bluuebunny/crossref_metadata_2025_split huggingface dataset:
Exploring variables of transaction costs in Brazilian automotive supply chains
Authors: Lucio Maia Jonas , Lamon Cerra Aline , Gomes Alves Filho Alceu 
Published: April 2010

PurposeThe purpose of this paper is to shed light on the “automaker‐supplier” relationships that exist in a supply chain of the Brazilian automotive sector, based on assumptions and variables of transaction cost economics (TCE).Design/methodology/approachThe paper explored case studies carried out at an automotive engine manufacturer and six of its suppliers, applying semistructured interviews.FindingsThe findings indicate that automakers seek to utilize a form of hybrid relationship with their suppliers, which sometimes resembles competition and at other times cooperation; asset specificity tends to be greater in the first‐tier of the supply chain; and asset specificity seems to be mediated by aspects such as the amount of production destined to the manufacturer, the objective of maximizing return on previous investments, and the configuration of higher value‐added supply operations.Practical implicationsThe results corroborate that close, long‐lasting, and trustful relationships tend to reduce transaction costs and improve performance, but in some cases, “latent competition” may also lead to reduced costs; managers should not undervalue the self‐reinforcing effects of asset specificity in a context of shared investments; and business strategy should guide every decision made inside supply chains in order to align supply and operations priorities.Originality/valueConsidering the deep restructuring process that Brazilian automotive industry has experienced, this paper brings its contribution in using TCE tools to analyze relationships inside an engine‐producing supply chain, dealing with the links between TCE and supply chain management.
Decision support system for continuous production
Authors: Bakhrankova Krystsina 
Published: April 2010

PurposeThe purpose of this paper is to develop energy optimizer (ENEO) – a model‐based decision support system (DSS) for an existing European chemical plant with a multi‐stage continuous production process. The system comprises two modules – energy cost minimization and joined energy cost minimization and output maximization. Following the description of the researched production, the paper presents a gist of the underlying formulations. Then, it tests the DSS on real data instances with a focus on its configuration, practical implications and implementation challenges.Design/methodology/approachThe design of the planning tool is consistent with that of the model‐based DSS and based on the existing information systems. The defined research problems are explored with the use of quantitative methods – the operations research methodology.FindingsThe findings show that ENEO reflects the essence of the researched production process and can provide benefits in practical business operations.Research limitations/implicationsBoth the proposed system configuration and the formulated models lay a foundation to further research within the described industrial setting.Practical implicationsThe system can be utilized in daily operations to provide substantial cost savings, improved capacity utilization and reactivity.Originality/valueThis paper contributes to research by bridging the gap between theory and practice. On the one hand, it describes an unexplored problem and its subsequent solution embodied in the DSS. On the other hand, it emphasizes the importance of applying the operations research methodology to the real‐world issues. Therefore, this work is valuable to both academics and practitioners.
Knowledge sharing behaviour and its predictors
Authors: Tohidinia Zahra , Mosakhani Mohammad 
Published: April 2010

PurposeThis paper aims to evaluate the influence of different factors on knowledge donation and collection. The examined factors are among those determinants which comprise different aspects of knowledge sharing behaviour in an organisational context.Design/methodology/approachBased on the widely accepted theory of planned behaviour (TPB), we tried to develop a comprehensive model. The model covered different individual and organisational factors. Responses to a total of 502 questionnaires were considered. Structural equation modelling was then used to test the research model and hypotheses.FindingsThis research evaluated the influence of a series of potential factors on knowledge sharing behaviour. While perceived self‐efficacy and anticipated reciprocal relationships had a positive impact on attitude toward knowledge sharing, expected extrinsic rewards did not show a significant relationship with this variable. Organisational climate had a positive impact on subjective norms about knowledge sharing. In addition, the level of information and communication technology usage reflected a positive effect on knowledge sharing behaviour. Finally, significant relationships were found between the TPB elements.Originality/valueThis paper has tried to provide a comprehensive understanding about knowledge sharing facilitators in the oil industry. Since there was a lack of such research in an Iranian context, this paper can provide theoretical basis for future researches as well as practical implications for managers and practitioners.
The relationship of schedule flexibility and outcomes via the work‐family interface
Authors: Carlson Dawn S. , Grzywacz Joseph G. , Michele Kacmar K. 
Published: April 2010

PurposeThe purpose of this paper is to examine the relationship of schedule flexibility with performance and satisfaction in the work and family domains, and whether these associations are mediated by the work‐family interface. Possible gender differences in the putative benefits of schedule flexibility are also to be explored.Design/methodology/approachUsing a sample of 607 full‐time employees in either schedule flexibility or traditional working arrangements the authors tested a moderated‐mediation model. Regression was used to test the mediation of work‐family and the moderation of gender to the schedule flexibility to work‐family path.FindingsBoth work‐to‐family conflict and work‐to‐family enrichment are mediating mechanisms in the relationship of schedule flexibility with outcomes. More specifically, full mediation was found for job satisfaction and family performance for both enrichment and conflict while partial mediation was found for family satisfaction with enrichment only and mediation was not supported for job performance. Finally, gender moderated the schedule flexibility to work‐family conflict relationship such that women benefited more from flexible working arrangements than men.Originality/valueThe paper adds value by examining a mediation mechanism in the schedule flexibility with the outcome relationship of the work‐family interface. It also adds value by including work‐family enrichment which is a key variable but has little research. Finally, it adds value by demonstrating that schedule flexibility plays a stronger role for women than men regarding the work‐family interface.
“Catch me if you can?”
Authors: Millward Lynne J. , Asumeng Maxwell , McDowall Almuth 
Published: April 2010

PurposeThis paper aims to locate managerial feedback‐seeking in a self‐regulation model in which self‐motivational considerations are uppermost. It seeks to use a qualitative psychological approach to address the question of when, what, how, from whom and why is feedback sought in a performance contingent managerial setting.Design/methodology/approachUsing Kelly's Repertory Grid technique, ten managers reflected systematically on their feedback seeking in an organizational context. A grounded theory framework was used to identify higher‐order cross‐case constructs.FindingsManagers sought performance feedback when they perceived uncertainty and difficulty in the pursuit of their managerial functions and were minded of their need to develop their management skills. Consistent with the instrumental model, feedback seeking was highly goal‐oriented and self‐affirmative in pursuit of increased managerial competence. However, the finding that adds most to the understanding on both an empirical and theoretical level is in showing how managers sought their feedback remotely, and from largely external sources, to reconcile development needs with self‐protective considerations (i.e. image and ego‐costs) in relation to subordinates and peers. These findings have implications for understanding feedback seeking as a multi‐dimensional highly self‐motivated process.Research limitations/implicationsQualitative research uses small samples and this limits their empirical generalizability; however, the paper's findings link with previous work indicating potential for hypothesis generation and theoretical development.Originality/valueQuestions are raised about whether managers feel able to seek performance feedback for learning and development purposes, without feeling threatened in their capability and worth as managers. The paper argues that the environment most conducive to feedback seeking is one in which managers feel “psychologically safe” rather than defensive about their capability.
Shedding light on followers' innovation implementation behavior
Authors: Michaelis Björn , Stegmaier Ralf , Sonntag Karlheinz 
Published: April 2010

PurposeThe purpose of this paper is to provide a deeper understanding of how transformational leadership relates to followers' innovation implementation behavior, the psychological mechanisms of this relationship, and the role of individual perceptions of climate for initiative.Design/methodology/approachPerceptual data were collected from 198 employees in lower and middle management positions of a multinational automotive corporation. Relationships were tested using hierarchical regression analysis.FindingsResults demonstrate that transformational leadership was strongly related to followers' innovation implementation behavior and that the nature of this relationship was moderated by followers' levels of perceived climate for initiative. Additionally, commitment to change fully mediated the relationship between transformational leadership and followers' innovation implementation behavior.Research limitations/implicationsThe paper is based on a cross‐sectional design. A causal interpretation requires studies with experimental or longitudinal designs.Practical implicationsCompanies should invest in transformational leadership training and in the selection of supervisors with this leadership style before initiating the implementation of innovations. Enhancing contextual factors, such as a perceived climate for initiative, should be promoted by integrating them into organizations' reward systems.Originality/valueThe paper is one of the first to investigate the relationship between transformational leadership and followers' innovation implementation behavior. It specifies the organizational contexts under which transformational leadership is most likely related to innovation implementation behavior, and those in which such a relationship is unlikely to occur.
Self‐initiated foreign expatriates versus assigned expatriates
Authors: Biemann Torsten , Andresen Maike 
Published: April 2010

PurposeThis paper aims to analyze the differences between assigned expatriates (AEs) and self‐initiated expatriates (SEs) in management and executive positions. The basic research question is how far SEs and AEs differ with respect to their reasons for working internationally and regarding their career aspirations and orientations, and in what way their individual career management differs.Design/methodology/approachA total of 159 expatriate managers completed an online questionnaire in German. The questionnaire covered psychological constructs and the participating managers' career histories.FindingsIt is shown that SEs start their international careers at a younger age, have a higher organizational mobility, and expect higher benefits from international experiences for their future careers. Moreover, career orientation remains relatively stable in SEs over different age groups, whereas it declines for AEs with increasing age.Research limitations/implicationsThe study design is cross‐sectional and based on self‐reports, which makes causal explanations of the results difficult and increases the risk of common method bias.Practical implicationsSpecific personnel management requirements regarding SEs in contrast to AEs are pointed out especially in the fields of recruitment, retention and career management, which can help support companies in building up a pool of global managers.Originality/valueThe paper adds valuable new insights to the literature on expatriate work and gives further evidence that SEs form a group that has been overlooked for a long time, even though it differs significantly from traditional expatriates who are sent abroad by their employing companies to return some years later.
The matching process in e‐mentoring: a case study in luxury hotels
Authors: Simmonds David , Zammit Lupi Anne Marie 
Published: April 2010

PurposeThis paper seeks to examine the effectiveness of an innovative e‐mentoring programme introduced in an international group of luxury hotels.Design/methodology/approachThe paper employs the survey method, with quantitative and qualitative data analysis. The research model was developed from a literature review.FindingsWhile mentoring programmes have generally gained increasing popularity in various organisations, in the recent past the success of e‐mentoring has attracted little empirical research. E‐mentoring is a vehicle for providing a guided mentoring relationship over large distances, largely through e‐mail, but also by using technology, including the voice over internet protocol (VOIP). Questionnaires were administered to 193 mentors and mentees engaged in a pilot e‐mentoring programme. A unique model was developed and now needs to be applied to a range of organisations and their e‐mentoring programmes. There are three key elements to the model: first, the introduction of weighted criteria, which allows mentees to select those elements that are most important in the achievement of their personal learning objectives in the mentoring programme. Second, the mentee is encouraged to interview potential mentors before making a final choice. If global mentoring is to be successful, this interview will require web conferencing facilities so that the proposed matched pairs can also observe each another. The third aspect is the evaluation by both mentor and mentee at the end of the relationship in order to close the communications loop and to be able to assess the overall effectiveness of the matching practice and so encourage continuous development and enhancement of the process.Research limitations/implicationsThe model should be further tested, applied and refined as necessary across a range of different organisations.Originality/valueA novel and innovative model was developed from a literature review and tested in a large international group of luxury hotels. It will be of value to managers and HRD researchers.
Technical training in the MNCs in Malaysia: a case study analysis of the petrochemical industry
Authors: Wan Hooi Lai 
Published: April 2010

PurposeThe aim of this paper is to gain insight into some of the types of training and development practices that are carried out in the chemical industry for technical workers. A salient focus of the study is to make a comparative analysis of four MNCs, which were selected based on equity ownership, to ascertain whether T&D practices are similar regardless of equity ownership.Design/methodology/approachSpecifically, four MNCs in the chemical industry were analysed to ascertain the types and intensity of T&D practices in these MNCs in Malaysia. In‐depth interviews were conducted with some of the HR practitioners in each organisation.FindingsRegardless of ownership, T&D practices of technical workers in the chemical industry in Malaysia are rather similar, though it differs in terms of intensity. On the whole, European MNCs place more importance on T&D, but it cannot be concluded that European‐owned MNCs have better T&D practices than Asian‐owned MNCs.Research limitations/implicationsSimilar research could be conducted on a larger sample, incorporating MNCs of different equity ownership to determine how T&D policies of globalised MNCs affect employee performance. Further research could be extended to different regions and sectors.Practical implicationsIt provides an insight of desirable T&D practices that HR practitioners could develop to create competitive advantage through their human resources.Originality/valueIn addition to identifying the relevant T&D practices, commentary is provided of current knowledge in terms of best T&D practices that could be emulated by local organisations as well as other institutions in the Asia Pacific region.
Theorizing e‐learning participation: a study of the HRD online communities in the USA
Authors: Wang Greg G. 
Published: April 2010

PurposeThis study sets out to investigate the e‐learning participation and completion phenomenon in the US corporate HRD online communities and to explore determinants of e‐learning completion.Design/methodology/approachBased on the HRD Learning Participation Theory (LPT), this study takes a two‐stage approach. Stage one adopts an interview approach to selected e‐learning managers and to bridge the LPT with empirical data for stage two; stage two develops a survey questionnaire for collecting e‐learning completion related data. Statistical techniques are used for data analysis.FindingsThe study finds that the e‐learning completion rate is significantly higher in the online HRD communities than those reported in the popular media. The results show that e‐learning completion is influenced by individual, organizational, and learning process factors and variables. Environmental factors also influence the completion rate to a certain degree.Research limitations/implicationsThe data were obtained from HRD online communities in the USA. Generalization of the results should be exercised with caution. The study offers implications to HRD research and theory building as an example covering the conceptualization, operationalization, and application phases.Practical implicationsOrganizational policies, workload during learning process, e‐learning location in terms of home vs workplace, among others, are significant determinants of the e‐learning completion rate. Organizations should consider these factors when implementing e‐learning interventions.Originality/valueThe study fills a gap in the HRD e‐learning literature. While most research on corporate e‐learning is focused on technology features or instructional design, little attention has been paid to whether learners can complete planned e‐learning. The study also contributes to HRD theory building.
The reciprocal influence of organizational culture and training and development programs
Authors: Kissack Heather C. , Callahan Jamie L. 
Published: April 2010

PurposeThe purpose of this paper is to demonstrate that training designers can, and should, account for organizational culture during training needs assessments.Design/methodology/approachUtilizing the approach and arguments in Giddens' structuration theory, the paper conceptually applies these tenets to training and development programs within organizations.FindingsWithin a typical analysis‐design‐develop‐implement‐evaluate (ADDIE) training model, relationships between organizational culture and each step of the training are conceptually available. Organizational culture shapes, influences, and redefines training programs which, in turn, shape, influence, and redefine organizational culture. Including a culture analysis within program planning will ultimately alleviate many of the problems that may arise during the implementation of a training and development program because of cultural resistance and/or clash of values between culture and training.Research limitations/implicationsThe argument provides an initial step for training designers and HRD professionals to begin researching the practicality and usefulness of including an organizational culture analysis within training programs. Future research regarding this relationship should consider using structuration theory as a tool for understanding the context, process, and breadth of reciprocity and influence between agents and the structures with which they interact.Practical implicationsThe concepts discussed in the paper may very well provide insight into why some training and development programs either prosper or do not succeed.Originality/valueThe paper discusses a topic that has yet to be fully realized. Although organizational culture, as a phenomenon, has been widely researched, it has yet to reach its full potential in the human resource development and training and development literature and practice.
Embedding relationship cues in written communication
Authors: Raciti Maria M. , Dagger Tracey S. 
Published: April 2010

PurposeBuilding and maintaining strong customer relationships has been suggested as a means for gaining a competitive advantage. Despite this, few studies have examined the link between written communication and relationship perceptions. Yet understanding the establishment of this link is a necessary precursor for the development of concrete relationship management strategies. This paper aims to test the effectiveness of well‐known and cited written communication elements in enhancing relationship perceptions. The paper specifically seeks to identify which elements of written communication are relationally conducive by examining the impact of these elements on customers' perceptions of the relationship they have with their service provider.Design/methodology/approachThe paper reports the results of an empirical survey of 422 distance education customers in which customers were asked to assess relationally conducive written communication elements and the importance of these elements on relationship development.FindingsIt was found that four components of written communication – message clarity, aesthetics, accuracy and physical features – were perceived by customers as relational cues that influence their relationship with the service organisation.Originality/valueThese findings are of value to service managers developing written communication that is conducive to relationship development. The contribution of the paper is that it empirically establishes a link between written communication and service relationships; an untested link that has been presumed in the literature. This basic empirical foundation is a necessary first step in the development of this research area.