bluuebunny/crossref_metadata_2025_split huggingface dataset:
Job satisfaction of academic staff: an empirical study on Turkey
Authors: Toker Boran 
Published: May 2011

PurposeThe purpose of this paper is to investigate the levels of job satisfaction among academicians in the universities of Turkey and to examine the effects of demographics on levels of satisfaction among them.Design/methodology/approachA questionnaire‐based study was conducted in 648 academicians working in the Universities of Turkey. Data were collected using the Minnesota Satisfaction Questionnaire (MSQ) short form.FindingsThe job satisfaction levels of the academicians were found to be moderately high. Social status was ranked as the highest and compensation was ranked as the lowest of the examined items. The results of the study indicated that professors reported a higher level of job satisfaction as compared to instructor and research assistants. Nonetheless, among the demographic variables age, length of service in present university and in higher education as a whole were significantly related to job satisfaction. Marital status and gender were not significantly related to job satisfaction.Originality/valueThis study shows the job satisfaction levels of academicians and the interrelationships between demographic characteristics and satisfaction in the Universities of Turkey, hence the results from this study can help the academicians and the university administrators to increase the satisfaction level.
Principals' and teachers' perceptions of quality management in Hong Kong primary schools
Authors: Lai Fong Cheng Alison , Keung Yau Hon 
Published: May 2011

PurposeThe purpose of this paper is to examine the perceptions of a sample of Hong Kong principals and teachers of the extent to which quality management (QM) has been effectively implemented in primary schools. The features of QM improvement implemented in Hong Kong primary schools include: values and duties, systems and teams(ST) resources and changes(RC) and meeting pupil needs and empowering staff.Design/methodology/approachA quantitative, survey questionnaire was adopted in this study. A total of 322 respondents (83 principals and 239 teachers) out of 83 primary schools responded to the questionnaire.FindingsThe finding shows that all four features of QM are perceived as being implemented in Hong Kong primary schools. There are significant differences between the perceptions of principals and teachers towards “value and duties”, “ST”, “RC” of QM. However, there is no significant difference between the perceptions of principles and teachers towards “meeting pupil needs and empowering staff” of QM.Originality/valueThis paper is a first step towards extending the theory and practice of QM to principals and teachers in Hong Kong primary schools.
Inter‐individual knowledge transfer and performance in product development
Authors: Kumar Ajith , Ganesh L.S. 
Published: May 2011

PurposeThis paper aims to examine how knowledge transfer between individuals influences performance in product development (PD) organizations and whether this influence is contingent to the degree of novelty in the PD work.Design/methodology/approachA set of hypotheses describing the relationships between knowledge transfer by codification (KTC), knowledge transfer by personalization (KTP) and performance is developed. It is hypothesized that performance decreases when KTC interacts with novelty, but improves when KTP and novelty interact. Survey‐based data were collected from 287 knowledge workers across 19 PD units of Indian manufacturing companies, and multiple regression analyses were performed to test the hypotheses.FindingsOf the eight hypotheses stated, only one was supported by the data. KTP significantly influences the efficiency of PD work, highlighting the relative importance of personalized, as compared to repository‐based, knowledge transfer to performance. No significant interaction effects of KTC/KTP with novelty were detected.Practical implicationsThe findings strongly suggest that PD work can benefit from interpersonal relationships and knowledge exchange, something that requires diligent cultural interventions.Originality/valueTo the best of the authors' knowledge, the contingent effects of novelty on the productivity of inter‐individual knowledge transfer have received little, if any, attention to date. This study helps improve understanding of the nature of knowledge transfer that is best suited where the nature of work involves creativity.
Improving service delivery: Investigating the role of information sharing, job characteristics, and employee satisfaction
Authors: Bontis Nick , Richards David , Serenko Alexander 
Published: May 2011

PurposeThe purpose of this study is to propose and test a model designed to investigate the impact of job characteristics, employee satisfaction, and information sharing on two key indicators of quality service delivery, such as worker perceptions of their efficiency and customer focus.Design/methodology/approachDuring the project, 9,060 employees of a large national telecommunications organization in North America provided information in two surveys six months apart. The model was tested by using the PLS (Partial Least Squares) procedure.FindingsThe results found support for the proposed model, indicating that autonomy and challenging work contribute to employee satisfaction, and that employee satisfaction and information sharing relate to greater reported efficiency and customer focus. The results and their implications are discussed.Research limitations/implicationsThe key limitation of this project is that the suggested model was tested in only one organization in one industry. In future, the nomological validity of the model should be confirmed in other settings.Practical implicationsThe findings suggest that HR departments should cooperate with IT departments to promote high‐quality service delivery.Originality/valueWhereas HR is traditionally the domain of employee satisfaction initiatives, it is the IT department that typically spearheads knowledge management initiatives. By coordinating these two ventures together, and aligning their goals, senior managers will be able to realize more favorable outcomes.
Exploring the political underbelly of organizational learning
Authors: Field Laurie 
Published: May 2011

PurposeIn an effort to better understand the political dimensions of organizational learning, this paper aims to examine learning processes in an organizational context – namely renegotiation of pay and performance management arrangements – where the interests of organizational members are threatened.Design/methodology/approachData were derived from two longitudinal case studies based in Australian companies, where the pay and performance management system was undergoing change.FindingsLearning from the past played a significant role in renegotiations at the two case study sites, with management treading a fine line between supporting learning likely to serve the organization's commercial interests, while dampening down politically charged learning, which could undermine those same commercial interests. Indeed, the data highlight the importance of “interests”, and suggest that a great deal of so‐called “organizational” learning may be more accurately described as “shared‐interest‐group” learning.Research limitations/implicationsA limit of the data reported here is that they are derived from only one employee relations' context (Australia) and two companies. Nevertheless, the findings suggest that there would be value in further investigation of organizational learning in politically charged employee relations contexts.Practical implicationsMore systematic attention to learning in politically charged employee relations situations, like the ones described here, could help organizations improve the ways they manage change (rather than approaching contentious change in an ad hoc way, and possibly repeating previous mistakes).Originality/valueDespite acknowledgement over more than a decade of the political dimensions of organizational learning, the focus has largely been on political concomitants of learning associated with mainstream activities. Very few empirical studies have considered organizational learning in politically charged employee relations contexts, and none in the specific context of pay and performance management.
The learning conference
Authors: Louw Ina , Zuber‐Skerritt Ortrun 
Published: May 2011

PurposeThe aim of this paper is to identify the principles and characteristics of a learning conference which uses action learning and action research (ALAR) processes to create: optimal learning for all participants through a collaborative, inclusive conference culture; further knowledge creation in publishing conference papers post‐conference through a supportive research culture.Design/methodology/approachThe 2010 World Congress of the Action Learning and Action Research Association (ALARA) is showcased to exemplify a learning conference, using the PIP (preamble–interview–postscript) framework to demonstrate the utility of this new genre for research and writing conference papers and action research models as frameworks to support publishing articles.FindingsDiscussion offers ways to enhance opportunities for conference learning through creative purposeful activities that promote collaboration, critical thinking and reflection, and models of action research cycles to progress research from conference presentation to journal article.Originality/valueThe paper makes the crucial link between conference procedure and publication of learning from conference to extend knowledge creation. The PIP model used here presents ways for novice researchers to network with experienced researchers through interview, for professional development, career advancement and publication.
Local/global cognitive interfaces within industrial districts: an Italian case study
Authors: Grandinetti Roberto 
Published: May 2011

PurposeWith the advance of globalization the competitive chances of industrial districts depends increasingly on their ability to connect to the cognitive circuits of the global economy. This challenge demands the presence of local actors capable of acting as cognitive interfaces between the district context and the global environment. The paper focuses on a specific category of local/global cognitive interfaces, i.e. the institutions that provide knowledge‐intensive business services (KIBS). The purpose is to explain how institutional KIBS play this role.Design/methodology/approachThe paper develops a detailed analysis of the case of such an institution operating in the chair‐manufacturing district of North‐East Italy. Based on this case study, a model is proposed for interpreting the role of a local/global cognitive interface that institutional KIBS are able to perform.FindingsThe first part of the framework shows the cognitive processes hosted by this type of institution and the connection between such processes and the KIBS's stock of knowledge. The second part of the model considers the interdependent core capabilities that enable a KIBS to act effectively as a local/global cognitive interface.Originality/valueThe role that institutions, acting as KIBS, can play in promoting the survival of industrial districts has been discussed in some studies but no model has been proposed as yet to explain how these institutions can play such an important part. The paper aims to begin to fill this gap.
An ability‐based view of the organization
Authors: Simon Nobre Farley , Walker David S. 
Published: May 2011

PurposeThis paper extends the corporation‐based metaphor of the tree by proposing that cognition is the core ability that nourishes the development of core competencies. From such an extension, this paper aims to take a step forward to answer the question: what is the role of cognition in the organization that is in pursuit of core competencies and sustainable competitive advantage?Design/methodology/approachThe paper answers this problem by presenting two complementary perspectives, which contribute to introduce the field of organizational cognition into the strategic‐resource and contingency domains. First, it proposes precepts of an ability‐based view of the organization through analogies that are most associated to concepts of the resource‐based view and dynamic capabilities of the firm. Second, it introduces a contingency‐based view of organizational cognition which is most developed through causal relations, and also deductive and inductive reasoning.FindingsConclusions reinforce the thesis that cognition is the core ability which supports individuals, groups and organizations with other complementary abilities such as intelligence, autonomy, learning, and knowledge management; whereas these abilities, all together, are sources of reduction of environmental uncertainty, and, complementarily, they nourish the development of the organization's core competencies and competitive advantage.Originality/valueThe uniqueness and distinction of this research lies in the authors' efforts to explain the strategic dynamic behavior of the organization in the pursuit of high degrees of cognition in order to manage high levels of environmental uncertainty, to nourish the development of core competencies, and to sustain the organization's competitive advantage.
A comparative input‐output analysis of the construction sector in Turkey and EU countries
Authors: Ilhan Bahriye , Yaman Hakan 
Published: May 2011

PurposeThe aim of this paper is to analyze and compare the performance of the construction sector in Turkey and selected European Union (EU) countries using input‐output (IO) tables for the years 1998 and 2002.Design/methodology/approachIO tables are used to analyze and compare the construction sector. First the input‐output analysis and the construction sector are briefly introduced. Then, the data and methodology are specified. A set of indicators obtained from the data is used for the comparative analysis.FindingsThe construction sector of the selected 13 countries is examined in terms of Gross National Product (GNP) and National Income (NI) shares; direct and total construction backward and forward linkage indicators and direct and total construction inputs from manufacturing and services reflecting the technologies used in construction. The key findings are pointed out in the conclusion.Research limitations/implicationsThe lack of data from Turkey relating to recent years and incompatibility of new and old data limit this study's scope to the two years.Originality/valueThe concept of using IO analysis for comparing the construction sector has been around for a considerable period of time. This paper has an importance for comparing the construction sector in Turkey and some selected EU countries, being the first study in that field in Turkey, and is therefore of direct importance for the Turkish construction sector.
Business networks and internationalisation of contractors from developing countries
Authors: Abdul‐Aziz Abdul‐Rashid , Wong Sing‐Sing 
Published: May 2011

PurposeIncreasingly, construction companies from developing countries are succeeding in finding a space in the international market. Their progression deserves academic attention. Using Network Theory, this paper seeks to examine the role and extent of business networks in aiding contractors from Malaysia, as one such developing country, to penetrate foreign markets.Design/methodology/approachThe research adopted the mixed method approach. A postal questionnaire survey, complemented with desk research and interviews, was used to collect data.FindingsThe findings show that in fact business networks can account for much of the surveyed contractors' overseas achievements, in terms of markets they entered, overseas projects they secured and market presence mode they adopted, although, without their competitive assets, the networks would have been meaningless.Research limitations/implicationsA limitation was the small sample population, which is compensated by interviews to validate the inferences.Practical implicationsContractors from developing countries should fully cultivate, nurture, exploit and reconfigure their business networks in order to make their impact internationally.Originality/valueThe paper has provided insight into the power of business networks in configuring competitiveness of contractors from a developing country in the international arena. The paper also draws attention to the limitations of the Network Perspective by highlighting the inseparability of the firms' own competitive strengths and business networks in explaining overseas success, and the dynamics of business networks as the contractors continuously reposition their competitive positions.
A conceptual framework of the interface between the design and construction processes
Authors: Mitchell Adrian , Frame Ian , Coday Alan , Hoxley Mike 
Published: May 2011

PurposeAs the construction industry strives for closer integration of the participants, more responsibility for the management of the detailed design process is being directed to main contractors and combined with their existing duties of managing the construction and pre‐construction processes. Crucially, this necessitates successful management of the interface between these processes, and this paper seeks to investigate a conceptual view of that interface to provide a foundation for improving understanding of it.Design/methodology/approachRecent and current literature is examined, and various theoretical backgrounds for the design and the construction processes are reviewed. The consequences for the understanding of the interface are discussed. The significance of conceptual frameworks is also reviewed.FindingsA significant difference is identified in the published work between the theoretical understandings of the construction and design processes. From this a conceptual framework for the interface between these processes is developed.Practical implicationsThe difference identified may have significant implications for further research, and for the development of management techniques applicable to the interface. Furthermore, the lack of access to specialist knowledge at the optimum time during the design process is identified as having a potentially significant impact on that process.Originality/valueThese findings could provide an understanding and basis for further research into the interface between the processes, and for the development of an enhanced model that would facilitate improved management of the interface and the optimisation of the process of the selection, appointment and input of specialist subcontractors.
Conflict management and performance outcomes
Authors: Posthuma Richard A. 
Published: May 2011

PurposeThis introduction aims to summarize five studies included in this themed issue that focus on conflict management and performance outcomes. These studies highlight how conflict management research can help organizations perform more effectively.Design/methodology/approachThe five selected studies were combined into this single issue so that readers can compare and contrast scholarships from many countries and cultures, including Brazil, Canada, Indonesia, The Netherlands, Norway, and Taiwan to see how conflict management research relates to actual performance outcomes around the world.FindingsThese studies show that negotiations conducted by two‐person dyads resulted in higher outcomes when compared to negotiations conducted by multi‐person groups. In addition, when negotiators consider more than one issue at a time and use a constructive problem solving approach, they can reach better outcomes. In addition, higher self‐efficacy of the negotiator can increase objective negotiation outcomes, but only to a point beyond which more self‐efficacy can have a negative effect. One dimension of employee work performance, innovation, is shown to have several interesting relationships with other variables. Two studies found that innovative work behaviors had a positive relationship to workplace conflict. One study showed that task conflict seemed to relate to increased innovative work behaviors. Another study found a positive relationship between a broader measure of innovative work behaviors and conflicted with workers. The positive relationship between task conflict and innovative behaviors seemed to increase when there was more support for innovation. In addition, the positive relationship between innovative behavior and conflict with coworkers seem to decrease when there was more distributive justice in workplace rewards. These studies also showed significant relationships between conflict management and subjective outcomes, such as subjective perceptions of negotiations, job satisfaction, turnover intentions, and relationships between coworkers.Research limitations/implicationsThese studies outline ways for organizations to design conflict management principles both to increase the objective outcomes of negotiations and to induce their employees to be more innovative at work.Originality/valueAll five studies used original data not reported elsewhere and gathered in various countries that have not been reported in prior studies.
Effects of task and relationship conflicts on individual work behaviors
Authors: Lu Lin , Zhou Fan , Leung Kwok 
Published: May 2011

PurposeAlthough the negative consequences of conflict in work settings have long been recognized, it is only in recent years that researchers have examined its positive effects, and the majority of this research has been conducted at the group level. This paper aims to examine the positive effects of conflict on individual work behaviors by differentiating between task and relationship conflicts, as well as the moderating influence of two contextual variables.Design/methodology/approachA survey was conducted with 166 pairs of supervisors and subordinates in China.FindingsResults supported the hypotheses that task conflict is positively related to both innovative behaviors and knowledge sharing behaviors while relationship conflict is negatively related to both individual‐directed organizational citizenship and knowledge sharing behaviors. Support for innovation and reward system for relationship‐building functioned as contextual factors to moderate the relationships between task and relationship conflicts and the workplace behaviors studied.Originality/valueThe hypotheses proposed and most of the findings are original.
A cross‐cultural comparison of intragroup conflict in The Netherlands and Brazil
Authors: Bisseling Daan , Sobral Filipe 
Published: May 2011

PurposeThe purpose of this study is to examine and compare the effects of emotional and task conflict on team performance and member satisfaction in two distinct cultures, Brazil and The Netherlands.Design/methodology/approachA survey with 366 team members and interviews with 20 team managers were conducted. To analyse data and test the proposed hypotheses, hierarchical regression analyses were used.FindingsFindings suggest that cultural differences between these two countries not only influence the way intragroup conflict is experienced, but also its impact on members' satisfaction and group performance. In Brazil, emotional and task conflict were both negatively associated with individuals' satisfaction and perceived team performance, while in The Netherlands no significant relationships were found between both types of conflict and team performance.Research limitations/implicationsSeveral limitations of this research must be recognized: the use of self‐report measures that may have some inherent social desirability bias; and the use of linear regressions to test relationships that may be non‐linear.Practical implicationsThis paper shows that managers need to focus on differentiating emotional and task conflict and find ways to seize the potential of task‐related conflicts.Originality/valueThe paper sheds light on how culture influences intragroup conflict and its impact on team outcomes, enlightening the role of cultural context in conflict research.