bluuebunny/crossref_metadata_2025_split huggingface dataset:
Data association for target tracking by IR sensors
Authors: Li Chen , Han Chongzhao , Chen Huimin , Zhu Hongyan 
Published: August 2007

PurposeThis paper seeks to examine the dynamic problem of associating measurements at a given period from several IR sensors in the presence of clutter, missed detections.Design/methodology/approachOn the basis of a dynamic S‐D assignment algorithm, a new association algorithm for associating and tracking multiple targets is presented. By considering the special feature of the IR sensor, the dynamic assignment cost coefficient incorporates the radiation intensity information into the association process using a joint probabilistic model for the two separate sources of information (intensity and trajectory).FindingsThe simulation results show that the new algorithm can attain almost the same accuracy of tracking estimation with less computational load by utilizing special feature information of the IR sensor into dynamic S‐D assignment.Research limitations/implicationsThere are still some parameters to be set in advance, which influence the estimate result to some extent. And the tracking stage follows the image processor, so the tracking performance is also related with the quality of images. Those problems will be considered deeply in the future research based on different maneuvering level of targets and the real tracking environment.Practical implicationsThis new algorithm may be adopted by tracking systems based on passive sensors in the future.Originality/valueThis new algorithm utilizes more information and fairly small and stable errors in position and velocity can be obtained. At the same time, it decreases computational load.
A human‐centred design agenda for the development of single crew operated commercial aircraft
Authors: Harris Don 
Published: August 2007

PurposeThis paper aims to make a case that with the appropriate use of human factors methods it is possible to design and develop a single crew commercial aircraft using largely existing technology.Design/methodology/approachFrom a review of the literature it is suggested that some of the functions of the non‐flying pilot would be better assumed by either onboard automation or ground‐based systems.FindingsIt is argued that the design of the flight deck and the role of the pilot require re‐conceptualising to accommodate the requirements for flying a highly automated aircraft single‐handed. With such re‐design, considerable efficiency gains will be achieved, but to fully realise these gains a system‐wide approach is required which extends beyond the design of the aircraft per se.Research limitations/implicationsThis is only a high‐level thought piece to stimulate debate. Much greater consideration of all the issues raised is required, as is a change in regulatory requirements.Practical implicationsIf implemented, the single crew aircraft could result in a revolution in air transport, offering considerable cost savings, especially on shorter routes with relatively small passenger loads.Originality/valueA first attempt to use human factors as a design driver to produce operational and economic efficiency by the novel use of existing technologies spun‐out from other areas of aircraft development.
Leadership style, organizational politics, and employees' performance
Authors: Vigoda‐Gadot Eran 
Published: August 2007

PurposeThis study aims to examine perceptions of politics among public sector employees as a possible mediator between the supervisor's leadership style and formal and informal aspects of employees' performance (Organizational Citizenship Behavior – OCB).Design/methodology/approachThe Multifactor Leadership Questionnaire (MLQ) was distributed to employees of a public security organization in Israel (N=201), asking them to evaluate their supervisor's style of leadership. Employees were also asked to report their perceptions of organizational politics using the scale developed by Kacmar and Ferris. In addition, supervisors provided objective evaluations of the levels of their employees' in‐role performance and OCB. The intra‐structure of the leadership variable was examined by exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) with structural equation modeling. Two alternative models were examined: first, a model of mediation and second, a direct model with no mediation.FindingsThe research resulted in mixed findings that only partially support the mediating effect of organizational politics on the relationship between leadership, in‐role performance and OCB. A direct relationship between leadership and performance (in‐role and OCB) was also found.Research limitations/implicationsThe differences between the models do not allow clear answers as to the mediating or direct effect of organizational politics in the relationship between leadership and performance. The implications on causality are also limited.Practical implicationsManagers should recognize the advantages and disadvantages of different leadership styles as these may affect organizational politics and eventually, formal performance and organizational citizenship behaviors.Originality/valueThe findings of this paper contribute to the understanding of the relationships between leadership, performance, and politics in the workplace and in the public sector in particular.
Workplace boredom coping: health, safety, and HR implications
Authors: Game Annilee M. 
Published: August 2007

PurposeThe purpose of this paper is to investigate how people cope with boredom at work, and whether differences in “boredom coping” effectiveness are associated with differences in employee well‐being, and safety behaviour.Design/methodology/approachThe authors used two methods to gather information for this paper. Employees in a chemical processing organisation (n=212) completed a survey of individual boredom coping levels, self‐reported safety compliance, and a range of well‐being variables. Also, critical incident interviews with a sub‐sample of survey respondents (n=16) elicited strategies that employees use to cope with boredom at work.FindingsHigh boredom‐copers reported better well‐being and greater compliance with organisational safety rules compared with low boredom‐copers. Relative to low boredom‐copers, high boredom‐copers tended to cope with boredom in ways that were more functional for themselves and the organisation.Research limitations/implicationsBecause the research was exploratory and cross‐sectional conclusions are necessarily tentative. However, the findings add to the scant body of knowledge about workplace boredom and serve as a useful guide to future research.Practical implicationsThis approach offers new insights into how the negative effects of boredom might be managed in future, both individually and organisationally. Training in boredom coping skills, in conjunction with job redesign initiatives, may help to reduce the frequency and impact of boredom at work.Originality/valueBoredom at work is an important yet neglected area of human resource management research. The present study is the first to examine the construct of “boredom coping” at work and to demonstrate a potential link between differences in boredom coping tendency and employee health and safety outcomes.
Employee reactions to human resource management and performance in a developing country
Authors: Ghebregiorgis Fitsum , Karsten Luchien 
Published: August 2007

PurposeThis paper seeks to examine employee reactions to human resource management (HRM) and performance. It placed employees on a centre stage in analysing HRM to provide theoretical insights.Design/methodology/approachTo explore the theme, a survey of 252 employees drawn from eight organisations was conducted. Furthermore, on‐site interviews were carried out with managers, thereby contributing to the generalisability of the findings.FindingsThe findings from the study indicate a positive attitude of employees to HRM practices, such as promotion from within, staffing, equal employment opportunity, quality of training, reasonable compensation and paid vacation and sick days. Moreover, the evidence also shows that productivity has been increasing while employee turnover, absenteeism, and grievances are low. However, the evidence also reveals that training was not integrated in a planned way to employee career development.Research limitations/implicationsThe present study adds to a growing literature that helps the understanding of HRM policies and practices in a developing country context. Future research would benefit from additional research in this area in other geographical settings to better understand the generalisability of the findings reported.Originality/valueIn contrast with previous research, which has predominantly been conducted from a managerial perspective, this article deals with employee perceptions. This emphasises the importance of exploring employee reactions towards HRM practices, policies and other aspects of firm life.
An investigation into pay communication: is ignorance bliss?
Authors: Day Nancy E. 
Published: August 2007

PurposeThe paper's purpose is to investigate the relationships between pay communication and referent choice, pay satisfaction and pay equity perceptions.Design/methodology/approachA sample of 149 employed graduate business students from a variety of organizations were surveyed at two different times, first to assess dependent variables (pay satisfaction and pay equity perceptions), and second to measure perceived pay policies.FindingsContrary to predictions, increased pay communication was not associated with referent choice, and referent choice was unrelated to pay attitudes. Pay communication was also unassociated with pay satisfaction. However, increased pay communication was found to be negatively related to pay equity perceptions.Research limitations/implicationsA two‐questionnaire survey methodology was designed to minimize the possibility of common method variance. Because few employers communicate about pay, there was restriction of range for this independent variable, perhaps constraining results. However, the use of multiple employers, even in this student population, constitutes a meaningful sample.Practical implicationsEmployers should be cautious about what pay information they provide to their employees, since this study suggests that increased pay communication results in lower pay equity perceptions.Originality/valueResearch in this area is extremely limited and thus this paper provides a strong foundation for further investigation.
Re‐vitalising learning and development?
Authors: Cassell Catherine , Lee Bill 
Published: August 2007

PurposeThe aim of this paper is to provide a piece of empirical work that examines the impact of trade union learning representatives in enabling access to learning by those groups traditionally less likely to access such opportunities. This aim is discussed in relation to the literature on the significance of organizational learning.Design/methodology/approachThe research conducted included an in‐depth qualitative interview study of full‐time trade union officials with some responsibility for learning in their union.FindingsThe findings are discussed in relation to how trade union learning representatives are approaching their role; how learning is being facilitated; who is gaining access to learning and how; and the ownership of learning more generally.Originality/valueThe paper presents original data on a new learning initiative about which very little is currently published.
Annual hours working in Britain
Authors: Gall Gregor , Allsop David 
Published: August 2007

PurposeThis paper seeks to investigate the extent of the implementation of annual hours working in Britain and its impact upon employers, organisations and employees.Design/methodology/approachThe paper deploys secondary data and sources to establish an overview of the salient issues.FindingsAlthough there has been a growth in the extent of annual hours worked in the last decade, the rate of growth has slowed. This is related to the reduction in extant organisations that may consider introducing annual hours in tandem with the problems associated with annual hours worked.Research limitations/implicationsIssues of working time remain a key area of contestation between employers and employees, particularly as in recent years coercive competitive pressures on organisations have increased whilst a discourse about ‘family‐friendly’ working time polices has also emerged.Practical implicationsThe plaudits of management consultants and policy groups concerning annual hours worked are revealed to be rather one‐sided, with considerable problems emerging for employers and employees alike.Originality/valueBrings together an array of data to build up an analysis of annual hours worked.
Reconceptualising line management in project‐based organisations
Authors: Bredin Karin , Söderlund Jonas 
Published: August 2007

PurposeThe aim of the article is to analyse HR devolution from HR departments to the line. Two important problems are addressed. The first problem concerns the disregard for the changes in line management that comes with HR devolution. The second problem addressed deals with the lack of studies of organisational contingencies.Design/methodolgy/approachThe paper presents and analyses an in‐depth case study of a radically projected firm within the Tetra Park group where a new HR‐oriented management role has been created to replace the traditional line management role. Based on the case study findings, the paper elaborates on the new approach to line management and how a new management role is moulded in the context of project‐based organisations.FindingsBased on literature studies, the paper identifies four key challenges for HRM in project‐based organisations that are critical for the development of the new approach to line management in such settings. Based on case study observations, it analyses the creation of a new management role – the so called “competence coach” – in project‐based organisation within the Tetra Park group. It argues that the new approach adopted points to the need of breaking out of traditional conceptions of line management, and of developing the concept of an HR‐oriented management role that is a legitimate player in the HR organisation of a firm.Originality/valueThe paper provides a rich case description of a project‐based firm in a HRM perspective. The descriptions and the analysis give practical as well as theoretical implications of HRM issues that arise in project‐based firms, and of changes in line management as a way of developing the capabilities to handle these issues.
The effect of enforcement on human resources practices
Authors: Andonova Veneta , Zuleta Hernando 
Published: August 2007

PurposeThe purpose of this paper is to study the effect that weak enforceability of property rights has on the human resource practices of firms operating in hostile business environment.Design/methodology/approachThis paper questions the role of the state as the only provider of stability and guarantor of property rights and hypothesizes that it is not governments, which tend to be weak in weak institutional settings, but private firms that act as the main force behind the protection of entrepreneurial investments. The approach consists in developing a case study about a farm (Hacienda Gavilanes) in rural Colombia.FindingsIt is found that incentives together with inclusive human resources practices and empowerment are among those strategic arrangements that contribute most to the survival and sustainability of the farm today in a setting where legal enforceability is precarious. The replication of this policy might not be easy, however, because it requires a profound shift in the way landowners perceive workers in rural Colombia and many other parts of the world.Originality/valueThe case presented in this paper provides valuable lessons beyond Latin America for other developing countries with similarly fragile governments and economic environments.
Latent premises of labor contracts: paternalism and productivity
Authors: Rodriguez Dario , Rios Rene 
Published: August 2007

PurposeLabor contracts are built on the basis of different latent premises about expectations of the organizations and the workers. Paternalism is widespread in Latin America, and its diverse forms should be taken into account in the design of HR policies and management practices. The paper seeks to compare two Chilean banks and show that different forms of paternalism exist. As long as the organization is consistent with the premises it works with, productivity is not hindered by either form.Design/methodology/approachBy means of a case study two banks's contractual premises are compared. Each one represents a different set of cultural expectations for the labor contracts.FindingsPaternalistic and non paternalistic premises for labor contracts differ widely, but as long as the organization is coherent with them in its human resources policies and practices, productivity can be achieved indistinctively.Research limitations/implicationsThe cases are representative of main types of organization's labor contracts, but not statistically representative. Generalizations are possible insofar as other organizations show similar cultural pre‐contractual premises.Practical implicationsHuman resource management policies and practices need to be consistent with the premises underlying the labor contract and the social bond in order to allow for productivity increases.Originality/valuePaternalism is still present in Latin American organizations, instead of dismissing it as traditional or premodern, acknowledging it will allow for organizations to act more realistically towards its labor force.
Managing people in radical changes (M&As)
Authors: Tanure Betania , Gonzalez‐Duarte Roberto 
Published: August 2007

PurposeThe aim of this paper is to look at why and how HRM may take on a more strategic role within mergers and acquisitions (M&As) processes.Design/methodology/approachThe paper discusses the ABN AMRO Bank case. The Dutch bank first acquired one of the largest Brazilian banks and, later, the Brazilian subsidiary of an Italian bank. The paper seeks to understand to what extent the successful integration of the acquired banks by the acquiring one was determined by the consistency among three factors: the determining reason for the acquisition; the integration strategy adopted; and the HRM policies for the management of people.FindingsThe case has evidenced that, in processes of radical change, such as acquisitions, the president, as well as the top management of the acquiring company, has a critical role of establishing an understanding that people constitute, in fact, a key asset of the company, thereby opening avenues for HRM to assume a strategic role within companies.Practical implicationsEven though the HR managers should seek to undertake a more active and strategic role in M&As, contributing effectively to the performance of the organization, their actions are shaped by the consistency between discourse and practice of CEOs regarding the importance of people within organizations. Any disparity between this discourse and practice is likely to affect the role played by HRM within organizations.Originality/valueThis paper will be valuable for those attempting to link both streams of literature – HRM and post‐acquisition integration.
Psychological contracts and performance management in Mexico
Authors: Davila Anabella , Elvira Marta M. 
Published: August 2007

PurposeThe aim of this paper is to use psychological contracts theory to explore performance management practices in Mexico paying particular attention to the impact of national culture, social and structural factors.Design/methodology/approachThe paper examines the content of psychological contracts from the viewpoint of both parties in the employment relationship – managers and employees – in the context of performance appraisals. It conducted focus groups and interviews at these two organizational levels in three different organizations.FindingsFindings are organized around three themes: performance appraisal systems, the promises (fulfilled and unfulfilled) and the sources of terms and conditions as the content of psychological contracts for managing and participating in performance evaluation systems. For each theme the paper presents and contrasts the viewpoints of managers and employees.Practical implicationsBecause of the sensitive cultural nature of performance appraisals, the findings help managers implement this process by explaining the underlying psychological contracts in Mexico. Specifically, employees experience the socio‐emotional behaviors that accompany performance evaluation and engage in the process at different levels of commitment. Both managers and employees respond according to their needs and what they perceive to be the company's reward.Originality/valuePerformance appraisal has received little attention from studies of psychological contracts, though it is a key practice in which work promises and rewards related to performance are made. In this study, the paper brings these two research streams together and apply it to a culturally unique setting.
Risk, safety and culture in Brazil and Argentina: the case of TransInc Corporation
Authors: Perez‐Floriano Lorena R. , Gonzalez Jorge A. 
Published: August 2007

PurposeThe purpose of this paper is to show how employees' work cultural values in three cities of two different South American countries (Buenos Aires, Sao Paolo, and Rio de Janeiro) differ, and how these differences are related to the manner in which people perceive risk and construe the meaning of danger.Design/methodology/approachA total of 220 line employees of a multinational enterprise in Rio de Janeiro, Sao Paulo and Buenos Aires participated in this study. The paper compared the means of reported job satisfaction and cultural values among the cities. Furthermore, regressions are used for cultural values on perceptions of risks from job hazards.FindingsThere are different cultural values across the cities. These cultural values are associated with the manner people understand risk and respond to risk management programs. This could eventually influence the success of the implementation of safety management programs.Research limitations/implicationsThis is a study carried out in a single organization within the transportation industry. Managers and scholars must be careful in generalizing these findings across geographical locations and industries.Practical implicationsThe findings challenge the assumption that safety‐training methods can be applied indiscriminately in every country without taking into account national culture and intra‐national subculture differences.Originality/valueThis study explores the importance of culture in the transfer and administration of US‐made safety programs to South America within the context of the high‐risk transportation industry segment. Its findings are important for multinational enterprises concerned with the safety of workers in high‐risk industries.
e‐HRM in Mexico: adapting innovations for global competitiveness
Authors: Olivas‐Lujan Miguel R. , Ramirez Jacobo , Zapata‐Cantu Laura 
Published: August 2007

PurposeUsing information and communication technologies to deliver human resource services (also known as e‐HRM) has become an important strategy for firms seeking to achieve a competitive advantage. A case‐based study was carried out with the purpose of investigating how four of the most competitive Mexican firms are implementing their e‐HRM strategy.Design/methodology/approachLiterature from e‐HRM and human resource management in Latin America is reviewed and integrated. Four case studies developed in Mexican firms are depicted.FindingsEvidence suggests that, to fully understand the way e‐HRM is used in firms from emerging economies, it is important to take into consideration local idiosyncrasies.Originality/valueThis study integrates Latin American dimensions of HR management in the study of e‐HRM, a budding research stream that is under‐investigated in emerging countries.