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This study aims to provide new understanding on operational and dynamic capabilities supportive to the implementation of performance-based public procurement by focusing on dyadic capabilities of a supplier and a buyer.

The study is based on the qualitative analysis of 20 interviews with informants representing Finnish public organizations and their private sector suppliers. The analysis is aligned with a theoretical framework connecting the phases of procurement and the capability types studied.

The findings of the study present the role of operational and dynamic capabilities of a buyer and a supplier in the implementation of performance-based procurement at public procurement phases. Preprocurement phase is found to greatly benefit from all three dynamic capabilities, while operational capabilities suffice in the contracting phase.

Increased understanding on capabilities needed in performance-based procurement can increase the chances of success in reaching better value for money of public services and developing supplier markets.

The study contributes to the literature on performance-based public procurement and value-based selling by taking a dyadic approach to the operational and dynamic capabilities needed in business with an emphasis on performance. As the focus in public procurement shifts increasingly from resources to performance, involving a joint effort between buyer and supplier, the study provides insights into role of dyadic capabilities and explains how dynamic and operational capabilities together support the phases of performance-based procurement implementation in the public sector.

The design check regarding the fire resistance of concrete slabs can be easily performed using tabulated values. These tables are based on experimental results, but the level of safety, which is obtained by this approach, is not known. On the other hand, performance-based methods are more accepted, but require a target reliability as performance criterion. Hence, there is a need for calibration of the performance-based methods using the results of the “traditional” descriptive approach.

The calibration is performed for a single span concrete slab, where the axis distance of the reinforcement is chosen according to Eurocode 2 for a defined fire rating. A “standard” compartment is selected to cover typical fields of application. The opening factor is considered as parameter to obtain the maximum peak temperatures in the compartment. A Monte Carlo simulation, in combination with a response surface method, is set up to calculate the probabilities of failure.

The results indicate that the calculated reliability index for a standard is within the range, which has been used for the derivation of safety and combination factors in the Eurocodes. It can be observed that members designed for a fire rating R90 have a significant increase in the structural safety for natural fires compared to a design for a fire rating R30.

The level of safety, which is obtained by a design based on tabulated values, is quantified for concrete slabs. The results are a necessary input for the calibration of performance-based methods and could stimulate discussions among scientists and building authorities.

Among the nonfinancial rewards for employees are career development opportunities, for which an important measure is department transfers. This is because departments are unevenly popular, and assigning everyone to their desired department is difficult. However, research on department transfers is limited to improving the efficiency of human resources utilization from a management perspective, with employee perspectives being lacking. This study aims to fill this gap in the literature.

The authors conducted a randomized controlled trial in an online survey environment with 2,000 full-time employees in Japan. Through the lens of self-determination theory, the authors hypothesized that employees seek department transfers based on performance rather than department transfers based on luck (lottery).

The results supported the hypothesis. For performance-based department transfers, an acceptance probability of 30% was found to be appropriate. Furthermore, mid-career, male, staff-level employees, those with experience of changing jobs and those who are more satisfied with their current job were more likely to seek this system.

Corporate managers should note that employees emphasize self-determination regarding their careers, dislike relying based on luck and seek department transfers relying on merit-based performance.

To the best of the authors’ knowledge, this is the first study to determine the desirable system design for department transfers from the employee’s perspective and extend self-determination theory.

This paper aims to present a dynamic model for strategic and personalized decision-making in human resources (HR), using data mining techniques to enhance corporate social sustainability (CSS). The focus is on the interconnectedness of employee engagement (EE), enablement and the quality of work life.

The proposed model integrates various HR data, including demographic information, job specifications, payment and rewards, attendance and absence, alongside employees’ perceptions of their work-life quality, engagement and enablement. Data mining processes are applied to generate meaningful insights for senior and middle managers.

The study implemented the model within a production organization, revealing that factors influencing EE and enablement differ based on gender, marital status and occupational group. Performance-based rewards play a significant role in enhancing engagement, regardless of the reward amount. Factors such as “being recognized for competency” influence engagement for women, while payment has a greater impact on men. Engagement does not directly influence the quality of work life, but subcomponents like perceived transparency and the organization’s processes, particularly the “employee performance evaluation system,” improve work-life quality.

The findings are specific to the studied organization, limiting generalizability. Future research should explore the model’s effectiveness in different cultural and organizational settings.

The proposed model provides practical implications for organizations that enhance CSS. Organizations can gain insights into factors influencing EE and enablement by using data mining techniques, enabling informed decision-making and tailored human resource management practices.

This research addresses the societal concern regarding the impact of business activities on sustainability. Organizations can contribute to a more socially responsible and sustainable business environment by focusing on work-life quality and EE.

This paper offers a dynamic model using data mining and machine learning techniques for sustainable human resource management. It emphasizes the importance of customization to align practices with the unique needs of the workforce.

This paper aims to examine the double-edged sword effects of work-related rumination on employees’ innovative performance. Drawing upon Conservation of Resources (COR) theory, this study developed a model to reveal the mechanism through which work-related rumination affects employees’ innovative performance.

Data were collected from a sample of employees and their managers at an information technology services firm in China. A two-wave data collection method with a one-month interval was employed. The analysis was conducted using structural equation modeling on 482 paired manager-subordinate responses.

Our findings highlight the complex interplay between work-related rumination and innovative performance. Specifically, affective rumination was found to detract from employees’ innovative performance, whereas problem-solving pondering had a positive effect. Notably, creative self-efficacy emerged as a key mediator in these relationships. Furthermore, employees’ perceived organizational support moderated the impact of rumination on creative self-efficacy and, consequently, on innovative performance, buffering the negative effects of affective rumination and enhancing the positive effects of problem-solving pondering.

Firstly, it enriches the existing literature on work-related rumination by exploring its nuanced influence on employees’ innovative performance. Secondly, it illuminates the underlying mechanism through which work-related rumination affects innovative performance, mediated by creative self-efficacy. Lastly, it highlights the crucial role of perceived organizational support in moderating these relationships, offering valuable insights for practitioners seeking to foster a more innovative work environment.

This paper aims to investigate how the technical logics of a World Bank-led performance management reform interacted with the social, political and historical logics within a developing country (DC) regulatory organisation. The institutional environment both within and outside the organisation was considered to understand the performance management reform experience.

An interview-based, longitudinal, qualitative case study approach was used to locate accounting in its technical, social and political space. A large regulatory organisation in Bangladesh was investigated as a case study to reveal how traditional organisational practices and public sector norms mediated a performance management reform. Informed by the institutional logics (IL) and economies of worth perspectives, interviews were used to locate IL at macro-level and associated organisational actors’ strategic responses that ultimately shaped the implementation of a performance management system (PMS).

This paper reveals how accounting, as a social and political practice, influences accountability reform within a regulatory organisation. It provides an account of both the processes and resultant practices of an accounting reform initiative. While a consultative and transparent performance management process was intended to enhance accountability, it challenged the traditional organisational authority structure and culture. The new PMS retained, modified and adjusted a number of its characteristics over time. These adjustments reflected an amalgamation of the influence of institutional pressures from powerful constituents and the ability of the local agents (managers) in negotiating and mediating the institutionalisation of a new PMS.

The findings of this paper carry major implications for policy makers, particularly with respect to the design of future reform programs on PMS.

This paper offers a theoretical mapping of IL and its organisation-level interpretations and practices. Thus, the authors locate power and influence at field and firm levels. The findings of this study reflect historical, political and cultural backgrounds of the case study organisation and how these contextual forces were active in shaping the meaning of reform logics. Though the institutional environment and agents were unique to the case study organisation, this research offers a “process generalisation” that reveals how a best practice PMS was translated and transformed by the traditional organisational practices in a DC regulatory context.

The exact process of construction projects performance assessment and benchmarking still remains subjective relying on qualitative techniques, which does not allow stakeholders to address the issues and the drawbacks of their respective projects as effectively as possible for performance improvement purposes. Hence, this research aims to establish a unified project performance score (PPS) for assessing and comparing projects performance.

Data were collected from Construction Industry Institute (CII) members and through University of Wisconsin active research projects. Exploratory data analysis was done to investigate the calculated performance metrics and the collected data characteristics. Data were converted into six performance metrics which were used as the independent variables in creating the PPS model. Logistic regression model was developed to generate the unified PPS equation in order to explain the variables that significantly affect construction projects successful post-completion performance. The PPS model was then applied on the collected dataset to benchmark projects in terms of project delivery systems, compensation types and project types in order to showcase the PPS capabilities and possible applications.

The model revealed that construction cost and schedule growth are the most important metrics in assessing projects performance, while RFIs’ processing time and change orders per million dollars were the features with the least effect on the PPS value. The authors found that integrated project delivery (IPD) and target value (TV) projects outperformed all other project delivery and compensation types. While, industrial projects showed the worst performance, as compared to commercial or institutional projects.

The PPS model can be used to assess the performance of any pool of executed projects, and introducing a novel addition to the field of construction business analytics which is a supplementary tool to successful decision making and performance improvement. Additionally, the bidding selection system can be revolutionized from a cost-based to a performance based one using the PPS model to improve the outcomes of the buyout process.

The purpose of this study is to emphasize the important role of performance-oriented human resource (HR) practices and gender equality perceptions in supervisors and chief executive officers (CEOs) for career development among women in management.

This study used a quantitative methodology to examine relationships among variables. The authors conducted a survey to investigate factors influencing the career development of women managers in professional settings, with a sample of 1,502 female managers in South Korea.

The relationship between performance-oriented HR practices and career development for women managers was supported. In addition, self-leadership significantly mediated the relationship between performance-oriented HR practices and career development. Finally, double moderator effects of gender equality perceptions of CEOs and supervisors on the relationship between performance-oriented HR practices and self-leadership were significant.

This study emphasizes that career development for women in South Korea depends on gender equality awareness and institutional reorganization for best practices at top management levels. Specifically, this study identified the essential role of performance-based HR practices to support self-leadership and career development in women managers. Furthermore, this study recognized gender equality perceptions of CEOs and supervisors as a critical factor in the successful career development of women managers.

There are significant challenges facing academics and senior leaders in higher education (HE) institutions internationally. These challenges have led to increasing levels of metrification and managerialism, which has fostered work intensification, reduced professional autonomy, stress and burnout amongst faculty staff. Traditional approaches for supporting and developing staff, such as mentoring and training, do not provide the resources faculty staff need to meet the challenges they face. In contrast, experiences in various other educational and professional settings have demonstrated the effectiveness of workplace coaching in fostering well-being, adaptability, flexibility and sustainable performance. This review argues that workplace coaching could similarly support academics.

A critical literature review evaluates coaching interventions across educational and comparable sectors to identify positive well-being and performance-based outcomes.

While there is limited research into the efficacy of coaching interventions for faculty staff in HE, research in other educational, as well as comparable professional contexts, identifies significant sustainable improvements in well-being and performance for professional staff.

The evidence that identifies positive outcomes of coaching in professional workplace contexts is compelling. This critical review uses some of that evidence base to propose an agenda to implement coaching programmes that support faculty staff to improve their well-being and performance.

While there are published research studies on the positive outcomes of coaching in primary and secondary educational contexts, as well as for postgraduate research students, there is very limited knowledge, practice and research about coaching faculty staff in HE. This article addresses this by critically reviewing a broad range of literature to identify coaching and research initiatives for faculty staff in HE institutions.

Based on resource dependence theory (RDT) and transaction cost theory (TCT), we aim to investigate the relationship between supply chain concentration and firm performance. Based on the resource-based perspective, we further investigate the moderating effect of marketing and operational capabilities on the relationship between supply chain concentration and firm performance.

Based on data from 2,082 firms with 8,371 observations from 2008 to 2020 in China, we use stochastic frontier analysis to calculate marketing capability and operational capability and use multinational regressions to test our research model.

We find a U-shaped relationship between supplier concentration and firm performance; there is also a U-shaped relationship between customer concentration and firm performance. In addition, the relationship between supplier concentration and firm financial performance is strengthened by the firm’s marketing capability, and the relationship between customer concentration and firm financial performance is weakened by the firm’s operational capability.

Drawing from RDT and TCT, this study extends the research on the impact of supply chain concentration on firm performance. The study finds that supply chain concentration and firm performance have a nonlinear relationship, and it is further moderated by marketing capability and operational capability, providing insights for managers.