bluuebunny/crossref_metadata_2025_split huggingface dataset:
Does excellence have a gender?
Authors: van den Brink Marieke , Brouns Margo , Waslander Sietske 
Published: January 2007

PurposeThe purpose of this research is to show that upward mobility of female academics in regular selection procedures is evolving extremely slowly, especially in The Netherlands. This paper aims at a more profound understanding of professorial recruitment and selection procedures in relation to gender differences at Dutch universities.Design/methodology/approachThis paper explores the recruitment of university professors as a gendered process and is mainly based on the analysis of selection committee reports between 1999‐2003 from six large Dutch universities (n=682).FindingsThe research findings give a clear indication of gender differences in selection and recruitment procedures. Although not in all disciplines, the paper observes a disparity in the percentages of male and female applicants who were successful in the selection procedure. There is no confirmation of the predicted relationship with the nature of the procedure (open/closed), but there is a correlation with the number of women on the committee.Research limitations/implicationsAs it was not possible to make any pronouncements about the quality of the applicants, a strict measurement of gender bias is not possible.Practical implicationsThe results show that academic disciplines are gendered in a different way, requiring different measures at the institutional and individual levels.Originality/valueThis is the first paper on recruitment and selection procedures that takes into account disciplinary differences and factors such as the number of applicants for each professorship and the recruitment potential by gender.
Gender and academic career trajectories in Spain
Authors: Vázquez‐Cupeiro Susana , Elston Mary Ann 
Published: January 2007

PurposeThe purpose of this research is to illuminate the processes that give rise to gendered career pathways in Spanish academia, tracing how individuals might move from academic “passion” to academic “consecration” in a setting in which both visible and veiled discrimination persist. By examining academics' testimony, the paper aims to explore the production and reproduction of complex dynamics of power and gender inequalities through informal processes.Design/methodology/approachQualitative study, drawing on semi‐structured interviews with 33 academics (16 female and 17 male) working in academic departments of psychology (17) and engineering (16) in three Madrid universities.FindingsAlthough the percentage of professors in Spanish universities who are female is relatively high, compared to many European countries, this quantitative feminization does not appear to be associated with clear institutionalization of formal gender equality policies or the elimination of tacit discriminatory practices. Despite recent measures to reform the recruitment patterns in Spanish universities towards a more meritocratic model, the tradition of asistema endogámico(an “inbreeding” system) persists, under which appointments are frequently made on the basis of internal (departmental) networks. This was found to operate to the disadvantage of women in both disciplines studied.Originality/valueDespite the limitations inherent in a small‐scale study, this paper is likely to help not only to increase awareness of gender bias, but also to contribute to the reevaluation of the current university culture in Spain which, through its ostensibly gender‐neutral recruitment practices rooted in internal networks, constrains women's career opportunities.
The early employment influences of sales representatives on the development of organizational commitment
Authors: Liu Chu‐Mei 
Published: January 2007

PurposeThis paper aims to assess the status of the organizational commitment construct and introduce a new way of looking at organizational commitment – especially in early stages of employment, wherein the target company seems to be having problems.Design/methodology/approachChange in organizational commitment is measured at two points in the early employment of new salespersons in order to isolate the effects of early employment exposure of the medical representatives, a period of 18‐month when attrition of new employees is high.FindingsTraining satisfaction and perceived reward equity were the only antecedent factors that showed significant positive relationship with organizational commitment. Manager commitment showed positive contribution, the relationship was not significant. All the three antecedents significantly contributed to organizational commitment. The strongest contributor was manager commitment.Research limitations/implicationsThe sample time frame is limited to two data points. Additional research is needed to determine whether these variables have similar influence in other organizations or whether other antecedent variables can be identified.Practical implicationsCompany management must pay more attention to early employment experiences. New salespersons need the training to feel competent and able to meet company mandated and/or personal objectives. Salespeople have primary contact to the organization via their immediate sales manager and need to feel like they are fairly rewarded for their efforts. Commitment to the organization partly due to a commitment to the area manager. It is important to build strong relations at the area manager level.Originality/valueThis effort is a by‐product of a research activity on the effectiveness a pharmaceutical company's training program for newly hired sales representatives.
Regulation in Australian hotels: is there a lesson for the UK?
Authors: Knox Angie , Nickson Dennis 
Published: January 2007

PurposeThe purpose of the paper is to compare employment relations in the hotel industry in Australia and the UK. Australian industry employment is regulated by the state and union recognition is enshrined. A substantial proportion of Australian hotel employers engage directly in firm‐level bargaining with trade unions, with unionisation rates across the industry far higher than in the UK. The analysis focuses on employment strategies emphasising numerical/temporal and functional flexibility since efforts to enhance workplace flexibility underpin employment regulation in Australia.Design/methodology/approachThe paper draws on interviews conducted in 13 exclusive, luxury hotels in Australia. Interviewees consisted of HR and departmental managers, employees across all hotel departments and relevant union officials.FindingsLabour utilisation practices in Australian luxury hotels reflect relatively sophisticated and systematic endeavours on the part of employers. The specific content and effect of these strategies varies in accordance with hotels' bargaining arrangements. Whilst employee relations outcomes were not entirely without problems in Australian luxury hotels, they do signify that regulation and trade union recognition can produce substantial benefits for employers and employees.Research limitations/implicationsRecognition of potentially positive employment relations outcomes in Australia points to the need for further research in the UK to reassess employers' attitudes to trade unions in a changing employment relations landscape.Originality/valueThe paper offers a comparison between Australia and the UK in an area that is still relatively under‐researched.
Psychological contract assessment after a major organizational change
Authors: Bellou Victoria 
Published: January 2007

PurposeThis study aims to identify specific changes in the content of the psychological contract during mergers and acquisitions (M&As), looking into both the “previous” and the “current” psychological contract.Design/methodology/approachA total of 255 non‐managerial employees who had recently gone through a MorA, participated in the study. They were asked to evaluate both their previous psychological contract (prior to the MorA) and their current psychological contract (after the MorA). Paired t‐tests provided support for the propositions stated.FindingsStatistical analysis revealed that employee perceptions of both organizational obligations and contributions change after a MorA. Furthermore, employees with limited coping with changes ability are more likely to consider that their contract has changed after a MorA.Research limitations/implicationsThe cross‐sectional character of this study may have increased common method bias. Still, no other option existed in this organizational setting.Practical implicationsThese findings suggest that major organizational changes, such as MorA significantly impact on individuals' view of their employment relationship. In fact, employees that feel confident in handling organizational changes are more prone to believe that their psychological contract has replaced by a new, subordinate one. Consequently, it is important that organizational agents shield employees against M&As negative impact by fostering coping with changes ability.Originality/valueThe paper offers insights into psychological contracts after a major organizational change.
Grievance management and its links to workplace justice
Authors: Nurse Lawrence , Devonish Dwayne 
Published: January 2007

PurposeThe purpose of this paper is to explore the influence of workers' demographic characteristics on their perceptions of procedural justice from grievance management. A related aim is to determine whether procedural justice perceptions have an impact on perceptions of distributive justice.Design/methodology/approachThe study is based on a survey of 660 employees across the public and private sectors. Perceptions were measured with the use of a dichotomous scale, and logistic regression analysis was applied to test the relationships between the dependent and independent variables.FindingsExcept for education, demographic characteristics made no significant difference to workers' perceptions of procedural justice afforded by grievance procedures. Perceptions of procedural justice, however, had an impact on perceived distributive justice.Research limitations/implicationsThe use of dichotomous response sets prevented the use of factor analysis. Logistic regression analysis compensated for the inability to use ANOVA. Further research is needed to explain why education moreso that any other demographic characteristic would influence procedural justice perceptions of grievance management. Research is also required to isolate the effects of justice perceptions on satisfaction with the trade union and organizational citizenship behaviours.Practical implicationsFailure to pay careful attention to procedural justice can create problems for managers, workers and unions.Originality/valueThis paper highlights the need to pay due attention to procedural justice. It continues a line of inquiry on workplace justice that has only recently been initiated in Barbados.
Solidarity through networks
Authors: Koster Ferry , Stokman Frans , Hodson Randy , Sanders Karin 
Published: January 2007

PurposeThe aim of this paper is to investigate the effects of task and informal networks and their interaction on cooperative types of employee behaviour.Design/methodology/approachTwo studies are used to examine the research question. The first dataset consists of book‐length ethnographies providing information at the team level. The second dataset is gathered through a survey across ten different organisations and provides information at the employee level. Both datasets are analysed using OLS regression.FindingsCooperative behaviour is positively affected by task and informal interdependence relationships. However, when employees have task and informal interdependence relationships with co‐workers, they may show less cooperative behaviour.Research limitations/implicationsA major limitation of this study is that it was not possible to include information about the structure of the networks in which the employees are embedded. The study provides evidence for the existence of exchange relationships between the employee and the team. Besides that, the study shows the importance of including formal and informal networks to study cooperative behaviour of employees.Practical implicationsThe findings provide practical information about how to manage cooperation within teams. Cooperative relationships can be created by either creating task or informal interdependence. Besides that, managers should strike a balance between task and informal interdependence.Originality/valueExisting research tends to focus on the effects of one type of network on behaviour. This research shows that different networks may affect employee behaviour at the same time.
The incidence and impact of flexible working arrangements in smaller businesses
Authors: Maxwell Gill , Rankine Laura , Bell Sheena , MacVicar Anna 
Published: January 2007

PurposeThe aim of this article is to investigate the incidence and impact of FWAs in smaller businesses in Scotland, as an integral part of a recent European Social Fund project. From theoretical perspectives it discusses the influences on, and impacts of, flexible working arrangements. The focus is then placed on the smaller business sector as regards its distinctive features and flexible working arrangements.Design/methodology/approachThe papers presents the findings from empirical work comprising a large‐scale survey of, and series of interviews with, owner‐managers of smaller businesses in Scotland.FindingsPart‐time work, time off in lieu, staggered working hours and shift swapping are the main types of flexible work in smaller businesses. In many incidences flexible working arrangements are requested by employees, operated informally, and centred on the business needs. There is significant scope for greater uptake of flexible working arrangements in smaller businesses, especially in services sector businesses. Positive impacts of flexible work arrangements in recruitment and retention, enhanced employee relations, commitment and loyalty are found, together with disadvantages of operational problems and administrative burdens. It is proposed that the gap between the potential for, and current practice in, flexible working arrangements may be narrowed by targeting information and guidance on such arrangements specifically to the owner‐managers of smaller businesses.Originality/valueThe literature on flexible working mainly concentrates on large organisations. With the growing economic importance and distinguishing features of the smaller business sector in the UK, there is a need to focus as much on this sector as large organisations.
Exploring the potential of high performance work systems in SMEs
Authors: Drummond Ian , Stone Ian 
Published: January 2007

PurposeAims to explore aspects of employee relations in firms included withinThe Sunday Timeslist of the UK's “Best Small Companies to Work For”, focusing in particular on the use of high performance work systems (HPWS), and the way they impact upon performance in these businesses.Design/methodology/approachThe research is based upon a postal survey supplemented by detailed face‐to‐face interviews with CEOs in 60 per cent of the ranked firms.FindingsThe SMEs studied are found to be highly successful in terms of sales and employment growth. Our analysis suggests that the common explanation for enhanced business performance in terms of HPWS (coherent bundles of human resource management practices that function synergistically and thus have more effect than might be expected from the sum of the parts) is a valid but partial. The bundles employed in these businesses are synergetic, but the enhanced outcomes produced need to be understood in terms of the system as a whole, not just the more concrete practices that are normally considered.Research implications/limitationsWhile there is a need to explore further some of the findings through larger scale qualitative research, we contend that the deeper understanding of HPWS emerging from this approach is important to the formation of effective policy in relation to the small business sector.Originality/valueIt is suggested that the cultures, values and norms established within the businesses are necessarily part of the system and that they play a fundamental role in shaping, empowering and reproducing the practices used.
Strategies for university academic information and service delivery
Authors: Wainwright Eric J. 
Published: January 2007

PurposeTo review issues affecting the current development of university academic information and learning services, and to suggest strategies through which benefits for students and staff might be optimised.Design/methodology/approachRecent literature on university services is reviewed in conjunction with the author's considerable experience in Australian university and research libraries.FindingsConcludes that advances in technology impacting on information services delivery, changes to university pedagogies, and recent research relating to the impact of university spatial design on learning all suggest that universities need to review their overall strategies for the effective delivery of information support for teaching, learning and research.Practical implicationsUniversity support services planners, and in particular those responsible for university library and information services, need to take a broader view of developments impacting on student learning and information support for research.Originality/valueThis paper brings together a wider variety of recent discussions in a format convenient for those faced with the design and management of university academic information and learning support services.
Exploring the services provided by CALIS: meeting the needs of member libraries
Authors: Xiaoxia Yao , Ling Chen 
Published: January 2007

PurposeThe purpose of this article is to summarize the different kinds of services China Academic Library and Information System (CALIS) developed and provided, in order to promote the general, detailed and specific levels of assistance to member libraries and other information institutions.Design/methodology/approachThis paper focuses on six kinds of services to meet the needs of CALIS members, including “cooperated database purchasing”, “union catalog”, “interlibrary loan and document delivery”, “virtual reference”, “digital library model designing” and “training” services.FindingsThe statistics show that these services definitely facilitate resource sharing among libraries. On the other hand, more efforts should be made to make these services go from strength to strength.Research limitations/implicationsAlthough many attempts have been made, CALIS is still faced with the challenge to develop and provide services to a higher level.Practical implicationsWith the passage of time, the services provided attracted much attention. More and more academic libraries participated in CALIS. By now, CALIS is extending its services to more than 700 Chinese universities.Originality/valueThe insight into its services improves the understanding of the role CALIS played in China. At the same time, experiences and benefits obtained may be used as a demonstration for other consortia.
Managing library processes: collecting data and providing tailored services to end‐users
Authors: Juntunen Arja , Ovaska Tuulevi , Saarti Jarmo , Salmi Liisa 
Published: January 2007

PurposeTo present the process of creating the quality management system of the Kuopio University Library (Finland) and its auditing.Design/methodology/approachCase study of the Library's quality management system's building process, with some survey‐based material.FindingsThe European Union has decided that some kind of quality management system should be established in its higher education institutions. This sets new challenges for the university libraries. The paper presents the fact that quality management can be used as a tool for leadership within the Library, improving the Library's processes and marketing the Library within the University.Research limitations/implicationsThe paper is based on conditions in Finland.Practical implicationsThe paper gives an example of what implications national and international higher‐education policies have on a university library.Originality/valueThe paper provides a model for quality management and quality system documentation.
Continuing professional development and workplace learning 13
Authors: Smith Ian 
Published: January 2007

PurposeThis paper's purpose is to examine the nature of resistance to organisational change – why and how it occurs and the importance of effective response.Design/methodology/approachThe paper argues that change resistance may in some circumstances be a hindrance and an obstacle to achieving effective organisational change.FindingsThe paper reveals that, if understood and dealt with effectively, change resistance may also form a constructive part of the process of organisational change management. The importance of a clear understanding of the reasons underlying change resistance and appropriate and effective responses is emphasised.Originality/valueThis paper provides useful information for those wishing to implement organisational change.
Decentralization as a management strategy in university libraries in South Eastern Nigeria
Authors: Iwe J.I. 
Published: January 2007

PurposeThe purpose of this article is to explore decentralization as a management strategy in university library administration using University Libraries of Calabar, Uyo and Cross River State University as case studies. It examines how effective the different levels of decentralization in a large establishment such as a university library can stabilize the management system and create cohesion, and harmony in spite of problems of communication, coordination and control.Design/methodology/approachThese objectives are achieved through the descriptive survey methodology investigating the implications of a decentralized system of administration in a university library using the instrument of questionnaire.FindingsThe finding is that decentralization could make for efficient management in a large establishment such as a university library especially if enhanced by the new technologies.Research limitations/implicationsFor further research, this paper suggests investigation into the implications of the assertion that no organization is totally centralized or totally decentralized.Practical implicationsThe practical implication of this paper is the fact that there are both centralized and decentralized systems of functions, services and administration in most university libraries. Where a library is totally decentralized, the high executive has no more responsibilities and the library may collapse. Where it is totally centralized, subordinates are alienated and are remote from activities.Originality/valueProvides the rather paradoxical vision of the internet as a centralized approach towards the enhancement of a decentralized system of administration.