bluuebunny/crossref_metadata_2025_split huggingface dataset:
A resource allocation model for university libraries in India
Authors: Sudarsan P.K. 
Published: September 2006

PurposeThe purpose of this paper is to develop and demonstrate a performance‐based allocation model for university libraries in India.Design/methodology/approachUsing economic models with weighted values, a system of allocating funds to university library departments is illustrated.FindingsThe paper finds that many university libraries in India struggle to continue their existing operations and services due to financial problems. Careful budgeting and most appropriate use of financial resources is essential to solve the existing financial problems.Originality/valueThe model takes into account efficiency and equity considerations, which can assist the library in allocating its budget in a transparent and fair manner.
Economics of employee internet management
Authors: Kim Sangkyun 
Published: September 2006

PurposeThe purpose of this paper is to illustrate the economic impact of an employee internet management (EIM) system.Design/methodology/approachThe paper reviews previous research on economic justification. It implements an EIM system, sniffer, and firewall to monitor real‐time sessions and to record blocked attempts.FindingsThe study finds that management may introduce an EIM system as a productivity control tool and bandwidth management tool.Research limitations/implicationsImpacts of backlash were measured by qualitative questionnaires, so there was a possibility of some aberration. Partial elements limited to monetary factors are used among the various economic factors.Practical implicationsThe paper proves that the overall impact of an EIM system has a positive value because filtering mechanisms cause users to lose access to few URLs containing useful information, saves users from various risk points and enhances labor productivity.Originality/valueThe study suggests the impact factors and measurement methods to justify the economic values of an EIM system.
Finding a niche
Authors: Maxymuk John 
Published: September 2006

PurposeThe aim of this paper is to spotlight the numerous ways librarians publish in the electronic environment.Design/methodology/approachThe paper surveys several web sites written by or about librarians or libraries.FindingsThe study finds that while librarians still publish in traditional print formats, the narrow scope of many of their topics lend themselves to web‐based publishing better.Originality/valueEven when an author's efforts may result in a book, the narrow focus of a topic, coupled with the stagnate nature of a printed work, are barriers to new or updated information. Web‐based publications, both in tandem and independent of print, provide a dynamic environment to keep information up‐to‐date and current. The web also provides an opportunity to publish material that otherwise would not be published.
The antecedents of organizational commitment: the case of Australian casual academics
Authors: Joiner Therese A. , Bakalis Steve 
Published: September 2006

PurposeDespite the increasing attention of organizational commitment in the management literature, most studies predominantly focus on full‐time workers in traditional work settings. This paper examined the antecedents of organizational commitment among casual academics working in the tertiary education sector in Australia.Design/methodology/approachA questionnaire survey was developed and distributed to casual academics working in a large Australian public university.FindingsAnalysis of the data shows that personal characteristics (gender, marital status, family responsibilities and education), job‐related characteristics (supervisor support, co‐worker support, role clarity and resource availability) and job involvement characteristics (tenure, second job and post‐graduate study at the employing university) all impact on organizational commitment.Research limitations/implicationsAustralian tertiary institutions are prominent employers of casual workers, however, very little is known about the work behavior of this group of academics. The results of this study highlight important directions for implementing strategies to increase casual academic's organizational commitment. Organization commitment is important because it is known association with other important organizational variables such as turnover, absenteeism and work effort.Originality/valueGiven the increasing reliance on casual academics in tertiary institutions, this study provides the first step in better understanding the factors that affect the organization commitment of casual academics.
Three Georgias in Atlanta
Authors: Wolverton Mimi 
Published: September 2006

PurposeThe purpose of this paper is to look into how universities identify themselves and the audiences they choose to serve, taking into account three specific universities in Atlanta, Georgia.Design/methodology/approachThe paper gives brief overviews of the literature on differentiation and sustainability and the study, followed by descriptions of the three subject business schools and the geographic context, Atlanta, within which they operate.FindingsNot every professional school will offer nationally ranked degree programs, but they all can aspire to establish unique, strong programs that are sustainable over time. Gaining a clear understanding of identity and purposefully targeting the audience to be served are important first steps in such an endeavor.Originality/valueThe article holds important lessons for professional schools and colleges that face increasing competition for students within their home arenas.
Too much of a good thing?
Authors: Frankel Marc T. , Schechtman Judith L. , Koenigs Robert J. 
Published: September 2006

PurposeThe aim of this article is to compare images of ideal leadership between independent elementary and secondary schools and research universities using a standardized set of values, and to compare these ratings with an empirically‐derived model of effective group leadership.Design/methodology/approachRatings by individuals within independent and higher education on the systematic multiple‐level observations of groups (SYMLOG) constellation of 26 values were compared with each other and the empirical model of most effective team leadership.FindingsDifferences consistent with expectations were noted between the two groups and with the model, confirming and describing what had previously been anecdotal. The independent education ideal was a preference for leadership that nurtures and protects individuals while equitably enforcing rules and regulations, whereas the higher education ideal contained greater elements of collaborative work and shared decision‐making by faculty.Research limitations/implicationsWhile grouping the data by industry sector, this research says little about possible variations within each group; e.g. between public and private universities or between religiously affiliated and nonsectarian schools. Likewise, the preponderance of subjects are from institutions in the USA, perhaps limiting the usefulness of the findings for other countries.Practical implicationsLeaders or those aspiring to lead in higher and independent education could benefit by balancing their approach between what stakeholders see as ideal and the empirically‐derived model of effectiveness.Originality/valueThis research demonstrates differences in preferred modes of leadership that previously have been only anecdotally conjectured. By finding subtle differences in ideal preference between elementary/secondary schools and research universities, the study further describes possible cultural variation within the education sector.
Climate profile and OCBs of teachers in public and private schools of India
Authors: Garg Pooja , Rastogi Renu 
Published: September 2006

PurposeThis research aims to assess the significant differences in the climate profile and organizational citizenship behaviors (OCBs) of teachers working in public and private schools of India.Design/methodology/approachThe sample comprised of 100 teachers, out of which 50 teachers were from public school and 50 teachers were from private schools. Following data collection, significant differences regarding climate profile and OCBs were examined by using t‐test.FindingsThe findings indicated significant differences in the climate profile of public and private schools. Also, there was significant difference in the exhibition of citizenship behaviors of teachers working in public and private schools.Research limitations/implicationsThe research represents the beginning and not an end to the examination of climate of schools as well as exhibition of citizenship behaviors of teachers. The study makes feasible suggestions for improving the climate profile of private schools and citizenship behaviors of teachers. It also implies that to enhance the climate of private schools, appropriate strategy must be followed which can transform teachers to be creative, innovative, and flexible. Also, open communication and appropriate feedback must be encouraged which can build strong relationship between teachers and principal, which is generally stymied by the bureaucratic leadership styles of the principals.Originality/valueThis study provides further groundwork to assist administrators in identifying other areas which are sensitive to climate profile and behavioral aspects of school and aspects which can prevent from tarnishing the image of the school.
Organisational issues for e‐learning
Authors: McPherson Maggie , Baptista Nunes Miguel 
Published: September 2006

PurposeThe purpose of this paper is to report on a research project that identified organisational critical success factors (CSFs) for e‐learning implementation in higher education (HE). These CSFs can be used as a theoretical foundation upon which to base decision‐making and strategic thinking about e‐learning.Design/methodology/approachThe project reported in this paper adopted a critical research approach aiming at proposing strategies derived from a holistic, consultative and emancipatory perspective. Bearing this perspective, the researchers drew inspiration from CSF management theory. Organisational analysis using CSFs is an established management research method as a means of identifying the essential elements that need to be addressed in order for change processes to be effective. The specific data collection method adopted was focus group interviews.FindingsThe data analysis from focus group interviews with practitioners, administrators and academics revealed 66 CSFs divided into four clusters: leadership, structural and cultural issues (31), design issues (12), technological issues (7) and delivery issues (6).Practical implicationsStakeholders are prepared to embrace e‐learning, but not in detriment to their profession and their own careers. Thus, if implementation of online learning is to be successful, the way forward seems to be for the “the university” to manage the change process by proposing and agreeing goals through consensual debate, supporting strategies appropriately and then realising these through common commitment.Originality/valueThe research is original since it takes a critical research approach aimed at eliciting emancipatory data directly from practitioners' views, understandings and opinions. The findings are therefore independent of institutional influence and organisational culture bias.
New public management: its impact on public servant's identity
Authors: Horton Sylvia 
Published: September 2006

PurposeThis paper introduces the symposium on public management reform and its impact on public servant's identity. It provides both a descriptive and theoretical context within which the other contributions to the symposium can be located.Design/methodology/approachIt is based on a literature review and a summary of the articles in the symposiumFindingsThe paper describes the changes associated with new public management (NPM) and its variants and their impact on systems of public administration and public officials. It also highlights the contribution that cultural and social theories, drawn from anthropology and organisational psychology, make to an understanding of the processes by which public servants’ identity are formed and changed. It complements this with an examination of different models of bureaucracy, which reflect the transition from classical public administration to NPM. These concepts and ideas are developed further in other articles in the journal.Originality/valueIt provides an introduction for readers unfamiliar with the core concepts and ideas associated with individual, group and organisational identity and highlights for readers what is central to the research papers in the symposium.
Civil servant identity at the crossroads: new challenges for public administrations
Authors: Caron Daniel J. , Giauque David 
Published: September 2006

PurposeTo compare and contrast the changes introduced in Canada and Switzerland as a result of public management reforms and explore the ethical challenges they entail.Design/methodology/approachThis is a case study of two countries based in part on secondary sources but also on observations made by the authors.FindingsThe strategies used in each country are different reflecting their distinct political institutions. But there is a commonality, namely the emergence of new ethical problems related to the changes under way. Each country has tackled these new ethical challenges in similar ways. Individual and group behaviour of both Canadian and Swiss civil servants is regulated through “external controls” (codes of ethics, rules of conduct), but also by means of the socialization of new professional values (quality of customer service, flexibility, innovation, creativity, efficiency and effectiveness). These external controls and new values are insufficient, however, to allow civil servants to develop their own capacity for ethical deliberation, an essential condition for enhancing ethical behaviour in modern public administrations.Research limitations/implicationsThe findings are not based on a systematic comparative study and can only therefore be interpreted as indicative.Originality/valueThe writers offer an interesting model relating to methods of behaviour regulation in an ethical public service and the need to ensure that the public good and the public interest remain at the core of public servants identity.
Identifying identities: performance‐driven, but professional public managers
Authors: van Bockel Jeroen , Noordegraaf Mirko 
Published: September 2006

PurposeThis paper examines the effects of performance driven public services on managerial behaviour and the values that influence individual actions.Design/methodology/approachThe approach is historical/institutional within a constructed theoretical frameworkFindingsFuelled by the “new public management” movement, public managers are forced to act in performance‐driven ways and instruments like “performance contracts” and “performance‐related pay” are being used to improve managerial behaviour and the professionalism of public officials. Consequently, public managers have acquired personal stakes in public organizations because when they meet organizational targets, they reap financial rewards. More efficiency, lower costs, and less waste, more responsiveness to customers, and increased flexibility are perceived to be good for society. These changes, however, are more than instrumental. They are about changing identities and changing the meaning of acting as a public official. Traditional Weberian ideas about how such organizing furthers the public good have been replaced by a performance‐driven conception of public management, which is strong on organizing, but weak on the public good. The paper concludes that professional public managers must be judged within the context of the “res publica”.Originality/valueThe paper contributes to the debate about professionalism within the context of NPM and whether this is compatible with a view of public service as serving the public interest
“Personal excellence” as a value for health professionals: a patient's perspective
Authors: Brophy Sean 
Published: September 2006

PurposeTo bring to the attention of health care professionals a framework and set of ideas for conceptualising a typical patient's experience and ways to respond out of a subjective inner quality called personal excellence.Design/methodology/approachThis paper essays the viewpoint of the author on a selection of his experiences as a patient over 19 hospital admissions during his lifetime. He integrates these findings with his understanding of personal construct psychology, the psychology of change and the Greek philosophical concept of “arete” or excellence.FindingsThe paper offers a theory that patients experience three kinds of emotions or anguish when admitted to hospitals called threat, fear and anxiety. These three ways of interpreting an experience of change are based on the diagnostic constructs of transition from the psychology of personal constructs or the psychology of change. The paper asserts that a holistic approach is more likely to be delivered by health care staff with a calling than those who are merely doing a job or pursuing a career.Originality/valueThis paper is significant in that it draws on authentic experiences of a patient that are conceptualised into a coherent framework and linked to a well‐accepted theory within the science of psychology. Further it offers an alternative to essays on quality that are confined to objective features only. It offers a way, via the philosophical concept of “arete” to tap into the subjective attitudinal dimension of quality that is often the lever or more often the impediment to enabling quality improvement programmes to be effective.
The value of a mission statement in an association of not‐for‐profit hospitals
Authors: Forbes David J. , Seena Siju 
Published: September 2006

PurposeWhen a mission statement is introduced to enhance the quality of health care management, it is vital to assess the actual impact. This article aims to consider the effect of introducing a single mission statement into an association of 18 not‐for‐profit hospitals by investigating the views of different groups of employees.Design/methodology/approachThe paper explores the impact a mission statement has had by examining questionnaire responses from different groups of staff including the designers of the mission statement and those at the delivery point of services.FindingsThe study's outcomes indicate the value of examining the views of staff that are not in senior management. The evaluation of the mission statement's impact by senior managers was at variance with that of other staff.Originality/valueThe findings highlight the inadequacy of only examining senior management's opinions when considering the benefits of having introduced a mission statement into an organisation. In this study we identify those who originated or contributed to the mission statement in the first place. Once launched, a mission statement can have an impact throughout all staff, and that information needs to be captured in any assessment. This is consistent with the high rating normally given to a mission statement being an aid to motivating all staff. An important dimension of this study is the impact of a single mission statement throughout a group of dissimilar hospitals.
Time thieves and space invaders: technology, work and the organization
Authors: Towers Ian , Duxbury Linda , Higgins Christopher , Thomas John 
Published: September 2006

PurposeThis paper aims to investigate the shifting boundaries between two experiential categories – home and work – for office workers. The boundaries are both spatial and temporal, and the paper seeks to analyse how certain kinds of mobile technology are being used in such a way as to make these boundaries increasingly permeable.Design/methodology/approachThe research involved both the collection of quantitative data using a survey tool, and the gathering of qualitative data through in‐depth interviews.FindingsThe paper finds that the mobile technology discussed enables work extension – the ability to work outside the office, outside “normal” office hours. This provides flexibility with respect to the timing and location of work, and makes it easier to accommodate both work and family. But at the same time, of course, it also increases expectations: managers and colleagues alike expect staff to be almost always available to do work, which makes it easier for work to encroach on family time, and also leads to a greater workload. The ability to perform work extension is, then, a dual‐edged sword.Practical implicationsThe paper provides both managers and non‐managers with insight into the effects of providing mobile technology to office workers, and suggests some mechanisms to mitigate negative effects.Originality/valueThe paper explores the impact of mobile technologies on non‐mobile office staff.
To have to halve to have: “Being” in the middle in changing time's space
Authors: Lapp Cheryl A. , Carr Adrian N. 
Published: September 2006

PurposeThe aim of this paper is explore consequences of ambivalence and ambiguity on self‐concept, decision‐making, and quality of interrelationships between management and employees in one for‐profit organisation.Design/methodology/approachData were re‐read to reveal that organisational members were constantly engaged in the process of changing their perceptions of “who” and “what” were “good” and “bad” in reaction to environmental change impacts.FindingsThe paper finds that philosophically, “splitting” is an age‐old form of decision‐making; psychodynamically, “splitting” is not necessarily a signal to a pathology but instead is merely an initiator of ambiguity and ambivalence that leverages change; from a change management perspective, “splitting” can reinforce polarisation that can impede the desire to engage in continual change; and predictions and perceptions of change consequences underscore both the quality and quantity of “splitting” in regard to polarisation. “Splitting” is an integral defense and offense change mechanism that occurs in all decision‐making, so practical implications are that its affects on self and other concepts need to be understood. To establish equalising and non‐polarised interrelationships between “employer” and “worker” and to negate the line between management and employee, exercises in recognition of mutual causation such as servant leadership practises can be introduced.Originality/valueUnparalleled synthesis of seemingly divergent theoretical and practical studies, this paper is a valuable ontological and epistemological tool for ongoing investigation into complexity theory, including self and other organisation.