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Assesses institutional and individual research productivity in the area of international operations management (IOM) by reviewing publications in 21 leading operations management (OM) journals over the 12‐year period from 1986 through 1997. Also assesses the IOM research output of the journals and the relative contributions of academicians and practitioners to IOM research appearing in these journals. Among the journals examined for the 12‐year period of this study, based on annual output and quality of published IOM research, Production and Operations Management, International Journal of Operations & Production Management, and European Journal of Operational Research served as the leading outlets for IOM research. The 21 journals published a total of 550 IOM articles over the 12‐year period with academicians authoring approximately 86 percent and practitioners 14 percent of this IOM research. The study provides insights on the IOM research productivity and quality of institutions and individuals and offers suggestions for furthering the cause of IOM research.

We can divide the humanity into 5,000 ethnic groups who reside in 160 distinct states in the world. On an average this implies that only one randomly picked state out of every 10 states is ethnically homogenous. In other words the borders between different ethnic groups do not accord with national borders. We, hence, live in a melting pot of ethnicity and most countries are ethnically heterogeneous. In an alternative fashion, we can make a statement about our ethnic diversity by making a simple observation that there are over 600 living language groups in 184 states in the world. There is thus a reason to believe that the human race confronts a serious and endemic ethnic diversity, which is also increasingly accompanied with unprecedented ethnic rivalry, competition, conflicts, violent clashes and all-out wars. Our chapter provides a comprehensive investigation into the economic causes and consequences of ethnic heterogeneity in our modern world. In order to understand the basic economics of ethnic diversity, we will focus our attention to what is commonly known as ‘global firms’ who employ people from diverse ethnic backgrounds. The consequences will be examined in the context of modern societies where the global firms play an important economic role.

Considers the difficulties involved in applying the superficially simple concept of productivity as total output divided by total input. Discusses the systems view of productivity, the economists′ approach to productivity, the UK productivity record, measuring organizational performance in public and private sectors, individual productivity and attitudes to productivity. Concludes that the assumptions on which productivity analysis is based should always be questioned to avoid misapplication.

This paper examines the disincentive effects of perceived underpayment on individuals' exerted effort, attempting to find out if payment above or below a worker's perceived revenue product has a defined effect on their effort on the job.

A theoretical model is introduced that investigates the relationship between the level of effort invested in work and the difference between perceived and actual income of workers. Empirical evidence is obtained by analysing data on British academics.

It was found that, tenured academics (or in other words those on a permanent contract) will tend to invest less effort in publishing as the difference between their perceived deserved income and actual income increases. On the other hand, for non‐tenured (or short term contract) academics this relationship is ambiguous. The model predicts that if tenured staff also derive utility directly from publication, over and above that associated with income and promotion, the difference between perceived and actual income has a smaller negative effect on the actual effort invested in research.

The empirical dataset used in the analysis is cross sectional, therefore only able to analyse a snap‐snot of the academic profession at one point in time and not fully capturing the dynamic effects of underpayment on individual effort.

The paper fills a gap in both the theoretical and empirical work on the incentive effects of perceived underpayment. This evidence may be useful in designing reward packages.

Although chiefly anecdotal, reports that performance is enhanced through technology has encouraged many marketers to adopt computer systems. To examine this issue, 183 industrial marketing executives familiar with computers were surveyed. The results suggest that, properly managed, computer usage enriches individual marketer productivity and, in turn, organizational performance. Because managers can direct this productivity through organizational activities and investments, these findings suggest a number of key implications for marketers and researchers interested in utilizing and/or expanding applications of computer technology.

This paper aims to explore the relationship between satisfaction with buildings, facilities and services and perceived productivity support and to test whether the findings from a similar study of Batenburg and Van der Voordt (2008) are confirmed in a repeat study after 10 years with more recent data.

Data were traced from a database with data on user satisfaction and perceived productivity support. These data were collected through the work environment diagnostic tool WODI light. The data include responses from 25,947 respondents and 191 organisations that have been analysed by stepwise multiple-regression analyses.

In total 38% of the variation of office employees’ satisfaction with support of productivity can be explained by employee satisfaction with facilities, the organisation, current work processes and personal- and job-related characteristics. The most important predictor of self-assessed support of productivity is employee satisfaction with facilities. In particular, psychological aspects, i.e. opportunities to concentrate and to communicate, privacy, level of openness, and functionality, comfort and diversity of the workplaces are very important. The findings confirm that employee satisfaction with facilities correlates significantly with perceived productivity support. Other factors that are not included in the data set, such as intrinsic motivation, labour circumstances and human resource management may have an impact as well.

This research provides a clear insight in the relation between employee satisfaction with facilities and the perceived support of productivity, based on survey data collected over almost 10 years in 191 organisations.

The purpose of this study is to identify methods appropriate for measuring the direct productivity of facilities management (FM) with respect to the providers, on both the industry level and the firm level.

This is a literature survey and conceptual analysis.

Prior studies are dominated by subjective assessments of how the office environment affects individual labour productivity. While the available EU data on productivity growth for the FM industry indicate a negative trend, they might be misleading. More recent research on the productivity of business services providers could be applied to the measurement of the productivity of FM firms. Co-production and effects of client satisfaction are important issues for measurement.

The analysis is concentrated on the direct productivity of FM providers. There is a need to develop objective measures of provider productivity, and there is a particular challenge in measuring how FM clients contribute to the productivity of FM providers.

Providers of FM services should be able to assess the efficiency of their resource use more clearly and to balance user satisfaction against resource use more efficiently.

The effects of co-production with clients need to be recognised, considering productivity effects on both providers and clients jointly. Sustainability is an argument for an increased focus on resource use in FM.

This is the first overview of issues raised when measuring the direct productivity of FM itself rather than indirect FM effects on office worker labour productivity.

The relevant basic principle for overall distribution in macrojustice turns out to be the relevant equality of liberties. This study shows the consequence of this fact for the optimum distribution, taxation, and transfers of income. The liberties in question are social liberty (freedom from forceful interference, basic rights), and the possibilities offered by domains of choice which can provide equal liberty while being different for individuals with different productivities.

The method is deductive from the basic relevant concepts.

The result is that this distribution consists of an equal sharing of the proceeds of the same labour for all individuals (with their different productivities). The individuals choose freely their total labour (with no other tax). This redistributive structure is Equal-Labour Income Equalization or ELIE. It also has a number of other important meanings, such as: general balanced labour reciprocity (each yields to each other the proceeds of the same labour); equal basic universal income financed by an equal labour of all; and uniform linear concentration to the mean of the distribution of total incomes (including the value of leisure).

This result extends to multidimensional labour (duration, education, intensity, etc.), and to partial labour including unemployments.

The practical application relies on exemption of overtime labour from the income tax, and a tax credit. This is successfully applied in some countries.

This constitutes a new paradigm of optimum income distribution and taxation. The old paradigm was based on welfarism not found relevant by society for this application, and it has therefore never been applied.

This paper tests the feasibility and empirical implications of a spatial econometric model with a full set of interaction effects and weight matrix defined as an equally weighted group interaction matrix applied to research productivity of individuals. We also elaborate two extensions of this model, namely with group fixed effects and with heteroskedasticity. In our setting, the model with a full set of interaction effects is overparameterised: only the SDM and SDEM specifications produce acceptable results. They imply comparable spillover effects, but by applying a Bayesian approach taken from LeSage (2014), we are able to show that the SDEM specification is more appropriate and thus that colleague interaction effects work through observed and unobserved exogenous characteristics common to researchers within a group.

This paper aims to establish if office occupiers, who adopt different work patterns, can be segmented based on differences of perceived productivity with regards to the physical environment and the behavioural environment.

Components of office productivity were used in an office productivity model with categorical data enabling a unique opportunity to undertake an analysis of office occupiers by work process type.

The four distinct evaluative components used were comfort, office layout, interaction and distraction. The components were subsequently used for more detailed statistical analysis. This study establishes that statistical differences exist between the work styles under investigation.

This research establishes that to truly appreciate office productivity there is a need to further understand the way that people work in offices and their specific requirements. The matching of office occupier need with space provision can only be achieved if the office occupier is involved in the creation of the office solution.

This study demonstrates that there is a need to consider how the office environment matches the work patterns of the office occupiers. This understanding of how the office works could be considered as establishing the office landscape or “officescape”.