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Article
Publication date: 26 September 2018

Tarik Kucukdeniz and Sakir Esnaf

The purpose of this paper is to propose hybrid revised weighted fuzzy c-means (RWFCM) clustering and Nelder–Mead (NM) simplex algorithm, called as RWFCM-NM, for generalized…

Abstract

Purpose

The purpose of this paper is to propose hybrid revised weighted fuzzy c-means (RWFCM) clustering and Nelder–Mead (NM) simplex algorithm, called as RWFCM-NM, for generalized multisource Weber problem (MWP).

Design/methodology/approach

Although the RWFCM claims that there is no obligation to sequentially use different methods together, NM’s local search advantage is investigated and performance of the proposed hybrid algorithm for generalized MWP is tested on well-known research data sets.

Findings

Test results state the outstanding performance of new hybrid RWFCM and NM simplex algorithm in terms of cost minimization and CPU times.

Originality/value

Proposed approach achieves better results in continuous facility location problems.

Details

Journal of Enterprise Information Management, vol. 31 no. 6
Type: Research Article
ISSN: 1741-0398

Keywords

Content available
Article
Publication date: 10 October 2018

Cengiz Kahraman and Ferhan Çebi

882

Abstract

Details

Journal of Enterprise Information Management, vol. 31 no. 6
Type: Research Article
ISSN: 1741-0398

Article
Publication date: 1 August 2016

Jeremy Michael Clark, Louis N. Quast, Soebin Jang, Joseph Wohkittel, Bruce Center, Katherine Edwards and Witsinee Bovornusvakool

The purpose of this study is to explore patterns of importance ratings of managerial competencies in 22 countries in different regions around the globe, to guide specificity in…

4009

Abstract

Purpose

The purpose of this study is to explore patterns of importance ratings of managerial competencies in 22 countries in different regions around the globe, to guide specificity in assessing and developing managers in multiple geographies. Additionally, this study examined the utility of clustering countries based on shared culture, as defined by House et al. (2004), to determine whether such clustering aids in interpreting and acting on any differences identified.

Design/methodology/approach

The PROFILOR® for Managers contains 135 behavioral items, grouped into 24 competency scales. The instrument was developed from a review of the management and psychology literatures, exhaustive analysis of a large database (Sevy et al., 1985), job analysis questionnaires and interviews of hundreds of managers representing many functional areas and most major industries.

Findings

Results suggest that clustering countries together for the purpose of providing prescriptive guidance for the development of individuals planning expatriate assignments does not clarify such guidance; in fact, it masks unique differences in competency priorities as measured on a country-by-country basis.

Research limitations/implications

The participants for this study come from mid- to large-size organizations in 22 countries around the world. The organizations represented sought out management consulting services from a large, highly respected private-sector consultancy. As such, these findings are likely to be generalizable to managers from similar organizations. No attempt has been made to generalize these findings to entrepreneurial start-ups, small local organizations or organizations not inclined to seek Western-style management consulting services.

Originality/value

This study is one of the first to examine the effectiveness of the GLOBE clusters as they relate to managerial competencies in multicultural workforces.

Details

European Journal of Training and Development, vol. 40 no. 7
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 1 December 2002

Pao‐Tiao Chuang

This article constructs a distribution’s location model, from the perspective of a firm’s customers, suppliers, and employees, by applying a systematic quality function deployment…

2422

Abstract

This article constructs a distribution’s location model, from the perspective of a firm’s customers, suppliers, and employees, by applying a systematic quality function deployment (QFD) approach. The proposed approach aims to assist a distribution company’s location decision in selecting an optimal location that satisfies the overall location requirements. The QFD procedure began by collecting possible candidate location requirements, followed by conducting the first stage of a sampling survey to identify the secondary location requirements. These were then sorted into major categories of location requirements. Then, the location evaluating criteria were derived from the location requirements and a central relationship matrix was established to display the degree of relationship between each pair of location requirement and location evaluating criterion. Furthermore, the second stage of a sampling survey was conducted to collect data for computing the importance weighting for each category of location requirement. During transformation of the QFD, the importance degree and the normalized importance degree of each location criterion were computed, respectively. The normalized importance degree was, finally, used as the evaluating weight in a distribution company’s location model for the analysis of location evaluation. An empirical study regarding the location decision for a distribution center in Taiwan was provided to demonstrate the proposed approach.

Details

International Journal of Quality & Reliability Management, vol. 19 no. 8/9
Type: Research Article
ISSN: 0265-671X

Keywords

Article
Publication date: 5 October 2020

Chiara Cannavale, Iman Zohoorian Nadali and Anna Esempio

Entrepreneurship, in many low-resilient economies, plays a critical role in overcoming external shocks. Thus, it is crucial in such situation that entrepreneurial firms can…

Abstract

Purpose

Entrepreneurship, in many low-resilient economies, plays a critical role in overcoming external shocks. Thus, it is crucial in such situation that entrepreneurial firms can survive and even grow so that the whole economy can benefit from a higher level of resilience. The purpose of this study is to understand how entrepreneurial orientation (EO) brings about firms' performance through the moderating role of CEOs' self-transcendence values in the context of a low-resilient sanctioned economy.

Design/methodology/approach

This is a quantitative research that employs hierarchical regression analysis of a sample of 114 Iranian entrepreneurial firms composed of 62 knowledge-based and 52 creative firms.

Findings

The analysis revealed that in the low-resilient sanctioned economy, Iran, EO-performance link is moderated by the level of CEOs' self-transcendence value, that is, higher level of CEO self-transcendence leads to stronger impact of EO on performance. This moderation is not different in creative sector vs. knowledge-based sector of the economy.

Originality/value

This paper addresses a major gap in the traditional EO-performance relationship which is related to the role of CEO values. Also, the context of Iran's low level of economic resilience adds more novelty to this study, emphasizing on the role of CEO personal values of self-transcendence in times of crisis. The results could also be generalized in many economies now facing the COVID-19 pandemic crisis during which CEOs' self-transcendence values are vitally important in overcoming the difficulties of doing business in such situation.

Details

Journal of Small Business and Enterprise Development, vol. 27 no. 6
Type: Research Article
ISSN: 1462-6004

Keywords

Article
Publication date: 22 August 2020

Ki Seok Jeon and Byoung Kwon Choi

This study aims to examine the relationships between three dimensions – vision, hope/faith and altruistic love – of spiritual leadership and employees' creativity and to verify…

1076

Abstract

Purpose

This study aims to examine the relationships between three dimensions – vision, hope/faith and altruistic love – of spiritual leadership and employees' creativity and to verify the mediating role of affective commitment in such relationships.

Design/methodology/approach

Data were collected from 462 South Korean employees in diverse industries through self-reported questionnaires, and hypotheses were tested using hierarchical multiple regression analysis.

Findings

The authors found that vision, hope/faith and altruistic love were positively related to employees' creativity, while their affective commitment mediated such relationships. The authors also verified that the multidimensional structure of spiritual leadership was valid in the context of South Korea.

Practical implications

The findings suggest that leaders need to understand the importance of vision, hope/faith and altruistic love toward employees in formulating employees' affective commitment and stimulating creativity. Thus, organizations need to establish and operate leadership training programs for promoting leaders' behaviors that are based on spirituality.

Originality/value

This study contributes to broadening the variety of spiritual leadership's outcomes by providing an initial evidence of how spiritual leadership is associated with employees' creativity. Extending the verification of multidimensional structure of spiritual leadership so that it can be applied in South Korea has also been considered.

Details

Leadership & Organization Development Journal, vol. 41 no. 8
Type: Research Article
ISSN: 0143-7739

Keywords

Open Access
Article
Publication date: 26 February 2018

Li Lin, Peter Ping Li and Hein Roelfsema

As the global presence of Chinese firms grows, increasing numbers of Chinese managers are working abroad as expatriates. However, little attention has been paid to such Chinese…

9727

Abstract

Purpose

As the global presence of Chinese firms grows, increasing numbers of Chinese managers are working abroad as expatriates. However, little attention has been paid to such Chinese expatriate managers and their leadership challenges in an inter-cultural context, especially across a large cultural distance. To fill the gap in the literature concerning the leadership challenges for expatriate managers in an inter-cultural context, the purpose of this paper is to elucidate the leadership styles of Chinese expatriate managers from the perspectives of three traditional Chinese philosophies (i.e. Confucianism, Taoism, and Legalism) in the inter-cultural context of the Netherlands.

Design/methodology/approach

The data for this qualitative study were collected via semi-structured, open-ended, narrative interviews with 30 Chinese expatriate managers in the Netherlands.

Findings

The results clearly show that the leadership style of Chinese expatriate managers is deeply rooted in the three traditional Chinese philosophies of Confucianism, Taoism, and Legalism, even in an inter-cultural context. Specifically, the study reveals two salient aspects of how Chinese expatriate managers frame and interact with a foreign cultural context from the perspectives of traditional Chinese philosophies. First, the Chinese expatriate managers reported an initial cultural shock related to frictions between the foreign cultural context and Confucianism or Taoism, but less so in the case of Legalism. Second, the Chinese expatriate managers also reported that their interactions with the Dutch culture are best described as a balance between partial conflict and partial complementarity (thus, a duality). In this sense, the leadership style of Chinese expatriate managers is influenced jointly by the three traditional Chinese philosophies and certain elements of the foreign cultural context. This is consistent with the Chinese perspective of yin-yang balancing.

Originality/value

This study is among the first to offer a more nuanced and highly contextualized understanding of leadership in the unique case of expatriate managers from an emerging market (e.g. China) in an advanced economy (e.g. the Netherlands). The authors call for more research to apply the unique perspective of yin-yang balancing in an inter-cultural context. The authors posit that this approach represents the most salient implication of this study. For practical implications, the authors argue that expatriate leaders should carefully manage the interplay between their deep-rooted home-country philosophies and their salient host-country culture. Reflecting on traditional philosophies in another culture can facilitate inter-cultural leadership training for Chinese expatriates.

Details

Cross Cultural & Strategic Management, vol. 25 no. 2
Type: Research Article
ISSN: 2059-5794

Keywords

Article
Publication date: 5 November 2018

Aamir Chughtai

The purpose of this paper is to explore the effects of authentic leadership on employees’ objective (hierarchical status) and subjective (career satisfaction) career success. In…

1684

Abstract

Purpose

The purpose of this paper is to explore the effects of authentic leadership on employees’ objective (hierarchical status) and subjective (career satisfaction) career success. In addition, this paper attempts to examine the mediating role of career self-efficacy in these relationships.

Design/methodology/approach

The sample for this cross-sectional study comprised of 162 Pakistani employees drawn from a leading food and beverage company. Structural equation modelling and the bootstrapping procedure were used to test the research hypotheses.

Findings

Results showed that career self-efficacy fully mediated the relationship between authentic leadership and hierarchical status, while it partially mediated the effects of authentic leadership on career satisfaction.

Practical implications

The findings of this study indicate that authentic leadership behaviours can have a positive impact on employees’ career success. Thus, in order to ensure that employees accomplish their career goals and realise their full potential, it is vital that organisations devise strategies, which are geared towards promoting authentic leadership.

Originality/value

This paper provides a first examination of the relationship between authentic leadership and two indicators of career success: hierarchical status and career satisfaction. In addition, it identifies one possible pathway in the form of career self-efficacy through which authentic leadership relates to employees’ career success.

Details

Career Development International, vol. 23 no. 6/7
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 30 April 2018

Izabela I. Szymanska and Beth A. Rubin

This research aims to investigate the differences in evaluations of job performance between male and female managers by those managers’ immediate bosses and peers.

3412

Abstract

Purpose

This research aims to investigate the differences in evaluations of job performance between male and female managers by those managers’ immediate bosses and peers.

Design/methodology/approach

Drawing on gender structure theory, along with ideas about status characteristics, the authors use hierarchical regression to test the hypotheses that male and female bosses and peers deferentially evaluate the male and female manager’s global job performance. The authors hypothesize significant two-way interactions (gender of the manager by gender of evaluator) in predicting a manager’s job performance.

Findings

The results suggest that while male peers rate female managers’ job performance significantly lower than that of male managers, female peers do not discriminate between genders in their performance evaluations. Also, managers’ bosses were found not to discriminate between genders of their subordinates.

Research limitations/implications

The limitations of this study have to do primarily with the data. While the data are rich on some dimensions, they are weak on others, especially with regard to the detail about the jobs the respondents did, detailed level of familiarity with the evaluated managers, as well as racial background. The data also do not provide information on the different facets of job performance, the evaluation of which could potentially be impacted by managerial gender; this study is focused exclusively on global job performance.

Practical implications

The authors discuss various theoretical explanations of this pattern of results, as well as its possible influence on female managers’ careers. Although the effect size of the negative bias that male peers exhibit toward female managers is relatively small, it may be argued that lower performance assessments can accumulate over years in multiple job evaluations, negatively affecting the career of female leaders.

Originality/value

The evaluations supplied by different organizational members gain importance with the increased use of 360-degree feedback instruments not just for developmental but also for the job performance appraisal purposes. While the job evaluations of managers’ bosses have been investigated in the past with regard to the possible gender bias, this study provides the first known to the authors’, evidence. Also, this study points to a direct bias in performance assessments, rather than a potentially more subtle, non-performance-based bias that affects the disparities in wages and promotions of female managers. Thus, this study helps to fill a significant gap in the literature on organizations and it may have practical implications for the advancement of female managers. In addition to this contribution, this study also provides data that may be useful in resolving the ongoing debate whether female bosses act more as cogs in the machine or as change agents in organizations.

Details

Gender in Management: An International Journal, vol. 33 no. 4
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 29 April 2020

Sara Altaf, Muhammad Zahid Iqbal, Jan-Willem van Prooijen and Malik Ikramullah

This study seeks to examine the links between employee agreeableness, group performance, and peers' perceptions of threat of retaliation, through relationship conflict.

Abstract

Purpose

This study seeks to examine the links between employee agreeableness, group performance, and peers' perceptions of threat of retaliation, through relationship conflict.

Design/methodology/approach

In a laboratory setting, 42 groups of undergraduate students (N = 182) from a Pakistani university were assigned to group projects to be completed within four months. Data collected from three different questionnaires at four different times and actual scores awarded by the course instructor to each group were used for the analyses. Based on rWG(J) and ICC(1), level 1 (182 students') data were aggregated to level 2 (groups), and then analysed using regression analysis followed by Preacher and Hayes' bootstrapping procedure.

Findings

Results suggest that high agreeableness predicts group performance positively and peers' perceptions of threat of retaliation negatively. Moreover, relationship conflict among group members significantly mediates the agreeableness-group performance relationship. The above relationships may be sensitive to national culture.

Research limitations/implications

In this study, groups were formed for a few months, whereas in real organizational life, workgroups are formed for different durations. Therefore, the range of situations to which these findings generalize remains an open question.

Practical implications

Agreeableness of group members can be constructive for performance of the group. Managers may utilize this insight while forming groups, and rating performance.

Originality/value

There is dearth of research illuminating how employee's personality traits affect group performance and appraisal ratings. The study tests the effects of employee agreeableness on: (1) group performance, as rated by supervisors; (2) the threat of retaliation, as perceived by peer raters; and (3) the mediating effect of relationship conflict.

Details

International Journal of Productivity and Performance Management, vol. 70 no. 4
Type: Research Article
ISSN: 1741-0401

Keywords

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