bluuebunny/crossref_metadata_2025_split huggingface dataset:
The views of managers from a local coastal council on sustainability reporting issues
Authors: Sciulli Nick 
Published: June 2011

PurposeThe purpose of this study is to provide explanations for the factors affecting sustainability disclosures by a local coastal shire council in Australia. Drawing on the theory of accountability, a further aim is to examine how this information is communicated to stakeholders.Design/methodology/approachA qualitative and case study approach is adopted for this investigation. The main sources of empirical data are semi‐structured interviews with the senior managers of the council, observation and the use of publicly available documentation.FindingsSignificant issues relating specifically to this council were identified as managing population growth, planning for land use, climate change and community engagement. These issues were addressed through various forums such as the annual report, a sustainability report and through community engagement meetings. There was also little evidence to suggest that the global reporting initiative is influencing how the local council was accounting for its social and environmental activities.Practical implicationsCoastal regions are fragile areas that are subjected to varying degrees of pressure on their environment. This study suggests that community demand for information on sustainability is commencing to change the content of the council's annual report.Originality/valueMuch attention has been paid to the role and extent of sustainability reporting in the private sector, however, less research has been devoted to investigating this area in the realm of the government sector.
Motivation, pay satisfaction, and job satisfaction of front‐line employees
Authors: Stringer Carolyn , Didham Jeni , Theivananthampillai Paul 
Published: June 2011

PurposeThis paper aims to explore the complex relationships between intrinsic and extrinsic motivation, pay satisfaction and job satisfaction at the retailer that uses a pay‐for‐performance plan for front‐line employees.Design/methodology/approachThis paper draws on a single organization case study across seven stores, and uses a survey, archival documents, open‐ended questions and researcher interaction with employees and managers.FindingsThe results provide some support for the complementary nature of intrinsic and extrinsic motivation. Intrinsic motivation was positively associated with pay and job satisfactions, whereas extrinsic motivation was negatively associated with job satisfaction, and not associated with pay satisfaction. The qualitative insights indicate that pay fairness is important, and those who perceived pay was not fair generally made comparisons with others or felt that pay did not reflect their effort. It is also found that the majority of employees perceived that goals were clear.Research limitations/implicationsThe dominance of extrinsic motivation without including behavioural, social, and psychological factors in agency theory research is questioned. The research finds no support for “crowding out”, but rather finds some evidence of “crowding in” where intrinsic motivation is enhanced, to the detriment of extrinsic motivation.Practical implicationsThe findings highlight that managers should enhance both intrinsic and extrinsic motivation, and pay employees well to increase job satisfaction.Originality/valueFew studies examine incentives for front‐line employees, and there is evidence that minimum wage employees can have high intrinsic motivation. Perceptions of pay fairness can vary across motivation levels, age, and gender.
The diffusion of activity‐based costing in Jordanian industrial companies
Authors: Nassar Mahmoud , Aldeen Al‐Khadash Husam , Sangster Alan 
Published: June 2011

PurposeThis paper seeks to focus on the diffusion of activity‐based costing (ABC) in Jordan. A conceptual framework from general diffusion theory is adopted to describe the diffusion process within the Jordanian industrial sector. The main objective of the study is to determine the motivations for the implementation or non‐implementation of ABC.Design/methodology/approachSemi‐structured interviews were conducted with financial managers and heads of costing departments of companies within the Jordanian industrial sector. Both face‐to‐face and telephone interviews were used to achieve the research objective.FindingsIt was found that the rate of implementation of ABC in the Jordanian industrial sector follows the classical S‐shape. It is also suggested that the supply side of the diffusion process, most notably the role played by consultants, was an influence on many companies. This was not, however, a sufficient condition for companies to implement ABC.Originality/valueMost previous studies focus on the implementation of ABC in Western developed countries. The results of this study make a contribution to existing knowledge in the area of the implementation of ABC, especially in Eastern developing countries such as Jordan. In addition, this research adds further evidence to the value of studying management accounting, and more specifically changes in management accounting practice. It describes the developments undertaken in the implementation of a new system and how a new system becomes accepted in practice.
Competitive approaches to new product development
Authors: Smith Alan D. 
Published: June 2011

PurposeThe purpose of this paper is to provide practitioners of management with a sense of how collaborative team integration processes and new product development (NPD) processes were required in order to be reasonably successful in the current economic recession.Design/methodology/approachThe four relatively large Pittsburgh‐based general service and/or manufacturing‐oriented companies, most with global operations and reach capabilities, were selected and reviewed for the principles of the strategic, financial, informational, and operational viewpoints.FindingsEven conservative companies found that more radical approaches to NPD, such as product newness and uncertainty in new product innovation/production, may remove, not increase, barriers to incremental and/or radical manufacturability. This is especially true in firms that make proper use of the managerial connectivity provided by proper use of limited resources, which are enhanced by the timeliness of good strategies.Practical implicationsThe roles of uncertainty, supplier influences, team integration processes, as well as technology, may act as change agents, especially under the current economic recession. These factors may result in leveling the playing field for incremental and radical innovators as they integrate processes associated with NPD.Originality/valueThe executive teams involved recognized the need for more radical product offerings by turning their focus to meeting customer needs instead of making risky investments. Through successful product implementation, the companies studied found stability in a very turbulent financial and service‐oriented marketplace.
Coaching and family: the beneficial effects of multiple role membership
Authors: Ryan Timothy D. , Sagas Michael 
Published: June 2011

PurposeAthletic coaches are responsible for team relationships and a team's performance, yet many may leave the coaching profession or withdraw from team management because of work‐family issues. The purpose of this study is to use ecological theory as a guide to theorize on the relationships between work‐factors and work‐family outcomes for team leaders.Design/methodology/approachParticipants were 601 college coaches. Using an online questionnaire, participants evaluated their supervisory support, autonomy in their job, and various work‐family factors. Specifically, the effects of the work‐factors of autonomy and supervisory support were examined on work‐family variables. Data were analyzed using structural equation modeling (SEM).FindingsConfirmatory factor analysis results suggested that the fit for coaches and their work‐family interface is best explained by four work‐family dimensions – two directional conflict dimensions and two directional enrichment dimensions. Results suggest that supervisory support correlates with lower conflict and greater enrichment. Additionally, coaches reported that an autonomous workplace correlated with lower conflict and greater work enrichment with family.Practical implicationsResults suggest that it is beneficial to help the coach/team leader to improve fit, even though conflict is inevitable. Previously mentioned, and found throughout the results, was the effectiveness of the supervisor at alleviating conflict and amplifying enrichment.Social implicationsA reason for the disparate number of women in team leadership positions has been family pressure. This research is expected to lay a foundation for future research on the beneficial aspects of multiple role participation.Originality/valueThis research builds on past work on the work‐family fit, which originally focused heavily on conflict, but has just recently started looking at the beneficial aspects of multiple role participation.
Managing and training for virtual teams in India
Authors: Holtbrügge Dirk , Schillo Katrin , Rogers Helen , Friedmann Carina 
Published: June 2011

PurposeThe purpose of this study is to investigate the current and potential use of virtual teams in the Indian context.Design/methodology/approachThe use of virtual styles and strategies was assessed through a series of questionnaires, focusing on managerial aspects. The sample consisted of companies and individuals from Europe, who work on virtual assignments. The results were analysed, paying particular attention to the actual usage and potential future usage of virtual assignments.FindingsIt was found that a disparity between the actual and the potential use of virtual delegates exists. Furthermore, the increasing use of virtual delegates requires tailored intercultural training, which meets the specific demands of these delegates and the requirements of virtual teamwork. The paper goes on to discuss how traditional training can be adapted for the training of virtual assignees.Originality/valueThe findings have implications for both academics and practitioners, as they indicate that there is significant potential for further growth in the use of virtual assignments. In particular, the paper highlights the need for specific, dedicated training in virtual assignments, as this has a substantial impact on their success.
US small company leaders' religious motivation and other‐directed organizational values
Authors: Day Nancy E. , Hudson Doranne 
Published: June 2011

PurposeThe expansion of religious diversity in US workplaces increases the relevance of leaders' religious motivations and the impact on their organizations. This paper aims to investigate whether small company leaders' religious motivations predict their perceptions that their organization's values are directed to the welfare of others.Design/methodology/approachA survey was mailed to top executives of Midwestern US firms with 20 to 250 employees, measuring leaders' organizational values and religious motivation. The sample revealed itself to be mostly Christian.FindingsFindings show that, as predicted, leaders higher in extrinsic religious motivation toward personal benefit were less likely than those lower in this type of religious motivation to perceive other‐directed organizational values. However, neither intrinsic religious motivation nor extrinsic religious motivation toward social ends predicted a tendency to perceive other‐directed organizational values.Research limitations/implicationsFuture research directions could assess the impact of beliefs associated with faith traditions on leader values and decision making. Further, a qualitative approach to data gathering may result in richer data. Limitations include a relatively low response rate and a sample skewed toward religiously motivated, mostly Christian small business leaders.Practical implicationsJust because small business leaders are religiously motivated does not mean that their perceived organizational values will be directed toward the welfare of others.Originality/valueLittle research exists about how small business leaders' religious motivations affect their organizational values. This research counters common assumptions that leaders' religious motivations will affect how they view their organizations' values.
A framework of organisational innovation and outcomes in SMEs
Authors: Laforet Sylvie 
Published: June 2011

PurposeThe purpose of this paper is to examine innovation in small and medium‐sized enterprises (SMEs), and develop a comprehensive theoretical framework of how innovation occurs, the end result, and impact on business financial performance, focusing on three types of innovations.Design/methodology/approachThe study uses a grounded methodology. Interviews with entrepreneurs from across industries inform the development of the research propositions.FindingsBesides market environment, business and quality aspects, for SMEs innovation is driven by a desire to be successful, and improve working conditions. Positive outcomes of innovation include an enhancement of SMEs' reputation and image, an increase in operational efficiency and cost benefits, resulting in a better business financial performance, recruitment of a more skilled workforce, and greater in‐house expertise leading to further innovation. The negative outcomes of innovation relate to management, operational issues, and financial risks; including costs, uncontrollable business growth, companies' image and reputation loss, employees and customers' issues as well as health, safety, and environmental impacts. Further hypotheses emerge from executives' interviews, regarding specific outcomes of new product development, process innovation, and new ways of working.Research limitations/implicationsFuture research is required to examine how negative outcomes can be managed overall, and specific to types of innovation, as well as determining the financial cost and benefit of having a company‐wide innovation.Originality/valueThis study contributes to the theoretical basis for understanding organisational innovation in SMEs. The proposed framework is focused and comprehensive, enabling a better understanding of innovation.
Entrepreneurship barriers and entrepreneurial inclination among Malaysian postgraduate students
Authors: Singh Sandhu Manjit , Fahmi Sidique Shaufique , Riaz Shoaib 
Published: June 2011

PurposePostgraduate students who are more mature and have greater job experience are more likely to be inclined towards entrepreneurship. However, postgraduate students face various barriers such as lack of funds, fear of failure and lack of social networking that may hinder their entrepreneurial inclination. The barriers faced by these postgraduate students may also exhibit different dimensions compared with barriers faced by existing entrepreneurs. This study aims to examine the relationship between perceived barriers to entrepreneurship and entrepreneurial inclination.Design/methodology/approachBased on a survey‐based methodology, data were collected from a sample of 267 postgraduate students from various Malaysian universities. Respondents' perception towards five barriers to entrepreneurship (aversion to risk, fear of failure, lack of resources, lack of social networking, and aversion to stress and hard work) and their entrepreneurial inclination were assessed.FindingsThe model R‐squared indicated that 31.5 percent of the variation in the entrepreneurial inclination is explained by the five perceived barriers. The highest ranked barrier to entrepreneurship was lack of social networking followed by lack of resources and aversion to risk.Research limitations/implicationsThe findings in this study cannot be generalized to non‐student populations since it covers only postgraduate students. The quantitative approach used was unable to uncover in‐depth information on the various barriers. A qualitative approach may be more appropriate to obtain further details.Originality/valueThis research provides interesting insights into the entrepreneurship barriers faced by postgraduate students from a developing nation where such research is lacking.
Understanding workaholism and work engagement: the role of mood and stop rules
Authors: van Wijhe Corine , Peeters Maria , Schaufeli Wilmar , van den Hout Marcel 
Published: June 2011

PurposeThis study aims at disentangling the different underlying motivations that drive workaholic and engaged employees to work excessively hard. The Mood as Input (MAI) model serves as an explanatory framework. The MAI model assumes that, dependent on the stop rule used, a different mood state may lead to persistence. When individuals evaluate whether they still enjoy an activity (an enjoyment stop rule), a positive mood would signal enjoyment, resulting in persistence. On the other hand, when individuals evaluate whether they have done enough (an enough stop rule), a negative mood would signal discontentment, which would also result in persistence.Design/methodology/approachA survey study (n=173) was conducted to test the applicability of the MAI model to the work context.FindingsIt was hypothesized and found that workaholism is positively related to negative mood and using an enough stop rule to determine when to stop working. In addition, this study showed that work engagement is related to positive mood. The findings did not support the expectation that work engagement is related to using an enjoyment stop rule to determine when to stop working. In conclusion, the results indicate that both mood and stop rules may be useful for explaining the difference in motivation to work persistently between workaholism and work engagement.Originality/valueThe paper advances the understanding of reasons to work hard which are related to work engagement and workaholism. Knowledge about the reasons why employees work hard can help professionals to prevent workaholism, thereby stimulating healthy and enduring careers.
Networking: a valuable career intervention for women expatriates?
Authors: Shortland Susan 
Published: June 2011

PurposeThe purpose of this paper is to report on female expatriates' views on the potential importance of a formalised “women's network” launched by management as a diversity intervention to aid women's career development in an oil, gas and minerals extractive industries firm.Design/methodology/approachThe approach takes the form of a triangulated research comprising analysis of company policy, interviews with Human Resources staff, a census survey of women expatriates, followed by in‐depth, semi‐structured female expatriate interviews.FindingsWomen value networking to prepare for expatriation and in working and living abroad. Informal networks are also used by more experienced women expatriates to learn of potential vacancies and gain career development on expatriation and repatriation. A formalised women's network is envisaged as being helpful to supplement these links. In a male‐dominated environment, the value of a network for women is appreciated, although concerns are raised that this might further reinforce gender divisions.Research limitations/implicationsResearch was limited to a single case study where the intervention had only recently been launched. Further research is needed to evaluate the impact of similar, more established career interventions. Comparative studies are also needed, both within the oil, gas and minerals sector and in other industries.Practical implicationsEmployers developing formal networking interventions could benefit from understanding the views of potential users, particularly in respect of the potential limitations of such networks in promoting career development and through the adoption of a gendered approach.Originality/valueThere are relatively few data available on formalised employer actions to set up and run networks specifically for women as career development interventions. This case study provides an insight into how these might be received by – and their potential impact on – female expatriates.
Manufacturing best practices in Malaysian small and medium enterprises (SMEs)
Authors: Anuar Afdiman , Mohd Yusuff Rosnah 
Published: June 2011

PurposeThe purpose of this paper is to investigate the current level of best manufacturing practices in Malaysian ISO 9000 certified small and medium enterprises (SMEs).Design/methodology/approachThe authors conducted a survey on 270 ISO 9000 certified manufacturing SMEs. Based on an extensive search of literature on performance requirements, eight areas were identified. Thus, the questionnaire was designed consisting of the eight areas which are management, human resources development (HRD), technology and product innovation, marketing strategy, quality, production process, supply chain management (SCM) and customer focus. Data were analysed using the SPSS software.FindingsThe results showed that among the eight areas, customer focus is the most implemented area with the highest mean of 4.16, followed by quality (3.92), management (3.78), SCM (3.56), HRD (3.27), marketing strategy (3.05), production process (3.02) and technology and product innovation with a score of 2.95. The results showed that the level of best manufacturing practices can be improved further, especially in the area of technology and product innovation.Research limitations/implicationsOnly the companies certified with ISO 9000 were selected. The questionnaire only covered eight areas of benchmarking and was analysed using descriptive statistics.Practical implicationsThe paper provides knowledge in assisting the SMEs to identify the areas that they have to improve to achieve best manufacturing practices.Originality/valueThis is the first attempt to benchmark best manufacturing practices in some Malaysian ISO 9000 certified SMEs. The paper provides some useful insights and can help Malaysian manufacturing companies to implement best practices and benchmarking to improve their practices.
Benchmarking supplier risks using Bayesian networks
Authors: Lockamy Archie 
Published: June 2011

PurposeThe purpose of this paper is to provide a methodology for benchmarking supplier risks through the creation of Bayesian networks. The networks are used to determine a supplier's external, operational, and network risk probability to assess its potential impact on the buyer organization.Design/methodology/approachThe research methodology includes the use of a risk assessment model, surveys, data collection from internal and external sources, and the creation of Bayesian networks used to create risk profiles for the study participants.FindingsIt is found that Bayesian networks can be used as an effective benchmarking tool to assist managers in making decisions regarding current and prospective suppliers based upon their potential impact on the buyer organization, as illustrated through their associated risk profiles.Research limitations/implicationsA potential limitation to the use of the methodology presented in the study is the ability to acquire the necessary data from current and potential suppliers needed to construct the Bayesian networks.Practical implicationsThe methodology presented in this paper can be used by buyer organizations to benchmark supplier risks in supply chain networks, which may lead to adjustments to existing risk management strategies, policies, and tactics.Originality/valueThis paper provides practitioners with an additional tool for benchmarking supplier risks. Additionally, it provides the foundation for future research studies in the use of Bayesian networks for the examination of supplier risks.