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Combining early and untested accountability perspectives with stress research, the authors examined the degree to which employees perceive workplace accountabilities as either worthy challenges to be overcome or potential threats to be avoided.

The authors utilized structural equation modeling to evaluate our hypotheses and tested them across two data samples, using two different sampling techniques collected four years apart.

Employees' individual differences of attribution style, negative affectivity and core self-evaluations influenced how subjects approached accountability pressures in their workplace, which in turn, was associated with job satisfaction and turnover intentions.

By examining how employees evaluate accountability pressures, this investigation advances existing research by exploring the different ways in which employees perceive workplace accountabilities.

Many organizations hold the traditional view that due to the potential of higher job dissatisfaction and employee turnover rates, hiring overqualified job candidates is risky. The purpose of this paper is to take an alternative perspective, using Human Capital and Resource-based theories to propose that hiring overqualified job candidates adds to a firm’s human capital depth. This additional human capital depth, in turn, enables firms to improve near term organizational effectiveness, and ultimately, build long-term competitive advantage. However, the ability of the firm to sustain this competitive advantage is dependent upon the retention of the overqualified human capital. The authors propose that job and career development opportunities made available to the overqualified will increase commitment and reduce turnover intentions, resulting in a long-term competitive advantage. Thus, the conceptual framework makes reference to deployment of the overqualified as an under used source of human capital. Finally, the implications of the proposed conceptualization and directions for future research are discussed.

This paper reviews theory and proposes a conceptual framework for reimaging overqualified human resources.

There are powerful benefits to hiring overqualified job candidates, but by not hiring overqualified job candidates, organizations are missing out on a large, easily available, and potentially lower cost source of highly skilled human capital.

The authors propose that job and career development opportunities made available to the overqualified will increase commitment and reduce turnover intentions, resulting in a long-term competitive advantage. Thus, the conceptual framework makes reference to deployment of the overqualified as an under used source of human capital.

This paper uses Human Capital and Resource-Based theory to propose a conceptual framework which makes four key contributions. First, the authors propose that hiring overqualified job candidates increases an organization’s human capital depth. Next, this increased human capital leads to near term improvements in employee performance and organizational effectiveness. In turn, firms using career development exercises such as job crafting, mentoring, and/or informal leadership to retain overqualified human capital are more likely to covert near term organizational effectiveness into long-term competitive advantage. Finally, the authors offer a conceptual framework that bridges the overqualification and strategic human resources management literatures.

Many organizations hold the traditional view that due to the potential of higher job dissatisfaction and employee turnover rates, hiring overqualified job candidates is risky. The purpose of this paper is to take an alternative perspective, using human capital and resource-based theories to propose that hiring overqualified job candidates adds to a firm’s human capital depth. This additional human capital depth, in turn, enables firms to improve near-term organizational effectiveness and, ultimately, build long-term competitive advantage. Thus, the conceptual framework makes reference to deployment of the overqualified as an under-used source of human capital.

This paper reviews theory and proposes a conceptual framework for reimaging overqualified human resources.

There are powerful benefits to hiring overqualified job candidates; however, by not hiring overqualified job candidates, organizations are missing out on a large, easily available, and potentially lower cost source of highly skilled human capital.

This paper uses human capital and resource-based theory to propose a conceptual framework which makes four key contributions. First, the authors propose that hiring overqualified job candidates increases an organization’s human capital depth. Next, this increased human capital leads to near-term improvements in employee performance and organizational effectiveness. In turn, firms using career development exercises such as job crafting, mentoring, and/or informal leadership to retain overqualified human capital are more likely to convert near-term organizational effectiveness into long-term competitive advantage.

Smuggling represents a significant proportion of world trade. However, its nature and rationale are not sufficiently understood in comparison with those of counterfeiting, parallel importing and contraband trade. The willing or unwilling involvement of MNCs in smuggling is also poorly perceived. These issues are reviewed here as well as actions aimed at reducing smuggling's growth.

Research has indicated that males diagnosed with autism spectrum disorder (ASD) outnumber females diagnosed with ASD, which has been attributed to a number of potential biological and genetic risk factors. The purpose of this paper is to estimate how many girls may be missing from ASD via a two-study format, comparing two distinct data sets to Centers for Disease Control and Prevention population estimates for sex distribution of males vs females in ASD.

In Study 1, the authors utilized data from the National Database for Autism Research as a clinic-based sample. In Study 2, the authors utilized data from the National Survey of Children’s Health as a community-based sample.

The current study estimates that approximately 39 percent more girls should be diagnosed with ASD. The authors estimate that the sex distribution in ASD should be approximately 28 percent female and 72 percent male based upon current practices. Thus, it appears that more females are being identified as potentially having ASD but were not subsequently being diagnosed with ASD as compared to their male counterparts.

These results could suggest that a leaky pipeline in the assessment of girls with ASD may exist along one or more points in the ASD diagnostic process, with one potential point at the level of ASD-specific screening (i.e. the SCQ in Study 1) in the clinic setting and another in the community setting as a whole for universal screening (i.e. NSCH data in Study 2).

The competition in the supply of concrete to the construction industry is very intense indeed, particularly in these present times of economic slump. It is therefore a distinct advantage to a supplier to improve efficiency and thereby competitability. A key factor in successfully achieving this objective is to operate the most suitable combination of trucks in the fleet and thus to minimise operating costs and reduce waste space from part loads. Many suppliers naturally try to do this and many techniques have been developed to try to solve the problem, including: (a) trial and error, where various size trucks are introduced and their performance monitored, the most suitable trucks are then selected over a period of time; (b) the truck size is established by reason of the plant locality, e.g. large trucks in city areas; (c) the forecast of annual demand for concrete is used in assessing truck sizes by considering general market trends.

The purpose of this paper is to identify and explain what happens in practice in TM, in order to contribute to the building of a broader and more balanced theoretical framework for TM in which the impact of the organizational context and its interrelated actors are taken into account.

The empirical data were collected in an explorative, longitudinal study on TM policies and practices in five Dutch university departments.

The two crucial actors in TM – the organization and the talented employee – have a different perception of the intended and actual value of TM. The organization is capable of shaping and implementing a TM system that meets its needs, so from an organizational perspective TM is effective. Since the needs of the talented employees are insufficiently addressed in the intended and actual TM practices, TM has less value for them. Various influence factors at the institutional, organizational and individual level are identified.

The study was a first step in opening the “black box” in TM, but several questions on the TM process still remain unanswered. The author therefore encourages more research on the multiple levels in the TM process, and the factors that cause variability.

Knowledge of the factors which influence the TM process from strategy to outcomes can help practitioners to build a more effective TM approach.

Theoretical approaches from companion academic disciplines are linked to the dominant viewpoints in the TM literature. Moreover, to give counterbalance to the tendency to use universal models to explain TM, this study contextualizes TM. Finally, this study goes beyond a focus on management interests, and investigates to what extent other stakeholders (employees) benefit from TM.

This study presents a fuzzy synthetic evaluation of the challenges of smart city realisation in developing countries, using Nigeria as a case study. By defining and delineating the problems faced by the country, more viable directions to attaining smart city development can be achieved.

The study adopted a post-positivist philosophical stance with a deductive approach. A structured questionnaire was used to gather data from built environment professionals involved in the delivery of Nigerian public infrastructures. Six dimensions of the challenges of smart cities were identified from literature and explored. They are governance, economic, social, technological, environmental and legal issues. Data gathered were analysed using Cronbach alpha test for reliability, Shapiro-Wilks test for normality, Kruskal-Wallis H-test for consistency and fuzzy synthetic evaluation test for the synthetic evaluation of the challenges of smart city attainment.

The findings revealed that all six assessed dimensions have a significant impact on the attainment of smart cities in Nigeria. More specifically, issues relating to environmental, technological, social and legal challenges are more prominent.

The fuzzy synthetic approach adopted provides a clear, practical insight on the issues that need to be addressed before the smart city development can be attained within developing countries.

To introduce a Petri nets model that describes a networked manufacturing system and its dynamics.

A hybrid Petri nets model is constructed, the continuous part of which is to describe the dynamics of the production process within a manufacturing system and the discrete part of which is to describe the dynamics of the ordering and delivering process between every two manufacturing systems. In addition, the mathematical formulation of the dynamics of networked manufacturing systems is proposed to describe its behaviors in detail. Based on the model, the control system architecture of networked manufacturing systems is constructed to make and execute the production plan, solve the conflicts among manufacturing systems and realize the reconfiguration of the network.

There are two key aspects in the dynamics of this hybrid system: first, in the continuous part of this hybrid system, the production process, the variables are discrete. Accordingly, the change of the systems states is not always continuous. Second, in the discrete part of this hybrid system the control variables are actually the safety and objective inventory levels and the minimum quantity of cumulative orders to trigger deliveries which determine the time and quantities of ordering or delivery. However, the relations between them are non‐linear.

Based on the model, the control system architecture of networked manufacturing systems can be constructed to make and execute the production plan, solve the conflicts among manufacturing systems and realize the reconfiguration of the network.