Search results

Past research on flextime programs often treat work schedule flexibility as a homogeneous construct. The purpose of this paper is to empirically demonstrate the relationship between different flexible work schedules and employee perceptions of organizational attractiveness.

Participants (n = 655) reviewed a scenario with work schedule flexibility manipulated into one of eight consecutively more flexible schedules. Participants then rated the job offer within the scenario on organizational attractiveness.

The study found significant differences in organizational attractiveness based on the eight types of work schedule flexibility. The study's results supported categorizing flextime programs as heterogeneous constructs.

The study utilized scenarios reducing generalization to work situations. Participants were college students with a limited work experience and may have viewed organizational attractiveness based on expectations, not on experiences. Future studies should examine workforce populations and also examine different work schedule flexibility programs' effects on absenteeism and productivity.

The study suggested that work schedule flexibility affects future employees' perceptions of organizational attractiveness. Attracting high‐quality employees is in the best interests of organizations and the effects of a flexible work schedule may begin before employees are hired.

The paper illustrates that different work schedule flexibility schedules, often labeled “flextime,” are perceived differently regarding organizational attractiveness. The paper further supports the notion that work schedule flexibility is a complex construct that cannot be examined using one broad term.

Organizational citizenship behaviors (OCBs) are defined as non-required workplace behaviors that have potential positive organizational impact. This study examined gender roles and differences in employee evaluations based on OCB participation. The paper aims to discuss these issues.

College students (n=160) rated male and female managers, who did or did not participate in OCBs, on the evaluation of behaviors and possessed gendered traits (agentic and communal). Additionally, participants rated the gendered nature of OCBs.

OCB participation had a direct effect on managerial ratings and OCBs were perceived to be more feminine than masculine. Gender did not predict differences in ratings; however, women were seen as more likely to participate in OCBs compared to men. Additionally, the gender roles associated with OCBs were measured and OCBs were perceived to be mostly feminine in nature.

The results indicated the importance of OCBs in managerial ratings and established that OCB behaviors are more aligned with stereotypes of women than men. Gendered expectations regarding OCB behaviors may further bias subjective workplace evaluations.

This is the first study to establish the perception that OCBs as commonly categorized in research studies are perceived to be associated with feminine behaviors. OCBs had a strong effect on evaluations of managers and OCBs are more associated with feminine gender roles.

The purpose of this study was to examine how interview support materials provided on a company’s website would impact potential employees’ perceptions of organizational attractiveness (OA). This study examined the effects of interviewer, interview support and employee variables on employees’ perceptions of OA.

This study obtained data from 276 working adults. The participants were asked to visualize that they were selected for an interview, then were given one of four manipulations (with interview support, without interview support; informed participant interview would be with a potential peer, or interview would be with a potential supervisor) and post-manipulation measures (OA perception, trait anxiety, demographics).

This study’s results indicated that interviewer characteristics (peer or supervisor) were not significant; however, women and individuals with a lower socio-economic (SES) status found organizations to be more attractive when provided with interview support. There was an opposite effect on men and those with a higher SES.

This study recognizes that the lack of demographic diversity and realism were limitations that must be considered; however, this study also recognizes that these findings have several practical implications (considering offering interview support, potential ideas to increase OA) and social implications (increasing demographic diversity in the workplace by also aiding historically disadvantaged groups).

Knowledge of who would be conducting the selection interview potential future peer versus a future supervisor did not affect organizational attraction OA ratings. Interview support offered on a company website had a positive impact on perceptions of OA for women and individuals with lower SES; however, the same support had a negative impact on perceptions of OA for men and individuals with higher SES.

In addition to the social and practical implications this study holds, the authors of this study are not aware of any additional studies that examine gender and SES on organizational attraction.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

This paper aims to critique the rationalist theoretical framework of international mediation, which ignores emotions in analyzing the decision by conflict parties to pursue a negotiated settlement or continue fighting, and to present an alternative framework that integrates emotions.

The paper draws on psychology research on emotions and conflict to develop an emotionally informed framework for analyzing conflict parties’ decision-making regarding a settlement. It demonstrates the framework’s validity and value through a case study of the 2000 Camp David mediation to resolve the Israeli–Palestinian conflict.

A rationalist approach to mediation does not have adequate explanatory and predictive power theoretically. In practice, it can reduce the prospect of success.

The paper highlights the necessity for mediation researchers to study the effects of emotion, draw on psychology studies on conflict and explore the emotional implications of different mediation strategies and tactics.

The framework highlights the challenge of designing and conducting mediation in a way that cultivates emotions favorable to a settlement and lessens emotions unfavorable to a settlement.

This is the first study, to the best of the authors’ knowledge, to critique the rationalist framework of international mediation studies and develop an alternative framework that integrates emotions.

Organisational learning plays a critical role for firms to keep abreast of a supply chain environment filled with volatility, uncertainty, complexity and ambiguity (VUCA). This study investigates the extent to which supply chain learning (SCL) affects operational resilience under such circumstances.

This study developed a research framework and underlying hypotheses based on SCL and information processing theory (IPT). An empirical test was carried out using secondary data derived from the “Supply Chain Policy” launched by the Chinese government and two large related conferences.

SCL positively relates to operational resilience, and several moderators influence the relationship between them. The authors argue that digital-technological diversity could weaken the role of SCL in operational resilience, whereas customer concentration, and participating in a pilot programme could enhance the effect of SCL.

Firms should embrace the power of SCL in building resilience in the VUCA era. Meanwhile, they should be cautious of a digital-technological diversification strategy, appraise the customer base profile and proactively engage in pilot programmes.

This research develops the SCL construct further in the context of China and empirically measures its power on operational resilience using a unique dataset. This contributes to the theorisation of SCL.

Because information is vital to effective decision making, the fostering of conditions which promote effective use of existing channels of information is therefore seen as a prime element contributing to organizational survival and success (Fulmer et al, 1990). In particular, the way in which characteristics of individuals and the attributes of the tasks they perform, affect the use of different information sources is a pertinent issue in organizational analysis. It is also an important consideration in information systems development and management. Much of the existing research in this area has been dominated by attempts to define appropriate modes of information processing and the construction of models that might enhance effective communication (O'Reilly, 1982; Schick et al, 1990; Kim 8c Lee, 1991). The importance of this area of research has been heightened by the dynamics and complexities of industrial organizations and the need for various modes of information processing to address these dynamics (Kim & Lee, 1991). Also, because the appropriate use of information is the ‘life‐blood’ of organizational dynamics, the identification of aspects that might affect differential use of various channels (of information) is fundamental to an understanding of the area.

This theoretical paper presents, extends and integrates a number of systems and evolutionary concepts, to demonstrate their relevance to manufacturing strategy formulation. Specifically it concentrates on fitness landscape theory as an approach for visually mapping the strategic options a manufacturing firm could pursue. It examines how this theory relates to manufacturing competitiveness and strategy and proposes a definition and model of manufacturing fitness. In accordance with fitness landscape theory, a complex systems perspective is adopted to view manufacturing firms. It is argued that manufacturing firms are a specific type of complex system – a complex adaptive system – and that by developing and applying fitness landscape theory it is possible to create models to better understand and visualise how to search and select various combinations of capabilities.

More recent survey‐based studies have indicated that, although many companies are involved in benchmarking, adoption of best practices is not as high as might be expected. This study was undertaken to identify the factors that have an impact on the adoption decision of manufacturing best practices. A review of the relevant literature identified ten potential factors. These can be classified into three categories: best practice factors, organizational factors, and environmental factors. Best practice factors include codification, complexity, compatibility, perceived operational benefits, and cost. Organizational factors include satisfaction with the existing practice, existence of champion, and organizational resource availability. Finally, environmental factors include perceived outside support and external pressures. The results indicated that cost of adoption, external pressures, and satisfaction with the existing practice are the main determinants of the adoption decision. These results should be of considerable interest to practitioners.

The purpose of this paper is to examine best practices that contribute to the effectiveness of benchmarking in Indonesian manufacturing industries.

A total of 250 questionnaires are distributed to representatives of the Badan Pengelola Industri Strategis (BPIS) registered companies, specifically to the quality managers or production managers that are involved in the benchmarking process in companies.

In total, 155 responded to the questionnaire; that gives a response rate of 51.67 percent. Analysis of the data has shown that some benchmarking practices, e.g. the manufacturing process, and organizational and environmental factors do significantly influence the effectiveness of benchmarking.

Further study needs to be undertaken to identify other best practices of benchmarking. A further limitation of the study is that the survey items are based on the literature review.

A government body such as a benchmarking department (BPIS) can therefore focus on these factors for further development of benchmarking. BPIS Indonesia can organize more training and seminars for smaller manufacturing companies. From an organizational point of view, attention should be given to improving compatibility, employee innovativeness, and government intervention so that the best practices of benchmarking can be used proactively as a strategic tool.

From the findings of this paper, in order for the benchmarking process to be successful, an organization needs these general requirements: top management commitment and support: a solid understanding of the manufacturing operations and requirements for improvement: willingness to share information with benchmarking partners; and dedication to ongoing benchmarking efforts.