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The purpose of this paper is to propose a leagile transformation model for product development that guides manufacturers in the construction of a road map and the management of its deployment in line with both lean and agile improvement objectives.

An intervention qualitative and transformative research approach was adopted in order to develop required knowledge to theorise professional practice made from rigorous observations of facts. The research project took place over a period of two and a half years, in partnership with an international firm that develops and produces a wide range of luxury products.

The application of the methodology proved that a lean transformation does not have to be generated only by the field needs but it can follow a mixed approach where a top-down transformation management linked with strategic objectives is deployed without compromising implication and needs from people on the field. The right balance can be found between the strategic aspect of transformation and the incremental aspect on the field of lean paradigms.

For complete validation and widespread scientific application, the model should be tested in other sectors and industries.

The application case of the leagile model in several divisions of a luxury organisation proved that the proposed approach can be used as a guide for manufacturer in the construction of an improvement road map and in the management of its deployment. The application cases enabled a number of positive results to be generated and measured on quantitative indicators such as service ratio for new products for which, one of the divisions saw an increase of 30 per cent. The approach created a positive revolution among development team members by its potential in terms of communication, steering, benchmarking and knowledge system.

The model supports the identification and prioritisation of improvement initiatives by focusing on the levers for improvement that meet the needs and objectives of transformation, as well as the organisation’s maturity level.

A city is a spatial carrier of innovation activities. Improving the level of urban innovation can play a significant supporting role in building an innovative country. China began to implement the innovative city pilot policy in 2008 and continued to expand the policy into more areas for exploring the path of innovative urban development with Chinese characteristics and improving urban innovation.

Based on mechanism analysis, this paper used the panel data of 269 cities from 2003 to 2016 to empirically test the effect of the pilot policy on the level of urban innovation by using different methods, such as the difference-in-differences model.

The results show that the innovative city pilot policy significantly improves the level of urban innovation. However, according to the findings of the heterogeneity analysis, the effect of the pilot policy on improving the innovation level in direct-controlled municipalities, provincial capitals and sub-provincial cities is weaker than that in ordinary cities, and the effect of the pilot policy on improving the innovation level in cities with a higher quality of science and education resources is weaker than that in cities with lower quality of science and education resources.

Moreover, as the level of urban innovation increases, the effect of the pilot policy on improving the level of urban innovation is an asymmetric inverted V shape, which means the effect is first strengthened and then weakened. The research also finds that the locational heterogeneity of the pilot policy for improving the level of urban innovation is not notable. In addition, the innovative city pilot policy can strengthen the government's strategic guidance, promote the concentration of talent, incentivize corporate investment and optimize the innovation environment, having a positive impact on urban innovation. Moreover, the effect of concentration of talent and the effect of corporate investment incentive are the important reasons for the pilot policy to promote the improvement of the level of urban innovation.

This study aims to explore the gaps concerning the organizational operant resources (OORs) of logistics service providers (LSPs) expected in outsourcing relationships. The study considers the views of both manufacturing firms (M-firms) and LSPs in India and DACH region (Germany, Austria and Switzerland) seeking gaps within and across regions.

This research employed a survey targeting executives from large M-firms and LSPs in both India and DACH. The perceptions about the importance and improvement expectations of 17 OORs are analyzed. A modified version of importance-improvement analysis (A-B), a novel comparative A-B analysis (CABA) method, has been proposed to identify the importance and improvement gaps in OORs between M-firms and LSPs within and across India and the DACH region.

There are more gaps between M-firms and LSPs in India compared to DACH. Cross-country comparisons reveal that LSPs in India and DACH have similar perceptions concerning the OORs, but M-firms in India have significantly higher improvement expectations than those in DACH.

This study proposes an analytical approach that enables managers to identify improvement areas and better align with their outsourcing relationship partners. It also highlights aspects that need to be considered while entering emerging markets such as India.

The analysis approach using CABA is novel. Also, among the cross-country studies, this is the first to compare outsourcing relationships in India with the DACH region while involving both users' and service providers' perspectives.

The purpose of this paper is to empirically test the relationship between supply chain (SC) collaboration and performance improvement.

In keeping with the extant literature, hypotheses were developed incorporating dimensions of supplier and customer collaboration and performance improvement. Factor analysis and linear statistical models for correlation and analysis of variance were used to test the hypotheses with IMSS 2001 data on 374 firms from the engineering/assembly industry across 11 European countries.

Only weak empirical support was found for the hypothesized positive relationships between supplier (or customer) collaboration and performance improvement. There was partial empirical support for the impact of collaboration, both with suppliers and customers, on rates of improvement. For information exchange, performance improvement in respect of cost, flexibility, quality, and procurement was supported, whereas for structural collaboration, only improvement in respect of flexibility and procurement was supported. There was strong empirical support for the hypothesized higher levels of collaboration among companies showing higher performance improvement.

Using cross‐sectional (versus longitudinal), perceptual (rather than absolute) data, coming from a principal firm (rather than from each collaborative entity).

This study indicates that firms need to adopt a concerted approach to collaboration both with suppliers and customers in order to reap maximum performance improvement benefits in the area of cost, flexibility, quality, delivery, procurement, and time‐to‐market.

This study goes beyond analytical modeling and case‐study research on the relationship between SC collaboration and performance improvement and offers industry‐based empirical results on consolidated practical and theoretical insights.

This paper aims to explore patient to care provider reverse exchanges to improve the care processes and service supply chain using an online feedback platform. This paper demonstrates how a better understanding of timely and unsolicited feedback (“voice of the patient as a customer”) stimulates local interventions to improve service delivery and enact the essential characteristics of highly reliable organisations (HRO).

A realist approach involving an exploratory hospital case study using user feedback from an IT patient feedback platform. The methodology included interviews, secondary data and access to thousands of patient feedback narratives.

The findings show that a systems approach to the supply chain, using real-time feedback to enact process improvement is beneficial and a fruitful source of innovation for professional services staff. The setting of the improvement focusses on a true “voice of the customer” rather than attempting to improve arbitrarily internal process efficiency has major benefits for staff and their engagement with the right interventions to support higher performance.

The findings show major positive benefits for the adaptation and constant reflection of staff on the service provided to patients. The approach provides a means of reflecting as to whether the current supply chain and service provision are fit for purpose, as well as reliable, efficient and of value to the consumer.

This study is one of a few that adopt the consumer orientation needed to fully exploit the concepts of patient-centric improvement by including dynamic feedback in the supply chain and systems approach to care.

The purpose of this paper is to understand the role of increasing employees’ level of continuous improvement (CI) empowerment, i.e. employees’ knowledge and understanding of CI, the possibility of open communication and support from the work environment regarding CI, in the implementation of CI over time.

Based on the theory of structural empowerment, the authors test the research question using evidence from a case study in a European financial services provider. Data are gathered with questionnaires on a team level and cover a period of 2.5 years including 780 participants.

The findings show that after conducting a CI programme in the case, there is a significant increase in employees’ CI empowerment over time, which has a positive but time-lagged relationship with the level of CI implementation.

Implications are that CI empowerment can be created sustainably and is an important factor in establishing CI in a company, but that it takes time until empowerment leads to changes in behaviour. However, it has to be considered that these implications are solely derived from empirical results from a single company.

Financial service providers should invest in establishing CI empowerment and consider a delay in realising measurable benefits in terms of the level of CI implementation.

This paper is the first empirical study to examine the relationship between employee CI empowerment and the implementation of CI from a longitudinal perspective.

In 2000, the Hong Kong Government commissioned the Construction Industry Review Committee (CIRC) to provide a thorough review of the strengths/weaknesses of the Hong Kong construction industry and to recommend improvement measures. The CIRC’s report, released in 2001, recommended many improvement measures related to total quality management (TQM) principles. Despite many of these improvement recommendations being fulfilled in the ten years following the release of the report, there is a lack of literature documenting these achievements and the corresponding level of TQM application. The purpose of this paper is to investigate the level of TQM application by construction contractors in Hong Kong using a questionnaire survey.

A literature review was conducted and a survey questionnaire was then designed for a full-scale survey. The data collected from the survey were analysed using the Statistical Package for Social Sciences. Correlations between the respondents’ scores on the survey questions were established.

The survey findings indicate a moderately high level of application of TQM principles, reflecting a moderately high achievement in implementing the CIRC’s intended improvements. The TQM application level is comparable to that of Singapore, which is also a country with a high Chinese population. The findings further suggest that organisational learning and supplier management are the two major TQM principles that contractors should focus on to sustain their long-term businesses.

The Hong Kong experience should be of interest to other developing and developed countries, both regionally and globally, in search of a similar paradigm for improving quality.

This research is the first one done as to the level of TQM application in the Hong Kong construction industry. No one has done it before so this is the originality. The results are not only valuable to the stakeholders in construction in Hong Kong, but also to other developing and developed countries, both regionally and globally, in search of a similar paradigm for raising their quality culture.

The state of the different practices in construction industry determines its performance level. Hence, improving performance of construction industry needs assessing state of the practices in the industry and devising improvement intervention. The purpose of this paper is to measure improvement requirement level of different construction management practice areas and to identify the underlying improvement dimensions in Ethiopian construction industry.

Questionnaire survey was developed for data collection based on a thorough literature review which yielded 28 construction management practice areas. Purposive sampling method was used to select respondents for the survey. Mean score was used to identify the required improvement level, and one sample T-test was carried out to identify significance of improvement requirement. Factor analysis was conducted to identify the underlying dimensions of the construction management practice areas.

Findings indicate 27 areas need significant improvement. This shows the low level of adoption of good construction management practices in Ethiopian construction industry. Factor analysis resulted in the areas being grouped to four broad improvement dimensions, namely, project management, organization management, knowledge and risk management and project development and contract management.

The findings provide information for appropriate action by the stakeholders to raise standards of adopted construction management practices. It also show areas of construction management which require more focused research in the context of Ethiopian construction industry. Considering the similarity of nature of construction industry problems in developing countries, the findings can be extended to similar countries.

This paper provides more insight into the assumption of human capital theory that the productivity of job-related training is driven by the improvement of workers’ skills. We analyze the extent to which training and informal learning on the job are related to employee skill development and consider the heterogeneity of this relationship with respect to workers’ skill mismatch at job entry. Using data from the 2014 European Skills and Jobs Survey, we find – as assumed by human capital theory – that employees who participated in training or informal learning show greater improvement of their skills than those who did not. The contribution of informal learning to employee skill development appears to be larger than that of training participation. Nevertheless, both forms of learning are shown to be complementary. This complementarity between training and informal learning is related to a significant additional improvement of workers’ skills. The skill development of workers who were initially underskilled for their job seems to benefit the most from both training and informal learning, whereas the skill development of those who were initially overskilled benefits the least. Work-related learning investments in the latter group seem to be more functional in offsetting skill depreciation than in fostering skill accumulation.