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The agricultural sector remains the backbone of several emerging economies, including Kenya, where it contributes 34% to its gross domestic product (GDP). However, access to financing for agricultural activities appears to be very low compared to developed economies. Following this, governments in a number of countries have sought to introduce banking sector regulations to facilitate increased funding to the agricultural sector. Taking motivation of the interest rate capping regulations by the Central Bank of Kenya (CBK) in 2016, this paper examined the effect of these interest rate ceiling regulations on agri-lending in Kenya.

The paper employs random effects technique to estimate a panel data of 26 commercial banks in Kenya from 2014 to 2018 using the ratio of loans to agricultural sector to gross loans and the natural logarithm of loans to agricultural sector as proxies for agri-lending. Bank size, equity, asset quality, liquidity, revenue concentration and bank concentration are employed as control variables.

The results of the panel regression estimations show that the introduction of the interest cap resulted in increases in the proportion and growth in agri-lending compared with the pre-interest cap period. In addition, large banks and highly capitalised banks were found to be associated with lower agri-lending, with differences in the effects across pre-cap and post-cap periods.

From a policy perspective, the findings highlight the effectiveness of interest rate capping in meeting this objective and supports the calls for strengthening cooperation between the government and key stakeholders in the financial sector. This will allow for the effective enforcement of policies by the regulatory powers in a manner that guarantees sound and dynamic financial systems, particularly within the agricultural sector.

As far as the authors are aware, this the first paper to examine the effect of the interest rate cap regulation on agri-lending in Kenya.

This paper aims to appraise the effectiveness of gender quotas in breaking the glass ceiling for women on boards (WoBs) in companies that are legally obliged to comply with quotas (listed companies and state-owned companies, LP) and in those that are not (unlisted companies and nonstate-owned companies, NLNP). Furthermore, it investigates the glass cliff phenomenon, according to which women are more likely to be appointed to apical positions in underperforming companies.

A balanced panel data of the top 116 Italian companies by total assets, which are present in both 2010 and 2017, is used for estimating ANOVA tests across sectors and fixed-effects panel regression models.

WoBs significantly increased in both the LP and the NLNP companies, and this increase was greater in the financial sector. Furthermore, the relationship between the percentage of WoBs and firm performance is not linear but depends on the financial corporate health. Specifically, the situation in which a woman ascends to a leadership position in challenging circumstances where the risk of failure is high (glass cliff phenomenon) is only present in companies with the lowest performance in the sample, in other words, when negative values of Roe and negative or zero values of Roa occur together.

These findings have relevant policy implications that encourage the adoption of gender quotas even in specific top positions, such as CEO or president, as this could lead to a “double spillover effect” both vertically, that is, in other job positions, and horizontally, toward other companies not targeted by quotas. Practical interventions to support women in glass cliff positions, on the other hand, relate to the extent of supervisor mentoring and support to prevent women from leaving director roles and strengthen their chances for career advancement.

The authors explore the ability of gender quotas to break through the glass ceiling in companies that are not legally obliged to do so, and to the best of the authors’ knowledge, for the first time, the glass cliff phenomenon in the Italian context.

Terrestrial laser scanning (TLS) point clouds have been widely used in deformation measurement for structures. However, reliability and accuracy of resulting deformation estimation strongly depends on quality of each step of a workflow, which are not fully addressed. This study aims to give insight error of these steps, and results of the study would be guidelines for a practical community to either develop a new workflow or refine an existing one of deformation estimation based on TLS point clouds. Thus, the main contributions of the paper are investigating point cloud registration error affecting resulting deformation estimation, identifying an appropriate segmentation method used to extract data points of a deformed surface, investigating a methodology to determine an un-deformed or a reference surface for estimating deformation, and proposing a methodology to minimize the impact of outlier, noisy data and/or mixed pixels on deformation estimation.

In practice, the quality of data point clouds and of surface extraction strongly impacts on resulting deformation estimation based on laser scanning point clouds, which can cause an incorrect decision on the state of the structure if uncertainty is available. In an effort to have more comprehensive insight into those impacts, this study addresses four issues: data errors due to data registration from multiple scanning stations (Issue 1), methods used to extract point clouds of structure surfaces (Issue 2), selection of the reference surface S_ref to measure deformation (Issue 3), and available outlier and/or mixed pixels (Issue 4). This investigation demonstrates through estimating deformation of the bridge abutment, building and an oil storage tank.

The study shows that both random sample consensus (RANSAC) and region growing–based methods [a cell-based/voxel-based region growing (CRG/VRG)] can be extracted data points of surfaces, but RANSAC is only applicable for a primary primitive surface (e.g. a plane in this study) subjected to a small deformation (case study 2 and 3) and cannot eliminate mixed pixels. On another hand, CRG and VRG impose a suitable method applied for deformed, free-form surfaces. In addition, in practice, a reference surface of a structure is mostly not available. The use of a fitting plane based on a point cloud of a current surface would cause unrealistic and inaccurate deformation because outlier data points and data points of damaged areas affect an accuracy of the fitting plane. This study would recommend the use of a reference surface determined based on a design concept/specification. A smoothing method with a spatial interval can be effectively minimize, negative impact of outlier, noisy data and/or mixed pixels on deformation estimation.

Due to difficulty in logistics, an independent measurement cannot be established to assess the deformation accuracy based on TLS data point cloud in the case studies of this research. However, common laser scanners using the time-of-flight or phase-shift principle provide point clouds with accuracy in the order of 1–6 mm, while the point clouds of triangulation scanners have sub-millimetre accuracy.

This study aims to give insight error of these steps, and the results of the study would be guidelines for a practical community to either develop a new workflow or refine an existing one of deformation estimation based on TLS point clouds.

The results of this study would provide guidelines for a practical community to either develop a new workflow or refine an existing one of deformation estimation based on TLS point clouds. A low-cost method can be applied for deformation analysis of the structure.

Although a large amount of the studies used laser scanning to measure structure deformation in the last two decades, the methods mainly applied were to measure change between two states (or epochs) of the structure surface and focused on quantifying deformation-based TLS point clouds. Those studies proved that a laser scanner could be an alternative unit to acquire spatial information for deformation monitoring. However, there are still challenges in establishing an appropriate procedure to collect a high quality of point clouds and develop methods to interpret the point clouds to obtain reliable and accurate deformation, when uncertainty, including data quality and reference information, is available. Therefore, this study demonstrates the impact of data quality in a term of point cloud registration error, selected methods for extracting point clouds of surfaces, identifying reference information, and available outlier, noisy data and/or mixed pixels on deformation estimation.

This paper assumes necessity rather than sufficiency logic to model the relationship between collaborative culture and supply chain collaboration as triangular rather than linear. Specifically, this study aims to determine whether overall collaborative culture and its dimensions (i.e. collectivism, long-term orientation, power symmetry and uncertainty avoidance) are necessary for supply chain collaboration and the minimum levels of overall collaborative culture and its dimensions that are required for high levels of supply chain collaboration.

Based on the literature, collaborative culture and its four dimensions, namely, collectivism, long-term orientation, power symmetry and uncertainty avoidance, were modelled as conditions having supply chain collaboration as their outcome. The study used the necessary condition analysis to test the triangular relationships between the conditions and the outcome among a sample of firms (N = 166) in the downstream petroleum sector.

The results revealed that collaborative culture and its dimensions are necessary conditions for supply chain collaboration, and that high levels of collaboration are possible, although not guaranteed when at least a basic level of collaborative culture or its dimensions are present. Hence, different levels of supply chain collaboration require firms to have different levels of collectivism, long-term orientation, power symmetry and uncertainty avoidance. Thus, at 30% supply chain collaboration, only overall collaborative culture is necessary.

A significant limitation of this research is that, although several antecedents of supply chain collaboration exist, this study explored only the cultural antecedents of supply chain collaboration.

The dimensions of collaborative culture are necessary but not sufficient for supply chain collaboration. Therefore, managers should adopt a holistic approach to investment in a collaborative culture, as an over-investment in any of the dimensions may not compensate for an under-investment in the others.

As one of the first studies to use necessity rather than sufficiency logic to test the relationship between collaborative culture and supply chain collaboration, this research unearthed the non-linear (triangular) relationship between the constructs. It contributes to understanding how collaborative culture and its dimensions serve as bottleneck conditions constraining supply chain collaboration.

This study aims to holistically explore the academic literature on female leaders to identify the key topics and dynamics of the field.

The authors systematically review 532 papers to explore the research on female leaders; based on objective and replicable criteria, the authors identify relevant papers and thus ensure the quality of the analysis. The bibliometric analysis and visualization support us in recognizing trends in this topic.

This study outlines the state of the art over the past decade by synthesizing theoretical contexts and critically discussing the main streams of research on sustainability, firm outcomes and barriers preventing women from reaching the upper echelons. The authors also explore empirical issues and highlight areas that entail new paths for future scholars.

The research provides novel evidence of the attempt internationally to increase female participation at the top of the firm hierarchy by analyzing firm outcomes, sustainability and the constraints faced by women in achieving these careers.

The results show that the participation of women in leadership roles is not (only) a matter of compliance with current regulations. Through their ability to monitor key social and environmental issues from a long-term perspective and their attention to the internal control systems, companies more effectively pursue their financial and nonfinancial aims.

Using bibliographic and narrative analyses, this study reviews the literature on women at the top of the firm hierarchy with a focus on business research. The authors extend prior studies by investigating a larger pool of firm roles to provide a comprehensive understanding of this widely discussed topic.

This paper aims to explore the position of women in the communication management sector in Spain from their own experiences. The study examines female communication and leadership styles, emphasising the cost of leadership in which they are leaders or led.

This study used a qualitative methodology based on in-depth interviews with 22 women actively working in top companies and agencies: female communication directors, female employees with a female leader and female employees with a male leader. Data were analysed through thematic analysis.

Results show mixed communication and leadership styles. In addition, the high level of self-demand of female communication managers stands out, making it challenging to achieve a work-life balance and the implementation of successful role models.

Exploring the factors of female leadership remains necessary to understand and make their situation in various industries and positions visible. It also helps remove barriers to leadership, guide organisations in addressing gender discrimination issues and develop mechanisms for the internal promotion of female professionals.

To the best of authors' knowledge, this is the first study exploring the leadership and communication styles of women in the Spanish Public Relations (PR) and communication management industries. It also highlights the aspects influencing the cost of leadership.

The purpose of this study is to investigate the transport phenomena of smoke flow in a semi-open vertical shaft.

The large eddy simulation (LES) method was used to model the movement of fire-induced thermal flow in a full-scale vertical shaft. With this model, different fire locations and heat release rates (HRRs) were considered simultaneously.

It was determined that the burning intensity of the fire is enhanced when the fire attaches to the sidewall, resulting in a larger continuous flame region in the compartment and higher temperatures of the spill plume in the shaft compared to a center fire. In the initial stage of the fire with a small HRR, the buoyancy-driven spill plumes incline toward the side of the shaft opposite the window. Meanwhile, the thermal plumes are also directed away from the center of the shaft by the entrained airflow, but the inclination diminishes as HRR increases. This is because a greater HRR produces higher temperatures, resulting in a stronger buoyancy to drive smoke movement evenly in the shaft. In addition, a dimensionless equation was proposed to predict the rise-time of the smoke plume front in the shaft.

The results need to be verified with experiments.

The results could be applied for design and assessment of semi-open shafts.

This study shows the transport phenomena of smoke flow in a vertical shaft with one open side.

This paper examines whether and when improvement routines are critical for implementing lean practices in small- and medium-sized manufacturing enterprises (SMEs). Improvement routines such as “employees initiate and carry through improvement activities” are generally seen as an important means to achieve the full benefit of structural lean interventions. Womack and Jones (2003) suggest that these improvement routines should be developed as the company becomes more experienced in lean. The purpose of this paper is to explore the relative importance of individual improvement routines at various degrees of lean practice implementation.

A Between-Case Comparison Analysis (Dul and Hak, 2012) and a Necessary Condition Analysis (Dul, 2016) were performed on self-assessment data from 241 respondents at 38 Dutch manufacturing SMEs.

The importance of improvement routines depended on the degree of lean practice implementation. Lean practices could be implemented to some extend without developing specific improvement routines, yet certain routines were necessary for more advanced implementations of lean. These routines relate to employees conducting shared improvement activities and in the most advanced cases to aligning different improvement activities.

These findings question existing lean implementation models that neglect improvement routines and indicate the need to integrate improvement routines into every lean transformation for it to be sustainable.

This paper aims to describe and explain women's labor participation in the public sector, particularly at the local level. The paper analyses the representation of women employees in the public sector through a case study of a city council in a mid-sized Spanish city. The authors delve into the extent of gender labor discrimination in public administration, exploring a diversity of situations, experiences, and perceptions of women workers in female, neutral, and male-dominated areas in the local administration.

The authors have applied a combined methodology of quantitative analysis based on an exhaustive analysis of the list of job posts, and qualitative analysis from the narratives of women workers in biographical interviews, in women-dominated, neutral and male-dominated areas.

The authors conclude by providing a clear description of women's representation in local administration. Despite the institutional efforts in applying gender equality norms and public policies in administration, employment and labor market, this article shows the persistent inequality in employment within the administration. The paper demonstrates that public administrations can be seen as gender regimes that tend to reproduce inequality by formal and informal dynamics. This inequality gender reproduction in a supposedly gender-neutral administration reflects discrimination in a labor market. The paper details phenomena relating to horizontal occupational segregation, glass ceilings, sticky floors, and the undervaluing of women's work, among other phenomena.

The administration should consider two essential factors that endanger gender equality: (1) the demonstrated regression of gender mainstreaming and the effects on women's employment as a consequence of the crisis, and (2) neoliberal governments and extreme right-wing parties (or neoliberal governments and extreme right-wing parties' support, as is the case with the current Andalusian regional government), whose agenda includes the fight against what neoliberal governments and extreme right-wing parties call “gender ideology”.

The gap between the effectiveness of gender legislation and actual working practices within the administration has been highlighted. This fact should be a wake-up call for the administrations to strictly comply with gender legislation, given that local administrations are the closest to the citizens. Future research should focus on changes to detect any regression and to prevent losing the improvements already achieved, which can still be very much strengthened.

This article helps to fill the gap in the literature on gender discrimination in the labor market, which often omits the public sector, especially in local administration, which is the closest administrative structure to citizenship respecting public policies. The article contributes to highlighting the need for an egalitarian labor market in order to achieve optimal performance, commitment and efficiency in egalitarian labor relations in local administration.

The purpose of this paper is to assess the impact and effectiveness of the LearnOvation leadership development program in the welfare services sector in Sweden.

LearnOvation was based on ambidexterity theory for the program content and the research study design. A mixed-method design was applied, using questionnaires among staff (n = 523) and written evaluations with the management teams (n = 60).

Quantitative analysis of the questionnaires indicated little change in managers' and staffs' innovation behaviors, though employee exploration behaviors were strongly and positively correlated with their innovation behaviors. Qualitative leader-written evaluations reported increased understanding of innovation management and the use of exploration and exploitation activities to involve staff in the implementation of creative ideas within the organization.

The authors argue that innovating is about creating a fertile ground for exploration and exploitation processes of learning that support staff's willingness to meet goals, as well as their capability to explore new ideas and experiment in new ways of working. Leadership development activities that engage the entire management team can build the necessary capacity and power to lead innovation processes in highly structured welfare services and free the employees' innovativeness, potentially leading to improved services and employee satisfaction.

With the goal of enhancing the innovation capacity in daily practice, this study adds to the scarcity of research in welfare services on how to actually support management's work on leading successful implementation of creative ideas.