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Article
Publication date: 14 September 2012

Towards a campus culture of environmental sustainability: Recommendations for a large university

Brett L.M. Levy and Robert W. Marans

The authors led an interdisciplinary team that developed recommendations for building a “culture of environmental sustainability” at the University of Michigan (UM), and…

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Abstract

Purpose

The authors led an interdisciplinary team that developed recommendations for building a “culture of environmental sustainability” at the University of Michigan (UM), and the purpose of this paper is to provide guidance on how other institutions might promote pro‐environmental behaviors on their campuses.

Design/methodology/approach

The authors synthesize research on fostering environmental behavior, analyze how current campus sustainability efforts align with that research, and describe how they developed research‐based recommendations to increase environmental sustainability on the UM campus.

Findings

Analyses of prior research suggest that there are five factors that influence individuals' pro‐environment behaviors: knowledge of issues; knowledge of procedures; social incentives; material incentives; and prompts/reminders. Given these factors, UM should pursue three types of activities to support the development of pro‐environment behaviors: education, engagement, and assessment.

Practical implications

The specific recommendations in this report are for the University of Michigan. However, other institutions interested in fostering a culture of environmental sustainability might benefit from undertaking similar comprehensive assessments of how they could support community members' development of pro‐environment behavior and knowledge.

Originality/value

The paper builds on prior research to offer a new vision for how to develop a culture of environmental sustainability on a large university campus.

Details

International Journal of Sustainability in Higher Education, vol. 13 no. 4
Type: Research Article
DOI: https://doi.org/10.1108/14676371211262317
ISSN: 1467-6370

Keywords

  • United States of America
  • Universities
  • Sustainability
  • Environmental management

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Book part
Publication date: 20 July 2017

Performance Management: A Marriage between Practice and Science – Just Say “I do”

Paul E. Levy, Steven T. Tseng, Christopher C. Rosen and Sarah B. Lueke

In recent years, practitioners have identified a number of problems with traditional performance management (PM) systems, arguing that PM is broken and needs to be fixed…

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Abstract

In recent years, practitioners have identified a number of problems with traditional performance management (PM) systems, arguing that PM is broken and needs to be fixed. In this chapter, we review criticisms of traditional PM practices that have been mentioned by journalists and practitioners and we consider the solutions that they have presented for addressing these concerns. We then consider these problems and solutions within the context of extant scholarly research and identify (a) what organizations should do going forward to improve PM practices (i.e., focus on feedback processes, ensure accountability throughout the PM system, and align the PM system with organizational strategy) and (b) what scholars should focus research attention on (i.e., technology, strategic alignment, and peer-to-peer accountability) in order to reduce the science-practice gap in this domain.

Details

Research in Personnel and Human Resources Management
Type: Book
DOI: https://doi.org/10.1108/S0742-730120170000035005
ISBN: 978-1-78714-709-6

Keywords

  • Performance management
  • performance appraisal
  • feedback
  • performance

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Article
Publication date: 1 January 1977

Managerial Law

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term…

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A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).

Details

Managerial Law, vol. 20 no. 1
Type: Research Article
DOI: https://doi.org/10.1108/eb022385
ISSN: 0309-0558

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Article
Publication date: 1 August 1939

The Library World Volume 42 Issue 2

SEPTEMBER is the month when, Summer being irrevocably over, our minds turn to library activities for the winter. At the time of writing the international situation is…

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SEPTEMBER is the month when, Summer being irrevocably over, our minds turn to library activities for the winter. At the time of writing the international situation is however so uncertain that few have the power to concentrate on schemes or on any work other than that of the moment. There is an immediate placidity which may be deceptive, and this is superficial even so far as libraries are concerned. In almost every town members of library staffs are pledged to the hilt to various forms of national service—A.R.P. being the main occupation of senior men and Territorial and other military services occupying the younger. We know of librarians who have been ear‐marked as food‐controllers, fuel controllers, zone controllers of communication centres and one, grimly enough, is to be registrar of civilian deaths. Then every town is doing something to preserve its library treasures, we hope. In this connexion the valuable little ninepenny pamphlet issued by the British Museum on libraries and museums in war should be studied. In most libraries the destruction of the stock would not be disastrous in any extreme way. We do not deny that it would be rather costly in labour and time to build it up again. There would, however, be great loss if all the Local Collections were to disappear and if the accession books and catalogues were destroyed.

Details

New Library World, vol. 42 no. 2
Type: Research Article
DOI: https://doi.org/10.1108/eb009223
ISSN: 0307-4803

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Article
Publication date: 1 January 2003

SELF APPRAISAL ‘VOICE’ AND PERCEPTIONS OF JUSTICE: EXAMINING THE IMPACT AND INTERDEPENDENCE OF INSTRUMENTAL AND VALUE‐EXPRESSIVE EFFECTS

Deanna Geddes, Kimberly Merriman, Gerald Ross and Denise Dunlap‐Hinkler

Individuals in two separate studies participated in a self‐appraisal activity in which they were randomly assigned to three conditions promising different levels of…

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Individuals in two separate studies participated in a self‐appraisal activity in which they were randomly assigned to three conditions promising different levels of potential influence on the evaluation of a written assignment. Self‐report data regarding perceptions of voice impact, voice appreciation, and procedural and distributive justice were analyzed. Results of MANOVA and regression suggest voice appreciation, measuring value expressive effects, was positively and significantly related to perceptions of justice, while the self appraisal's perceived impact on a valued outcome was not. However, the impact of value expressive effects on perceptions of fairness was reduced somewhat with higher instrumental possibilities for voice among undergraduate students. Implications for ongoing research and practical applications are discussed regarding the use of various forms of self appraisal.

Details

International Journal of Conflict Management, vol. 14 no. 1
Type: Research Article
DOI: https://doi.org/10.1108/eb022889
ISSN: 1044-4068

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Book part
Publication date: 16 July 2018

Organizational Citizenship Behavior in the 21st Century: How Might Going the Extra Mile Look Different at the Start of the New Millennium?

Jaron Harvey, Mark C. Bolino and Thomas K. Kelemen

For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the…

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For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept of what citizenship behavior is, and its antecedents, correlates, and consequences. While these behaviors have been and will continue to be valuable, there are changes in the workplace that have the potential to alter what types of OCBs will remain important for organizations in the future, as well as what types of opportunities for OCB exist for employees. In this chapter we consider the influence of 10 workplace trends related to human resource management that have the potential to influence both what types of citizenship behaviors employees engage in and how often they may engage in them. We build on these 10 trends that others have identified as having the potential to shape the workplace of the future, which include labor shortages, globalization, immigration, knowledge-based workers, increase use of technology, gig work, diversity, changing work values, the skills gap, and employer brands. Based on these 10 trends, we develop propositions about how each trend may impact OCB. We consider not only how these trends will influence the types of citizenship and opportunities for citizenship that employees can engage in, but also how they may shape the experiences of others related to OCB, including organizations and managers.

Details

Research in Personnel and Human Resources Management
Type: Book
DOI: https://doi.org/10.1108/S0742-730120180000036002
ISBN: 978-1-78756-322-3

Keywords

  • Organizational citizenship behavior
  • twenty-first century workplace
  • employee trends

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Book part
Publication date: 17 October 2016

Workaholism among Leaders: Implications for Their Own and Their Followers’ Well-Being

Malissa A. Clark, Gregory W. Stevens, Jesse S. Michel and Lauren Zimmerman

This chapter examines the role of leader workaholism in relation to their own and their followers’ well-being. We begin with an overview of workaholism, along with a…

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This chapter examines the role of leader workaholism in relation to their own and their followers’ well-being. We begin with an overview of workaholism, along with a description of how workaholism may relate to typical leader behaviors. We propose a conceptual model linking the various components of workaholism to leaders’ well-being and followers’ well-being. In our model, we propose that leaders’ workaholism can negatively influence their own well-being, and also their followers’ well-being through interindividual crossover of affective, cognitive, and behavioral components of workaholism. Furthermore, the negative well-being outcomes experienced by the workaholic leader can also crossover to the followers through interindividual strain–strain crossover. Several moderating factors of these relationships are discussed, as well as avenues for future research.

Details

The Role of Leadership in Occupational Stress
Type: Book
DOI: https://doi.org/10.1108/S1479-355520160000014001
ISBN: 978-1-78635-061-9

Keywords

  • Workaholism
  • leadership
  • well-being
  • crossover

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Article
Publication date: 1 October 2004

The Influence of Personal Values on Feedback‐Seeking Behaviors

Stéphane Brutus and Elizabeth F. Cabrera

This study investigates the relationship between personal values and feedback‐seeking behaviors. Feedbackseeking behaviors, or the way by which individuals in…

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This study investigates the relationship between personal values and feedback‐seeking behaviors. Feedbackseeking behaviors, or the way by which individuals in organizations actively seek information about their performance, has recently become an important research topic in the management literature. However, the large majority of this research has been conducted in the United States. This study aims to test the relationships between the personal values of a multinational sample and feedback‐seeking behaviors. An integrated set of hypotheses regarding the influence of values on feedback seeking are outlined and tested empirically using samples from Canada, China, Mexico, the Netherlands, Spain, and the United States. As predicted, results indicate that significant aspects of feedback seeking were related to personal values. The perceived cost of feedback seeking, the clarity of the feedback from others, and the use of feedback‐seeking behaviors were all linked to personal values. The study also uncovered substantial variations in feedback‐seeking behaviors across nations. The implications of these findings for research on feedback‐seeking behaviors and for feedback practices are discussed.

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 2 no. 3
Type: Research Article
DOI: https://doi.org/10.1108/15365430480000512
ISSN: 1536-5433

Keywords

  • Personal values
  • Feedback
  • National differences

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Book part
Publication date: 19 October 2020

Perspectives on Global Leadership and the COVID-19 Crisis

J. S. Osland, M. E. Mendenhall, B. S. Reiche, B. Szkudlarek, R. Bolden, P. Courtice, V. Vaiman, M. Vaiman, D. Lyndgaard, K. Nielsen, S. Terrell, S. Taylor, Y. Lee, G. Stahl, N. Boyacigiller, T. Huesing, C. Miska, M. Zilinskaite, L. Ruiz, H. Shi, A. Bird, T. Soutphommasane, A. Girola, N. Pless, T. Maak, T. Neeley, O. Levy, N. Adler and M. Maznevski

As the world struggled to come to grips with the Covid-19 pandemic, over twenty scholars, practitioners, and global leaders wrote brief essays for this curated chapter on…

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As the world struggled to come to grips with the Covid-19 pandemic, over twenty scholars, practitioners, and global leaders wrote brief essays for this curated chapter on the role of global leadership in this extreme example of a global crisis. Their thoughts span helpful theoretical breakthroughs to essential, pragmatic adaptations by companies.

Details

Advances in Global Leadership
Type: Book
DOI: https://doi.org/10.1108/S1535-120320200000013001
ISBN: 978-1-83909-592-4

Keywords

  • Covid-19
  • crisis management
  • global leadership
  • complexity
  • uncertainty
  • competing tensions

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Book part
Publication date: 18 October 2017

Generational Diversity in Organisation: A Meta-Analysis

Mélia Djabi and Sakura Shimada

The purpose of this article is to understand how academics in management deal with the concept of generation in the workplace. We begin by conducting an interdisciplinary…

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The purpose of this article is to understand how academics in management deal with the concept of generation in the workplace. We begin by conducting an interdisciplinary literature analysis, thereby elaborating a conceptual framework concerning generational diversity. This framework consists of four levels of analysis (society, career, organisation and occupation) and three dimensions (age, cohort and event/period). We then conduct a meta-analysis using this conceptual framework to analyse papers from the management field. The results from this analysis reveal the existence of a diversity of generational approaches, which focus on the dimensions of age and cohort on a societal level. Four factors seem to explain these results: the recent de-synchronisation of generational dimensions and levels, the novelty of theoretical models, the amplification of stereotypes by mass media and the methodologies employed by researchers. In sum, this article contributes to a more realistic view of generational diversity in the workplace for both academics and practitioners.

Details

Management and Diversity
Type: Book
DOI: https://doi.org/10.1108/S2051-233320160000004009
ISBN: 978-1-78635-489-1

Keywords

  • Generation
  • age
  • cohort
  • diversity
  • meta-analysis

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