bluuebunny/crossref_metadata_2025_split huggingface dataset:
Making sense of the quality maze: perspectives for public and academic libraries
Authors: Rowley Jennifer 
Published: January 2007

PurposePublic sector policymakers have been preoccupied with quality, performance and impact initiatives, which constrain and define the strategic and operational objectives of public sector bodies. This theoretical article aims to review the quality, performance management and impact assessment regimes that currently impact on public and academic libraries in the UK, and to explore the challenges for managers in finding their path through this quality maze. Much of the literature focuses on individual initiatives, with little reference to the wider quality management context. Also seeks to urge consideration of the cumulative impact of such initiatives, with their different notions of quality, on public sector organisations and their quality management processes.Design/methodology/approachThe article is an opinion piece that offers some conceptual frameworks, based on an analysis of literature, practice and web sites gathered over many years' investigation and observation. The tension between externally‐focused quality assurance and internally‐focused quality enhancement is taken as a point of departure. A further source of complexity is the quality management agendas that impact on library and information services from different levels in the organisation, otherwise described as the quality hierarchy.FindingsA review of the approaches to collecting customer evaluations of service quality, enhancing quality and performance, and the accreditation of quality and performance illustrates the complexity associated with accommodating agendas arising from different contexts, and the competing notions of quality that are embedded in these different approaches.Practical implicationsThe range of different influences on quality management, the sheer complexity and dynamism of the landscape and the management challenges associated with maintaining an appropriate quality management regime for any specific information service, are key messages that emerge from this review. Information managers in different posts experience the quality maze differently. Further research and reflection on practice are necessary.Originality/valueThis paper provides useful information for those managers trying to implement quality, performance and impact assessment regimes.
Conflict management in Nigerian university libraries
Authors: Adomi Esharenana E. , Ozioma Anie Sylvester 
Published: January 2007

PurposeThe purpose of this article is to investigate pattern of conflict management in Nigerian university librariesDesign/methodology/approachA survey employing descriptive design and using questionnaire to collect data from paraprofessional and professional staff of three Nigerian university libraries.FindingsThis article reveals the personal characteristics of the respondents; majority of respondents perceive conflict as positive and can be stimulated by library managers; a majority of them have experienced conflict with their colleagues followed by those who experienced it with their boss(es); interpersonal conflict ranks highest in the type of conflict experienced in the libraries; organisational goal(s) is a major fact taken into consideration during conflict resolution while accommodation ranks highest as technique of conflict avoidance; it is concluded that library managers should deal with conflicts as soon as they arise.Originality/valueThis paper generated important findings which are capable of enabling library managers and staff in understanding conflict and how it can be managed.
Indexing change in LIS work: implications for recruiting managers
Authors: Cullen John , Kavanagh Allison 
Published: January 2007

PurposeThe purpose of this paper is to report on three periods of library and information service (LIS) recruitment data collected over a six‐year timeframe with the aim of developing a tool for indexing change in the recruitment and labour market for workers in the field.Design/methodology/approachThe recruitment data were collected in an Irish context over three distinct 12‐month timeframes (1999, 2001‐2002 and 2005). The two earlier annual sets of data have already been reported and discussed, and the most recent set (2005) is presented here. The data over the three timeframes are compared here, and a practical approach for collecting these data in an ongoing fashion is suggested.FindingsThe article finds that although LIS positions have become less available in 2005 than in previous periods, that remuneration has increased at a rate of 16 per cent.Originality/valueThe value of this approach and the data unearthed are discussed in the context of their value to senior managers and individuals with responsibility for recruitment and strategic human resource management in library and information service context.
From “user” to “customer”: TQM in academic libraries?
Authors: Wang Hong 
Published: January 2007

PurposeThe purpose of this paper is to provide a retrospective overview of total quality management (TQM) in the context of library services.Design/methodology/approachThis paper presents a study of TQM and a comparative analysis of TQM in the library context.FindingsStudies of both theoretical principles and experimental implementations demonstrate that it is worthwhile to introduce TQM to the academic libraries. The process of implementing TQM in libraries involves a conceptual change in library professionals and a cultural transformation in the organizational operations. Without a long‐term thinking and commitment, it is not applicable. Teamwork is important for successful implementation of TQM. Every step of the process depends upon the constant support of the top management. Their role determines how far and how long the implementation can go. Therefore, once a decision is made to apply TQM, a strong leadership is required.Research limitations/implicationsIt is still too early to predict that TQM is a perfect model for library management.Originality/valueTQM provides a model and benchmark as guidelines in making new strategies in libraries facing today's great changes. It is arguable whether it is feasible to apply the principles without reservation, but it is reasonable to adopt the techniques with adaptations suitable to the library environment.
Engaging active citizenry among Singaporeans, young and old, at the Singapore public libraries
Authors: Yeen Valerie Siew Wai 
Published: January 2007

PurposeThe purpose of this paper is to discuss the strategies NLB has undertaken to encourage people to become active citizens at the public libraries.Design/methodology/approachThe paper covers a brief history of the volunteer movement in NLB, followed by a short discourse on the benefits of having volunteers. This is followed by a discussion on the various strategies taken by NLB for its volunteer management programme. The paper concludes with a discussion on the implications for public libraries on the need to engage and manage volunteers.FindingsThe findings in the paper were: as public institutions, public libraries need to engage members of the public beyond just being library members. At the National Library Board Singapore (NLB), library volunteers are seen as strategic community partners who actively play a part in value‐adding and improving library services to the public. From the volunteer standpoint, being part of the public library network is one way of giving back to the community. From the organizational point of view, having volunteers at the public libraries give NLB additional resources through which it can innovate and channel more information and knowledge seeking services.Practical implicationsThe paper shows that active citizenry is encouraged as part of NLB's Library 2010 blueprint to forge public libraries into social learning spaces. To do this, volunteers are engaged at different levels – both in terms of the time commitment they can give and the tasks they are willing to undertake. This allows for a flexible volunteering scheme for people from all walks of life to contribute back to society, either on a long or short‐term basis, as a regular volunteer or on a project basis. Libraries hoping to engage volunteers may find the strategies outlined in the paper as useful considerations to build their own volunteer management programme.Originality/valueThis paper offers practical strategic considerations to libraries and information resource centers intend on engaging volunteers as part of the resources to fulfill library services to the public.
Developing knowledge innovation culture of libraries
Authors: Sheng Xiaoping , Sun Lin 
Published: January 2007

PurposeThe paper aims to focus on the definition, meaning and functions of knowledge innovation culture (KIC) of libraries, its influencing factors and some strategies to develop it.Design/methodology/approachThe paper gives a definition of KIC, discusses its meaning and functions, analyzes several influencing factors, and suggests some strategies and provides a case study.FindingsThe paper finds that the KIC of libraries is a kind of value, behavior and institutional system, which gains competitive advantages and sustainable development of libraries through knowledge creation. This kind of culture is different form traditional library culture and has several specific functions. Some factors like environment, resources and business may affect the development of KIC of libraries. Therefore, it is necessary for libraries to establish environment beneficial to knowledge innovation, enhance trust and cooperation within staffs, create a kind of learning culture, shape knowledge‐based team organization, enhance human resource development and cultivate knowledge innovation talents in order to build up KIC of libraries.Originality/valueThe paper demonstrates how libraries can develop KIC.
Embracing customer service in libraries
Authors: Miao Hong , Wang Bassham Mia 
Published: January 2007

PurposeThe purpose of this paper is to explore the concept of customer service and outline the practices and conditions required to provide excellent customer service in libraries.Design/methodology/approachThe concept of service being at the core of the library profession and the role of libraries to lifelong learning are reiterated to emphasize the importance of quality customer service in libraries. The three‐dimension approach to service management is introduced with practical advice on how this approach is applied to libraries. A customer service self‐assessment is provided for libraries to evaluate how well they serve their customers and identify potential areas for improvement in regards to customer service.FindingsThe paper presents ways to establish an effective customer service plan in libraries and provides examples and models for better customer service initiatives.Research limitations/implicationsThe paper shows that while the three dimensions of the “Service Triangle” and the implications for libraries are discussed, the interplays between all the dimensions need to be further explored.Practical implicationsThe paper provides a practical guide and a useful source of information for libraries planning to set up customer service programs or to improve their customer service efforts.Originality/valueThis paper reviews the concept of customer service from the corporate world and discusses its implications and applications for libraries.
The heretical library manager for the future
Authors: O'Connor Steve 
Published: January 2007

PurposeThe purpose of this paper is to explore what it means to be a library leader in the future.Design/methodology/approachThe paper begins with an exploration of the intelligences library leaders need to pursue their work and their lives. It then assesses the understanding of those intelligences and their relative values. Finally, the paper attempts to bring the threads together.FindingsBuilding the bridge across the chasm from one form of library service to another will require many intelligences, perspectives and different skills if it is to happen.Originality/valueThe paper advocates a robust approach to the future, with managers re‐examining their own values, their ability to listen, keep an open mind, think heretical thoughts and think the unthinkable.
Organizational effectiveness through technology innovation and HRM strategies
Authors: Wang Zhongming 
Published: January 2007

PurposeThis editorial aims at providing a general framework for papers in this special issue. The main theme is to understand the organizational effectiveness from recent developments in technology innovation and human resources strategies.Design/methodology/approachThe editorial first describes the need for technology innovation and HRM integration. A three‐strategy model for global technology innovation and organizational development was adopted: personnel strategy, system strategy, and organizational strategy.FindingsThe personnel strategy could play a crucial role in enhancing the effects of human resources management (HRM) and entrepreneurship by supporting the main dimensions of HRM. The system strategy was used to facilitate technology innovation through knowledge management while the organizational strategy was adopted to create positive organizational culture and high performance systems.Originality/valueThe paper suggests that globally distributed engineering and international technology entrepreneurship be new area for theory building. The strategies from this special issue have implications for the study of new information technology innovation and e‐HR developmental approaches as well as professional service, customer relations modeling and strategic HRM.
An exploratory study on contingency factors affecting R&D performance measurement
Authors: Cho Eunseong , Lee Mushin 
Published: January 2007

PurposeTo explore the effects of contingency and the position of R&D professionals on R&D performance measurement.Design/methodology/approachAdopting a bottom‐up approach that reflects R&D professionals' opinion, this study investigated the relationship between preferred performance measures and contingency factors (project phase, structure, technology, and the position of R&D professionals). Fifty two senior researchers at a Korean telecommunications laboratory were surveyed.FindingsThe results suggest that the goal achievement dimension and technology factors are more important in earlier phases of an R&D project while production, economy/market, and external evaluation factors become more significant in later stages.Practical implicationsThe findings suggest that the weights of R&D performance measures should be aligned with the contingency factors and the position of R&D professionals.Originality/valueWhile most studies have adopted a macro‐level approach, this study examined R&D performance measurement at the micro‐level. While most previous works are conceptual, this study made an empirical investigation that enables statistical tests. And the findings provide useful recommendations for human resource managers who are interested in measuring the performance of technology innovation.
Informal contacts and performance in innovation teams
Authors: Kratzer J. , Leenders Roger Th.A.J. , Van Engelen Jo M.L. 
Published: January 2007

PurposeThe paper addresses the effect friendly and friendship relationships among members of innovation teams on the performance of the teams.Design/methodology/approachThe members of innovation teams may develop friendly and friendship relationships over time. In our study, we focus on the effect of the frequency of such non‐work relationships on team performance. For this research, we collected full network data on non‐work relationships in a sample of 44 innovation teams and investigate how these “friendly and friendship networks” affect the performance of innovation teams.FindingsAs result turns out that the frequency of friendly ties has positive as well as negative consequences on team performance, whereas the frequency of friendship ties positively relates to the performance.Research limitations/implicationsThe results indicate the importance of informal relations for the performance of innovation teams. Further, it is shown that friendly and friendship relations have different theoretical and practical implications. Future research can overcome the limitations of the presented research by concentrating on larger sample sizes and longitudinal research designs.Practical implicationsBuilding on the results of the study managers can better orchestra innovation teams focussing not only on formal but also on informal contacts. The main practical implication is to strive for friendship contacts and to avoid too strong friendly contacts.Originality/valueThe study adds knowledge to the research on informal relationships and performance two‐fold. First, the findings testify that friendly and friendship contacts are different and not part of the same dimension, and there is strong evidence for the importance of informal contacts.
The effects of culture and HRM practices on firm performance
Authors: Chew Irene K.H. , Sharma Basu 
Published: January 2007

PurposeThe purpose of this study was to examine the effects of organizational culture and human resource management (HRM) effectiveness on financial performance of a sample of Singapore‐based companies involved in mergers and acquisition activities.Design/methodology/approachThe study used the method of content analysis to collect information on cultural values and HRM effectiveness, using Kabanoff's content analysis dictionary. Culture profiles were then assigned to organizations in the sample following the results from cluster analysis. Various financial ratios were used to measure organizational performance. Finally, regression analysis was performed to test various hypotheses.FindingsThe key finding of the study is that organizations with either elite or leader value profile, when complemented by human resource effectiveness, had a better financial performance as compared to organizations with meritocratic or collegial value profiles. It thus follows that, to achieve better financial results by undertaking merger and acquisition activities organizations need to have elite or leadership value profile.Originality/valueThis study makes a contribution to the literature by producing new empirical evidence to bear on the effect of organizational culture and human resource effectiveness on financial performance of merging acquiring organizations from a newly industrialized Asian country.
Introduction: HRM and job performance incentives
Authors: Mahy Benoît , Plasman Robert , Rycx François 
Published: January 2007

PurposeThe paper aims to introduce the special issue of IJM, a collection of papers that were originally presented at the 88th Applied Econometrics Association Conference.Design/methodology/approachProvides a general outline of the focus of the issue.FindingsThe conference papers aimed to stimulate discussion on the “Econometrics of labour demand”. They focus on aspects of HRM, including incentive pay schemes, job satisfaction, promotion and social concerns.Originality/valueThe paper outlines the development of personnel economics over the past 25 years and introduces the papers in the special issue of IJM.
Performance‐related pay and firm performance in Finland
Authors: Piekkola Hannu 
Published: January 2007

PurposeTo analyse productivity effects of performance‐related pay (PRP).Design/methodology/approachFixed effect analysis of the productivity effects of the introduction of PRP scheme using linked employer‐employee data from Finland in 1996‐2002 and controlling for the skill structure of the employees.FindingsPRP improves both productivity and profitability by the same magnitude of around 6 per cent, but only if the compensations are substantial enough and exceeding on average 3.6 per cent of salaries for those who receive it. Incentive effects relate to the introduction of PRP, usually accompanied by new human resource management. PRP in Finland cannot, however, be directly linked to an increase in participation of employees in decision‐making. PRP schemes have substantially improved firm performance without creating much wage pressures.Practical implicationsUseful information for the implementation and design of incentive‐based wage schemes.Originality/valueVery few papers using large data sets have information on exact PRP payments that are separate from bonus pay or piece wages.
Some are punished and some are rewarded
Authors: McCausland W.D. , Pouliakas K. , Theodossiou I. 
Published: January 2007

PurposeTo investigate whether significant differences exist in job satisfaction (JS) between individuals receiving performance‐related pay (PRP) and those on alternative compensation plans.Design/methodology/approachUsing data from four waves (1998‐2001) of the British Household Panel Survey (BHPS), a Heckman‐type econometric procedure is applied that corrects for both self‐selection of individuals into their preferred compensation scheme and the endogeneity of wages in a JS framework.FindingsIt is found that while the predicted JS of workers receiving PRP is lower on average compared to those on other pay schemes, PRP exerts a positive effect on the mean JS of (very) high‐paid workers. A potential explanation for this pattern could be that for lower‐paid employees PRP is perceived to be controlling, whereas higher‐paid workers derive a utility benefit from what they view as supportive reward schemes.Research limitations/implicationsAs the study utilises data from the UK only, its results cannot be generalized to other countries characterized by distinct labour market contexts. Furthermore, the quality of the estimates depends on the quality of the identifying restrictions which, in these types of studies, are always somewhat ad hoc. However, the available tests for evaluating the quality of the identifying restrictions indicated that they are appropriate for the models used.Practical implicationsThe findings of the paper suggest that using performance pay as an incentive device in the UK could prove to be counterproductive in the long run for certain low‐paid occupations, as far as employee JS is concerned.Originality/valueThis paper is the first to have attempted to correct for the selectivity issue when considering the effect of PRP on JS. Its implications should be of interest to human resource managers when designing the compensation strategies of their organizations.
Promotion to hospital consultant in NHS Scotland
Authors: Mavromaras Kostas , Scott Anthony 
Published: January 2007

PurposeThe aim of this paper is to investigate the factors that influence promotions of medical staff from registrar to consultant in the Scottish NHS.Design/methodology/approachThe paper addresses the question of what determines the incidence of promotion, concentrating on the impact of experience, effort and the choice of specialty in promotion outcomes. A unique panel data set is used that contains individual level information on all NHS hospital doctors in Scotland from 1991 to 2000. Probabilities of promotion are decomposed by specialty into the part attributable to the mean characteristics of the doctors in each specialty and the effect of belonging to a specialty itself.FindingsThe paper estimates a panel model of promotion and identifies specialty effects on promotion. Effort in the two years before promotion is shown to have an influence on promotion probabilities. Specialties are found to exhibit considerable differences in their rate of promotion over and above the differences explained by the characteristics of the doctors in them.Originality/valueThe paper examines the promotion of medical staff from registrar to consultant in the Scottish NHS during the 1990s. The paper concentrates on the impact of experience, effort and medical specialty on the probability of promotion.