondents.Originality/valueThis study makes a significant contribution to the non‐profit literature by providing further evidence of the impact of leadership on organizational climate, with the added dimensions of psychological capital, employee wellbeing, and commitment adding to the knowledge of these relationships.
TQM practices of Japanese‐owned manufacturers in the USA and China
Authors: Miyagawa Masahiro , Yoshida Kosaku 
Published: August 2010

PurposeThe main objective of this study is to explore the relationship between total quality management (TQM) practices and the business performance of Japanese‐owned manufacturers in the USA.Design/methodology/approachIn this empirical study, 200 companies were chosen by random sampling from the universe group of 519 in August 2007. A total of 32 usable questionnaires were received, and the overall response rate was 16 percent.FindingsThe survey results show that TQM practices significantly influence the overall company performance of Japanese‐owned manufacturers in the USA. This implies that TQM is an effective method for improving business performance, regardless of where the company might be operating, as long as the TQM practices are appropriately implemented. In addition to the research data, findings from a field research also provide supplementary evidence to support this conclusion.Originality/valueThis study compares the findings from a recent survey conducted in the USA with the authors' previous study done in China. The survey uses the Malcolm Baldrige National Quality Award (MBNQA) criteria as a measuring scale, and the project adopts a pre‐tested questionnaire as a survey instrument, which has also been used in previous empirical studies.
Potential low‐cost palladium‐alternatives for activating electroless copper deposition
Authors: Steinhäuser Edith 
Published: August 2010

PurposeThe purpose of this paper is the investigation of the catalytic activities of selected metals in reductant oxidation.Design/methodology/approachElectrochemical measurements were carried out in order to obtain information about the catalytic activity of copper, silver, nickel, and palladium in the oxidation reactions of formaldehyde and glyoxylic acid.FindingsMetals with high‐catalytic activity for each reductant oxidation can be determined by using cyclic voltammetry. These metals are suitable for an improved activation process in electroless copper deposition. Electrochemical measurements show that palladium does not have the highest catalytic activity of all tested metals. Therefore, alternative and inexpensive metals are explored as catalysts in electroless copper plating reactions.Research limitations/implicationsAt the present time, formaldehyde is the established reducing agent in the electroless copper metallization of plated through‐holes. Because of its environmental impact, there is a need to replace formaldehyde. A change in reducing agent can lead to a change in the activation process, because there is no one metal that appears to be a good catalyst for the oxidation of all reducing agents that have been employed for electroless deposition. This paper suggests that further improvement in electroless copper plating processes may be possible with an alternative activation procedure that yields higher catalytic activity.Originality/valueBased on the results of experiments, the development and optimization of activation processes in electroless copper plating can be advanced.
PCB process mechanization: various ways to automate
Authors: Holden Happy 
Published: August 2010

PurposeThe purpose of this paper is to present an updated overview of printed circuit manufacturing equipment from the perspective of “mechanization strategies and systems” in order to enable printed circuit board (PCB) manufacturers to select the appropriate equipment.Design/methodology/approachTen process mechanization strategies were studied and illustrated with emphasis on the new conveyorized vertical plating and traditional horizontal conveyors, with some highlights of reel‐to‐reel chip on flex conveyorized plating equipment.FindingsNovel mechanization continues to be created to enhance the technology, quality, and productivity of printed circuit manufacturing.Research limitations/implicationsMechanized equipment has the most controlled conditions for research and another publication referenced will supply information on sensors and controllers for modern high‐speed PCB processes.Originality/valueThe paper describes various mechanization strategies for equipment used in printed circuit manufacturing, combined with process sensors, automatic control, statistical design of experiments, and automation strategies that will present the best scenario for optimal PCB production.
Goodwill accounting and performance measurement
Authors: Schultze Wolfgang , Weiler Andreas 
Published: August 2010

PurposeThe purpose of this paper is to outline the link between value creation, performance measurement and goodwill accounting according to the International Financial Reporting Standards (IFRS) and United States Generally Accepted Accounting Principles (US‐GAAP). Since economic goodwill is identical to the present value of future residual income, the paper examines how accounting information gathered for impairment testing of goodwill according to International Accounting Standard (IAS) 36 and Financial Accounting Standard (FAS) 142 can be used for internal control purposes.Design/methodology/approachThe paper adopts common assumptions in the literature of residual income‐based valuation and analytically derives a periodic performance measure of both value creation and its realization based on information available from impairment testing.FindingsThis paper demonstrates that information required by IFRS and US‐GAAP to evaluate a firm's goodwill can be used to design a performance measurement system which provides information about both value creation and realization of value.Practical implicationsFrom a practical perspective, the paper shows that appropriate adjustments of data used in impairment testing result in information which ideally fits the requirements of an optimal performance measurement system.Originality/valueThe paper presents a performance measure which provides information about the actual creation of value as well as its realization in a period and is superior to traditional residual income‐based performance measures.
Evidence on IFRS goodwill impairment testing by Australian and New Zealand firms
Authors: Carlin Tyrone M. , Finch Nigel 
Published: August 2010

PurposeThis paper aims to provide evidence relating to the potential for and extent of opportunistic exercise of discretion by large Australian and New Zealand reporting entities undertaking goodwill impairment testing pursuant to the International Financial Reporting Standards (IFRS) framework.Design/methodology/approachThe research question is addressed using an empirical archival approach. Independent risk‐adjusted estimates of firm discount rates are calculated for a sample of 124 Australian and New Zealand listed firms, and an analysis of variances between these rates and those adopted by sample firms undertaken for the purposes of ascertaining evidence of potential opportunism in discount rate selection.FindingsEvidence consistent with opportunism in the selection of discount rates is reported. The results suggest the existence of a bias among Australian and New Zealand firms towards the application of lower than expected discount rates. This is interpreted as evidence of the opportunistic exercise of discretion to avoid unwanted impairment losses.Practical implicationsThe results raise doubts as to the efficacy of the IFRS impairment testing process in practice and suggest the need for greater rigour and vigilance on the part of auditors and regulators overseeing entities reporting pursuant to IFRS.Originality/valueThis is one of a limited number of empirical studies into the effect of the IFRS goodwill impairment testing regime in practice in Australia and New Zealand. The paper provides new empirical insights into the operation of the IFRS regime, in particular, the key dimension of discount rate selection by reporting entities.
Learning to collaborate: a study of business networks
Authors: Veal Gareth , Mouzas Stefanos 
Published: August 2010

PurposeThis paper seeks to give empirical examples of the processes whereby networks learn to collaborate. Specifically, the authors aim to examine efforts to learn to collaborate in response to the challenge of climate change.Design/methodology/approachThe paper uses case study research methods to examine concepts previously developed in the literature and propose a conceptual framework of barriers to learning to collaborate.FindingsExisting research on collaboration over environmental issues highlights the prevalence of cognitive deficiencies, an abundance of conflicts and disputes and the ignorance of exchange opportunities among interdependent actors. Based on a theoretical review and an empirical case study, the authors put forward a framework that involves three stages. The paper proposes that networks learning to collaborate undergo a process of: framing the problem; negotiating; and achieving wise trades.Practical implicationsAt all three of the stages given above, there are significant cognitive biases, which can lead to failure to learn to collaborate. The paper gives examples that should help businesses and regulators to understand and avoid in‐built barriers that could lead to a failure of the network to learn to collaborate.Originality/valueThe paper reviews a number of research disciplines linked to collaboration and gives an empirical case study that explores their links. The authors then propose a conceptual framework of barriers to learning to collaborate, which can be used to help guide practitioners. Failure to learn to collaborate can be found in the many contemporary cases of conflicts and disputes; such as in the areas of intellectual property rights, international trade, inter‐firm alliances and vertical marketing systems.
Learning and innovation in inter‐organizational network collaboration
Authors: Westerlund Mika , Rajala Risto 
Published: August 2010

PurposeThis study sets out to examine the relationship between firms' learning orientation and network collaboration. The aim is to investigate how learning orientation enhances network collaboration and to discuss the role of the co‐innovation focus in the learning orientation‐network collaboration relationship.Design/methodology/approachBased on a partial least squares (PLS) structural equation modeling analysis of 90 small and medium‐sized industrial firms (SMEs), the study tests hypotheses regarding how two diverse learning orientations – i.e. exploration and exploitation – precede firms' network collaboration.FindingsThe analysis shows that learning drives firms' co‐innovation focus in terms of product and process co‐innovation. In particular, the explorative learning orientation is found to foster firms' network collaboration through product co‐innovation. Exploitative learning orientation promotes process innovations but discourages networking.Practical implicationsA key implication for business practitioners is the understanding that SMEs' explorative learning approaches drive their network collaboration. The development of novel product innovation calls for learning with partners in inter‐organizational networks, whereas process improvements rely on the firm's intra‐organizational learning.Originality/valueThe paper provides evidence of the connection between firms' learning orientation, co‐innovation focus, and networking. Thus, it contributes to the literature on organizational learning, innovation management, and business networks by explicating how learning drives a firm's networking through its co‐innovation focus.
The arrival of technological changes at the business net: a learning process
Authors: Chou Hsin‐hui , Zolkiewski Judy 
Published: August 2010

PurposeThis study aims to explore the process of the arrival of technological change and how the learning process impacts on network evolution.Design/methodology/approachThe paper uses longitudinal, case‐based qualitative research to illustrate the network dynamics underpinning two technological generations.FindingsThe arrival of technological change not only is a pivotal event concerning a firm's long‐term competitiveness, but also challenges the firm's ability to manage its portfolio of relationships and balance its position in the evolution of business nets. Such an arrival process can be viewed as a learning process, where the firm learns how to devise appropriate strategies based on its inter‐organizational interaction history to cope with the rapidly changing environment, for example technological changes.Originality/valueThe findings illustrate the value of analyzing technological change from a network perspective. They illustrate the complexity of the process and show that, despite cooperation and collaboration, relationships are constrained and/or enabled by organisational learning. Relationships are determined by a plethora of issues such as strategic fit, functional fit and time fit.