bluuebunny/crossref_metadata_2025_split huggingface dataset:
The Salton Sea: a selective annotated bibliography
Authors: Payne William 
Published: July 2006

PurposeThe purpose of this paper is to provide a selective bibliography for reference librarians with sources they can use for helping patrons researching the Salton Sea.Design/methodology/approachThe paper shows recently published or created works, which aim is to provide authoritative and scholarly information. With the exception of two, all sources are current and aid in fundamental research. The sources are sorted into sections: books, articles, reports, and websites.FindingsThe paper provides a critique of each source and its informational value. Each section includes the key sources available.Research limitations/implicationsThe paper implies it is not a comprehensive list, of which would number in the hundreds and would date back several decades.Practical implicationsThis paper is a very useful resource for anyone seeking information about the Salton Sea, ecological conservation, avian habitats/flyways, and inland water policy.Originality/valueThe bibliography in this paper fills an identified need and offers users a starting point as well as further information/readings.
Gathering customer feedback online and Swedish SMEs
Authors: Opoku Robert A. 
Published: July 2006

PurposeThis paper aims at exploring and describing the tools used by small‐ and medium‐sized enterprises (SMEs) to collect customer feedback online, their components and the criteria used in selecting these internet‐based tools.Design/methodology/approachMultiple in‐depth case studies were conducted on five SMEs all of which are engaged in customer feedback collection online. The data collected by personal interviews was analysed in a cross‐case analysis. Findings: We conclude that e‐mail is the most dominant tool though supported other offline means. Components of Internet‐based customer feedback system and the criteria for assessing Internet‐based customer feedback collection tool by SMEs were also identified.Research limitation/implicationsFive cases were investigated out of 60 and the study was restricted to the northern part of Sweden. Adding other methods could also have cross‐fertilised the study.Practical implicationsThe study reinforces the need for SMEs managers to use the Internet to gather feedback from customers online, learn much about the nature and habits of their customers and the best medium to reach out to them – be it Internet‐based, offline or the combination of the two.Originality/valueApplication of the concept of customer feedback collection and theories on the components and the criteria used in selecting Internet‐based tools in a relatively new context.
Proton transitioning to Malaysian engine
Authors: Chacko George K. 
Published: July 2006

PurposeCan instances of empirical success/failure yield an established sequence of ordered procedures (Protocol): management of technology protocol (MOTEP) to improve the probability of corporate/country survival/success?Design/methodology/approach– The long established technology of Japanese Mitsubishi engines used by Proton, Malaysia’s national car‐maker, since September 1985, is due to be supplanted at the beginning of February, 2004 by the emerging technology of the all‐Malaysian Gen2 engine. Can Chacko’s MOTEP suggest how Proton should pro‐actively target Gen2 sales?Findings– MOTEP determined first year sales of Gen2 cars formally using the form of the sales curve of the established technology. It was projected substantively based on the system performance characteristics (SPC) which attracted customers to Gen2. The theory of concomitant coalitions (CONCOL) shows us how Proton can cooperate with their competitor, Perodua, on R&D for system performance characteristics‐improving technology while competing with Perodua in the market. How much R&D is justified? How should it be allocated? How can Proton and Perodua both enjoy R&D breakthroughs in the immediate instead of in the distant future?Originality/value– The paper selects from among the 12 MOTEP steps those which develop for Proton a systematic approach to anticipate, acquire and adopt high technology on a sustained basis to increase the probability of corporate/country survival/success, and illustrates it with respect to pro‐actively promoting the sales of emerging technology‐based Gen2 car sales.
Non‐parametric assessment of CEO compensation practices
Authors: Cordeiro James J. , Mukherjee Pracheta , Donald Kent D. 
Published: July 2006

PurposeThe purpose of this research is to present an alternative to the vast majority of studies on chief executive officer (CEO) compensation practices in the USA which have relied on multiple regression analysis and its variants.Design/methodology/approachThe paper points out the shortcomings of traditional parametric approaches (such as regression analysis) to the analysis of CEO compensation practices and suggest non‐parametric alternatives.FindingsUsing tests for concurrent validity, the paper demonstrates how non‐parametric assessment may be successfully applied to the analysis of CEO compensation practices.Originality/valueBecause of the novelty of this approach, the findings should be of value to those academics and practitioners interested in the evaluation of CEO compensation practices.
Representation and consultation on health and safety in chemicals
Authors: Walters David , Nichols Theo 
Published: July 2006

PurposeThe purpose of this paper is to examine the effectiveness of worker representation and consultation on occupational health and safety in the UK in a context in which, following the 1977 Safety Representatives and Safety Committees (SRSC) Regulations 1977, recognised trade unions have the right to appoint health and safety representatives who have rights to representation and consultation and to access the training and facilities needed to support these activities.Design/methodology/approachThe chemical industry is the chosen site for this enquiry, because, it offers some of the most propitious conditions in which to examine the operation of what has been the preferred model in UK health and safety regulation, namely those in which there are recognised trade unions and where there are likely to be systems and structures of industrial relations in place combined with arrangements for OHS management. Five establishments are examined.FindingsThe research suggests joint arrangements make for better safety outcomes and that there is a relation between management consultation on general issues and those of health and safety. Overall, though, management capacity and commitment pose considerable constraints to employee representation on health and safety. The SRSC regulations apply in all five cases but worker representation operated below the level to be expected from the regulations.Practical implicationsA stronger legislative steer on worker consultation and representation in respect of workplace health and safety is required.Originality/valueDemonstrates that, even in an apparently propitious environment, legal requirements are not being implemented, and that management commitment and support are vital.
Library and information science
Authors: Missingham Roxanne 
Published: July 2006

PurposeTo review skills needed by library and information science (LIS) professionals in the twenty‐first century and suggest a new approach to four key skills.Design/methodology/approachConsiders the DNA skills approach of Hallam and Partridge and analyses the four skills using examples of innovative developments in library and information services.FindingsLIS professionals need a range of skills that should be fostered by educators and in the workplace. By promoting these in the wider community, the next generation of LIS professionals can see LIS as an attractive profession.Practical implicationsSuggests alternatives for communicating the skills required for future members of the LIS industry.Originality/valueProvides a new analysis of selected generic and LIS skills which can be innovatively communicated to potential LIS staff and to employers and educators.
Organizational learning and transformational leadership in the library environment
Authors: Castiglione James 
Published: July 2006

PurposeThis paper aims to provide librarians with an in‐depth review of transformational management and its relation to organizational learning and adaptation.Design/methodology/approachThe paper broadens the library literature related to management style, organizational learning and transformation, with concepts derived from the relevant management literature.FindingsLibrarians are experimenting with organizational learning and new management styles in an attempt to cope with rapid change. Transformational management styles can be learned and applied by library administrators. The extent to which library administrators are using transformational management techniques to cope with change remains obscured by the fact that appropriate surveys have not been conducted.Research limitations/implicationsThe self‐assessment tool is based on an adaptation of the multifactor leadership questionnaire (MLQ), developed by Bass and Avolio to study leadership styles in business, industry and the military. Relevance of the assessment tool to the library environment must be clarified by “factor analysis” before the questionnaire is used in formal statistical studies assessing management style and organizational learning.Originality/valueThe paper provides a useful review of the library and management literature relating organizational learning and management style. This information is presented with the objective of increasing awareness, debate and additional research. A self‐assessment tool accompanies the paper. This tool will allow library professionals to determine informally the degree to which their organizational culture is either transformational or transactional in nature.
The relative importance of the top management team's managerial skills
Authors: Carmeli Abraham , Tishler Asher 
Published: July 2006

PurposeThe goal of this study is to examine the effect that nine managerial skills of the firm's top management team (TMT) (persuasiveness, administrative ability, fluency in speaking, knowledge about group tasks, diplomacy and tact, social skills, creativity, conceptual skills, and cleverness) have on the performance of industrial firms (a weighted average of seven performance measures).Design/methodology/approachData were collected from chief executive officers of 93 industrial enterprises in Israel through structured questionnaires and complementary in‐depth investigation. Both multivariate (robust canonical analysis and hierarchical regressions) and in‐depth analyses were used to analyze the study's results.FindingsThe results show that managerial skills possessed by the TMT strongly affect firm performance, their impact apparently being greater than that of variables representing industry sectors, firm size and age, and perceived environmental uncertainty. In particular, skills that are required to manage people (human resources skills) are found to be more important to firm performance than intellectual abilities.Practical implicationsThe study emphasizes the importance of complementary managerial skills as an indicator of quality TMT. The TMT's ability to make good decisions and lead the organization to meet external and internal constituents is a very complex task.Originality/valueThe study contributes to the literature by first, providing support to the importance of managerial skills for firm performance; second, suggesting a new avenue to incorporate the resource based view into the field of strategic leadership in general and managerial skills in particular; and finally, indicating the importance of simultaneously testing the effect of a set of predictors (managerial skills) on a set of performance measures.
Multiple intelligences of transformational leaders: an empirical examination
Authors: Hoffman Brian J. , Frost Brian C. 
Published: July 2006

PurposeTo examine the impact of emotional, social, and cognitive intelligences on the dimensions of transformational leadership using both paper‐and‐pencil measures and assessment center dimensions.Design/methodology/approachMultiple measurement methodologies were used to conceptualize emotional, cognitive, and social intelligence. Subordinate ratings of three dimensions of transformational leadership were used as the criteria. Correlation analysis and a series of multiple hierarchical regressions were used to determine the relationship between the multiple intelligences and three dimensions of transformational leadership.FindingsResults indicate that a multiple intelligences framework is a useful approach to predict transformational leadership. Correlation analyses and multiple regression results indicated that the multiple intelligence framework explained between 10 and 25 percent of the variance in perceptions of transformational leadership and that assessment center dimensions explained additional variance beyond paper‐and‐pencil measures in transformational leadership.Originality/valueThis paper extends previous research by examining the impact of cognitive, emotional, and social intelligences on transformational leadership using multiple measurement methodologies. The results of this study provide a useful framework for practitioners interested in assessing precursors to transformational leadership, with a focus on assessment centers as a useful tool for predicting transformational leadership.
Leadership team cohesiveness and team performance
Authors: Stashevsky Shmuel , Koslowsky Meni 
Published: July 2006

PurposeTo examine leadership style (transactional versus transformational), knowledge level, and team cohesiveness as antecedents of team performance.Design/methodology/approachThe study was conducted among students studying for an MBA. The 252 participant students were involved in a computerized business simulation course which required forming teams of about six members. Each team represented the management of one firm that competed with the other groups.FindingsTransformational leadership was associated with a higher level of team cohesiveness, as compared to transactional leadership. Both knowledge level and team cohesiveness predict team performance, particularly among men.Research limitations/implicationsThe student sample may not necessarily represent responses from workers in an actual organization. From a measurement perspective, the reliability of the one item scale of leadership could not be ascertained.Practical implicationsFor improving team performance, a manager should enhance team knowledge and encourage greater team cohesiveness.Originality/valueUsing a simulated research design, leadership style, an antecedent associated with individual performance, was also found to be related to team performance.
Perceived income, promotion and incentive effects
Authors: Epstein Gil S. , Ward Melanie E. 
Published: July 2006

PurposeThis paper examines the disincentive effects of perceived underpayment on individuals' exerted effort, attempting to find out if payment above or below a worker's perceived revenue product has a defined effect on their effort on the job.Design/methodology/approachA theoretical model is introduced that investigates the relationship between the level of effort invested in work and the difference between perceived and actual income of workers. Empirical evidence is obtained by analysing data on British academics.FindingsIt was found that, tenured academics (or in other words those on a permanent contract) will tend to invest less effort in publishing as the difference between their perceived deserved income and actual income increases. On the other hand, for non‐tenured (or short term contract) academics this relationship is ambiguous. The model predicts that if tenured staff also derive utility directly from publication, over and above that associated with income and promotion, the difference between perceived and actual income has a smaller negative effect on the actual effort invested in research.Research limitations/implicationsThe empirical dataset used in the analysis is cross sectional, therefore only able to analyse a snap‐snot of the academic profession at one point in time and not fully capturing the dynamic effects of underpayment on individual effort.Originality/valueThe paper fills a gap in both the theoretical and empirical work on the incentive effects of perceived underpayment. This evidence may be useful in designing reward packages.
The effects of overeducation on wages in Italy: a bivariate selectivity approach
Authors: Cutillo Andrea , Di Pietro Giorgio 
Published: July 2006

PurposeThe aim of this paper is to analyse the effects of overeducation on wages in the Italian graduate labour market.Design/methodology/approachThe relationship between overeducation and wages is analysed using a double selection approach. Two basic individuals' decisions are explicitly considered in the analysis: the decision to work and the choice of occupation. The first one could create a problem of sample selection bias, whereas the second one could generate an endogeneity bias.FindingsAlthough in line with previous studies it was found that overeducated workers earn less than their appropriately educated peers, the results suggest also that this pay gap is significantly higher when a double selectivity approach is used than when an OLS approach is employed. The main reason why OLS techniques significantly underestimate the wage penalty associated with overeducation appears to be the bias introduced by the endogeneity of overeducation.Originality/valueRecent studies have examined the impact of overeducation on earnings using a single selection framework. This paper extends previous work by analysing the relationship between overeducation and wages using a double selection approach. Additionally, little research has focused on overeducation in Italy.
Entrepreneurial ventures and wage differentials between Germans and immigrants
Authors: Constant Amelie , Shachmurove Yochanan 
Published: July 2006

PurposeThis paper studies the entrepreneurial undertaking and economic success of immigrants and natives in Germany, namely the West Germans, the East Germans, the guestworkers, and other immigrants.Design/methodology/approachThe paper studies factors that affect the sorting of individuals into self‐employment and investigate whether the self‐employed fare better than the paid‐employed, and whether self‐employed immigrants fare better than Germans. Employing data from the German Socioeconomic Panel both the probability to choose self‐employment through a probit and the selection adjusted earnings are estimated.FindingsThe paper finds that the probability of self‐employment increases significantly with age for all ethnicity groups. More education and a self‐employed father propel self‐employment choices for West Germans only. Immigrants are rather pushed into self‐employment to avoid unemployment; however, they are able to traverse the socioeconomic gap through self‐employment. Except for the East Germans, the self‐employed earn more than their salaried counterparts, and immigrants fare the best, having the highest earnings of all groups. For immigrants, entrepreneurship maybe a way of “making” it in the new country. While self‐employment is a lucrative choice for immigrants, their rates remain low.Originality/valueThis study produces new empirical evidence on the importance of the self‐employment sector in Germany, where individuals fare well and where immigrants can achieve earnings over‐assimilation compared to natives and higher occupational prestige.
The effect of downsizing on the financial performance and employee productivity of Korean firms
Authors: Yu Gyu‐Chang , Park Jong‐Sung 
Published: July 2006

PurposeThe paper's objective is to explore the effect of downsizing on both a firm's financial performance in terms of profitability and efficiency, and a firm's employee productivity.Design/methodology/approachAnalyzed six‐year longitudinal financial data of 258 listed Korean firms between 1997 and 2002 along with survey data of 2000. Using multiple regression, the paper investigated the relationship between downsizing and three measures of financial performance and two measures of organizational performance: return on assets, asset turnover, operating income per employee, sales per employee, and value added per employee. Five dependent variables were standardized by industry average.FindingsFirst, firms implementing downsizing tended to suffer more financial difficulties than their counterparts. Second, downsizing showed a positive effect by improving a firm's profitability and efficiency, but no effect on employee productivity. Third, the improvement of financial performance (ROA) by downsizing was greater among companies that had not experienced any loss than among those that had experienced loss.Research limitations/implicationsFirst, there is a possibility of overestimation or underestimation since we do not know if firms classified as non‐downsizers actually downsized during 2000‐2002. Second, the magnitude of downsizing was not measured. Third, the effect of layoff and “honorable retirement” was not analyzed separately.Practical implicationsDownsizing is more effective when a firm implements it proactively, and less effective when a firm implements downsizing after a financial loss as a “quick fix” to a financial problem.Originality/valueThe paper utilizes a unique experiment opportunity with Korean firms since the economic crisis in 1997 to investigate the recent phenomenon of downsizing in Asian countries. The paper provides new evidence for why downsizing can improve a firm's financial performance, but not employee productivity in Korean firms.
New estimates of the risk and duration of registered unemployment in urban Russia
Authors: Nivorozhkin Anton 
Published: July 2006

PurposeThis paper examines whether deregistration from the employment office decreases unemployment duration in urban Russia.Design/methodology/approachEconometric methods of transition data analysis/duration modeling were applied to a dataset on unemployed individuals in order to learn whether deregistration from the employment office decreases unemployment duration.FindingsThe paper finds that only 29 percent of the unemployed obtained a job simultaneously with deregistering from the Public Employment Office. Others continued to search for job on their own. The predicted risk of getting a job is non‐monotonic and tends to decrease at longer duration intervals. There is a significant excess in job finding rates following employment office deregistration.Research limitations/implicationsThe paper is based on information from unemployment registry of a single industrial city, which might limit its usefulness elsewhere.Practical implicationsThe paper identifies groups of individuals who are likely to exit employment office without finding a job.Originality/valueThis paper uses results of the first follow‐up survey of unemployed who deregister from employment offices and provides new evidence on the duration of unemployment spell in Russia. Results are particularly useful for individuals who are interested in the design of unemployment insurance system in Russia and its impact on the duration of unemployment spell.