bluuebunny/crossref_metadata_2025_split huggingface dataset:
Comparison of relationship perception in the international fresh produce business
Authors: Gyau Amos , Spiller Achim 
Published: July 2009

PurposeThe suppliers of fresh fruit and vegetable complain that their buyers in the retail segment of the market used certain undesirable and questionable business practices which are not used by buyers in other segments. These undesirable practices may have negative effects on how the exporters perceive their relationship with the retailers compared with how they will perceive the non‐retail buyers. This paper aims to compare the perceived relationship quality of the retailer group of buyers with the buyers in the other categories of the fresh fruit and vegetable business between Ghana and Europe.Design/methodology/approachUsing the literature on inter‐firm relationships as a basis, a structured questionnaire was designed and administered to 101 exporters in Ghana. Multivariate analysis of variance (MANOVA) procedure and post hoc test were used to determine the differences in the perceived relationship quality of the exporters classified according to their main European buyer type.FindingsThe empirical results from the study support the hypotheses that exporters have a lower perception of the quality of their relationship with retailers compared with the wholesalers and the food service firms. In addition, whereas differences in exporters' experience were observed depending on the type of European importer to whom they mainly sell, the size of the exporters does not differ. The paper concludes that, in the context of the fresh produce business, the level of perceived power exploitation may differ depending on the type of business organisation or the position of the firm in the supply chain.Originality/valueIt is recommended that export firms need to examine the category to which their main buyer belongs before they make relationship‐specific investments. The results also provide a guide for policy makers and antitrust bodies in the various European countries to be able to effectively target their policies to address unfair business practices.
Influence of inter‐organisational integration on business performance
Authors: Rajaguru Rajesh , Jekanyika Matanda Margaret 
Published: July 2009

PurposeThe purpose of this paper is to investigate the mediating role of organisational level supply chain activities on the effect of inter‐organisational information systems (IOIS) and activity (IOA) integration on business performance of retailing organisations within Australia.Design/methodology/approachThe study followed a causal research approach and survey methodology to collect data from the managers of food and hardware retailers. Multiple regression and MacKinnon et al.'s mediation analysis were used to investigate the hypothesised relationships.FindingsThe results suggest that inter‐organisational information systems (IOIS) and activity integration have positive effects on customer responsiveness and financial performance of organisations. Organisational‐level supply chain functions mediate the relationships between IOIS and activity integration and customer responsiveness, as well as financial performance.Research limitations/implicationsThe research focused at the retailer level of the supply chain. Large‐scale cross‐sectional studies that include other levels of supply chain are required for generalisability.Practical implicationsThe research suggests that organisations need to integrate their inter‐organisational information systems and activities with supply chain partners to enhance supply chain and business performance.Originality/valueThe results extend the body of knowledge on inter‐organisational information systems, inter‐organisational integration and supply chain management. The study also provides some empirical insights into management practices in the retailing sector.
Improving corporate governance of SMEs in emerging economies: a Malaysian experience
Authors: Rachagan Shanthy , Satkunasingam Elsa 
Published: July 2009

PurposeSMEs are essential to economic growth in Malaysia and many emerging economies as they are a major source of employment and contribute towards the gross domestic product. It is therefore imperative that the corporate governance practices of SMEs are enhanced by assurance that appropriate monitoring occurs and procedures are in place. This study aims to address this issue.Design/methodology/approachThe concentration of ownership in Malaysian companies results in less protection for minority shareholders. This is because the laws protecting minority shareholders mainly focus on director/shareholder conflicts and are not suited to companies with concentrated shareholdings, especially where the conflict is commonly seen between the majority and minority shareholders. Furthermore, owing to the levels of power distance, collectivism and assertiveness in Malaysia, shareholders are unlikely to litigate. The research was carried out through case analysis and analysis of extant literature and existing laws in Malaysia, to illustrate that the minority shareholders in the concentrated shareholding SMEs are not well protected.FindingsThe paper finds that current prohibitive models of law are not desirable as they have promoted compliance with the letter but not the spirit of the law.Research limitations/implicationsThe study focuses only on SMEs that have been incorporated.Practical implicationsThe study enables minority shareholders to reduce fraud and self‐dealing by the majority through more direct participation in corporations, reliance on procedural protections to balance business flexibility and application of brightline rules which stand a better chance of compliance by those who understand them.Originality/valueThe self‐enforcing model is a non‐adjudicative mechanism of enforcement which requires substantial compliance with procedural requirements and aims for voluntary compliance. It proposes that minority shareholders and independent directors hold veto powers, thus reducing fraud and self‐dealing.
Behavioral factors influencing performance management systems' use
Authors: Elzinga Taco , Albronda Bé , Kluijtmans Frits 
Published: July 2009

PurposeThe purpose of this paper is to substantiate conclusions from De Waal's case study research about the role of behavioral factors in the use of performance management systems.Design/methodology/approachDe Waal's exploratory research is replicated in four more Dutch organizations. Data were collected through the use of questionnaires, interviews and document research. Data of the additional case studies were combined with De Waal's. Pattern matching was used to compare all case studies. De Waal's initial research design was extended through the inclusion of different levels of matches in the pattern matching exercise.FindingsAnalysis on different levels of matches showed that behavioral factors can be ranked according to their relative importance. The research has demonstrated that it is possible to identify which behavioral factors are the most important ones for the use of a performance management system.Research limitations/implicationsThe results of the research are limited to the Dutch situation.Practical implicationsThe research findings allow managers to focus their attention on what is most important to improve the use of their performance management systems, and hence to enhance the performance of their company.Originality/valueThis paper is useful for both researchers and practitioners in that it gives interesting new insights into the relative importance of behavioral factors in the use of performance management systems.
Assessing the effectiveness of business consulting in operations development projects
Authors: Ajmal Mian M. , Nordström Fredrik , Helo Petri 
Published: July 2009

PurposeThe purpose of this paper is to address the question of the effectiveness of business consultants in operations development projects. It does this by analysing the results of collaboration between a multinational firm and business consultants who applied the theory of constraints to a series of development projects.Design/methodology/approachFollowing the presentation of an overview of business consultants and the need to measure the effectiveness of business consulting practices, the paper presents empirical data on the return on investment achieved from 20 development projects in the multinational company under study.FindingsThe findings indicate that the involvement of business consultants in development projects has a positive impact on outcomes and can be justified in financial terms.Research limitations/implicationsThe generalise ability of the results in service sector companies remains to be tested. The data is limited to a set of internal operations development consulting projects within one multinational company. Management consultants and managers will benefit from the results of study.Originality/valueThe study provides important insights into the assessment of the effectiveness of business consultants in operations development.
The elusive employee stock option plan‐productivity link: evidence from India
Authors: Dhiman Ramesh Kumar 
Published: July 2009

PurposeThe purpose of this paper is to delineate the effect of employee stock option plan (ESOP) on the corporate productivity in view of ever increasing competition among the firms to retain and attract qualified and competent manpower in India.Design/methodology/approachBased on productivity characteristics in pre‐ESOP adoption period (one year), the research paper studies the ESOP impact on corporate productivity in a three year post adoption period for a sample of 202 listed Indian companies. Nearly half of these companies (99 companies) were classified into control group (non‐ESOP companies) and the others (103 companies) were categorized as experimental group (ESOP companies). Asset turnover ratio (ATO), based on the exhaustive literature survey, was identified and considered exclusive productivity parameter in this research. The significance of productivity differentials among the control and experimental groups were tested using the Wilcoxon Signed Rank test.FindingsThe empirical evidence supports the hypothesis that ESOP does not improve the productivity performance of Indian corporate sector in short‐run. Furthermore, the variation of the two respective variables is not significant at any level of risk against the alternate hypothesis for 103 ESOP companies.Research limitations/implicationsThe results reported in the study are based on the single productivity parameter (ATO) for three year post ESOP measurement period, which is also limiting factors for obvious reasons.Practical implicationsThe outcomes of the study have wider implications for the HR professionals (designing a prudent ESOP plan), HR executives (ESOP implementations and its pitfalls) and the corporate‐employee combine for enriching mutual benefits for harmonious industrial relations.Originality/valueThe research paper under consideration is expected to be a valuable contribution to the existing literature and to different stakeholders identified above.
The use of quality management tools and techniques in ISO 9001:2000 certified companies: the Greek case
Authors: Fotopoulos Christos , Psomas Evagelos 
Published: July 2009

PurposeThe purpose of this paper is to examine the level of use of quality management tools and techniques as well as employees' training in ISO 9001:2000 certified companies.Design/methodology/approachA research project was carried out in 370 Greek companies, using the questionnaire method. The selected companies have been implementing a quality management system in accordance with the ISO 9001:2000 standard. Independent Samples t‐tests and One‐Way ANOVA tests were used to identify significant differences between selected companies.FindingsThe level of quality tools and techniques used in the ISO 9001:2000 certified companies can be characterised as low. The majority of companies use the easiest to understand and implement quality tools. However, the more complex quality tools and techniques are barely used. As far as employees' training is concerned, it mostly addressed specialized issues, while training on quality tools and techniques was not highly performed.Research limitations/implicationsThe study was based on the quality manager's perceptions (subjective data) and it did not examine the reasons for not implementing and the difficulties encountered while implementing quality tools and techniques. These constitute research limitations but also future research orientations.Practical implicationsGiven the increased rate of companies adopting a quality management system, continuous improvement through a Total Quality programme can be achieved through the implementation of quality tools and techniques.Originality/valueThis paper describes the implementation status of the quality tools and techniques in companies with a four‐year experience in ISO 9001:2000 standard.
Evaluating clinical leadership: a case study
Authors: Edmonstone John 
Published: July 2009

PurposeThe paper aims to describe an evaluation study of advanced leadership programmes run for clinical leaders in the National Health Service (NHS) in England.Design/methodology/approachThis was a limited, post‐hoc study, strongly influenced by a “moving target” problem, which collected and analysed reaction and learning‐level data through e‐mail questionnaires, document analysis and semi‐structured interviews.FindingsSignificant underlying unchecked assumptions in relation to the programmes were made and were never realised in practice. There were split funding arrangements and lack of clarity over the purpose of the programmes. While there were organisational and individual benefits achieved the programmes only partly met their original objectives.Research limitations/implicationsThe post‐hoc nature of the research study was a major limitation, together with the “bespoke” nature of programme delivery, This meant that the findings of the study were broad and general, rather than specific to each individual programme. Future evaluation studies would need to be planned with the programme design, rather than as an afterthought.Practical implicationsRobust project management arrangements are necessary for steering purposes in such complex leadership development programmes. A continuing diagnostic orientation is needed on the part of the programme provider. Programme titles matter – and create expectations. The contractual model potentially creates tensions between client(s) and provider.Originality/valueFew evaluation studies of clinical leadership programmes have been conducted and reported. The case study offers a rich source of shared learning with regard to the complexity and challenges in this sphere.
Management development on the edge: HRM in a knowledge intensive organization
Authors: Sewerin Thomas , Holmberg Robert , Benner Mats 
Published: July 2009

PurposeThis paper aims to present a case of project‐based management development with a group of younger researchers in a medical faculty in a university.Design/methodology/approachThe case is based on documentation and recollections in which the first author was involved as a learning coach. The paper is a way to share a process of conversation between the authors and to highlight some critical issues through the elaboration of three perspectives: a macro perspective where the situation in the medical faculty is related to developments in the organizational field; a description from the consultant's point of view; and a human resource perspective in which the style of intervention is linked to the contingencies facing the organization at this point in time.FindingsIn retrospect the program was found to create opportunities for identity‐work and sensemaking involving the participants' individual roles as well as their representations of how the medical faculty was organized. While normal human resource management (HRM) may be seen as a kind of regular maintenance of an organization, it is suggested that the style of management development (as part of an overall HRM strategy) described here is better understood as a form of organizational identity work.Originality/valueDistinguishing between different styles of HRM and relating them to contingencies in terms of threats to organizational identity contributes to a more nuanced discussion of the practical challenges, possibilities and risks related to different styles. There is a need for both large‐scale studies of the prevalence of new practices and in‐depth ethnographies of interventions like the one described in this paper, especially in situations where there are perceived threats to identity.
Ensuring access to treatment from an ethical perspective
Authors: Isosaari Ulla , Ollila Seija , Vartiainen Pirkko 
Published: July 2009

PurposeThe allocation of resources is a complex problem in health care. In Finland there has been an effort to solve the problems with a program called “Securing the Future of Health Care”. The main focus of this research is on assessing how managers view the health care policy called guarantee of care from an ethical perspective.Design/methodology/approachThe theoretical basis of the research covers theories regarding rationing, prioritization, as well as the ethics of health care. The empirical data were gathered through an internet questionnaire. The questionnaires were sent to the top managers in all Finnish health care districts (20 in all). The data were analyzed qualitatively.FindingsAccording to respondents, ensuring access to treatment partially fulfilled the ethical principles of the right to good care, respect for human dignity, fairness, and co‐operation and mutual respect quite well. On the other hand, trust, impressiveness, non‐partiality in decision making and the right of self‐determination were not as well realized. The shortening of waiting lists had caused exhaustion and motivation problems among personnel and in addition, staff shortages were being experienced.Originality/valueThe administrators of the hospital districts agreed that centralizing resources as a reconstructive action is ethically wrong for the whole health care system. There is a great need for an ethical discussion concerning the choices made in health care policy. Long‐term results need sustainable solutions.
Career advancement and family balance strategies of executive women
Authors: Ezzedeen Souha R. , Ritchey Kristen G. 
Published: July 2009

PurposeThe purpose of this paper is to explore coping strategies devised by executive women in family relationships to advance their career and to maintain career/family balance.Design/methodology/approachA qualitative methodology using a sample of 25 executive women explores career advancement and career/family balance strategies within work and family contexts.FindingsAnalysis produces multiple career advancement and career/family balance strategies, including professional support, personal support, value system, and life course strategies such as the “ordering” of career and family, negotiating spousal support, and whether to have children.Research limitations/implicationsAdaptive strategies facilitate engagement in career and family, even in challenging gender environments, encouraging continued research on executive women's advancement and career/family balance. The idiosyncratic nature of career/family balance calls for greater emphasis on the context and timing of career and family experiences.Practical implicationsThe paper offers guidance to women seeking to combine executive career and family and to organizations committed to the advancement and retention of women.Originality/valueThe paper jointly explores career advancement and career/family balance strategies pursued by executive women in family relationships. It contributes to a growing body of research on the coping mechanisms and adaptive strategies underlying balance between career and family.
Arab women managers and identity formation through clothing
Authors: Omair Katlin 
Published: July 2009

PurposeThe purpose of this paper is to explore how Arab women managers construct their social identities through the meanings they ascribe to their clothing while pursuing managerial careers.Design/methodology/approachAn interview‐based qualitative approach is adopted for describing the meanings that the United Arab Emirates national women managers give to their clothing.FindingsThis paper identifies multiple coexisting identities in Arab women pursuing managerial careers. While the contradiction is found in the identity as a woman and as a manager, the normative dimensions of identity formation such as being a Muslim and an Emirati serve as enhancing for women's gendered managerial identity.Originality/valueThe value of this paper is twofold: first, contributes to the knowledge of the topic of Arab women in management which is understudied in academia; second, it particularly sheds light how women managers meaningfully use symbols, such as dress, to construct and perform gender realities in a career context.
Have they learnt to interrupt?
Authors: Barrett Mary 
Published: July 2009

PurposeChanging language ideology and the decreased popularity of overt feminism suggest that aspiring female managers may be less influenced than senior women managers by the gender of the speaker in evaluating whether specific communication strategies are effective and probable. The purpose of this paper is to investigate this issue.Design/methodology/approachA total of 255 second‐year female management students evaluate strategies for the same workplace dilemmas as senior women managers (Barrett).FindingsFor short‐ and medium‐term dilemmas students, like senior women managers, regard masculine communication strategies with a feminine element as effective. They are less influenced by the speaker's gender than senior women managers in evaluating the strategies' probability. But when seeking promotion, students avoid some strategies they consider effective, and believe men would use. Students' confidence as communicators affects their personal choice of strategy.Research limitations/implicationsThe paper investigates a limited number of dilemmas and sought information about a limited number of demographic factors, limiting the results' generalizability. Nevertheless, it suggests future women managers could learn from their senior counterparts if they want to advance at work. Future research should investigate whether future male managers' reactions to these dilemmas are similar to women students and senior managers, and whether scenarios using female dyads yield similar results. Cross‐cultural extensions of the research are also possible.Originality/valueThis is the first study comparing aspiring and senior women managers' reactions to classic workplace communication problems. The findings show similarities between aspiring managers and their senior sisters, but also differences which could affect aspiring managers' career success.