Search results

This study addresses the perspective of N = 273 school principals as related to technology role in performing managerial roles.

In the context of this study, the concept of technology only refers to digital office tools such as microcomputers, email and administrative software. The concept of managerial roles is understood and used herein in relation to the definition provided by Mintzberg (2013) in his managerial typology. Moreover, a survey method was used to collect data from the aforementioned managerial employees. The managerial typology of Mintzberg was applied as a theoretical lens to collect and interpret survey data.

The findings suggest that surveyed school principals believe that technology use improves their ability to perform informational and decisional roles at work. Arguably, these managerial employees are satisfied with using technology as a labor tool for administrative and managerial work.

This study is limited because its sample size does not allow the findings to be generalized to all Canadian school principals. Nevertheless, the findings are significant because they suggest that similar to the positive technology-related attitude of managerial employees in business organizations, those in school organizations also perceive technology as an organizational asset. For that reason, management scholars should not only limit their studies of the intersection between technology and managerial roles or work to business organizations. They also need to extend their research studies and fieldwork to school organizations.

The originality of this study lies in the fact that in management literature, the intersection between technology and the managerial roles of school principals is underresearched. As such, this study represents a step forward toward the need to study the technology-related behaviors of school principals to better understand how technology use enables their workflow system.

Despite grave public concerns over information privacy and ongoing academic explorations of privacy policy, there is a general lack of understanding toward this issue in the legal context in China, the largest e-commerce market in the world. Departing from the extant literature of general discussion in nature, the authors undertook an exploratory study on the efficacy of e-commerce websites' privacy policies in China from the legal perspective.

The authors drew on a qualitative grounded theory approach to identify selective codes relating to the focal issue and established a theoretical framework therefrom. The authors then conducted theoretical integration by linking them to the Theory of Development Blocks and the System Justification Theory.

The research identifies a general distrust of Chinese consumers toward privacy policies and highlights that despite their growing concerns about privacy, the privacy policies are largely ineffective in reflecting legal enforcement, changing their perceptions or influencing purchase behaviors. It also reveals that the current Chinese legislation is unable to fully render consumers' confidence in e-commerce websites' privacy policies effectiveness and privacy protection due to its limited recognition and influences among them.

The research has multiple ramifications. The authors empirically confirmed a mismatch between customers' perception of privacy policies and their actual behaviors and then theoretically explained the seemingly conflicting scenario in the context of development block of legal enforcement and system justification. The authors theorized the absence of the legal enforcement in privacy policies to supplement the legal perspective to the literature. The research further leads us to suggest that the time has come to update and strongly enforce privacy regulation in China to fuel the further development of e-commerce sector in practice.

Notwithstanding the extensive body of literature, there is still confusion surrounding the concept of “network” since it encompasses a variety of inter‐organisational relationships. By adopting the Mintzberg’s approach on organisational structures and co‐ordination mechnisms, this work proposes a framework for the classification of the main network structures, analysing the interdependency forms and co‐ordination mechanism of each of them. The work provides some illustrative examples of the various network structures and the co‐ordination mechanisms operating on them.

This paper seeks to investigate whether linkages, proposed by previous researchers, among business strategies and structural and infrastructural investment decisions of manufacturing are empirically supported.

A sample of 101 US manufacturing firms is classified into three groups based on their predominant business strategies. The classification is validated using analysis of variance (ANOVA) tests on the taxons and on the environment in which the firms operate. ANOVA tests on manufacturing investment decisions are then used to address the central question of the paper – whether the three business strategy groups differ in their emphasis on structural and infrastructural areas of manufacturing.

The three business strategy‐based groups of firms, labeled broad‐based competitors, differentiators, and price leaders, differ in their emphasis on several of the structural and infrastructural areas of manufacturing, thus supporting the contention of linkages among business strategy and manufacturing investment decisions.

The popular notion of linkages among business strategies and investments in structural and infrastructural areas of manufacturing is empirically tested.

During the twentieth century, much of the discussion about managerial behaviour centred on the difference between management functions and manager roles, with much of the debate centring on “Who is right, Mintzberg or Fayol?” Reports on a study, involving 523 Australian managers, which suggests both are right – Fayol gave us management as we would like it to be and Mintzberg gave us management as it is. In doing so, promulgates a set of new constructions of managerial behaviour – preferred managerial style (management as we would like it to be) and enacted managerial style (management as it is). Taken together, we now have available to us a more integrated theoretical base for research on management and managerial behaviour, and a measure that can be used to progress the required research.

This study aims to identify people’s perceptions of what behaviourally differentiates effective managers from ineffective managers within a South Korean (SK) public sector organization, and the extent to which the findings are similar or different to those of an equivalent previous study in the SK private sector.

Adopting the “pragmatic approach” and assuming a post-positivist ontology and constructivist–interpretivist epistemology, examples of “effective” and “ineffective” managerial behaviour were collected from managers and non-managerial employees in an SK central government Ministry using the critical incident technique. The collected critical incidents were coded, classified and reduced to a smaller number of behavioural categories. These were then compared against equivalent findings from a previous SK private sector replication study using open, axial and selective coding to identify generic behavioural criteria (GBCs)

High degrees of convergence point towards the emergence of a “two-factor” SK behavioural taxonomy of perceived managerial and leadership effectiveness comprised of positive (n = 11) and negative (n = 4) GBCs of effective and ineffective managerial behaviour.

The GBCs constituting the deduced SK behavioural taxonomy could be used by HRD practitioners to critically evaluate the efficacy of extant management and leadership development (MLD) programmes, or to inform/shape the creation of new MLD programmes. Additionally, they could be used by other HR professionals to critically evaluate the relevance and efficacy of the assessment criteria used for existing management selection, 360-degree feedback and formal performance appraisal systems.

The emergence of an SK behavioural taxonomy through Type 3 (emic-as-emic) and Type 4 (emic-and-etic) indigenous research is a rare example of Eastern mid-range theory development.

Managerial work includes the use of cognitive skills and affective processes. Management education programmes usually provide an adequate coverage of cognitive skills but have less success with behaviourally non‐specific skills. An effective programme should combine the use of behaviourally specific cognitive skills with practice in affective skills. The computer‐based simulation game appears to encompass these requirements. Learning acquired through the simulation process will have enough job‐related realism to result in an ultimate transfer to the workplace. Simulation should not be a replacement for basic knowledge acquisition, however. It is simply an opportunity for providing practice and reinforcement of basic knowledge.

This paper illuminates the distinction between individual and organizational actors in business-to-business markets as well as the coexistence of formal and informal mechanisms of coordination in multinational corporations. The main questions addressed include the following. (1) What factors influence the occurrence of personal contacts of foreign subsidiary managers in industrial multinational corporations? (2) How such personal contacts enable coordination in industrial markets and within multinational firms? The theoretical context of the paper is based on: (1) the interaction approach to industrial markets, (2) the network approach to industrial markets, and (3) the process approach to multinational management. The unit of analysis is the foreign subsidiary manager as the focal actor of a contact network. The paper is empirically focused on Portuguese sales subsidiaries of Finnish multinational corporations, which are managed by either a parent country national (Finnish), a host country national (Portuguese) or a third country national. The paper suggests eight scenarios of individual dependence and uncertainty, which are determined by individual, organizational, and/or market factors. Such scenarios are, in turn, thought to require personal contacts with specific functions. The paper suggests eight interpersonal roles of foreign subsidiary managers, by which the functions of their personal contacts enable inter-firm coordination in industrial markets. In addition, the paper suggests eight propositions on how the functions of their personal contacts enable centralization, formalization, socialization and horizontal communication in multinational corporations.

This paper aims to explore organizational structure, efficiency and evolution, and its relationship to bureaucracy. A new mathematical model is utilized to generate theoretically consistent relationships between economic performance and organizational scale and structure, and to develop a taxonomy of organizational structure.

A systems approach is used to model structural evolution and generate consistent, testable hypotheses concerning organizational sustainability and financial performance. This theoretical treatment seeks to reconcile contradictory views of bureaucracy, modeling both positive and negative impacts on performance and behavior. A variant of agency theory is used as an organizing paradigm, based on three competing organizational needs: control, autonomy and ownership of consequences.

Simulations reveal that organizations evolve through five stages of development: from an entry (flat/parallel) stage, through a hybrid or mixed stage, to the massively serial (hierarchical) stage. As firms evolve, the risk/return ratio first falls as employment expands, but later rises as higher levels of hierarchy appear. Eventually, organizational complexity rises sufficiently to produce lower levels of managerial ownership of consequences and professional autonomy, as well as higher levels of control, leading to a collapse of organizational efficiency. A subtle variation of agency theory is revealed: upper-management may maximize organizational depth, increasing salary differences between levels.

This paper uses an internally consistent, deductive framework to elucidate relationships between task complexity, skill level, industry life-cycle and firm age – providing the first known attribute-based metric for organizational complexity. This approach is reminiscent of Perrow’s (1999) non-mathematical treatment of organizational systems complexity.

An evaluation of executive perceptions of strategic typologies is presented in the Australian context. Specifically, four strategic typologies (growth versus retrenchment, the product/market matrix, the grand strategy alternatives, and Porter's generic strategies) were compared using confirmatory factor analysis on a set of data obtained from top mangers in Australia. The results tend to support Porter's formulation of cost leadership, differentiation and focus.