Search results

While placemaking is a multi-disciplinary concern, it is a key focus within the discipline of spatial planning. This paper aims to explore the development of theoretical trends with regard to placemaking in spatial planning since 1975 to identify current emerging theoretical perspectives. Special attention is given to differences in perspectives between the Global North and the Global South.

The study used an integrative literature review (ILR) to analyse placemaking literature over a period of 41 years and five months. The ILR followed the basic review stages: scoping; planning and review protocol; identification/availability; searching; and screening. ILR differs from other reviews as quality appraisal, data gathering, analysis and synthesis rely on coding, thematic content analysis and synthesis.

Initially, the planning/review protocol resulted in 59 contributions on placemaking in various disciplines (excluding publications in other languages that English). Contributions included spatial and design disciplines (29 contributions), social sciences (14 contributions) and other disciplines (16 contributions). The literature review proceeded with a selection of 23 spatial planning contributions (20 from the Global North and three from the Global South). Theoretical trends include placemaking theorised as a physical construct, a social construct, an economic construct (absent in literature from the Global South), a tool for empowerment, a psychological dimension and an environmental management tool.

The most recent theoretical perspectives in literature suggest placemaking as an enabling tool in which people share knowledge and learn new skills to transform their own environment. This empowering process creates a linkage between planning theory and practice.

This paper contributes to the current theories of placemaking in spatial planning. It provides a simplified view of an exhaustive list of existing literature. This paper reports on the current trends and the development of placemaking theory.

Job performance is an important variable, which primarily affects outcomes at three levels: the micro level (i.e. the individual), the meso level (i.e. the group) and the macro level (i.e. the organisation). This paper aims to identify, analyse and synthesise factors that affect job performance.

Through an extensive integrative review of literature, this study identifies and classifies the factors that affect job performance. A synthesised model based on the schema of demands, resources and stressors is also developed.

The demands identified are grouped into physical, cognitive and affective. Stressors adversely affecting job performance are classified at an individual level, job level and family level. Finally, resources are classified at an individual level, job level, organisational level and social level.

This review enhances the job demands-resources (JD-R) model to job demands-resources-stressors (JD-R-S) model by identifying a separate category of variables that are neither job demands nor resources, but still impede job performance.

The subgroups identified under demands, resources and stressors provide insights into job performance enhancement strategies, by changing, managing or optimising them.

This study helps in better understanding the factors that go on to impact job performance differentially, depending on the group to which they belong. It gives a holistic picture of factors affecting job performance, thereby integrating classifying and synthesising the vast literature on the topic.

The purpose of this paper is to review and analyze assumptions and the appropriateness of the most dominant strategic decision-making theories within the Islamic cultural context as an attempt to develop an Islamic decision-making framework.

This paper adopted the integrative literature review approach as a research method (Torraco, 2005). This method allows the researcher to evaluate and syndicate the relevant literature to, critically, review and expand on the theoretical foundation of the topic and, hence, develop new theoretical perspectives and views.

Based on the critical review of the decision-making theories from an Islamic perspective, Islamic culture confirms the behavioural decision theory as the most appropriate approach to make strategic decisions in organizations. In addition, the study reveals that mutual consultation and consultative decision-making (Shura), based on knowledge and Islamic ethics, is the principal Islamic approach to strategic decision-making.

The developed Islamic decision-making framework will, significantly, assist management practitioners, managers and policy makers in both private and governmental organizations to improve their decision-making skills through adopting the Shura approach in decision-making.

The paper expands the boundaries of knowledge in managerial decision-making through developing an Islamic decision-making framework. This theoretical framework brings new insights and open new opportunities of thinking on Islamic decision-making among business scholars and represents fundamental grounds for future research in cross-cultural management in the area of managerial decision-making from an Islamic perspective, which is rare among scholars of management.

The purpose of this paper is to trace the trajectory of research done exclusively on the topic of Workplace Loneliness from 2006 to 2019. Based on the content analysis of 29 articles, this paper critically assesses, summarizes and consolidates the existing body of knowledge in the field of workplace loneliness.

This review is organized around five major themes – origin and the conceptual grounding of the construct; emergence of the concept of workplace loneliness, conceptualizations and overlap with the related constructs; measurement tools and techniques; analysis of its predictors, outcomes, mediators and moderators; and development of an integrated model specifying the nomological network of workplace loneliness for clarifying the current state of thinking and guiding future research in the area.

The concept of workplace loneliness started receiving attention from the year 2006 and gained momentum in 2016. The studies from wide range of countries show that workplace loneliness is not restricted to one geographical location but is a phenomenon that affects people and economies around the world. The review highlights the conceptualization and measurement challenges along with the need for theoretical development of the field. Further, the existing literature fails to provide a comprehensive picture of the predictors, underlying processes, contingencies and outcomes of workplace loneliness.

This study being one of the rare attempts to consolidate the existing body of knowledge on loneliness at work will provide academicians and practitioners with a comprehensive account of the state of research and development on an important and yet neglected issue of workplace loneliness.

Despite a surge in public and academic interest in the social sustainability conduct of firms, only few firms have taken responsibility for the social issues in their supply chains. This study seeks to extend our theoretical understanding of why some firms grow toward accepting this type of responsibility while others do not.

The authors conduct a systematic literature review for the purpose of theory building. Building on Gao and Bansal's distinction of instrumental and integrative views on business sustainability (2013, DOI 10.1007/s10551-012-1245-2) as well as corporate social responsibility development research, the authors review socially sustainable supply chain management (social SSCM) literature to theorize the interplay of driving factors that underly firms' choice to refrain from, start or deepen their engagement in social SSCM.

The authors propose an overview of the presumed mechanisms underlying the development of a reluctant, a purely instrumental or an integrative view on social SSCM. Among other things, the authors propose that it seems highly unlikely for conventional, profit-oriented firms to develop beyond an instrumental view on social SSCM.

This study conceptually extends current research on social SSCM by offering insights on how firms are driven to engage in it. This study offers first thoughts that should help managers and other stakeholders better understand the social SSCM potential of firms and how to realize this potential effectively.

The employee-organization relationship (EOR) has increasingly become a focal point for researchers in organizational behavior, human resource management, and industrial relations. Literature on the EOR has developed at both the individual – (e.g. psychological contracts) and the group and organizational-levels of analysis (e.g. employment relationships). Both sets of literatures are reviewed, and we argue for the need to integrate these literatures as a means for improving understanding of the EOR. Mechanisms for integrating these literatures are suggested. A subsequent discussion of contextual effects on the EOR follows in which we suggest that researchers develop models that explicitly incorporate context. We then examine a number of theoretical lenses to explain various attributes of the EOR such as the dynamism and fairness of the exchange, and new ways of understanding the exchange including positive functional relationships and integrative negotiations. The article concludes with a discussion of future research needed on the EOR.

Decision-making in human resources management is done at both the micro and macro level of organizations. Unfortunately, the decisions at each level are often executed without consideration of the other, and current theory reflects this issue. In response to a call for integration of micro- and macro-level processes by Huselid and Becker (2011), we review the extant literature on strategic human resources and high-performance work systems to provide recommendations for both research and practice. We aimed to contribute to the literature by proposing the incorporation of the situation awareness literature into the high-performance work systems framework to encourage the alignment of human resources efforts. In addition, we provide practical recommendations for integrating situation awareness and strategic decision-making. We discuss a process for the employment of situation awareness in organizations that might not only streamline human resources management but also result in more effective decisions. Additional considerations include implications for teams, boundary conditions (e.g., individual differences), and measurement.

The purpose of this integrative literature review was three-fold: to explore the phenomenon of women’s career interruptions as revealed by publications in the past two decades, to propose a new career decision tree model (CDTM) and to outline an agenda for future research.

The authors adopted the integrative literature review approach proposed by Torraco (2005, 2016) and used a mind mapping application called MindMeister to synthesize 64 identified articles.

The proposed CDTM can assist those who are interested in exploring individuals’ career decisions to think systematically about career influencers at different levels.

The CDTM is significantly different from existing career models and theories in that it explains women’s career interruptions in a context-sensitive manner. This model can assist human resource development professionals in analyzing the influencers of women’s career decisions and tackling individual problems level by level.

Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce – not even, in many cases, describing workers as assets! Describes many studies to back up this claim in theis work based on the 2002 Employment Research Unit Annual Conference, in Cardiff, Wales.

Incentives are effective at enhancing productivity, but research also suggests that performance incentives can have “unintended negative consequences” including increases in hazard/injuries, increases in errors, and reduction in cooperation, prosocial behaviors, and creativity. Relatively overlooked is whether, when, and how incentives can be designed to prevent such negative consequences. The authors review literature in several disciplines (construction, healthcare delivery, economics, psychology, and [some] management) on this issue. This chapter, in toto, sheds a generally positive light and suggests that, beyond productivity, incentives can be used to improve other outcomes such as safety, quality, prosocial behaviors, and creativity, particularly when the incentives are thoughtfully designed. The review concludes with several potential fruitful areas for future research such as investigations of incentive-effect duration.