bluuebunny/crossref_metadata_2025_split huggingface dataset:
Holistic versus decomposed ratings of general dimensions of work activity
Authors: Gibson Shanan G. , Harvey Robert J. , Harris Michael L. 
Published: September 2007

PurposeThe purpose of this paper is to examine the accuracy of the US Department of Labor's Occupational Information Network (O*NET), which, replacing theDictionary of Occupational Titles, analyzes jobs via a hierarchical taxonomy of work in which all task‐level activities are summarized into a 42‐construct taxonomy of first‐order generalized work activities (GWAs).Design/methodology/approachThis study examined the degree of convergence between ratings made using the holistic‐judgment process in the O*NET (which directly rates GWAs using single‐item scales) vs traditional decomposed‐judgment methods which statistically combine ratings of multiple activity items for each GWA.FindingsAnalysis of holistic O*NET general work activity ratings with decomposed common‐metric questionnaire (CMQ) ratings revealed poor convergence between holistic vs decomposed methods, low interrater agreement and a tendency for incumbents to rate higher than job analysts.Practical implicationsIt is believed that these results raise significant questions regarding the O*NET's plan to rely on unverified holistic ratings obtained from relatively small, volunteer samples of job incumbents to maintain its database over time. There is a clear risk of producing a database of uncertain quality and comparability with the existing analyst ratings. It is concluded that the criteria of quality, accuracy and verifiability should be paramount in efforts to develop a national database of occupational information.Originality/valueThis study is the only empirical analysis of the degree of convergence between ratings made using the holistic‐judgment O*NET and a traditional decomposed‐judgment job analysis. Because job analysis forms the foundation for many human resources functions, effectively setting the standards that drive recruiting efforts, establishing the criteria that are used in hiring, promoting, evaluating, and equitably compensating employees, and forming the basis for many employee training programs, it is absolutely essential that any data source utilized for these purposes should be both accurate and verifiable. This study not only furthers efforts to tests the validity of the O*NET, it also provides empirical evidence of its potential shortcomings.
Assessing business model concepts with taxonomical research criteria
Authors: Mäkinen Saku , Seppänen Marko 
Published: September 2007

PurposeThe purpose of this paper is to synthesize taxonomical criteria that can be used for assessing research constructs and assess current business model conceptualizations. The paper attempts to show how the criticism plaguing current business model conceptualizations could be removed with future conceptual development against these taxonomical criteria.Design/methodology/approachThe paper synthesizes taxonomical criteria and assesses current business model conceptualizations.FindingsThe results of the paper revealed that the current business model concepts comply poorly with the taxonomical criteria. The assessment of taxonomical compliance in this paper exposed major opportunities for enhancements in the existing conceptualizations of business model.Research limitations/implicationsThe findings of the paper outline novel avenues for future research in developing more coherent and rigorous business model conceptualizations.Practical implicationsThe practical implications of the paper are that current conceptualizations of a business model are at best incommensurate and at worst even misleading. This paper presents criteria that may be used in guiding the necessary caution and careful deliberation when practical application of the current business model conceptualizations is enforced.Originality/valueThe paper is original in that it establishes the taxonomical criteria, which may be used in research seeking to develop more sound and rigorous business model conceptualizations. To advance this new field the paper concludes that the taxonomical criteria can aid in the future research endeavors to design relevant business model conceptualizations.
Comparing the levels of individualism/collectivism between baby boomers and generation X
Authors: Sirias Danilo , Karp H.B. , Brotherton Timothy 
Published: September 2007

PurposeThis paper seeks to examine the attitudes of the largest groups in today's workforce, the baby boomers (born between 1945 and 1962) and generation X (born between 1963 and 1982) on team formation. The study measures individualism‐collectivism levels on five dimensions in both groups.Design/methodology/approachBased on survey research (n=434), data were analyzed using factor analyses (extraction and rotation choices) consistent with previous research.FindingsThe findings demonstrate that an updated paradigm for team‐building needs to be developed that encourages individual identity and personal values as well as those of the group.Research limitations/implicationsThe authors did not examine all of the potential social and cultural influences on team behaviour (e.g. nationality, ethnicity or religious influences). Future research should attempt to either measure or control for more of these variables.Practical implicationsPast management paradigms on team formation must be adapted to current managerial needs. The “melting‐pot” analogy, where individual team members completely subordinate themselves to the needs of the team, is obsolete. A more appropriate analogy would be the “salad bowl”, where individuals work together, yet do not have to give up their individuality. This paradigm might pose new challenges in its implementation, but the greater acceptance of diversity can, paradoxically, foster a greater level of authentic team spirit.Originality/valueThis research examines the generational effects on teamwork within a changing workforce. Managers directly involved with team formation and maintenance are likely to be those who benefit most from this research. However, everyone involved in a team‐based environment should find it useful.
Development strategies for Indian SMEs: promoting linkages with global transnational corporations
Authors: Bala Subrahmanya M.H. 
Published: September 2007

PurposeThe purpose of this paper is to trace the scope and dimensions of global opportunities that emerge in the era of globalization through the rapid growth of transnational corporations (TNCs), which Indian small to medium‐sized enterprises (SMEs) could exploit. The backdrop to the discussion is the growth of small‐scale industries (SSIs) in the era of globalization relative to the pre‐globalization era, with a particular focus on their export performance.Design/methodology/approachBased on secondary data, the growth of SSIs is analyzed and the scope of global opportunities for Indian SMEs is explored.FindingsAlthough the growth of the SSIs segment of the SME sector in India has slowed in terms of the number of enterprises, level of people employed and production, SSI export performance has been impressive in the globalization period. The SSI sector has grown more towards the international market than the domestic market in the globalization era. Globalization has offered new markets to SMEs primarily through two major developments: the adoption of a complex integration strategy by TNCs for their production network, and the global procurement strategies and global expansion of TNC supermarket chains.Practical implicationsThe paper prescribes a dual strategy of vertical integration of local SMEs with global TNCs for the production of intermediate goods and horizontal cooperation through networking among local SMEs to link up with global TNCs for the production and marketing of consumer goods. The role of Indian policymakers as a facilitator in the process is emphasized.Originality/valueThis paper throws light on recent growth performance of small‐scale enterprises in India and provides insight on the emerging global opportunities to Indian SMEs, which need to be given due consideration by Indian policymakers for exploitation.
Swearing at work and permissive leadership culture
Authors: Baruch Yehuda , Jenkins Stuart 
Published: September 2007

PurposeThe purpose of this paper is to examine the use of expletives and swearing in the workplace. It proposes to challenge leadership style and to suggest ideas for management best practice.Design/methodology/approachCase studies and qualitative analysis were applied, methods that fit well for this sensitive topic.FindingsThis paper identifies the relevance, and even the importance, of using non‐conventional and sometimes uncivil language in the workplace.Research limitations/implicationsSample size and representativeness present limitations.Practical implicationsThere is a need for leaders to apply, under certain circumstances, a permissive leadership culture. This paper advises leaders on how it may lead to positive consequences.Originality/valueThe paper is an original contribution to an area where research is scarce. A certain originality element stems from the fact that, focusing on swearing language, the paper found it necessary to use swear words (avoiding usage of the explicit form); bearing in mind the purpose of the paper, the paper hopes that this will not cause offence to the readership of the journal.
Leadership preferences in Japan: an exploratory study
Authors: Fukushige Aya , Spicer David P. 
Published: September 2007

PurposeThe paper aims to explore Japanese followers' leadership preferences and consider the suitability of Bass and Avolio's full‐range leadership model in Japan.Design/methodology/approachA qualitative approach is used predominantly, including template analyses and several content analyses. Data collection is divided into two phases: Phase 1 was conducted by semi‐structured interviews and Phase 2 by questionnaires.FindingsResults suggest the unsuitability of Bass and Avolio's full‐range leadership model in a Japanese context, indicate some impact of cultural changes in Japan, and identify liberal, trust, punctual, network, protective, and after‐five as Japanese culture‐specific preferred leadership styles.Research limitations/implicationsThe paper indicates that in a Japanese context not only is the new leadership approach of Bass and Avolio's model of value but also the traditional approach of House's path‐goal theory. Whilst the qualitative data of this study give insight into existing theories and leadership perspectives in Japan, findings should be further examined in future research.Practical implicationsThe paper offers guidance for leaders who deal with Japanese followers by identifying leadership styles within Bass and Avolio's model, and culture‐specific leadership styles which are particularly preferred by Japanese followers.Originality/valueThis paper identified that, building upon Bass and Avolio's and House's leadership theories, a new Japanese leadership model, which particularly suits contemporary Japanese followers' leadership preferences, should be developed.
Leader‐member exchange (LMX) theory of leadership and HRD
Authors: Kang Dae‐seok , Stewart Jim 
Published: September 2007

PurposeThe purpose of this paper is to examine the relationship between leader‐member exchange (LMX) and human resource development (HRD) to gain a better understanding of the LMX‐performance relationship through connecting LMX and HRD theory.Design/methodology/approachDubin's framework is used for the purpose of linking LMX with HRD. Except that the last three steps (empirical indicators of key terms, hypotheses, testing) involved conducting empirical research, the authors employ steps 1 through 5 to build an HRD‐based LMX model, i.e. the first step specifies that the units of the theory be identified; the second step involves establishing the laws of interaction applicable to the units of the theory. The third and fourth steps define boundaries for an HRD‐based LMX model and suggest propositions for future empirical research. In addition, to lessen the likelihood of some redundancy the system states are included with the laws of interaction.FindingsLMX and HRD (as represented by identified outcomes) theories are linked by at least three key factors: trust, empowerment, and performance. A theoretical model linking LMX and HRD also describes the contributions of trust, empowerment, and performance to LMX theory of leadership with the help of two specific HRD interventions – trust building and empowerment facilitation.Research limitations/implicationsThe confirmation of the theoretical model through empirical research is still required.Practical implicationsIn the aspect of relational performance, this paper proposes a basis for designing and implementing strategic HRD activities and recommends the conceptual model as an intervention technique for organizational change.Originality/valueThis paper illuminates the base of LMX leadership theory and seeks to develop new practical insights of the theory. In so doing, it aims to contribute to reducing the tension between leadership theorists and leadership development practitioners, described as validity versus usefulness.
Expectations of emotional display in the workplace
Authors: Mann Sandi 
Published: September 2007

PurposeThis paper aims to portray that, while particular types of emotional displays are often essential for team and service work, the negative consequences of conforming with display rules need to be weighed against their true necessity. This research seeks to examine their necessity in terms of the expectations that people have of the emotional displays of others, so that potentially stressful emotional work can be targeted appropriately within organizations.Design/methodology/approachThis quantitative study uses a questionnaire approach to assess the expectations that 121 UK and 101 US participants have towards the emotional displays of various service providers and work colleagues.FindingsExpectations of emotional display were shown to differ across cultures, between jobs and roles within an organization, and between males and females.Practical implicationsThe implications for managers and practitioners centre on the value placed on encouraging warm emotional displays at various levels within the organization. The findings suggest that these should not be limited to frontline communications and this may impact on selection and training procedures. Managers will be better able to target emotion work within those interactions where such performance is most expected and required.Originality/valueWhilst a great deal of research has been conducted into the emotional displays and emotional labour performance of employees, little has examined the expectations that individuals have about these displays. This is an important gap since such information allows practitioners to better target their emotion management strategies in the right areas and limit the potentially harmful consequences to health of chronic emotion work where it is less necessary.
Legitimation and group conversational practices: implications for managing change
Authors: O'Neill Alan , Jabri Muayyad 
Published: September 2007

PurposeThis paper aims to show that the knowledge that many change efforts fail to deliver meaningful results is by no means new, but understanding why this is the case remains an important issue for those involved in the management of change. In this paper, the authors question the current emphasis of popularly held explanations of implementation failure by proposing an alternative perspective that draws on social constructionist theory. The authors argue that failure to recognize the legitimizing role and function of conversation has a significant contribution to implementation failure.Design/methodology/approachThis paper draws upon observations and information collected as part of a two‐year longitudinal study conducted in an organization and two of its sales offices operating in the Asia Pacific Rim to support and illustrate the conceptual development of the theory presented.FindingsChange efforts will be negatively affected when new perceptions are not assimilated into the daily language and conversational practices used in the various groups and sub‐groups that make up an organization. The authors present a model to demonstrate how various types of conversation within an organizational setting legitimize perceptions of reality, and how business leaders and change agents can work with this model in order to improve the likelihood of a successful implementation.Research limitations/implicationsGuided by the work of Berger and Luckmann, the authors demonstrate how four levels of legitimization, upon which social constructions of reality proceed, have a significant contribution to play in determining the outcome of a change initiative.Originality/valueThis paper provides a framework that will assist business leaders and change agents to assess how their organization's conversational legitimization processes may work for or against a proposed change, and what conversational practices will need to be altered to positively influence the outcome.
Fostering talent opportunity: getting past first‐base
Authors: Glen Clayton 
Published: September 2007

PurposeThe purpose of this paper is to identify key new dynamics in the talent pool; identify the role of opportunity in the development of organizational talent; distinguish between the effectiveness of image and leadership behaviors in the attraction and retention of key organizational talent; touch on the key talent management areas which are well managed by successful organizations: employer brand/employee of choice strategy, employee engagement, coaching, project and stretch opportunities, and redeployment/outplacement; and to reiterate the need for senior ownership of the talent strategy, without which most talent strategies are doomed to remain expensive means to an elusive endDesign/methodology/approachThe paper is an opinion paper, which draws broadly on a range of talent management experience, and it identifies key acid tests of talent strategy successFindingsReiterates the need for senior ownership of the talent strategy.Originality/valueThe paper identifies key acid tests of talent strategy success.
From bolometers to beetles: the development of thermal imaging sensors
Authors: Bogue Robert 
Published: September 2007

PurposeThis paper seeks to describe and discuss the historical development of IR sensors used in thermal imaging and to identify and consider some recent research trends.Design/methodology/approachThis paper first considers cooled semiconductor photon detectors and their limitations and then traces the historical development of un‐cooled IR sensing technologies and their commercialisation. It then discusses certain present‐day developments and research trends.FindingsThis paper shows that military‐funded research by the USA in the 1980s led to families of un‐cooled IR sensors, pyroelectric detectors and microbolometers, that have since been widely commercialised. Research continues in the search for a technology that can yield un‐cooled sensors offering the sensitivity of cooled devices, such as Golay cells, microcantilever arrays and biomimetics.Originality/valueThis paper traces the technological evolution of un‐cooled thermal imaging sensors and identifies and considers recent research.
Diamond sensors: the dawn of a new era?
Authors: Bogue Robert 
Published: September 2007

PurposeThis paper aims to describe the background to the development of diamond‐based sensors and to illustrate recent progress in this field.Design/methodology/approachThis paper first considers the properties of diamond and some early attempts to fabricate sensors for monitoring UV and radiation from this material. It subsequently discusses recent progress through reference to companies which are now commercialising the technology.FindingsThis paper illustrates that early attempts to fabricate diamond‐based sensors were largely unsuccessful but the recent development of improved fabrication processes has yielded materials which are now allowing a range of sensing applications to be realised.Originality/valueThe paper describes the early attempts to commercialise diamond‐based sensors and detectors and shows that improved materials are now making this possible.
High resolution thermal imaging inside integrated circuits
Authors: Tessier G. , Bardoux M. , Filloy C. , Boué C. , Fournier D. 
Published: September 2007

PurposeHeating is a major cause of failure in integrated circuits. The authors have designed thermoreflectance‐based systems operating at various wavelengths in order to obtain temperature images. This paper aims to explore the possibilities of each wavelength range and detail the charge coupled device (CCD)‐based thermal imaging tools dedicated to the high‐resolution inspection of integrated circuits.Design/methodology/approachThermoreflectance is a non‐contact optical method using the local reflectivity variations induced by heating to infer temperature mappings, and can be conducted at virtually any wavelength, giving access to different types of information. In the visible, the technique is now well established. It can probe temperatures through several micrometers of transparent encapsulation layers, with sub‐μm spatial resolution and 100 mK thermal resolution.FindingsIn the ultraviolet range, dielectric encapsulation layers are opaque and thermoreflectance gives access to the surface temperature. In the near infrared, thermoreflectance is an interesting solution to examine chips turned upside down, since these wavelengths can penetrate through silicon substrates and give access to the temperature of the active layers themselves.Research limitations/implicationsThe authors show that the illumination wavelength of thermoreflectance should be chosen with care depending on the region of the integrated circuit (surface, above, or below the substrate) to be investigated.Practical implicationsThis set of versatile and sensitive tools makes thermoreflectance an interesting tool for the semiconductor industry, either during prototyping or as a characterization tool after fabrication.Originality/valueThe CCD‐based thermoreflectance approach adopted here allows fast, non‐contact, high‐resolution thermal imaging of integrated circuits.
Thermography techniques for integrated circuits and semiconductor devices
Authors: Liu Wenjun , Yang Bozhi 
Published: September 2007

PurposeThe goal of this review paper is to provide information on several commonly used thermography techniques in semiconductor and micro‐device industry and research today.Design/methodology/approachThe temperature imaging or mapping techniques include thin coating methods such as liquid crystal thermography and fluorescence microthermography, contact mechanical methods such as scanning thermal microscopy, and optical techniques such as infrared microscopy and thermoreflectance. Their principles, characteristics and applications are discussed.FindingsThermal issues play an important part in optimizing the performance and reliability of high‐frequency and high‐packing density electronic circuits. To improve the performance and reliability of microelectronic devices and also to validate thermal models, accurate knowledge of local temperatures and thermal properties is required.Originality/valueThe paper provides readers, especially technical engineers in industry, a general knowledge of several commonly used thermography techniques in the semiconductor and micro‐device industries.