bluuebunny/crossref_metadata_2025_split huggingface dataset:
A qualitative approach to middle managers' competences
Authors: Ekaterini Galanou 
Published: May 2011

PurposeThe purpose of this paper is to contribute further insights into how organizations can diagnose if they have middle managers who are able to reach their objectives, to be outstanding in the competitive environment that they belong to, that is to give new roles and initiatives, using a qualitative approach.Design/methodology/approachIn this management research, the critical incident technique through semi‐structured interviews is used to identify the critical job requirements which are indicated through the difference between doing the job correctly and doing it incorrectly or efficiently and inefficiently. The events of critical incidents could be coded for various characteristics or competences, which seem to be relevant to the particular middle managers' job. After that, they were grouped into five teams for the easiest assessment and the annotation of the findings, i.e. competences directed on management job, on integrity, on personal effectiveness and performance, on people and on specialized knowledge.FindingsQualitative evidence was found for managerial competences, values and the way these competences are related to effectiveness and job satisfaction.Research limitations/implicationsFuture research should explore how these results can be linked to contextual elements and to business performance.Practical implicationsThis study contributes to increased managerial competence awareness, which is important for intrapersonal development and interpersonal cooperation.Originality/valueThis is one of a few studies that have centered on the middle managers only of the organizational chart and compared their different skills, needs and requests. It provides relevant insights into a thorough understanding of middle managers' competences, which are 21 in total. These 21 areas are divided into five main categories/clusters.
The effects of hierarchical culture on knowledge management processes
Authors: Tseng Shu‐Mei 
Published: May 2011

PurposeIn order to make knowledge management (KM) successful, the most important aspect is to nurture organizational culture. Furthermore, many studies indicate that hierarchical culture can significantly hinder the success of KM activities. The purpose of this paper, based on the antecedents of hierarchical culture and utilizing four activities of knowledge conversion, is to explore the impacts of hierarchical culture on the effectiveness of the knowledge management processes (KMP).Design/methodology/approachIn order to gain best exploration on hierarchical culture, knowledge conversion, and KMP, both qualitative and quantitative techniques were used.FindingsThrough interpretative case studies and questionnaire analyses, the research finds that hierarchical culture has shown its influences towards KMP, and can act as mediators for knowledge conversion, and KMP. For instance, developing hierarchical culture will be suitable for conducting combination and externalization; moreover, it will be beneficial to the implementation of KM. In contrast, it would not be helpful towards socialization and internalization; moreover, it will not be beneficial to KM strategy and plan.Research limitations/implicationsThe study comprised in‐depth interviews with only two firms and questionnaire surveys with 31 companies. The results need to be validated by a robust survey.Practical implicationsThis conceptual framework is expected to provide a convenient way to illustrate the effects of hierarchical culture on knowledge conversion, and KMP. And thus, enterprises can make corrections and adjustments accordingly in order to greatly enhance the effectiveness and efficiency of implementing KM through appropriate organizational culture.Originality/valueThis study proposes a conceptual framework to fully illustrate the influences of hierarchical culture on knowledge conversion, and KMP.
Building co‐operative knowledge through an unlearning context
Authors: Gabriel Cegarra‐Navarro Juan , Arcas‐Lario Narciso 
Published: May 2011

PurposeIn order to build good relationships with co‐operative members, it is necessary to serve each member in their preferred way. However, this task is very hard to accomplish without first being fostered and it therefore requires empowerment by co‐operative managers and not obstruction by the erroneous perceptions of managers. This paper aims to highlight the links between the extent to which a co‐operative possesses an unlearning context, and the strengths of its co‐operative knowledge.Design/methodology/approachThe research model and hypothesized relationships are empirically tested using the structural equation modeling approach, validated by factor analysis of 277 co‐operative members in the agricultural sector in Murcia (Spain).FindingsThe authors' results suggest that before intelligence generation, it is necessary to identify new ways of doing and interpreting things, which in turn results in a shift in relations that favour the co‐operative members.Originality/valueThe paper shows that although co‐operative managers provide a vital knowledge base in developing programs and better access to services for co‐operative members, they may extend themselves into domains where their existing core competencies are no longer appropriate.
Journalists' collective representation and editorial content in newspapers
Authors: Gall Gregor 
Published: May 2011

PurposeThis paper seeks to examine the intriguing juxtaposition of a bona fide independent union for journalists in the UK, which is vocal about editorial standards and interference, yet has seldom taken collective action to respond to such instances.Design/methodology/approachA grounded approach to this phenomenon is used by way of examining the intersection of the nature and influence of journalistic professionalism, the journalists' material and economic interests and the particular approach of the union to both these matters. The data are based on qualitative fieldworks supplemented by secondary sources.FindingsThe journalists and their union have yet to identify and articulate the conditions, which give rise to this situation and a strategy for defending their professional interests which is compatible with and supportive of strategies for defending their material interests.Practical implicationsThere is a need to develop a strategy by which journalists can collectively exert more influence over editorial content.Originality/valueThe quality of content of newspapers could be enhanced by the greater influence of journalists as a collective body.
Quality of work life and career development: perceptions of part‐time MBA students
Authors: Li Jessica , Yeo Roland K. 
Published: May 2011

PurposeThe purpose of this paper is to examine what employees perceive as positive and negative aspects of their work, and how these affect their perceptions of the quality of work life (QWL) and their career development decisions.Design/methodology/approachThis is a qualitative study using data collected from an online discussion forum. Thematic and textual analysis was performed to identify core themes associated with perceptions of QWL and career development. Data analysis was based on the researchers' interpretations of narratives based on the online postings of 140 part‐time MBA students and guided by the literature.FindingsFour major themes emerged as domains of tensions within which employees operated to construct meanings around their work life. These include: internal and external tension, private and public tension, self and otherness tension, and present and future tension. Career development support, flexibility and autonomy in job design as well as flexibility in career development planning emerged as positive career development strategies that would affect employees' perceptions of QWL.Research limitations/implicationsThis research advances the understanding of employees' perceptions on QWL and its relationship with career development planning. Future studies should include primary data gathered through face‐to‐face interaction to overcome the limitations of this study.Practical implicationsThis study has identified the positive and negative factors that influence the way employees perceive their QWL. These factors can help organizations to conceptualize strategies that seek to positively integrate QWL and career development, ensuring long‐term competitive advantage.Originality/valueThe paper offers four domains of tensions and a career development matrix that will add value to both the research and practice of QWL and career planning in organizations.
Does political culture matter for Europeanization?
Authors: Akan Taner 
Published: May 2011

PurposeContextualizing its argument specifically into the role and impact of the traditional political culture on the process of modernization, this paper aims to examine the “culture matters” approach through the two‐century experience of the top‐down modernization of the Ottoman‐Turkish civilization in the realm of state‐labor relations.Design/methodology/approachThe paper makes a comparative analysis of the interplay between the state and craft associations in the Ottoman Empire, and then the state and labor organizations in contemporary Turkey in terms of the influence of the rules, norms and institutions transferred by the bureaucratic élites from Western Europe.FindingsThe paper concludes that a substantive democratic setting for the interplay of the state and labor organizations could not be built up without a self‐supportive political culture in view of the fact that the process of top‐down modernization/Europeanization in the Ottoman‐Turkish context has given rise to a never‐ending center‐periphery dichotomy between both inter‐class and intra‐class relationships.Originality/valueThe paper sheds light on the labor relations part of the Ottoman‐Turkish political culture and reveals its impact on the never‐ending top‐down modernization initiative.
Psychological and psychosocial predictors of attitudes to working past normal retirement age
Authors: Davies Eleanor , Cartwright Susan 
Published: May 2011

PurposeThis research aims to look at preferences for retirement, in particular, later retirement, amongst a sample of older employees in the UK in the financial services industry. It seeks to investigate specifically the influence of personal, psychological and psychosocial determinants of preferences for retiring later. Additionally, the study presents a typology of different retirement preferences based on psychological and psychosocial variables.Design/methodology/approachThe data are based on questionnaires from 556 employees of a UK financial services organisation (aged 40‐60) and measures include psychological expectations of retirement (expected adjustment to retirement, attitudes towards leisure and social interaction), psychosocial attitudes (job satisfaction, intrinsic motivation, organisational comment and work commitment) and attitudes towards working beyond normal retirement age. Hierarchical multiple regression analyses were conducted and one‐way ANOVA was conducted to identify differences between groups.FindingsThe data show very negative attitudes towards working later than the normal retirement age and that expectations of adjustment to retirement were the most significant predictor towards retirement preferences, followed by work commitment. Significant differences in retirement attitudes and intentions were found between different groups of employees.Practical implicationsSome of the practical implications of the work suggest that retirement preferences are shaped only to a moderate degree by psychosocial attitudes. In seeking to retain older workers in the workforce for longer employers should encourage employees to develop strong social relationships at work and allow gradual transitions to ultimate retirement.Originality/valueThe paper looked at preferences for retirement, particularly later retirement, and found that, if employers wish to retain the knowledge, skills and expertise of their employees, then it would seem that they need to devise means of allowing people to achieve some of the more desirable aspects of retirement (greater free time, opportunity to pursue hobbies and interests) at the same time as retaining some of the benefits of work (status, professional interest, income etc.). Phased and flexible retirement initiatives therefore seem to be one of the solutions.
Secondary school librarians as heads of department in UK schools
Authors: Brackenbury Hannah L. , Willett Peter 
Published: May 2011

PurposeThe purpose of this paper is to study the attitudes of UK head teachers and of librarians to the view that secondary school librarians should have the status of a head of department (HOD).Design/methodology/approachQuestionnaires sent to 77 secondary schools in Cheshire, UK had response rates of 58 per cent from the librarians and of 49 per cent from the head teachers, with follow‐up interviews being conducted with 15 of the librarians.FindingsMost librarians were employed as support staff, although many of them were doing a HOD's job; even when a librarian had this title, they did not often receive the recognition appropriate to such a role. Librarians were more likely to have HOD status in the independent schools sector than in the state‐maintained sector, and there was some evidence that head teachers and librarians have different views as to what a librarian's responsibilities should be.Originality/valueThere has been no previous study of this topic in the UK.
Exemplary public library branch managers: their characteristics and effectiveness
Authors: Haycock Ken 
Published: May 2011

PurposeThe purpose of this paper is to revisit a study that identifies the characteristics that contribute to perceptions by local politicians, library board members, library leaders and colleagues of what makes a public library branch manager “exemplary”.Design/methodology/approachThe paper is an in‐depth study that draws upon a survey questionnaire and 120 interviews with multiple stakeholders, supervisors, peers and branch managers from two large public library systems in the Greater Vancouver (British Columbia, Canada) area and peer members of the Ontario (Canada) Library Association. Branch managers also completed the Myers‐Briggs Type Indicator assessment instrument for personality type and temperament profiling.FindingsSurvey results collectively described the exemplary branch manager as a flexible individual with best‐practice management know‐how and the emotional intelligence needed to motivate and bring others along. The exemplary branch manager has a strong tendency toward extraverted behaviors.Practical implicationsKnowledge can be leveraged to improve graduate school curriculum, career planning, recruitment, and staff training and development to enhance the effectiveness of public library branch managers as perceived by community and library leaders.Originality/valueThe paper provides perceptual, behavioral and psychometric evidence that incorporates perspectives of community leaders, colleagues and staff needed to identify core competencies for public library branch managers.
Mission impossible? The future of “paperless” library operations
Authors: McCormack Nancy 
Published: May 2011

PurposeThe purpose of this paper is to discuss the current state of the “paperless office” and explore how likely it is that libraries will be administered by librarians in paperless offices in the near future.Design/methodology/approachThis paper surveys the literature on forecasts for the paperless office to determine whether library operations and offices could be as paperless as some of their collections might be in the near future.FindingsThe paperless office was once seen as inevitable, but is looking less far less likely given how we access and organize documents, how we read and understand information, and how we analyze what we read online and in print. Nonetheless, certain routine library operations would lend themselves almost immediately to paperless storage and retrieval processes and systems.Research limitations/implicationsMore research is required on records management systems in libraries with a view to establishing largely paperless operations in the future. Implications for future research involve the establishment of processes and the testing of systems which would most easily lend themselves to standard library operations.Practical implicationsRecent research on reading and cognitive function indicates that there are certain practical implications involved in doing away with paper entirely. Nonetheless, certain routine library functions could be made paperless operations once practical considerations such as the choice of systems, establishment of work flow, policies and processes have been realized.Originality/valueThe paper makes the case for more research and exploration of the viability of paperless or near‐paperless library operations.
Promote staff publications: library performance evaluation at Santa Cruz Public Libraries
Authors: Titangos Hui‐Lan H. 
Published: May 2011

PurposeThe purpose of this paper is to study the implementation of Staff Picks, a new measurement to evaluate the annual performance of professionals at the Santa Cruz Public Libraries (SCPL).Design/methodology/approachThe paper discusses the reasons why the number of public librarians' publications is far less than that of their academic counterparts in professional literature. To reverse such a trend, SCPL requires its librarians to write and publish three book reviews per year, as part of their annual performance appraisal.FindingsAs one of the contributors to the program, the author has not only participated in the process, but also has conducted a series of investigations into the unprecedented success of Staff Picks. The paper provides answers to a series of questions: Why can it shine and attract so many writers and readers? How can it grow so steadily and successfully? What are the driving forces behind all of these phenomena?Practical implicationsThe paper helps public librarians to be more active in contributing to professional publications by practicing and publishing locally, and eventually nationally and internationally.Originality/valueStaff Picks is innovative in the historical sense that, for once, public librarians are required to write and publish. Their practical research work has benefited not only their own promotions and appraisals, but more importantly, the lives of the public.
Branding of UK public libraries
Authors: Hariff Subnum , Rowley Jennifer 
Published: May 2011

PurposeEvidence suggests that misconceptions and negative stereotypes of the image of public libraries still prevail today despite libraries diversifying and offering a range of services to their local community and contributing to key local and national priorities. The purpose of this paper is to report on a case study‐based research project that sets out to explore how public libraries in the UK are using branding in order to create a more positive and effective image, as a basis for proposing the key factors that contribute to an effective public library branding strategy.Design/methodology/approachIn total, three case study organisations were selected for the study, on the basis of their reputation for innovation in branding. Semi‐structured interviews were conducted with key staff associated with each of the three public libraries, in order to gather an understanding of the branding processes and strategies that they had adopted, and how they had negotiated some of the challenges in branding in the context of public libraries.FindingsThe three case study organizations bear testimony to the fact that branding can be successfully used to change brand image, and in turn, the perceptions of the library service amongst key stakeholders. The following factors are key to successful branding: clear positioning and identity, advocacy and influence, co‐branding, staff buy‐in, brand communication, evaluation, and national marketing campaigns.Originality/valueThis study offers insights into branding process and strategies in innovative public libraries, and on this basis develops recommendations to support information practitioners to develop a positive image of their service and to engage effectively with stakeholders in what are challenging times for public libraries.
Do they stay or do they go?
Authors: Berthelsen Mona , Skogstad Anders , Lau Bjørn , Einarsen Ståle 
Published: May 2011

PurposeThis study aims to explore relationships between exposure to bullying at work and intention to leave the organisation, actual leaving the workplace, and exclusion from working life through sick leave or rehabilitation or disability pension.Design/methodology/approachA prospective design with two surveys of a national representative sample of the Norwegian work force was used (n=1,775). The response rate at the first data collection in 2005 was 56.4 per cent, and 70 per cent at the second data collection in 2007. Bullying was measured using two measurement methods: self‐labelled victims of bullying and exposure to bullying behaviour, respectively.FindingsThis study shows partial support for Leymann's assumption that bullying at work will lead to exclusion from working life. Logistic regressions showed that victims of bullying considered leaving their work more often than did individuals who were not bullied, on both measurement times. The results also showed that victims have changed employer more often than non‐victims. However, most victims are still working full time or part time two years later.Practical implicationsPrevention of workplace bullying must be handled through procedures on an organisational level. Rehabilitation programs and reintegration must be offered for employees unable to stay in their job. Counselling should be available for those who experience bullying or consider leaving their job.Originality/valueTo the authors' knowledge, this is the first study examining bullying, intention to leave, turnover and exclusion from working life with a prospective longitudinal design.
Expatriate academics: job factors and work outcomes
Authors: Selmer Jan , Lauring Jakob 
Published: May 2011

PurposeThe literature on business expatriates has been increasing rapidly, but research on expatriate academics has remained scant, despite the apparent increasing globalisation of the academic world. Therefore, more research is needed on the latter group of expatriates. This paper aims to fill some of the gaps.Design/methodology/approachA questionnaire was directed electronically towards expatriate academics occupying regular positions in science faculty departments in universities in northern Europe.FindingsResults showed that job clarity was the dominating job factor with strong relationships with all of the five investigated work outcome variables, work adjustment, work performance, work effectiveness, job satisfaction, and time to proficiency. Job conflict and job freedom had an association with some of the work outcome variables but not with all of them. Neither workload nor job novelty had a relationship with any of the work outcome variables of the expatriate academics.Originality/valueThe paper shows that the findings are only partly consistent with previous research results concerning business expatriates, suggesting that the work situation for expatriate academics could have both similarities and discrepancies as compared to that of business expatriates.