bluuebunny/crossref_metadata_2025_split huggingface dataset:
Finite point based numerical study on the unsteady laminar wake behind square cylinders
Authors: Mendez B. , Velazquez A. 
Published: January 2007

PurposeThe purpose of this paper is to present numerical study on the behaviour of 2D unsteady incompressible laminar wakes behind square cylinders.Design/methodology/approachThe numerical method that has been developed is based on a finite point formulation characterised by its weak connectivity requirements. This formulation allows for a patched unstructured approach to computational domain modelling that is of interest for industrial applications. Time evolution of pressure is computed by using a pseudo‐compressibility relaxation model that is based on physical considerations.FindingsThis model is characterised by the fact that no sub‐iterations on a numerical pseudo‐time are required so that computational efficiency is increased. Algorithm stability requires the use of second and fourth order artificial viscosity operators that effectively change the order of the equations. A discussion is included regarding the boundary conditions for these operators that do not influence vortex shedding behaviour.Research limitations/implicationsBearing in mind the industrial drive (MEMS design) that the authors have in mind, solver validation has been addressed at two levels: global coefficients (lift, drag and Strouhal number) were compared with those published in the specialised literature, while local velocity and rms profiles were compared with those obtained after performing a specific low velocity wind tunnel testing campaign (Reynolds numbers in the range from 110 to 268).Practical implicationsA sensitivity analysis of the results obtained is presented and it shows that the solver numerical robustness makes it amenable for project oriented applications.Originality/valueThe formulation being presented is competitive and could be considered as a potential alternative to other approaches.
Job satisfaction: empirical evidence of gender differences
Authors: García‐Bernal Javier , Gargallo‐Castel Ana , Marzo‐Navarro Mercedes , Rivera‐Torres Pilar 
Published: January 2007

PurposeHuman resources management directed at improving job satisfaction has become a subject of growing interest in both the professional world and the academic world, and is justified by the impact that satisfaction has on business performance. The main objective of this work is to determine empirically the factors that have an impact on the satisfaction of Spanish workers, as well as to compare the existence of differences in the key dimensions of satisfaction according to workers' gender.Design/methodology/approachOf the study sample, only information pertaining to Spain was selected. Of 413 specific cases, 668 per cent were male and 33.2 per cent female. A factor analysis was conducted on those variables which could impact on an individual's job satisfaction. These aspects were considered through an 11‐item questionnaire.FindingsThe results obtained in this research show that the job satisfaction of Spanish workers is an element that is susceptible to improvement. Moreover, it is observed that the level of job satisfaction is determined by four factors: “economic aspects”, “interpersonal relations”, “working conditions”, and “personal fulfilment”. A subsequent analysis according to workers' gender shows that although men and women take into account the same dimensions, the degree to which each dimension has an impact is different for each sub‐sample.Research limitations/implicationsThe sample used refers to a Spanish case. In the future it would be interesting to extend this and include other countries.Practical implicationsThe main results of this study are a knowledge of the variables that affect the level of employee satisfaction, which should be useful to the management of companies, and those that should be considered in order to take better advantage of the competitive opportunities that can provide a company with motivated to committed staff.Originality/valueThis study analyzes factors that determine job satisfaction according to the worker's gender.
Gender, work, and equal opportunities in central and eastern Europe
Authors: Dawn Metcalfe Beverly , Afanassieva Marianne 
Published: January 2007

PurposeThis paper examines gender, work and equal opportunities in central and eastern Europe (CEE) countries. The worker‐mother contract in socialist systems is discussed and reveals how transition from a communist economic system to a market economy has eroded women's equality within the workplace claimed with the Communist and economic social legacy. The aim is to explore the opportunities and constraints on women's professional career advancement in post‐socialist societies.Design/methodology/approachThe paper consolidates research on gender and work within CEE countries and draws on international datasets including, the Gender Development Index and Gender Empowerment Index.FindingsThe results show that women's high representation in management and professional occupations, once the hallmark of socialist employment structures, is now being threatened by the erosion of state childcare services and the increasing level of discriminatory practices in recruitment, selection and development. It is suggested that the formal state structures have acted to foster neo‐traditionalism and a traditional gender identity. Economic and political transition is argued to be a process of remasculinisation, which reaffirms gendered hierarchies and gendered power relations in public and private realms.Originality/valueThe paper contributes to the limited subject of equal opportunities and gender issues within an organisation context within CEE regions. The paper examines gender‐mainstreaming methodologies and considers implications for the development of equal opportunity and diversity management policies at state and organization level.
“My father knows the minister”
Authors: Neal Mark , Finlay Jim , Tansey Richard 
Published: January 2007

PurposeThe purpose of this paper is to fill a gap in the literature on Arab women's conceptions of leadership. By comparing women's leadership authority values in three Arab countries, the paper aims to refine existing gender‐neutral research on leadership in the “Arab world”.Design/methodology/approachThe study involved administering a survey, which had been developed based on Weber's work on authority (1978) and contemporary discussions of implicit leadership theories (ILT). The data (n=320) were drawn from female subjects who were enrolled in upper‐division business major classes in three countries, Oman, Lebanon and the UAE The women thus constituted educated entrants to their respective labor markets. The data were subjected to an analysis of group means on each of the questions, using the Scheffe option available in ANOVA.FindingsThe analysis found evidence of common leadership authority values in the Gulf countries (Oman and the UAE). Lebanon, meanwhile, was distinguished by relatively low levels of “traditional” authority, and very high levels of “charismatic” authority. The findings demonstrate important regional similarities and difference in leadership authority values in the “Arab world.”Research limitations/implicationsThe study is limited by the number of countries studied. It is thus anticipated that future comparative research will be extended to include other countries (both Arab and non‐Arab), and men.Practical implicationsLeadership training in the Arab region must be sensitized and tailored to address regional and gender‐specific conceptions of leadership.Originality/valueThe paper challenges and refines widespread meta‐notions and analyses of the “Arab world” and “Arab leadership.”
Gender and race differences in leader behaviour preferences in South Africa
Authors: Littrell Romie F. , Nkomo Stella M. 
Published: January 2007

PurposeThis research was undertaken to investigate the differences in preferred managerial leadership behaviour among genders and racial groups in South Africa.Design/methodology/approachData were collected from part time MBA students in South Africa, and subjects' preferences for explicit leader behaviour was assessed by the Leader Behaviour Description Questionnaire XII, with samples of Asian[1], black, coloured[2], and White South Africans further categorized by gender.FindingsColoured sample subjects were most dissimilar from the other samples as to preferred leader behaviours. The most similar grouping was black males with white males and females.Research limitations/implicationsDifferent results were obtained than predicted by past studies comparing only black and white subjects. Studies comparing only those two racial groups could yield misleading interpretations of the actual managerial leader race and gender dynamics in South Africa. Owing to the small samples obtained for coloureds and Asian women, a follow‐up study is underway to increase these sample sizes.Practical implicationsImplications of this study for practice are that programmes of managerial leadership development and practice need to consider that the race and gender dynamics in South Africa extend beyond the majority blacks and whites, and need to be more inclusive of all groups.Originality/valueThe results tend to contradict the interpretations of past studies of management and leadership that have indicated significant differences between the behaviours of blacks and whites in the business environment. These two groups were found to be most similar in preferences.
An alternative view through the glass ceiling
Authors: Cornelius Nelarine , Skinner Denise 
Published: January 2007

PurposeTo introduce the reader to a new way of understanding how the glass ceiling, the informal mechanisms and structures that slow or prevent women's advancement, may be configured, using capabilities theory.Design/methodology/approachCapabilities theory is used as an analytical lens to evaluate the nature of interaction between the senior women's “internal capabilities” (their readiness to act), and the external “work environment” (work and non‐work factors) that in combination with internal capabilities, constitute combined capabilities. In particular, we reflect on how the character of combined capabilities might effect senior women's perception of ambition and risk and the choices that are made during the “career journey”.FindingsFrom a capabilities perspective, it can be argued that the remit of HRM policy makers regarding the careers of women attempting to break through the glass ceiling needs to be broadened, particularly by those organisations not only wishing to enhance their corporate social responsibility with regards to existing and potential employees but also those wishing to deepen their understanding of workplace inequality.Originality/valueThis paper adds to our understanding of women's career journeys, and is likely to be of interest also to those researching the in areas of workplace equality and diversity and HRM policy and practice.
The glass ceiling: some positive trends from the Lebanese banking sector
Authors: Jamali D. , Safieddine A. , Daouk M. 
Published: January 2007

PurposeThe purpose of this study is to explore the salience of glass ceiling type barriers in the Lebanese banking sector, based on the perceptions of a sample of Lebanese top and middle level women managers.Design/methodology/approachLiterature review and survey type questionnaire molded after the women workplace culture questionnaire developed by Bergman and Hallberg. The questionnaire was administered to a sample of 61 top and middle level women managers, drawn from the context of 12 different banks in the Lebanese context.FindingsThe findings suggest that the common precepts of the glass ceiling theory are not supported in the context of Lebanese banks with overall positive inferences and perceptions reported by Lebanese women managers in relation to their work environment and daily work experiences. These findings are explained by the progressive evolution of the Lebanese banking sector over the past few decades.Originality/valueThe value added of this research is to revisit the salience of the glass ceiling in a non‐traditional context, namely Lebanon. While the findings encountered in the banking sector cannot be generalized to the entire Lebanese society, they nevertheless present an unexpected trend and potentially interesting implications stemming from an Arab‐Middle‐Eastern context.
Perceived organizational support for women's advancement and turnover intentions
Authors: Jawahar I.M. , Hemmasi Pegah 
Published: January 2007

PurposeThe purpose of this paper is to examine if organization's failure to support women's advancement increases turnover intentions of well qualified and experienced professional women, as asserted by many scholars and the mediating influence of job satisfaction and employer satisfaction on the relationship between organizational support and turnover intentions.Design/methodology/approachA total of 332 female executives (Study 1) and 186 female managers and professionals (Study 2) were surveyed to examine specific, heretofore, untested hypotheses. Such replications ensure that the results are repeatable and not artefactual to particular samples/or settings.FindingsResults of both studies were identical. Perceptions of support were related to turnover intentions. Employer satisfaction had a stronger effect on turnover intentions than job satisfaction, and fully mediated the relationship between support and turnover intentions.Originality/valueDrawing on the social exchange theory, it was expected that perceived organizational support (POS) for women's advancement would be negatively related to turnover intentions. POS for women's advancement is more specific and relevant to professional women than POS per se. Another new construct was introduced – employer satisfaction – and as hypothesized it was found that employer satisfaction was more strongly related to turnover intentions than job satisfaction; it also mediates the support‐turnover relationship more strongly than job satisfaction. Implications of results are discussed and directions for future research are offered.
A gender‐sensitive study of McClelland's needs, stress, and turnover intent with work‐family conflict
Authors: Lilly Juliana D. , Duffy Jo Ann , Virick Meghna 
Published: January 2007

PurposeThe purpose of this study is to study gender differences in the relationship between McClelland's needs, stress, and turnover intentions with work‐family conflict.Design/methodology/approachSurvey data were collected from 383 individuals representing 15 different industries. Multiple regression analysis was used to test the hypotheses.FindingsResults suggest that McClelland's needs act as an antecedent of work‐family conflict, and that they have a differential impact on work‐family conflict for women and men.Research limitations/implicationsThe subjects were college graduates, hence it was a self‐selected sample, and the results may not generalise to other populations.Practical implicationsWomen are more affected by family obligations than men and this may impact the performance and turnover intentions of women in organisations.Originality/valueThis paper enhances understanding of work‐family conflict by specifically examining individual differences such as need for power, need for achievement and need for affiliation and evaluating their impact on turnover intention and job tension.
Women in management: gender stereotypes and students' attitudes in Greece
Authors: Mihail Dimitrios M. 
Published: January 2007

PurposeWomen are vastly underrepresented in corporate Greece. One widely accepted explanation for this situation is the negative stereotypes about women as managers. Given the apparent influence of business students' stereotypes on future discriminatory behaviour toward women in management, and given the dearth of empirical research on this issue for the Greek case, this study aims at measuring and assessing gender‐based attitudes of surveyed students.Design/methodology/approachA survey was conducted involving 323 undergraduate students majoring in business administration at the University of Macedonia, Greece.FindingsThe main finding is that business students' attitudes toward women in management are primarily shaped by their own gender. This study, employing the Women as Managers Scale, found that male business students hold relatively negative stereotypic attitudes compared to their female counterparts. In addition, it was found that gender was by far the most influential factor in accounting for the difference in attitudes. No significant differences on other sample characteristics such as age, work experience and cooperation with female supervisor were detected.Research limitations/implicationsFurther research to extend the current investigation to full‐time employees and managers would allow for a more articulated discussion of the main sources of influence on stereotypical attitudes toward women in management.Originality/valueGiven the dearth of empirical research on stereotyping and women's career prospects in Greece, this study contributes to debates in the wider academic community on the issue of analyzing empirically stereotypic attitudes toward women as managers.
The accident of m/v Herald of Free Enterprise
Authors: Goulielmos Alexander M. , Goulielmos Markos A. 
Published: January 2007

PurposeThe purpose of this paper is to investigate whether the Herald of Free Enterprise disaster was due to the ship or the management, using the modern management theory of complexity.Design/methodology/approachThe 75 pages investigation of the court has been studied and codified to the main aspects and mistakes producing the accident. After the mistakes were identified, a procedure adopted in analysis B to show how these could be avoided if a different management theory has been adopted.FindingsThe main finding was that management was responsible for the accident on shore mainly and on board and that a special communication mean which is called “dialogue” in complexity theory parlance had to be adopted.Practical implicationsAny shipping company and ship can identify itself through the common mistakes mentioned and adopt the proposed theory to improve safety and management's effectiveness.Originality/valueThe paper provides a concise analysis of the accident. A new theory is presented and linked to this case study. The study will be useful to management on shore and on board and for IMO of Flag administrations and departments of transport and others.
Open source geographical resources analysis support system (GRASS) for landslide hazard assessment
Authors: Firuz Ramli Mohammad , Nor Azmin Sulaiman Wan , Kamil Yusoff Mohd , Yee Low Yoke , Manap Mohamad Abd. 
Published: January 2007

PurposeThe primary aim of this research is to investigate the application of open source geographic information system software, geographical resources analysis support system (GRASS) for landslide hazard assessment.Design/methodology/approachFive parameters affecting landslide occurrence derived from topographical, geological and land use maps of Cameron highland were used for the assessment.FindingsThe results showed that about 93 percent of the study area falls under zone II that is of low hazard, with less than 7 percent on zone III with moderate hazard and only less than 1 percent falls under zone IV, which is of high hazard.Research limitations/implicationsThe accuracy of the landslide hazard map needs to be assessed by cross‐correlation with landslide occurrence in the field.Practical implicationsThe map produced showed the potential application of GRASS as a tool for producing landslide hazard assessment map.Originality/valueThe major outcome of this research is the possible use of open source GIS software in the application of landslide hazard assessment. The capability of GRASS in performing such environmental assessment will certainly attract many researchers and organizations with limited budgets, especially in developing countries such as Malaysia.
A systemic perspective of situation awareness
Authors: Masys A.J. 
Published: January 2007

PurposeMaintaining a high level of situation awareness (SA) is considered one of the most essential elements for safe and effective flight operations. In a study of accidents among major air carriers, 88 per cent of those involving human error could be attributed to problems with SA. In complex domains such as aviation, SA is inherently distributed over multiple people and groups and over human and machine agents. The purpose of this paper is to present an alternative perspective to the hegemony of the cognitive approach to SA that focuses on the systemic nature of SA.Design/methodology/approachAn alternative approach to the hegemony of the cognitive perspective of SA has been presented, that focuses on a systemic or holistic conceptualisation of SA through the application of Somerville's actor network theory (ANT). By advocating a seamless web composed of actors, the actor network approach dissolves the dichotomous relationship between humans and machines and society and technology into a non‐anthropocentric framework. This paper further develops this systemic perspective of SA through an analysis of the tragic 2002 mid‐air collision over Überlingen, Germany case study.FindingsThe application of ANT to this case study brings to light some insights with wide ranging consequences for how we think of SA and accident aetiology.Practical implicationsThe systemic perspective of SA has far‐reaching design implications with regard to complex socio‐technical systems.Originality/valueThis paper facilitates the perspective that looks at the inter‐connectedness of the heterogeneous elements characterized by the technological and non‐technological (human, social, organizational, political) elements of complex socio‐technical systems.
Beyond training: new firefighters and critical reflection
Authors: Childs Merilyn 
Published: January 2007

PurposeThis paper aims to initiate a conversation within the disaster community about the applicability of “critical reflection” to the professional work of firefighters. “Critical reflection” is a term commonly used within the nursing and teaching professions. Although it has contested meanings, it generally conveys the sense of purposeful enquiry about one's professional conduct, ethics and decision making. Fire fighting labor is no longer blue collar, and firefighters in western fire fighting agencies require increasingly complex capabilities and accountabilities. Could “critical reflection” be added to post‐incident debrief as a core professional capability?Design/methodology/approachThe paper draws on the concept of “critical reflection” as it has been developed within the professional fields of nursing and teaching. It then considers the applicability of and importance of this concept to the professional field of firefighting.FindingsThe meanings and applications of “critical reflection” vary, but the inclusion of dialogue about it exists within many nurse and teacher education courses. It can be argued to provide professionals with an opportunity to engage in dialogue about their labor, and thereby scrutinise their professional conduct and the ethical dilemmas of their work.Practical implicationsThis paper calls for a paradigmatic shift in the approach taken by educators who work with firefighters. It argues that instructional methods based on rote learning, chalk and talk, and show and tell training are insufficient as a means of developing firefighters capable of responding and adapting to the complex demands implicit within increasingly professionalized firefighting labor. Future firefighters will need to be adaptive, reflective and accountable; able to demonstrate discursive and inquisitive capabilities; and engage in reflected actions both on and off the incident ground.Originality/valueHigh originality. This is the first time the intellectual traditions and debates implicit within “critical reflection” have been linked to the work of firefighters.