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The present study contributes to our understanding of how to curb burnout among hospital staff over time. The authors extend existing research by examining the mediating role of mission valence in the link between transformational leadership and burnout.

Self-administered questionnaire data from employees in a Canadian general hospital (N = 185) were analyzed using a time-lagged research design to examine whether transformational leaders can increase employees' attraction to the organization's mission (i.e. mission valence) and in turn alleviate long-term burnout.

Structural equation modeling analysis demonstrated that transformational leadership (time 1) was negatively related to the burnout components of emotional exhaustion and depersonalization (time 2). Further, the results showed that mission valence mediated these relationships.

The study findings are important for managers and professionals as they identify transformational leadership as a potent strategy to alleviate employee burnout and clarify the process through which this is achieved, namely, by increasing mission valence.

To date, surprisingly little research has explored how transformational leadership influences followers' burnout. To address this issue, the present study examined the role of transformational leadership on staff burnout through the mechanism of increasing mission valence. Understanding how to mitigate burnout is particularly critical in health care organizations given that burnout not only negatively impacts employee wellbeing but also the wellbeing and quality of care provided to patients.

This paper is developed from research conducted with the Irish Management Institute. A model is presented to illustrate the relationships between the adoption of competency‐based human resource management and a range of other variables. These include HRM sophistication and several organisational characteristics. The linkages to business performance are also explored. The empirical evidence to validate this model was derived from a 114‐company respondent survey. Key findings are that organisational characteristics impact on the adoption of competencies, particularly company size and length of time in operation. Another finding is the effect of HR sophistication on the incidence of competency frameworks at company level. Organisations which already have sophisticated and well resourced HR processes in place are more likely to use competencies. The final finding relates to organisational performance. Organisations which are performing well are more likely to adopt competencies. This might also be interpreted as meaning that organisations which adopt competencies are more superior performers, although the cross‐sectional evidence presented here does not allow us to make this assertion with full confidence.

The aim of this study is to better understand service supply chain management by analysing the professional service supply chain in professional service firms (PSFs) and exploring how the high performance work systems (HPWS) influence professional service supply chain performance. In addition, this study seeks to examine the relationship between professional service supply chain performance and the overall organizational performance.

Analysis of PSF suggests a three‐step of professional service supply chain as the clients' requests, partners forming working teams or so‐called team formation and utilization, and delivering of solutions or services to clients. Based on extensive literature review, the authors hypothesize that HPWS have a positive impact on the professional service supply chain performance and the team formation and utilization mediates the link. They also hypothesize the positive link between the professional service supply chain performance and the overall organisational firm performance. Employing survey method, data was collected from 93 accounting firms at two time points. In May 2010 (Time 1), a survey including questions on HPWS, team formation and utilization and professional service supply chain performance were sent out to the managing partners and HR directors in accounting firms based in Ireland. Around one year later (Time 2), another survey measuring firm performance was sent out. This data allowed the authors to establish causal pattern in their results. Hierarchical regression analysis was used to analyse data to test hypotheses.

The results indicate the positive link between HPWS and the professional service supply chain performance. The team formation and utilization mediates the above relationship. In addition, professional service supply chain performance was found to be positively linked to the firm performance.

The present study is limited in terms of sample size, single industry and self‐report data. Future research also needs to examine more mediators or moderators – the mechanisms through which HPWS work on the professional service supply chain.

Firms using higher level of HPWS experience better professional service supply chain performance. Human resource management practices that promote employees' ability, motivation and opportunities which allow teams to be formed more effectively to work with clients enhance organizational performance and higher profit levels. Managers able to effectively adopt and implement these teamwork‐based HR practices and encourage and support employees' collaboration through such practices enhance the firm's professional service supply chain effectiveness and its organisational performance.

The authors' study focuses on the service supply chain management operations within the professional service firms. In doing so, their research answers the call by Ellram et al. for more supply chain management research with respect to the service sector. It addresses a significant research gap identified by Rahman and Wu, namely, “relatively little attention has been given to the service suppliers' perspective”. By linking service supply chain management and human resource management, this study also answers a few calls for more research on the interaction of human resource management and supply chain management, service supply chain and human resource management in professional service firms.

This is one of the few studies to analyse the professional service supply chain management and assess the human resource management and supply chain management link. Moreover, it is the first study which empirically establishes the link between human resource management and professional service supply chain performance in PSFs.

The purpose of this paper is to examine how a system of human resource management (HRM) practices, labelled high-performance work systems (HPWS), influences organizational innovation in professional service firms (PSFs). In this study, innovation in PSFs is seen as an indicator of firm performance and is calculated as the revenue per person generated from new clients and new services, respectively.

Quantitative data were collected from 195 managing partners, HR managers or experienced Partners in 120 Irish accounting firms. Hierarchical regression analysis was used to test the hypotheses.

The analysis results indicate strong support for the mediating role of employees’ innovative work behaviours in the relationship between HPWS and two types of PSFs’ innovation performance.

Managers need to effectively adopt and implement innovation-based HRM practices to encourage and support employees’ creative thinking and innovation. Through the adoption and utilization of these practices managers can enhance the firm’s innovation and its performance.

This study contributes to our understanding of the link between HRM and firm innovation by explicating a pathway between these variables. This study also generalizes consistent findings on the HRM-firm innovation relationship to a different context, i.e. PSFs.

Presents 31 abstracts, edited by Johanthan Morris and Mike Reed, from the 2003 Employment Research Unit Annual Conference, held at Cardiff Business School in September 2003. The conference theme was “The end of management? managerial pasts, presents and futures”. Contributions covered, for example, the changing HR role, managing Kaizen, contradiction in organizational life, organizational archetypes, changing managerial work and gendering first‐time management roles. Case examples come from areas such as Mexico, South Africa, Australia, the USA, Canada and Turkey.

This chapter analyzes the link between the digital divide, infrastructure regulation, and disaster planning and relief through a case study of the flood in San Jose, California triggered by the Anderson dam’s overtopping in February 2017 and an examination of communication failures during the 2018 wildfire in Paradise, California. This chapter theorizes that regulatory decisions construct social and disaster vulnerability. Rooted in the Whole Community approach to disaster planning and relief espoused by the United Nations and the Federal Emergency Management Agency, this chapter calls for leadership to end the digital divide. It highlights the imperative of understanding community information needs and argues for linking strategies to close the digital divide with infrastructure and emergency planning. As the Internet’s integration into society increases, the digital divide diminishes access to societal resources including disaster aid, and exacerbates wildfire, flood, pandemic, and other risks. To mitigate climate change, climate-induced disaster, protect access to social services and the economy, and safeguard democracy, it argues for digital inclusion strategies as a centerpiece of community-centered infrastructure regulation and disaster relief.

The purpose of this paper is to present a system dynamics (SD) model that allows one to simulate resource deployment to fulfill increasing needs for commodities such as food and other consumables during disaster situations. The focus is on managing a suddenly increased demand (hoarding behavior) of an affected population under restricted transport conditions. The model aims to support decision makers by fostering comprehension of the systemic behavior and interdependencies of those complex settings.

Through literature review and case study analyses the SD model was established and implemented with STELLA 10.1.1.

The needs of relief units for response operations and supply of evacuees in the affected region result in conflicting needs under limited transport conditions during disaster situations. Therefore, uncertainties and dynamic parameters as, e.g., occurring delays, limited information, or delivery constraints and their influence on resource deployment under a sudden demand, have been identified and incorporated in this work. The authors found that an oscillating behavior within the system is possible to occur and is more intensified in case of regarding the additional needs of evacuees and relief units.

Due to the high level of abstraction, it is not possible to incorporate all influencing variables in the SD model. Therefore, the authors focused on the most important ones with regard to the model objective.

To focus on awareness raising is of importance for decision makers in the context of disaster management. Furthermore, the authors found that the oscillating behavior is more irregular in case of assuming a higher increase rate of the water gauge than if a low increase rate is assumed.

To the best of the authors’ knowledge, none of the work already done refers to providing a flood-prone area with commodities under consideration of a sudden demand, by applying the SD approach. The presented model contributes on the generation of systemic insights of resource deployment under consideration of conflicting needs in times of a river flood to support decision makers in those situations.

The purpose of this paper is to present a training model for decision makers that covers the complexity which is inherent in decision-making processes in times of floods.

Through literature review, case study analysis and iterative interviews with decision-makers, the model was established. It enables one to simulate different scenarios depending on selected influencing factors and was implemented with Stella 9.1.

Flood events are highly complex and their development process is significantly influenced by various conditions. The findings show that the most important factor is the water level which determines the time available to respond. The presented System Dynamics (SD) model has the capability to capture such complex settings. Through what-if analysis and the comparison of different scenarios, learning effects are achieved by using the model.

The level of abstraction is high. Not all influencing variables can be incorporated due to the variety of flood events. Based on experts’ recommendations, the most relevant factors were included as areas of focus in the model.

The generated model is presented to facilitate holistic comprehension of the modelling process. It offers the possibility to start learning processes through scenario analyses in order to strengthen decision-makers’ understanding of complexity.

To the best of our knowledge, there are no comparable studies that focus on the generation process of building an SD-model for educational purposes in flood response.

In this chapter, the author considers how Melbourne’s grindcore metal scene produces itself as coherent, authentic and masculine through the discursive positioning of Sydney’s scene as lacking, inauthentic and feminine and/or homosexual. The way Melbourne scene-members talk about Sydney in ethnographic interviews and online, indicates how Melbourne’s grindcore scene identity rests on a particular striving towards – and fantasy of – a bounded, comprehensible masculine identity anchored in Symbolic/linguistic signifiers of homophobia. Building on my previous research on Melbourne’s scene, the author utilises a Lacanian perspective to argue that the masculinist talk of Melbournians works as a response to the affective experience of enjoying grindcore music. Here, the author departs from my earlier work, where the author used Deleuzian/Massumian understandings of affect to suggest that affect works to construct community belonging in grindcore scenes (2014). Instead, the author uses Lacan’s approach to affect to suggest that Melbourne grindcore fans construct their identity via furiously producing a fantasy of Sydney fans as ‘Other’. They Symbolically construct Sydney as a ‘cultural wasteland’ populated by ‘poofter[s]’ (Melbourne Grind Syndicate, 2016) who are imagined, and positioned as, inauthentic due to their affective enthusiasm for grindcore. Here, affect works to exclude and Other grindcore fans rather than as a force for collectivity.