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The purpose of this research paper is to provide corporate real estate executives with a measurement tool for pinpointing and enhancing the contribution of corporate real estate to corporate strategy.

A measurement tool is designed by adopting a theoretical framework in which seven added values of real estate are aligned with nine corporate strategic driving forces. The practical applicability of this tool is validated by assessing the contribution of corporate real estate to corporate strategy at 14 Dutch‐based global corporations.

Many corporations still lack sufficient insight into the impact of corporate real estate decisions on corporate performance. Therefore, it is difficult for senior management and other stakeholders to grasp the actual contribution of corporate real estate.

Future research may be conducted to investigate the exhaustiveness of the listed real estate issues. Moreover, the linkage between the added values and the strategic driving forces could be validated further in practice.

The measurement tool supports corporate real estate executives in aligning corporate real estate with corporate strategy. Thereby it contributes to the further recognition of the importance of real estate in a corporate setting.

Prior papers on the contribution of corporate real estate to corporate strategy have primarily been focused on either pinpointing various driving forces or linking specific property decisions to corporate strategy. This paper, however, unveils the linkage between fundamental drivers of corporate real estate and corporate strategy in a comprehensive management tool for portfolio analysis and strategy formulation.

Many corporate and public real estate managers are challenged to prove their added value to both the organisation and the individual business units or departments. Value can be added by product and by process. This paper elaborates on ways to improve the corporate real estate portfolio management process in order to align the real estate portfolio to the different needs of the organisation and thus add value to the organisation by delivering a better product. To manage the real estate portfolio as a group instead of individual properties, the long‐term portfolio strategy should be translated into short‐term guidelines and clear performance measures in order to analyse alternatives and the performance of the individual properties. These measures should be related to what the stakeholders consider to be the added value of corporate real estate. The examples in this paper will show how a corporate real estate manager can create a clear framework for making real estate decisions on a day‐to‐day basis.

This paper aims to explore similarities and dissimilarities between facilities management (FM) and corporate real estate management (CREM) regarding its history and key issues, and whether the similarities may result in a further integration of FM and CREM.

The paper is based on a review of FM and CREM literature, seven interviews with experienced academics and consultants and the long experience of the author as a researcher and teacher in accommodating people and activities.

Both FM and CREM aim to support primary business processes by aligning the physical resources of organisations to the organisational strategies in order to contribute to organisational performance and to add value to the organisation. Efficiently and effectively supporting the primary activities and business purposes are key issues. Dissimilarities consider the focus on facilities and services (FM) versus that on buildings and real-estate portfolios (CREM), as well as a shorter time frame and high flexibility of facilities (FM) versus a long life cycle and rather static buildings (CREM). In spite of the differences, it is expected that both disciplines will be more integrated in the future.

The selection of key topics and key publications may be biased by the personal knowledge and European perspective of the author and the input from seven expert interviews.

The common body of knowledge of FM and CREM may be used to improve both professions and disciplines and may result in a more integrated approach of facilities and real estate management (FREM).

This paper combines insights from two related disciplines with different histories and focus points, and explores what they have in common and can learn from each other.

This study aims to explore the degree of Chinese consumers' trust and confidence in the Chinese dairy products supply chain and the relationships between trust and overall confidence in dairy products safety and quality.

This study collected data from 1,278 respondents by field survey from five provinces of China. The data were analyzed using ordered logit model.

This study shows the following results: (1) Chinese consumer confidence in domestic dairy products and trust in actors of the dairy chain are at a moderate-to-low level. (2) Government regulators are considered to take the most responsibility, with both an optimism-enhancing and a pessimism-reducing effect (the former effect is greater), while perceived trust in dairy farmers and retailers has little effect. (3) Perceived care has both an optimism-enhancing and a pessimism-reducing effect, and the former effect is stronger. Competence and openness have an optimism-enhancing effect and a pessimism-reducing effect, respectively. (4) The importance of the three dimensions of trust related to optimism-increasing and pessimism-reduction is limited, except in the case of government regulators.

This study contributes to a better understanding of consumer trust in food safety and also help demonstrate to the actors and institutions involved in the dairy supply chain the best way to improve the performance of their duties to meet the consumers' needs for safe and quality dairy products.

The purpose of this paper is to compare performance measurement systems from the literature with current performance measurement approaches in practice to get a better understanding of the complex relationships between workplace change, added value and organisational performance. To be able to measure the added value of workplace change, a valid and reliable performance measurement system is needed to measure the impact of the work environment on organisational performance before and after the change. A second aim is to have a closer look at the appraisal of workplace change by the end users.

A review of the literature traced various performance measurement systems with different performance areas and key performance indicators (KPIs). Three case studies were conducted, two in Thailand, and one in The Netherlands, to explore if and how these theoretical insights are applied in current practice. Due to the worldwide introduction of New Ways of Working, special attention is paid to employee satisfaction and perceived productivity support.

Many performance criteria and KPIs from literature are used in practice. However, apart from the balanced scorecard, no performance measurement system from literature is literally applied. Regarding most issues, none of the organisations conducted a comparison of the impact of their real estate on organisational performance before and after the change. In one case only, both ex ante and ex post data were collected about the appraisal of change by the end users.

The number of cases is limited. Additional case studies in depth are needed to get a wider picture of practice. Besides, still much work has to be done to operationalise the performance criteria.

The performance measurement systems that were found in theory and practice can be used as input to value adding management of facilities. Based on the findings, a step-by-step procedure is presented to facilitate the selection of prioritised KPIs.

This research connects the concepts of performance measurement and adding value by workplace change with data from two different continents.

This paper aims to contribute to the understanding of group level differences in job satisfaction. Specifically, the authors seek to understand the shared variance in job satisfaction at the group level of jobs within organisations, in a particular industrial sector. To explain differences in job satisfaction between groups, the authors examine the role of job characteristics, particularly as these are defined within the job‐demand‐control‐support model.

The paper presents the results of a cross‐sectional self‐report questionnaire study of 2,733 Belgian bank employees working in six specific jobs and four specific organisations. Research hypotheses are tested using multilevel analyses.

There are substantial and reliable between‐group differences in job satisfaction within the banking sector. These effects are partially explained by job characteristics from the JDCS model at the individual level. At the aggregated level, only decision authority is statistically significant.

The research is limited to Belgium and to the banking sector. The general research question and findings are nevertheless relevant to other single‐sector studies in Western European countries.

Decision authority is more important for group level job satisfaction than job demands and social support from colleagues and supervisors. Human resources managers are therefore recommended to focus more on structural differences and organisational choices that may affect job design and work systems.

The paper aims to make a contribution to the understanding of group level job satisfaction differences in the context of sector studies.

The purpose of this paper is to explore how corporate real estate (CRE) managers of higher education institutions formulate their CRE strategies and CRE operating decisions to align CRE with the corporate strategies of these institutions.

An analytical alignment framework has been developed, which was used to study the possible and actual connections between CRE management and corporate management at 13 large Dutch Universities of Applied Sciences. The data collection included a content analysis of the strategic plans of these universities and interviews with the CRE managers.

The research findings show several layers of how CRE managers aim to align CRE with corporate goals to add value to the organization. It appears that the CRE strategies in-use are more clearly aligned with the corporate strategies than with the espoused CRE strategies.

The paper emphasizes the relevance of involving CRE management in corporate decision-making to contribute to the attainment of the organizational objectives with an efficient and effective accommodation.

Substantial changes in learning and teaching practices in higher education lead to evolving corporate strategies, which result in the need for aligned CRE strategies and CRE operating decisions. This paper makes practitioners and researchers aware of the differences between alignment-based espoused CRE strategies and alignment that results from CRE strategies in-use in the field of higher education. The findings and insights might be applicable in other sectors as well.