bluuebunny/crossref_metadata_2025_split huggingface dataset:
Digital library futures: a UK HE and FE perspective
Authors: Baker David 
Published: July 2006

PurposeThe aim of this article is to review the future of digital library development over the next three to five years. The article is written from a UK viewpoint, and with special reference to higher and further education. Unattributed quotations in the text of this article are taken directly from respondents to the survey or contributors to the Blue Skies event. The article aims to build on two previous articles in Interlending & Document Supply.Design/methodology/approachThe research was undertaken for the Joint Information Systems Committee (JISC) as part of a route‐mapping exercise relating to digital library resources and services in higher and further education (referred to jointly as tertiary education (TE)). The route map was formulated on the basis of: a survey, using the “Delphi” approach, of higher and further education libraries in the UK; a major “blue skies” event held in May 2005 at the University of Essex and attended by senior stakeholders from the academic library community; iteration with JISC committees and officers.FindingsThe key aspects of current and future environments are analysed and a possible future state‐of‐the‐art in library provision given. A number of areas are considered: key strategic drivers; scholarly communication: the need for quality assurance; users and their requirements; systems and services; “the library” and its future in an e‐world; economics; technology and the likely impact of the latest technological developments and fashions.Practical implicationsThe Routemap will be used to help JISC and the UK TE library community to plan the next three to five years of development in the field of digital libraries.Originality/valueThis article provides a summary of both digital library work to date and the views of key stakeholders in the field; it presents a coherent vision of a future state‐of‐the‐art in the field and a practical set of steps as to how this can be achieved.
ILL, a dying breed or a new brand? The experience of Edinburgh University
Authors: Lobban Marjory 
Published: July 2006

PurposeThe purpose of this article is to examine the trend of interlibrary loans (ILLs) through the experiences of Edinburgh University Library (EUL). A preliminary study aims to consider how the purchase of one e‐journal package impacted on the number of ILL requests processed.Design/methodology/approachThe article describes the experience of EUL.FindingsThe article finds that total ILLs, both returnables and non‐returnables, rose to a peak in 1998 and have declined significantly since then. Full desk‐top delivery has not yet been achieved, but this is in the forefront of the library's strategy.Originality/valueThe paper gives a detailed insight into the impact of e‐journals and other factors on the use of the document supply service for both returnables and non‐returnables in a large UK university.
An easy‐to‐implement differential evolution approach for multi‐objective optimizations
Authors: Fan Hui‐Yuan , Lampinen Jouni , Levy Yeshayahou 
Published: July 2006

PurposeTo present and validate a new differential evolution (DE) method for multi‐objective optimization method.Design/methodology/approachA new selection scheme was designed to replace the existing one in DE to enable DE applicable to either single objective or multi‐objective optimizations.FindingsThe new method was validated with three simple multi‐objective optimization problems. The simulation results show that the approach is capable of generating an approximated Pareto‐front for each selected problem. The new DE method was used to optimize a prototype air mixer subject to two objective functions to be minimized. The results demonstrate that the new DE approach can handle this practical multi‐objective problem successfully.Originality/valueThe new method is an easy‐to‐implement evolutionary method and has the potential for application for any complicated engineering optimizations.
The convergence variability of parallel iterative solvers
Authors: Smith Ian M. , Margetts Lee 
Published: July 2006

PurposeTo investigate the cause of a well‐known phenomenon associated with a range of parallel iterative solvers – the variability in the number of iterations required to achieve convergence.Design/methodology/approachThe conclusions are based on extensive experiments undertaken using parallel computers. Recently published works are also used to provide additional examples of variability in iteration count.FindingsThe variability of iteration counts experienced by parallelised, element‐by‐element iterative solvers is caused by numerical precision and roundoff.Research limitations/implicationsA theoretical examination of the phenomenon may bring to light a methodology in which the iteration count could be limited to the lower end of the variable range – thus reducing solution times.Practical implicationsThe authors believe that the variability in iteration count described for element‐by‐element methods presents no real difficulty to the engineering analyst.Originality/valueThe paper gives a detailed account of the phenomenon and is useful both to developers of parallel iterative solvers and to the analysts that use them in practice.
Understanding the quality of relationships in consumer services
Authors: Wong Amy , Sohal Amrik S. 
Published: July 2006

PurposeThe purpose of this study is to examine consumer perceptions of their shopping experience in a retail environment.Design/methodology/approachBased on the literature, a model of relationship strength is developed and empirically tested with a sample of consumers in a chain departmental store setting in Victoria, Australia. The model investigates the effect of service quality, trust, and commitment on relationship strength. The model then seeks to explore the impact of relationship strength on attitudinal outcomes such as relationship quality and behavioral outcomes such as customer loyalty. Interrelationships among these variables are also considered. The data are analysed using LISREL VIII as the proposed research model consists of a simultaneous system of equations having latent constructs and multiple indicators.FindingsOverall, the findings were consistent with hypotheses from the marketing/management literature. Empirical support is provided for the relationship between service quality and trust.Research limitations/implicationsAlthough this study found significant relationships between the constructs in the research model, it should be taken into account that the levels of variance explained are relatively modest given the large sample size. In addition, the relationship strength model was tested using a cross sectional design making casual assessments difficult.Originality/valueThe research findings could be generalized to services that share some common characteristics with regard to the nature of customer relationships in the retail industry, for example, banking, accounting, and insurance services.
A study on applying FMEA to improving ERP introduction
Authors: Yang Ching‐Chow , Lin Wen‐Tsaan , Lin Ming‐Yi , Huang Jui‐Tang 
Published: July 2006

PurposeFacing the competition pressure of internationalization and diversification, the semiconductor industry of Taiwan has to increase the activation/utilization rate of machines, enhance flow speed and values, cut down delivery and reduce costs in an efficient way in reaction to a shortening product life cycle and the global market requirements. As a result, introduction of ERP has become a critical factor of enhancing competitiveness. The purpose of this study is establish a systematic evaluation and improvement mechanism to locate the risk priority number (RPN) of implementation items via failure mode and effects analysis (FMEA) for semiconductor related industries in Taiwan while introducing ERP.Design/methodology/approachA standardized system introduced performance matrix based on the performance evaluation matrix (PEM) will be established in accordance with the locations of severity (S), occurrence (O) and detection (D) and the three RPN indices, in the PEM. Performance levels will be assessed and the performance improvement strategy introduced by the system will be formulated. Finally, items falling within the non‐appropriate performance zone will be specified through the quality function development (QFD) method.FindingsFrom the results of the case study, the proposed systematic evaluation and improvement on the performance of introducing ERP for the semiconductor industry in Taiwan can be conducted in an efficient way.Practical implicationsAll that the management needs to do is to correspond to the positions of these RPN indices of implementation items on the performance matrix. Performance levels will be assessed and the performance improvement strategy introduced by the system will be formulated.Originality/valueThe PEM is demonstrated to be suitable to define the best countermeasure can be sought to serve as a reference for the semiconductor related industries in Taiwan to introduce ERP.
The moderating role of individual‐difference variables in compensation research
Authors: Pappas James M. , Flaherty Karen E. 
Published: July 2006

PurposeTo examine the influence of company‐imposed reward systems on the motivation levels of salespeople.Design/methodology/approachData were collected from 214 business‐to‐business salespeople. In order to assure the adequacy of the survey instrument, several salespeople were recruited to “pretest” the questionnaire. To test the potential moderating influence of career stage on pay mix and valence, expectancy, and instrumentality estimates, a split‐group analysis was performed. To test the moderating hypotheses for risk, we used two‐step regression models in which the dependent measures (i.e. valence, expectancy, and instrumentality) were first regressed on the predictor variables as main effects, and then regressed on the multiplicative interaction term along with the main effects.FindingsSupport was found for many of the hypotheses. In particular, individual‐level variables such as career stage and risk preferences moderate the relationship between pay mix and valence for the reward, expectancy perceptions, and instrumentality perceptions.Practical implicationsManagers must acknowledge that certain salespeople respond positively to fixed salary plans while others respond positively to incentive. In the past, managers might have relied on the salesperson to select the appropriate job for them. Salespeople are not “weeding” themselves out during the recruitment process. As a result, greater importance must be placed on human resource and sales managers during the time of recruitment.Originality/valueThere already exists a robust stream of literature on person‐organization fit that suggests that employees prefer to work for companies that are compatible with their personalities. There is an increasing amount of work in multi‐level research that suggests bridging the macro (organizational) and micro (individual) perspectives will enable researchers to make linkages between research streams that are commonly viewed as unconnected.
Work‐family interference, emotional labor and burnout
Authors: Montgomery Anthony J. , Panagopolou Efharis , de Wildt Martijn , Meenks Ellis 
Published: July 2006

PurposeThe purpose of the current study is to examine the relationship between emotional display rules/job focused labor, work‐family interference (WFI) and burnout among a sample of workers in a Dutch governmental organization.Design/methodology/approachThe research is a cross‐sectional study of 174 workers from a Dutch governmental organization.FindingsEmotional display rules and job‐focused labor were related to burnout and psychosomatic complaints. More specifically, the need to hide negative emotions and engage in surface acting was related to negative outcomes. In addition, WFI partially mediated the relationship between the hiding of negative emotion/surface acting and burnout/psychosomatic complaints.Research limitations/implicationsThe present study is cross‐sectional and thus the postulated relationships cannot be interpreted causally.Practical implicationsIn terms of training and/or interventions, there is a need for the worksite to provide structured opportunities for employees to decompress from the emotional demanding aspects of their jobs.Originality/valueEmotional labor has been rarely examined as an antecedent of WFI. In addition, while emotional labor has been studied with individuals in the service sector, it has been rarely examined among individuals whose jobs are highly ceremonial in nature.
Health and shiftworking in an administrative environment
Authors: Ritson Neil , Charlton Mark 
Published: July 2006

PurposeThe purpose of this paper is to explore the issues in the shiftworking literature and to apply these to an administrative environment.Design/methodology/approachThe scope of the paper is the issue of health problems in shiftworkers in administrative environments. The method was to use case study organisations which had introduced shiftwork and discover from semi‐structured interviews of staff what the effects had been.FindingsGiven the choice, employees opted for shiftwork, especially women and especially for a night or evening shift; anticipated problems of absenteeism and labour turnover and low performance related to health issues were not present.Research limitations/implicationsThe design was limited to two organisations which gave access; this may have been because they were able to report positive outcomes. A broader survey may uncover negative aspects which this paper could not.Practical implicationsThe concerns over health cannot be transferred to an administrative environment. This may encourage organisations to introduce more shift patterns, given full employee involvement from the outset. Shift premia, so common elsewhere, and a concern to cost‐conscious managers were not paid.Originality/valueThe concerns over health uncovered by previous research on shiftwork are not present in administrative environments.
Status differences in employee adjustment during organizational change
Authors: Martin Angela J. , Jones Elizabeth S. , Callan Victor J. 
Published: July 2006

PurposeThe purpose of this paper is to confirm predictions that employee reports of psychological climate, appraisals of change and levels of adjustment during a change programme would be more positive for employees in higher status groups (operationalized as hierarchical level in the organization and occupational role).Design/methodology/approachTwo questionnaire studies were conducted and data were analysed using Multivariate Analysis of Variance (MANOVA). Study one examined differences among 669 public sector employees as a function of status (organizational hierarchal level). Study two examined differences among 732 hospital employees as a function of role (occupational group) and status (managerial responsibility).FindingsThe results of study one revealed that upper level staff reported more positive attitudes during change, across a range of indicators. The results of study two showed that non‐clinical staff reported more negative attitudes during change than other occupational groups. In addition, managers appraised change as more stressful than non‐managers, but felt more in control of the situation.Research limitations/implicationsA limitation of the paper is the cross sectional and self‐report nature of measurement. Future research could utilize a longitudinal design and collect alternative sources of data to indicate the constructs of interest, e.g. supervisor ratings of employee adjustment during change.Practical implicationsTogether, the results of both studies highlighted the importance of implementing change management interventions that are targeted at the sub‐group level.Originality/valueThe findings of the paper add empirical evidence to the emerging literature on group differences in adjustment during organizational change. The paper will be of interest to academics and practicing managers, particularly those concerned with the effective management of change programmes.
I need you, you need me: a model of initiated task interdependence
Authors: Taggar Simon , Haines Victor Y. 
Published: July 2006

PurposeThe purpose of this study is to address two gaps in the existing literature. The first is why some team members have peers depend on them for material, information, and support (referred to as initiated task interdependence) more so than do others, ceteris paribus. The second is the appropriateness of initiated interdependence given a team's composition.Design/methodology/approachIn an ex post facto field study, task interdependence in 267 members of 18 intact teams were examined. The teams worked on complex and inherently interdependent tasks in a high‐technology manufacturing organization.FindingsWhether team members perceived initiated task interdependence was explained by the degree to which members themselves depend on their peers (received interdependence), team members' belief in the value of teamwork, and team members' self‐efficacy for teamwork. As predicted, both collectivism and past job performance were associated with self‐efficacy for teamwork. The relationship between initiated interdependence and individual effectiveness was moderated by the team's collectivist orientation, such that team members were considered relatively effective by their peers when they were high in initiated task interdependence and when their team was composed of collectivists; or when they were low in initiated interdependence and when their team was composed of individualists.Research limitations/implicationsAlthough a one‐factor test suggests that common method bias is not an overriding concern in interpreting our findings, the possibility of common method bias inflating the associates tested cannot be rules out. Also, we cannot say with certainty that exogenous variables “caused” changes in endogenous variables.Practical implicationsStudy findings suggest ways to resolve a lack of task interdependence and the importance of team composition when considering peer performance ratings.Originality/valueThis paper offers a significant contribution to the literature on task interdependence and person‐group fit.
Predicting intention to quit in the call centre industry: does the retail model fit?
Authors: Ming Benjamin Siong Zhong , Mellor David , Moore Kathleen A. , Firth Lucy 
Published: July 2006

PurposeModels of workplace turnover are rarely assessed in contexts other than that in which they were developed. This reduces their generalizability and their usefulness in providing managers with guidance as to what they might do to reduce workers intentions to quit. The purpose of this study is to test a model derived from a study of shop floor retail salespeople in the call centre environment.Design/methodology/approachA questionnaire measuring the variables in the model was completed by 126 call centre representatives recruited from 11 call centres in Melbourne, Australia.FindingsAlthough the model was supported, the interactions among the variables differed. In particular, stressors played a bigger, albeit indirect, role in the intention to quit.Practical implicationsCall centre managers need to consider carefully the aspects of the work environment that may be stressful. If appropriately addressed, turnover may be reduced, and productivity increased.Originality/valueThis paper demonstrates that the model of turnover derived from shop floor salespeople is generally robust in the call centre setting. It provides management of call centres with some guidance as to the factors associated with turnover and areas that can be addressed to reduce it.
Predicting interference between work and home
Authors: Alexandra Beauregard T. 
Published: July 2006

PurposeTo examine the relative power of four dispositional, self‐evaluation traits (adaptive and maladaptive perfectionism, generalized self‐efficacy, and general self‐esteem) versus three situational factors (organizational time demands, potential negative career consequences, and managerial support) in predicting work interference with home (WIH) and home interference with work (HIW).Design/methodology/approachA survey was conducted among 223 UK public sector employees. Hierarchical multiple regression analysis tested main effects of personality and situational characteristics on WIH and HIW. A usefulness analysis determined whether dispositional or situational variables had greater predictive power for the two dependent variables.FindingsSignificant, negative main effects of adaptive perfectionism on HIW, and of self‐esteem on WIH. Positive relationships were found between maladaptive perfectionism and both WIH and HIW. Situational factors were also significant predictors of WHI: organizational time demands were positively associated with WIH, while managerial support had a negative relationship with WIH. Dispositional variables accounted for 15 per cent of variance in HIW, but only 4 per cent of variance in WIH.Research limitations/implicationsThe cross‐sectional design of the study does not permit firm conclusions regarding causality, and the results may be influenced by common method bias.Practical implicationsRaising awareness of the role of personality in work‐home interference may assist managers in providing more effective support to employees. The danger exists that policy‐makers will dismiss HIW as an individual responsibility due to the influence of dispositional factors.Originality/valueThis study indicates that self‐evaluation personality characteristics play a key role in predicting HIW, and are more important than traditionally investigated factors associated with the home and workplace environments.
Cultural impact on Chinese corporate disclosure – a corporate governance perspective
Authors: Qu Wen , Leung Philomena 
Published: July 2006

PurposeThe purpose of this preliminary study is to explore the impact of changed cultural environment on the voluntary disclosure behaviour of Chinese listed companies.Design/methodology/approachA theoretical framework of the relationship between corporate disclosure and governance forms the basis of the research. A composite checklist of corporate disclosure was developed using relevant corporate governance indices and analyses were carried out on the 2003 financial reports of 120 Chinese listed companies. Six areas of voluntary disclosure of the sample companies were analysed and reported. These areas are: board structure and functioning, employees related issues, director remuneration, audit committee, related party transactions and stakeholder interest.FindingsThe results suggest that as China's cultural and social norms change, there was willingness of Chinese listed companies to provide voluntary information in addition to the disclosure requirements. Information relating to stakeholder interest and employees issues are found more frequently disclosed by listed companies than those which were regarded as sensitive. This is an exploratory study which shows that further research may provide more concrete evidence of the changing corporate disclosure environment in China.Research limitations/implicationsThis study based on one year's results and as such has limitation in the interpretation of the results. Further research is necessary to demonstrate the impact of culture in corporate disclosure.Practical implicationsThe results have practical implications for professional accountants and auditors to understand further the trend of voluntary disclosure in China. The paper provides some evidence of the changing scene of Chinese corporate governance practice.Originality/valueThis study fulfils a gap in prior research by examining the effect of cultural implications in corporate governance, in an emerging economy. The composite voluntary disclosure checklist will serve a good basis of measurement in corporate disclosure.