bluuebunny/crossref_metadata_2025_split huggingface dataset:
Adaptation and maladaptation: factors that influence the resilience of four Alaskan fisheries governed by durable entitlements
Authors: Criddle Keith R. 
Published: June 2012

Abstract
Criddle, K. R. 2012. Adaptation and maladaptation: factors that influence the resilience of four Alaskan fisheries governed by durable entitlements. – ICES Journal of Marine Science, 69: . Sustainability of fisheries and fishery-dependent communities depends largely on the intrinsic characteristics of social, economic, and legal systems that determine who is allowed to fish and how fishing takes place. That is, fisheries sustainability is not a biological problem, it is a social problem. Social factors that contribute to or detract from sustainability are illustrated in four Alaskan fisheries as they have evolved over time. Each fishery has come to be managed under durable entitlements (DEs) in terms of their participation. DE programmes, such as limited entry permits and individual or community fishing quotas, can increase profitability and help fishers adapt to modest adverse changes in stock abundance, ex-vessel prices, or input costs, but the design characteristics of some DE programmes makes them vulnerable to larger perturbations. Moreover, although DE programmes increase choice and therefore resilience from the perspective of individuals, they can increase or decrease the resilience of fishery-dependent communities.
Xyloglucan Xylosyltransferases XXT1, XXT2, and XXT5 and the Glucan Synthase CSLC4 Form Golgi-Localized Multiprotein Complexes
Authors: Chou Yi-Hsiang , Pogorelko Gennady , Zabotina Olga A. 
Published: June 2012

Abstract
Xyloglucan is the major hemicellulosic polysaccharide in the primary cell walls of most vascular dicotyledonous plants and has important structural and physiological functions in plant growth and development. In Arabidopsis (Arabidopsis thaliana), the 1,4-β-glucan synthase, Cellulose Synthase-Like C4 (CSLC4), and three xylosyltransferases, XXT1, XXT2, and XXT5, act in the Golgi to form the xylosylated glucan backbone during xyloglucan biosynthesis. However, the functional organization of these enzymes in the Golgi membrane is currently unknown. In this study, we used bimolecular fluorescence complementation and in vitro pull-down assays to investigate the supramolecular organization of the CSLC4, XXT1, XXT2, and XXT5 proteins in Arabidopsis protoplasts. Quantification of bimolecular fluorescence complementation fluorescence by flow cytometry allowed us to perform competition assays that demonstrated the high probability of protein-protein complex formation in vivo and revealed differences in the abilities of these proteins to form multiprotein complexes. Results of in vitro pull-down assays using recombinant proteins confirmed that the physical interactions among XXTs occur through their catalytic domains. Additionally, coimmunoprecipitation of XXT2YFP and XXT5HA proteins from Arabidopsis protoplasts indicated that while the formation of the XXT2-XXT2 homocomplex involves disulfide bonds, the formation of the XXT2-XXT5 heterocomplex does not involve covalent interactions. The combined data allow us to propose that the proteins involved in xyloglucan biosynthesis function in a multiprotein complex composed of at least two homocomplexes, CSLC4-CSLC4 and XXT2-XXT2, and three heterocomplexes, XXT2-XXT5, XXT1-XXT2, and XXT5-CSLC4.
Affirming entrepreneurial education: learning, employability and personal development
Authors: Crayford Judith , Fearon Colm , McLaughlin Heather , van Vuuren Wim 
Published: June 2012

PurposeThis article aims to discuss the changing role of entrepreneurial education for promoting personal development, learning and employability skills.Design/methodology/approachThe authors review key literature and policy from the EU, in conjunction with recent UK initiatives and organisations that are urging greater action to develop the skills and entrepreneurial mind‐set necessary for the graduates of tomorrow.FindingsThere is a sense of urgency and change in mainstream higher education (HE) to promote and embed greater entrepreneurial and workplace skills among graduates. Students are expected to demonstrate greater employability skills and signs of the entrepreneurial mind‐set that will help organisations innovate and succeed.Originality/valueThe article clearly makes the link between the need for personal development, employability skills and attributes of an entrepreneurial mind‐set among graduates for the post 2011 workplace.
Towards more effective training programmes: a study of trainer attributes
Authors: Ghosh Piyali , Satyawadi Rachita , Prasad Joshi Jagdamba , Ranjan Rashmi , Singh Priya 
Published: June 2012

PurposeThe paper aims to ascertain the predictors of training effectiveness with special reference to the characteristics of trainers.Design/methodology/approachCharacteristics of trainers as obtained from the extant literature served as seven independent variables to predict training effectiveness, measured in terms of trainee satisfaction with the training programme. Data were collected by administering a structured questionnaire on employees selected through simple random sampling. A total of 80 responses were obtained and subjected to multiple regression analysis.FindingsOf the seven independent variables, only two, namely trainer's comfort level with the subject matter and trainer's rapport with trainees, were found to be the significant predictors of trainee satisfaction. Hence, the hypothesis that all seven independent variables are significant predictors of trainee satisfaction was partially proved.Originality/valueTraining programmes should be designed keeping in mind the knowledge level of trainers and their interpersonal skills. The paper suggests some measures that a trainer may adopt for a better learning experience of the participants.
Workplace bullying: consequences, causes and controls (part one)
Authors: Appelbaum Steven H. , Semerjian Gary , Mohan Krishan 
Published: June 2012

PurposeThe aim is to examine what is workplace bullying and its consequences, causes and as well as to offer managers control systems on how to counter, reduce or eliminate it as the scale of bullying in the workplace is quite alarming. It is estimated that 1.7 million Americans and 11 percent of British workers experienced bullying at work in the last six months. Until now the topic has many problems identified but limited solutions. This article attempts to close that gap.Design/methodology/approachThe two part article begins with a review of definitions and descriptions of workplace bullying. Next, an exploratory look at the consequences of workplace bullying is presented and demonstrates its impact on victims and organizations. Moreover, a summary of potential sources is exposed ranging from personality traits to organizational constructs. Finally, the article approaches three organizational strategies that have been proven to act as control systems towards workplace bullying.FindingsIt was found that transformational and ethical leadership are both very effective tools for managers to counter workplace bullying and that the instauration of an ethical climate in the workplace appears to be the most effective in avoiding workplace bullying from forming.Research limitations/implicationsThe article does not compare the control systems against one another and does not explore the effectiveness of bullying predictors.Originality/valueThe article offers a comprehensive approach in understanding workplace bullying, its causes and its consequences. As well, it offers tools to managers on control systems designed to counter it. The topic is quite new in the literature and very relevant in terms of incidents that are repeated in the popular press but limited in terms of research articles.
An integrated model of training effectiveness and satisfaction with employee development interventions
Authors: Fawad Latif Khawaja 
Published: June 2012

PurposeThe purpose of the study is to develop a framework to evaluate employee satisfaction with the training program by capturing its key indicators.Design/methodology/approachAn instrument was devised through an extensive literature review. Data from the respondents were subjected to analysis using the statistical software SPSS.FindingsFour subscales were found to have a significant contribution towards establishment of an effective training program.Practical implicationsThe study identified potential enablers of a successful training program. The research highlighted the needs of business to concentrate on building employee capacity and focusing on employee development to attain job satisfaction.Originality/valueWhere much of the research is focused on training effects, little research had been focused on development of an integrated scale for the measurement of training effectiveness. The study fills this gap and also undertakes the formulation of a scale measuring satisfaction with employee development interventions.
Evaluation of factors affecting training transfer on safety in the workplace: a case study in a big factory in Greece
Authors: Brinia Vasiliki , Efstathiou Maria 
Published: June 2012

PurposeThis paper aims to present research undertaken in the biggest factory in Greece (Aluminium of Greece SA), pertaining to the transfer of training on safety in the workplace.Design/methodology/approachSeveral factors (thought to affect training transfer) were measured, in order to assess whether there were favourable conditions for training transfer to happen within the specific workplace. In total, 134 questionnaires were distributed to “first line” workers of the factory, of which 88 were returned completed and processed. Subsequently, five interviews were held with their supervisors; in that respect, triangulation of data was achieved.FindingsAll factors examined here (e.g. trainee motivation, career goals, commitment, training design, working climate) were sufficiently developed within the specific workplace.Research limitations/implicationsThis research is a case study. It has some limitations, which include its time and cost constraints and the research was also based on a specific factory.Originality/valueThere has been little research in Greece on training transfer. The present research is based on an industrial setting (factory) where health and safety issues are of paramount importance.
Developing coaching culture: are your coaching relationships healthy?
Authors: McComb Christiaan 
Published: June 2012

PurposeThe paper's aim is to assist OD managers in the design and implementation of a coaching culture in their organization.Design/methodology/approachThis is a conceptual/discussion paper, which draws on real world examples and is supported by the coaching literature.FindingsOD managers must consider a range of factors when designing and implementing a coaching culture including: the motivation of a leader to coach; the health of internal coaching relationships; and role modeling.Originality/valueThere is little in the coaching literature that explores or provides practical insight into the design and implementation of coaching cultures. In particular, this paper provides insight into the motivational dimensions of establishing a coaching culture, and provides practical examples of how it applies in practice.
Investigating the perceptions of Iranian employees on teleworking
Authors: Valmohammadi Changiz 
Published: June 2012

PurposeThe main purpose of this study is to explore the perception of Iranian sample managers and employees from state‐owned organizations on benefits, barriers, and desire to telecommute based on the context of Iran using descriptive analysis.Design/methodology/approachTo address the research questions, a survey‐based empirical study was carried out in a representative sample of 28 public organizations from various state‐owned organizations in Iran. The 190 responses received were analyzed descriptively and the results presented.FindingsThe results show that 88 percent of the respondents perceive the importance of benefits of teleworking. At the same time, due to barriers and difficulties such as poor IT infrastructure which was ranked by respondents as the main barrier and the fear of losing social interaction, about 50 percent of respondents desire to telecommute. Also based on cultural factors of the country the study revealed that women want to telecommute more than men.Research limitations/implicationsThis study is limited to the capital of Iran. Hence the findings and conclusions drawn from this research are representative of the Iranian context only. So caution needs to be exercised in generalizing the results.Practical implicationsFor successful implementation of a teleworking policy, the Iranian government should provide and improve necessary IT infrastructures including high speed internet which is the main tool for successful implementation of a teleworking program and it should provide the necessary training both for managers and employees.Originality/valueAs teleworking is quite a new phenomenon in Iran this study has the potential to enhance the understanding of teleworking initiatives, benefits and barriers among researchers and practitioners in the context of Iran. Also policymakers of the country could take advantage of the findings of this study towards a successful implementation of teleworking.
Talent and time together
Authors: Harris Christopher M. , McMahan Gary C. , Wright Patrick M. 
Published: June 2012

PurposeThis study aims to directly examine the relationships between various aspects of human capital and relationship stability (overlapping tenure) and team performance. Additionally, this study aims to contribute to strategic human resource management and human capital research by placing an emphasis on human resources (i.e. people) and their influence on performance.Design/methodology/approachThe direct and interaction effects of human capital and overlapping tenure on performance are examined with a sample of 230 National Collegiate Athletic Association (NCAA) men's basketball teams in the 2006‐2007 season. A third party measure of basketball players' human capital is aggregated to the team level to examine its relationship with team performance. Additionally, the human capital of the head coach of each team and its relationship with team performance is examined. Relationship stability is assessed by measuring overlapping tenure, which is defined as the amount of time individuals have worked together towards a common performance outcome. Team level overlapping tenure among players and the overlapping tenure between players and their head coach are measured and their relationships with team performance are tested. Finally, the interaction effect of players' human capital and players' overlapping tenure on team performance is examined. Hierarchical regression is used to test each hypothesis.FindingsThe results find a positive relationship between both players' and coaches' human capital and performance. Also, players' overlapping tenure is positively related to performance. Lastly, the interaction between players' human capital and players' overlapping tenure is not significantly related to performance.Originality/valueThere has been a growing interest in human resources (i.e. people) as a source of competitive advantage. This study employs a unique sample of NCAA men's basketball teams to theoretically develop and empirically test relationships among human capital, overlapping tenure, and performance. Different from previous studies, an objective, third party measure of human capital and measurements of overlapping tenure are utilized and their direct and interaction effects on team performance are examined. The results of this study point to the importance of acquiring and retaining high levels of human capital.
Work‐based competences and careers prospects: a study of Spanish employees
Authors: Urtasun Ainhoa , Núñez Imanol 
Published: June 2012

PurposeThis paper aims to identify the work‐based competences associated with better career prospects in the Spanish labour market.Design/methodology/approachThe relationship between employee‐based competencies and employment prospects is investigated through the lens of the competence‐based approach. The partial least squares (PLS) methodology is applied on a sample of over 5,000 Spanish employees.FindingsThe analysis establishes that skill, motivation, participation in decision‐making and the performance of non‐routine and complex tasks are associated with more favourable career prospects. Finally, it has also been found that human capital dimensions valued by firms vary with occupation, as clear differences have been observed between white‐ and blue‐collar occupations. In particular, social skills and motivation appear to be more relevant for blue‐collar workers than for white‐collar workers.Originality/valueFor the first time, this paper analyses employees' career prospects using work‐based competences as predictors. Additionally, the analysis is based within a very uncertain labour market, Spain, where high unemployment and an extensive use of temporary contracts seriously hinder workers' career prospects.
From anxiety to assurance: concerns and outcomes of telework
Authors: Maruyama Takao , Tietze Susanne 
Published: June 2012

PurposeThis paper aims to compare pre‐telework anxieties, expectations and motivators reported by 394 teleworkers with their corresponding actual experiences of telework.Design/methodology/approachBased on an organizational survey, 394 samples were generated who had been teleworking for less than 12 months at the time of the survey. By usingχ2tests, comparisons were made between pre‐telework expectations and post‐telework outcomes reported by teleworkers with different characteristics such as gender, job type, the presence of dependent children, and working hours spent at home.FindingsThe study found that prior to adopting telework sampled teleworkers tended to underestimate positive and overestimate negative experience of telework. It further demonstrated some statistically significant differences in pre‐telework expectations and post‐telework outcomes reported by different groups of teleworkers. For example, female teleworkers were more likely to report that telework made it easier to cope with caring responsibilities. Sales and marketing teleworkers were more likely to report reduced visibility and career development.Practical implicationsImplementing and maintaining successful telework schemes requires managers to take heed of the emotional aspects that accompany the use of such flexible work arrangements. Furthermore, career implications and the development of appropriate support structures for teleworkers need to be taken into account.Originality/valueThe contribution of this paper lies in the comparative approach between pre‐telework expectations and post‐telework outcomes. It compares different social and occupational groups.
Regulatory change and work‐life integration in France and the UK
Authors: Sanséau Pierre‐Yves , Smith Mark 
Published: June 2012

PurposeIn this paper the authors aim to consider the impact of regulatory changes on work‐life integration outcomes. Using the cases of France and the UK they seek to explore changes in objective and subjective measures of work‐family conflict.Design/methodology/approachThe authors use data from the European Foundation's European Working Conditions Survey (EWCS) to analyse trends in employees' working time and work‐life integration outcomes.FindingsThe authors observe an increase in reported satisfaction with work‐life integration in the UK in contrast to a slight fall in France. The authors also find a reinforcement of the working time norms in France and something of a tentative re‐emergence in the UK. However, against these trends evidence is also found of an enhanced flexibility in the scheduling of hours in both countries with French employees more at risk of changeable schedules.Practical implicationsDownward trends in working time do not necessarily translate into satisfaction with work‐life integration and may create their own tensions and conflicts for employees where there is reduced autonomy. While regulatory change may help shape the working time experiences of employees, the underlying tension between employee and employer‐friendly flexibility highlights the challenges for working time regulation and work‐life integration in different societal contexts.Originality/valueThe paper makes a contribution to the analysis of work‐life integration outcomes by examining both objective and subjective measures using comparable data. The authors underline the need to contextualise the regulation and experiences of work‐life integration in different societal settings.
Social networks and power in organizations
Authors: Cenk Sozen H. 
Published: June 2012

PurposeSocial network theory can help management scholars to understand how the pattern of social ties between employees can lead to unpredictable consequences. Sometimes people occupying lower positions in organizations, like junior‐level secretaries, can be quite powerful and effective. Such consequences appear to be related to their status in the social networks they operate. The aim of this paper is to determine the level of the relationship between the network status and power of junior‐level office secretaries.Design/methodology/approachTwo different methodological approaches were used to test the basic claims of this study. First, social network analysis was applied to network data gathered from 80 employees working in six academic departments and four administrative units, and then qualitative research techniques were used to explain the findings of the study. Interviews were carried out with 35 academicians.FindingsThe findings suggest that the secretaries have strong positions in terms of brokerage and network centrality. The results of interviews indicate that they use their social connections between academic and administrative departments to create various kinds of dependencies.Practical implicationsThis research shows that secretaries may have high power potential in organizations, and those who are aware of their strong positions in a social network can use this for their self‐interests.Originality/valueSocial network theory and methodology have never been used to determine and explain the critical role of secretaries in organizations in the management literature. This study may give management scholars further ideas to explain how some organizational positions can provide advantage to the focal actors to construct social ties in organizations.