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This paper addresses the importance of goal setting in the operations function. The importance of goal setting and its possible role in the implementation and operation of production systems is considered with particular emphasis on Material Requirements Planning (MRP). It has been argued that an operative goal setting process can improve employees' performance in any area of the organisation. Likewise, companies with a high‐level MRP system are expected to show high performance levels. This paper offers empirical support for these claims and further argues that the combination and interaction of the two processes results in synergistic effects. To support these arguments the paper draws on both theoretical studies and the results of a small regional survey.

This study examines the relationship between goal properties, both at the employee and organizational-level, and the perceived fairness of the performance appraisal system by federal employees.

We describe the theoretical framework regarding goals and employee perceptions of performance appraisal fairness. We then develop and test four hypotheses, exploring the relationships among variables using five years of the FEVS data. To strengthen the research design, we created an agency-level dataset, by calculating agency-level averages for all the covariates. Instead of examining 500,000 federal employees each year, we are examining 80 federal agencies. Creating a panel dataset at the agency level allows us to make stronger statements about causality than using cross-sectional data.

This study finds a significant positive relationship between goal setting factors and employees' perceived fairness of performance appraisals: perceived employee-level goal difficulty and perceived organizational-level goal specificity at the agency level. The study results show that certain control variables, such as intrinsic motivation, play important roles in predicting public employees' perceived fairness of performance appraisals. Federal employees who have a higher level of intrinsic motivation show a more positive perception toward performance appraisal fairness. The appropriate use of extrinsic rewards and intrinsic motivation, combined with effective goal setting strategies in public organizations, may enhance public employees' perceived fairness of performance appraisal systems.

This study used the FEVS, necessitating the reduction of the sample size to agency level averages to create a panel dataset. Also, this study was limited to federal agencies in the United States, so research results may lack generalizability.

This paper fulfills an identified need to avoid cross-sectional research design and leverage longitudinal panel data.

The money raised for projects on crowdfunding platforms is determined not only by the merit of the projects themselves but also, to a large extent, by the design of the project introduction on the platforms. The purpose of this study is to identify the clear relationships between the financing result and the design factors to give preferable design suggestions to the fund initiators.

The data for this study were abstracted with Python from the Jingdong crowdfunding platform on a certain day. In all, 11 hypotheses are put forward in the study with the two main purposes of exploring the function of the quality signaling and level setting.

All design factors can impact the money raised for a project. However, the impact differs in certain situations. The level setting can significantly impact the amount of money raised. The quality of signals has a complex impact on the two dimensions.

Three major contributions are made by this paper. First, the level setting is explored after overcoming the difficulty of scrawling data. Second, the authors create the Success Index and Weighted Gap Index to measure the level of success from comprehensive dimensions and quantify the dispersion of the levels. Third, this study shows a comprehensive theoretical framework which can function as a reference for research in the future.

To describe the conduct and outcomes of a field experiment in a US manufacturing facility using goal setting and feedback as productivity improvement tools.

Initial studies were conducted to determine a baseline of performance. A two‐month field experiment was utilized to test and measure productivity. The field experiment involved the implementation of changes to three manufacturing cells for a six‐week period and the training of supervisors and staff. Researchers performed the collection of data, implementation of changes and training of workers.

Findings suggest that goal setting and timely feedback will lead to improved work performance, greater efficiency, and the establishment of more challenging goals. In addition, findings suggest that information systems which facilitate goal setting and feedback are more effective than traditional supervision systems at improving performance.

Several limitations of this study should be noted. First, the time frame for the intervention was limited to two months. A longer data collection period could ensure the longevity of the conclusions of this analysis. Second, all subjects received verbal feedback followed by the addition of graphic feedback. Therefore, sequence effects cannot be ruled out. On an overall basis, though, the findings of this study can clearly be applied to a wide range of manufacturing organizations

The study is useful for all managers seeking a competitive advantage through improved productivity. It provides significant insight into ways to improve productivity through the use of goal setting and performance feedback implemented by information systems.

This paper fulfills a need for insight into methods for improving productivity, as well as offering practical aid to managers in the manufacturing industry.

Purpose – We study the determinants of growing wage inequality in 16 OECD countries in the past two decades of the twentieth century. The main independent variables that we consider are those pertaining to labor market institutions, to international trade with less developed nations, and to deindustrialization.

Methodology – We specify a statistical model of pay differentials using first differences over five-year periods. The main estimation method used is weighted ordinary least squares. Where necessary, we use instrumental variables and two-stage least squares. We also undertake extensive robustness exercises, including a version of extreme bounds analysis and deleting each individual country from the analysis.

Findings – The determinants of wage inequality are different in the 1980s and in the 1990s. In the 1980s, growing wage dispersion is due to changes in the institutions of the labor market, including declining unionization and declines in the level at which wages are bargained collectively. In the 1990s, increases in pay inequality are due to increasing trade with less developed nations and weakening of social insurance programs.

Originality – This is the first study to report that the causes for pay inequality differed between the 1980s and the 1990s. It is also the first to document statistically that trade with the less developed nations systematically increases pay inequality in the developed world in the 1990s.

Faced with an ageing population and newspaper warnings that escalating costs are leading to a health crisis, debate has intensified in Australia and elsewhere on the allocation of limited health resources. But whose values should inform decision‐making in the health area, and should the influence of different groups vary with the level of decision‐making? These questions were put to 54 members of the public and health professionals in eight focus groups. Unlike previous studies, participants were not asked if particular groups should be involved in decisions but rather through deliberation and discussion nominated their own potential decision‐makers. This delivered a clear message that participants saw a legitimate role for a broad range of stakeholders in priority‐setting decisions. The results suggest that qualitative methods of investigation have the potential to improve the legitimacy and accountability of policy decisions by contributing to a better understanding of the values of the public and health professionals.

The concept of coopetition is founded on the complementarity‐based nature of this strategy. However, coopetition research has devoted relatively little attention to complementarity issues and their impact on coopetition results. By bridging the coopetition and economics of complementarities research fields, we develop a model representing a classical optimization problem in complementarities as applied to coopetition in order to evaluate potential risks deriving at an operational level from implementing a coopetition strategy. The model we develop is a situated one and is based on empirical data from a longitudinal case study of coopetition in the mineral water and soft drinks industry. The results highlight a potential risk of coopetition strategies – namely, thresholds effects – as well as the associated risks a wrong understanding of complementarities in a coopetition setting may entail.

The paper aims to link product market features in the Greek metal processing sector to the wage-setting practices followed therein.

Aggregate business structural statistics are used to document the product market structure features while information from a rich sectoral collective agreement database, covering a number of sectors of the Greek economy, is used for the wage-setting practices. The approach is, in general, descriptive and discursive with the use of some regression analysis.

The main findings of the paper include: first, the metal sector as a whole is heterogeneous in terms of its structural/productive features; second, the type of collective agreements followed in the subsectors of the metal sector appear related to the structural features of the subsectors; third, negotiated wages appear binding for subsectors facing less product market competition; and finally, the ability to opt out of the sectoral agreement and sign firm-level agreements during the recent crisis in Greece was used mainly by firms suffering accounting losses.

The research results are limited by the absence of detailed firm-level information both on the actual wages paid and on the exact industrial relations practices in the workplace.

In view of the changes taking place in industrial relations in general and collective bargaining in particular, the issue of the homogeneity – in terms of structure and performance – of individual sectors, sets the question of whether one size (agreement) fits all and consequently whether extensions of agreements to whole sectors are advisable. This is the spirit in which the paper is written. The originality is linked both to the issue addressed but also to the use of the detailed collective labour agreements information and its association with product market features.

The aims of this paper is to investigate simulation‐based optimisation and stochastic dominance testing while employing kanban‐like production control strategies (PCS) operating dedicated and, where applicable, shared kanban card allocation policies in a multi‐product system with negligible set‐up times and with consideration for robustness to uncertainty.

Discrete event simulation and a genetic algorithm were utilised to optimise the control parameters for dedicated kanban control strategy (KCS), CONWIP and base stock control strategy (BSCS), extended kanban control strategy (EKCS) and generalised kanban control strategy (GKCS) as well as the shared versions of EKCS and GKCS. All‐pairwise comparisons and a ranking and selection technique were employed to compare the performances of the strategies and select the best strategy without consideration of robustness to uncertainty. A latin hypercube sampling experimental design and stochastic dominance testing were utilised to determine the preferred strategy when robustness to uncertainty is considered.

The findings of this work show that shared GKCS outperforms other strategies when robustness is not considered. However, when robustness of the strategies to uncertainty in the production environment is considered, the results of our research show that the dedicated EKCS is preferred. The effect of system bottleneck location on the inventory accumulation behaviour of different strategies is reported and this was also observed to have a relationship to the nature of a PCS's kanban information transmission.

The findings of this study are directly relevant to industry where increasing market pressures for product diversity require operating multi‐product production lines with negligible set‐up times. The optimization and robustness test approaches employed in this work can be extended to the analysis of more complicated system configurations and higher number of product types.

This work involves further investigation into the performance of multi‐product kanban‐like PCS by examining their robustness to common sources of uncertainties after they have been initially optimized for base scenarios. The results of the robustness tests also provide new insights into how dedicated kanban card allocation policies might offer higher flexibility and robustness over shared policies under conditions of uncertainty.

The essential investments in new product development (NPD) made by industrial companies entail effective management of NPD activities. In this context, performance measurement is one of the means that can be employed in the pursuit of effectiveness.