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1 – 10 of 322
Article
Publication date: 25 February 2014

Sharon Koppman and Amar Gupta

The purpose of this paper is to show how workers successfully address constraints posed by distributed work – specifically, the lack of cognitive common ground or “mutual…

Abstract

Purpose

The purpose of this paper is to show how workers successfully address constraints posed by distributed work – specifically, the lack of cognitive common ground or “mutual knowledge” – through emergent practices.

Design/methodology/approach

The authors draw on archival and interview data collected over a ten-month period, from two matched product development teams, one working side-by-side in the USA and the other distributed between the USA and India.

Findings

The paper illustrates how distributed team members compensate for the difficulties presented by the lack of mutual knowledge by modifying their use of knowledge management systems and communication technologies to coordinate work, and using temporal and task-based differences to facilitate problem solving.

Research limitations/implications

This study answers calls to examine how distributed teams actually work. By emphasizing the creation of new practices over knowledge transfer and employees’ perspectives over managers, the paper adds to current understandings of how aspects of the mutual knowledge problem can be alleviated. Since emergent practices are not dependent on shared values or identities, they can coordinate action without compromising the distinct perspectives of workers or constraining the diversity that inspires innovation. In addition, the attention to problem solving in distributed teams – particularly tacit knowledge recombination – extends a literature primarily focussed on communication and coordination processes.

Originality/value

In this paper, the authors shift the focus from managerial and organizational policies to the emergent practices of workers themselves, by showing how the authors successfully coordinate and innovate in a changing organizational context.

Article
Publication date: 8 May 2017

Yong-Ki Lee, Soon-Ho Kim, Min-Seong Kim and Ho-Seok Kim

Seeking to build a deeper understanding of a higher level of hospitality in terms of employee task performance, this study aimed to explore different person–environment (P–E) fit…

1921

Abstract

Purpose

Seeking to build a deeper understanding of a higher level of hospitality in terms of employee task performance, this study aimed to explore different person–environment (P–E) fit types and the corresponding effects on hotel employees’ emotions and task performance, evaluated by both the employees themselves and their supervisors.

Design/methodology/approach

Frequency analysis, reliability analysis, confirmatory factor analysis, correlation analysis and structural equation modeling method.

Findings

The results indicated that person–organization fit was associated with emotions toward the organization, the team and the job. However, this study did not provide empirical support for hypotheses that person-team fit affected emotions. Person–job fit was also associated with positive emotions toward the organization and the job, unlike with the team. Organization emotion had positive effects on both task performances, whereas no effect was reported between team emotion and task performances.

Practical implications

The study suggests that hotels’ human resource administrators may want to focus on developing and strengthening P–E fit and emotional responses.

Originality/value

This research illustrates the impact of three types of P–E fit on self-rated and supervisor-rated performance and examines the significant mediating role of three types of emotion.

Details

International Journal of Contemporary Hospitality Management, vol. 29 no. 5
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 1 May 2020

Jana Abikova

The aim of this paper was to investigate the criteria and sub-criteria with the most impact on determining a suitable location for refugee camps. This paper also analysed the…

Abstract

Purpose

The aim of this paper was to investigate the criteria and sub-criteria with the most impact on determining a suitable location for refugee camps. This paper also analysed the relationships between the main criteria used in the selection process.

Design/methodology/approach

This study applied a combination of fuzzy methods and the Decision-Making Trial and Evaluation Laboratory (DEMATEL) and Analytical Network Process (ANP) methods as tools for multiple-criteria decision analysis. A questionnaire was distributed to field workers in an international humanitarian organization team.

Findings

Five main criteria and twenty sub-criteria were defined. Between them, the highest ranked sub-criteria were long-term planning, optimal distribution and opportunity for growth. These findings were specific to the interviewed respondents of presented research at the time the data were collected and offer a potential research design for future research examining different organizations and teams.

Research limitations/implications

The methods and evaluation were based on human opinions that were potentially biased.

Practical implications

The results of this study could be useful to government organizations, UN agencies, humanitarian organizations and other decision-making parties in selecting camp locations for refugees or internally displaced people according to how the importance of particular sub-criteria is understood.

Originality/value

New sub-criteria were included in this research. To date, the combination of fuzzy, DEMATEL and ANP methods has not been previously used in relation to these issues. Scientific knowledge concerning refugee camp siting problems is limited. This research extends this knowledge with the involvement of humanitarian workers as respondents. This paper also offers organizations a process for solving complex decision-making problems with long-term results or effect.

Details

Journal of Humanitarian Logistics and Supply Chain Management, vol. 10 no. 3
Type: Research Article
ISSN: 2042-6747

Keywords

Article
Publication date: 10 July 2009

Carol Reade

The purpose of this paper is to examine the relationship between employee sensitivity to terrorism and employee attitudes in supply chain firms located in an environment with…

2642

Abstract

Purpose

The purpose of this paper is to examine the relationship between employee sensitivity to terrorism and employee attitudes in supply chain firms located in an environment with ongoing terrorist threat. Implications for human resource management in supply chain firms and future directions for research are discussed.

Design/methodology/approach

The paper is based on questionnaire data collected from 898 managers in Sri Lanka. Included in the paper are manufacturing and service firms that constitute integral parts of global supply chains such as garment and textile firms, software solutions firms, and import‐export trading firms. Correlation analysis is used to examine the relationship between variables.

Findings

The results generally indicate a statistically significant negative relationship between employee sensitivity to terrorism and employee attitudes toward the organization, team, and job. Results vary by sector and industry, with a comparatively strong negative association between employee sensitivity to terrorism and employee attitudes in the service sector, particularly among employees in import‐export trading firms.

Originality/value

This paper is among the first to examine the relationship between terrorism and employee work attitudes in supply chain firms. While the direct effects of terrorism on the supply chain have been well documented, such as disruption to the physical distribution of goods, much less is known about the indirect effects of terrorism on supply chain performance.

Details

International Journal of Physical Distribution & Logistics Management, vol. 39 no. 6
Type: Research Article
ISSN: 0960-0035

Keywords

Article
Publication date: 7 April 2022

Hardik Shah, Shilpa Jain and Vipul Jain

Teams have become the dominant mode of work in contemporary organizations and critical for successful completion of various tasks, projects and overall organizational…

2259

Abstract

Purpose

Teams have become the dominant mode of work in contemporary organizations and critical for successful completion of various tasks, projects and overall organizational effectiveness. Organizational factors such as organizational culture have often been investigated as contributing to team performance since it is difficult to develop and engage teams. But the effect of (organizational) team culture on team effectiveness (TE) has received less support. Therefore, this paper examines how factors such as organization team culture (OTC) affect different dimensions of TE in a power sector organization which has undergone a business transformation resulting in adoption of team-based work structures.

Design/methodology/approach

Survey instrument capturing the variables of organizational team culture and TE was administered to mid-level managers in a power sector organization in India. Structural equation modeling (SEM) was used to test the model fit for the proposed model.

Findings

A key finding of the research was that team culture (OTC dimensions) (i.e. participation, communication, trust, training inputs and support and support for teamwork) contribute to TE.

Originality/value

OTC and its impact on creating effective teams, particularly in the power sector, is an original contribution of this research. The OTC and TE framework may be used to diagnose team weaknesses and concerns and to design effective HR interventions.

Details

Benchmarking: An International Journal, vol. 30 no. 3
Type: Research Article
ISSN: 1463-5771

Keywords

Article
Publication date: 23 May 2008

Mehmet Demirbag and Sunil Sahadev

The purpose of this paper is to explore the major factors that impact the quality commitment of employees in organizations.

1387

Abstract

Purpose

The purpose of this paper is to explore the major factors that impact the quality commitment of employees in organizations.

Design/methodology/approach

The paper uses a cross‐sectional design and the propositions are validated through two sample surveys conducted in two separate organizations in Turkey.

Findings

The study presents four independent variables as the major factors affecting quality commitment of employees, viz. the leadership commitment towards quality; the quality orientation of the organization; team effectiveness and effectiveness of quality‐related communication. The four hypotheses are found to be valid.

Originality/value

The paper attempts to contribute towards the literature on quality commitment of employees. So far, studies on quality commitment have been quite limited and hence this effectively fills a gap in the literature. Examination of data collected from a government ministry and a manufacturing company reveals some significant findings, which contributes to quality management literature.

Details

International Journal of Quality & Reliability Management, vol. 25 no. 5
Type: Research Article
ISSN: 0265-671X

Keywords

Article
Publication date: 1 June 2004

Margaret Somerville and Alison McConnell‐Imbriotis

This paper explores the results of applying a diagnostic questionnaire for measuring the dimensions of a learning organisation in a resource squeezed service organisation. The…

3609

Abstract

This paper explores the results of applying a diagnostic questionnaire for measuring the dimensions of a learning organisation in a resource squeezed service organisation. The questionnaire was conducted as the first stage of an ethnographic study of workplace learning in an aged care organization. It was distributed to the 600 employees in nine facilities to provide baseline information to be complemented by qualitative data collected in the second stage. Strengths in the dimensions of leadership and systemic connection and weaknesses in the areas of dialogue and inquiry, team learning and empowering people were revealed. Preliminary qualitative data support the findings and add to the meaning of the questionnaire results. Subsequent discussions with the organisation about the questionnaire suggest that it was a useful tool to enhance workplace learning.

Details

Journal of Workplace Learning, vol. 16 no. 4
Type: Research Article
ISSN: 1366-5626

Keywords

Abstract

Details

Computational Organizational Cognition: A Study on Thinking and Action in Organizations
Type: Book
ISBN: 978-1-83867-512-7

Open Access
Article
Publication date: 17 January 2023

Christina Mayer, Thushayanthini Sivatheerthan, Susanne Mütze-Niewöhner and Verena Nitsch

Virtual collaboration in teams becomes increasingly popular at work. With the advantages of working in virtual teams come leadership challenges for which the shared leadership…

6555

Abstract

Purpose

Virtual collaboration in teams becomes increasingly popular at work. With the advantages of working in virtual teams come leadership challenges for which the shared leadership theory is discussed as a potential solution. While previous empirical studies investigating shared leadership in virtual teams generally confirm positive effects on team outcomes, this study aims to investigate in detail the leadership behaviors that are typically shared in these settings and how these shared leadership behaviors affect individual level outcomes.

Design/methodology/approach

Individuals from different teams participated in a questionnaire study (n = 411). Structural equation modeling was used to assess the effects of shared task- and relations-oriented leadership behaviors on team member’s subjectively perceived productivity and satisfaction with leadership.

Findings

Results indicate that shared task-oriented leadership behaviors have a significant positive effect on subjectively perceived productivity and satisfaction with leadership, while relations-oriented leadership behaviors have a significant negative effect. A hypothesis stipulating a moderating effect of task interdependence was not confirmed.

Practical implications

Practical implications include that in virtual teams with hierarchical organizational structures, it may be recommended that task-oriented leadership behaviors are shared among team members, whereas relations-oriented leadership behaviors should remain the responsibility of the official leader.

Originality/value

The findings complement previous research with new insights on behavioral dimensions of shared leadership and their effects on outcomes on the level of the individual.

Details

Team Performance Management: An International Journal, vol. 29 no. 1/2
Type: Research Article
ISSN: 1352-7592

Keywords

Book part
Publication date: 20 October 2015

Michael Preece

This research explores perceptions of knowledge management processes held by managers and employees in a service industry. To date, empirical research on knowledge management in…

Abstract

This research explores perceptions of knowledge management processes held by managers and employees in a service industry. To date, empirical research on knowledge management in the service industry is sparse. This research seeks to examine absorptive capacity and its four capabilities of acquisition, assimilation, transformation and exploitation and their impact on effective knowledge management. All of these capabilities are strategies that enable external knowledge to be recognized, imported and integrated into, and further developed within the organization effectively. The research tests the relationships between absorptive capacity and effective knowledge management through analysis of quantitative data (n = 549) drawn from managers and employees in 35 residential aged care organizations in Western Australia. Responses were analysed using Partial Least Square-based Structural Equation Modelling. Additional analysis was conducted to assess if the job role (of manager or employee) and three industry context variables of profit motive, size of business and length of time the organization has been in business, impacted on the hypothesized relationships.

Structural model analysis examines the relationships between variables as hypothesized in the research framework. Analysis found that absorptive capacity and the four capabilities correlated significantly with effective knowledge management, with absorptive capacity explaining 56% of the total variability for effective knowledge management. Findings from this research also show that absorptive capacity and the four capabilities provide a useful framework for examining knowledge management in the service industry. Additionally, there were no significant differences in the perceptions held between managers and employees, nor between respondents in for-profit and not-for-profit organizations. Furthermore, the size of the organization and length of time the organization has been in business did not impact on absorptive capacity, the four capabilities and effective knowledge management.

The research considers implications for business in light of these findings. The role of managers in providing leadership across the knowledge management process was confirmed, as well as the importance of guiding routines and knowledge sharing throughout the organization. Further, the results indicate that within the participating organizations there are discernible differences in the way that some organizations manage their knowledge, compared to others. To achieve effective knowledge management, managers need to provide a supportive workplace culture, facilitate strong employee relationships, encourage employees to seek out new knowledge, continually engage in two-way communication with employees and provide up-to-date policies and procedures that guide employees in doing their work. The implementation of knowledge management strategies has also been shown in this research to enhance the delivery and quality of residential aged care.

Details

Sustaining Competitive Advantage Via Business Intelligence, Knowledge Management, and System Dynamics
Type: Book
ISBN: 978-1-78560-707-3

Keywords

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