Search results

To make individualized men's basic upper garment patterns without sleeves, the authors developed a measuring garment that measures necessary body dimensions and angles all together. Additionally, the authors proposed a method for making individualized basic body block patterns using the obtained dimensions and angles.

The authors decided on the locations of the dimensions of the body required for making the individualized garments. The authors then sewed multiple stretchable capacitance sensors to corresponding locations on a stretchable T-shirt. To obtain the dimensions with sensors of short length, the authors indirectly obtained each length from the relationship between the actual body length and the capacitance of the sensor. Beforehand, the authors obtained linear-approximation equations for the relationship between actual body dimensions and the capacitance of sensors for five participants and a dummy. The authors then used the measuring garment and the equations to obtain the body dimensions of another six participants. The authors compared the obtained and actual body dimensions to verify the equations. The authors made individualized upper-garment patterns without sleeves and garments for the 11 participants with the obtained dimensions and angles. The authors verified the proposed method in wearing tests comparing garments designed using the proposed method with conventionally designed garments.

Using the measuring garment, the authors obtained body dimensions close to actual body dimensions. A pattern of the individualized basic upper garment using the obtained dimensions and angles could be drawn. Compared with the conventional patterns, the individualized patterns had notable differences in the locations of the shoulder point and side neck point and directions of the shoulder line, which relate to the shoulder shape (i.e. square, sloping, forward, or backward). In wearing tests, all participants declared that the individualized garment better fitted their shoulders than the conventional garment without tightness around the shoulders, neck, and armpits. The proposed method with the developed measuring garment was thus found to be effective in designing individualized garments.

This paper presents the possibility of not only measuring body dimensions but also designing individualized basic upper garments using the proposed measuring garment. The proposed measuring garment will assist the efficient manufacture of individualized upper garments without a three-dimensional scanner or special skills.

Through the lens of affective events theory, this study sought to investigate the associations of individual-focused transformational leadership, namely individualized consideration and intellectual stimulation, with employee strengths use (ESU) and the mediating role of positive affect and the moderating role of core self-evaluation (CSE) in these associations.

The authors collected data by a three-wave research design. Hypotheses were examined with a sample of 178 employees working in various organizations in China.

The results revealed that both individualized consideration and intellectual stimulation have positive relationships with ESU and positive affect partially mediates these two relationships. Contrary to our hypotheses, CSE negatively moderated the relationship of intellectual stimulation with positive affect and the mediational effect of positive affect on the relationship between intellectual stimulation and ESU. However, CSE did not moderate the relationships between individualized consideration, positive affect and ESU.

This study was the first to empirically examine the relationships of individualized consideration and intellectual stimulation with ESU and the mediating effect of positive affect and the moderating effect of CSE on these relationships.

The authors argue that the supplier’s perspective in managing buyers using relationship commitment is incomplete. The primary reasons for incompleteness are that: the effects of the two types of relationship commitment (i.e. affective and continuance) on buyer behaviors (i.e. individualized consideration and opportunism) are largely ignored from a supplier’s perspective; there is quandary regarding the effects of the two relationship commitment types in a relationship, whether they are favorable or not; and there is also ambiguity regarding the conditions under which relationship commitment types might serve as effective relational governance mechanisms. The paper aims to discuss this issue.

The authors employ survey data obtained from 207 suppliers to test the hypotheses using structural equations modeling.

The authors extend contemporary knowledge on supplier relationship commitment by revealing that at high-levels of buyer-leverage, supplier affective commitment can induce buyer opportunism and supplier continuance commitment can induce buyer individualized consideration. Furthermore, buyer-leverage positively moderates the interaction effect of supplier commitment types to promote buyer opportunism.

The authors do not examine a buyer’s perspective, but from a supplier’s perspective, suppliers can maximize their benefits from their relationship commitment by embracing affective commitment while ensuring that buyers do not have excessive leverage.

The study presents a significant contribution to the extant literature on relationship commitment by probing the dual nature of supplier relationship commitment; albeit for specific configurations of commitment types and buyer-leverage.

Positivist deductive research on transformational leadership brings along with it 25 years of researcher presuppositions. Such research not only suggests that a transformational leader’s influence is unidirectional but also that transformational leadership theory is a universal theory. In this chapter, I inductively seek to examine board-executive director interactions, free from the shackles of existing theory.

The current chapter uses an inductive research approach to the collection and analysis of the empirical material. By being open to surprises in the empirical material, I am able to explore behaviors and relationships, while analyzing a specific context – the nonprofit board-executive director relationship.

The current study finds evidence that individualized consideration in a governance model frequently occurs in the opposite direction. Despite organizational documents promoting a hierarchical structure, evidence of top-down, collegiality, and bottom-up individualized consideration suggests hierarchical boundaries are commonly crossed in the decision making process.

Results of this exploratory study suggest that in a governance context, hierarchical actors do not fit neatly into the boxes defined by 30 years of research on transformational leadership theory, suggesting that the leadership process is more complex than portrayed by current dichotomizations. The findings provide support for recent criticisms of transformational leadership theory.

The findings of this chapter provide evidence of the benefits of eliciting input from organizational actors at multiple hierarchical levels. The empirical evidence provides practitioners with a fresh perspective on board roles and relationship, diverging from the traditional structural prescriptions.

In the United States, the mandate to provide access to general education curriculum standards for all learners is clear. This chapter provides an overview and a framework for making individualized and curriculum choices for learners with low-incidence disabilities and cognitive deficits. Topics covered include reconciling an ecological curriculum model with a standards-based framework and an expanded discussion on embedding individualized learning targets within the ongoing lessons, routines, and activities of inclusive classrooms. Carefully planned and implemented embedded instruction can provide a match between a student’s need for individualized instruction and the everyday practices of inclusive classrooms.

In 2009, the Third Circuit decided Hydrogen Peroxide, which announced a more rigorous standard under Federal Rule of Civil Procedure 23(b)(3) for assessing whether a putative class could establish antitrust injury. Earlier this year, the Supreme Court decided Comcast v. Behrend, a case that carries potentially broad implications for both antitrust cases and Rule 23(b)(3) class actions generally. A review of the case law starting with Hydrogen Peroxide and continuing through Comcast and its progeny reveals the new rigor in antitrust class action decisions and suggests what the future may hold, including the type of arguments that may provide defendants the most likely chance of defeating class certification. After Comcast, rigor under 23(b)(3) can no longer be avoided in assessing all class actions questions, and courts should now apply Daubert fully in the class setting concerning both impact and damages. Courts should also closely evaluate plaintiffs’ proposed methodologies for proving impact to determine if they apply to each class member. Finally, courts will inevitably have to determine how rigorously to scrutinize experts’ damages methodologies and whether Comcast requires or suggests more scrutiny in assessing common evidence for measuring damages.

We argue in this chapter that quantitative techniques alone cannot enable appropriate verification of the levels in which a construct should be defined and validated. We propose a process model that takes advantage of qualitative and quantitative methods when specifying and measuring the level(s) of analysis in construct development. The model implies that operationalizing a construct and its measurement should involve both qualitative and quantitative methods. Level specification begins with induction of constructs and continues with qualitative or quantitative operationalizations that are verified through the convergence of using triangulation and aggregation tests. Construct development continues until the level of analysis is accurately specified. We provide a theoretical example of construct development from the leadership literature and an empirical example to represent the verification process.

Based on the self-determination and affective events theories, the current research examined the mediating role of occupational self-efficacy (OSE) between individualized consideration transformational leadership (ICTL) and affective commitment relationship. Furthermore, this study tests the moderating role of personal growth initiative on the relationship between ICTL and OSE.

To examine the relationship, the authors carried out a time-lagged study spanning over four months for analyzing the indirect effect of ICTL on affective commitment via OSE among 382 Generation Y employees working in Indian IT (information technology) organizations. Results were analyzed using Process macro.

The study results revealed that OSE significantly mediated the relationship between ICTL and affective commitment. It was also established that the positive relationship between ICTL and OSE was stronger among employees who perceived higher levels of personal growth initiative.

The findings carry substantial implications for researchers and organizational practitioners. Indeed, the results indicate that human resource management practitioners are required to nurture an ICTL approach for boosting employees' affective commitment levels.

The study proposed a model focusing on the role of ICTL in enhancing employees' OSE and affective commitment. Also, the study contributes to existent research by demonstrating the role of personal growth initiative in understanding the relationship between ICTL and OSE. Moreover, this study provides theoretical and practical implications.

This article aims to discuss the individualisation trend in the provision of social services, focusing on activation services specifically.

The individualisation trend in the provision of activation services is analysed against the background of public sector as well as social sector as well as social policy reforms: the introduction of new modes of governance and the rise of the active welfare state respectively.

Concrete manifestations of individualised service provision are often based on various interpretations of individualisation and reflect different meanings of citizens’ participation, and refer to different modes – or rather, mixes of different modes – of governance. The general argument of the article is illustrated and elaborated by analysing three national case studies of individualised service provision in the context of activation: the UK, The Netherlands and Finland.

The trend that is analysed in the article – individualised service provision – is very clearly present in welfare state reforms, but has thus far not received much attention in academic literature.

Leadership coaching has received increased popularity over the past decade; however, there is a paucity of research that has examined its impact on leader behaviors within organizations. Drawing upon transformational leadership theory, the purpose of this paper is to understand the benefits provided to followers when leaders experience leadership coaching.

This cross-sectional study collected data from 75 mid- to senior-level organizational leaders and 188 followers.

The results of this study reveal that leadership coaching is positively associated with leaders engaging in individualized consideration toward their followers, and in turn, leaders engage in constructive leadership behaviors (i.e. more delegation and less close supervision).

While this study contributes to our understanding of leadership coaching for organizational leaders, it, however, focuses on a specific set of leadership behaviors and does not examine the practices embedded in the coaching process.

Leadership coaching facilitates the leader’s aspiration to provide their followers with more individual support. Organizations, in turn, need to promote more opportunities and practices for this interaction to continue.

This is the first study to empirically demonstrate the relationship between leadership coaching and constructive leadership behaviors.