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Book part
Publication date: 5 October 2018

Nasir Bedewi Siraj, Aminah Robinson Fayek and Mohamed M. G. Elbarkouky

Most decision-making problems in construction are complex and difficult to solve, as they involve multiple criteria and multiple decision makers in addition to subjective…

Abstract

Most decision-making problems in construction are complex and difficult to solve, as they involve multiple criteria and multiple decision makers in addition to subjective uncertainties, imprecisions and vagueness surrounding the decision-making process. In many instances, the decision-making process is based on linguistic terms rather than numerical values. Hence, structured fuzzy consensus-reaching processes and fuzzy aggregation methods are instrumental in multi-criteria group decision-making (MCGDM) problems for capturing the point of view of a group of experts. This chapter outlines different fuzzy consensus-reaching processes and fuzzy aggregation methods. It presents the background of the basic theory and formulation of these processes and methods, as well as numerical examples that illustrate their theory and formulation. Application areas of fuzzy consensus reaching and fuzzy aggregation in the construction domain are identified, and an overview of previously developed frameworks for fuzzy consensus reaching and fuzzy aggregation is provided. Finally, areas for future work are presented that highlight emerging trends and the imminent needs of fuzzy consensus reaching and fuzzy aggregation in the construction domain.

Details

Fuzzy Hybrid Computing in Construction Engineering and Management
Type: Book
ISBN: 978-1-78743-868-2

Keywords

Book part
Publication date: 5 October 2018

Mohammad Raoufi, Nima Gerami Seresht, Nasir Bedewi Siraj and Aminah Robinson Fayek

Several different simulation techniques, such as discrete event simulation (DES), system dynamics (SD) and agent-based modelling (ABM), have been used to model complex…

Abstract

Several different simulation techniques, such as discrete event simulation (DES), system dynamics (SD) and agent-based modelling (ABM), have been used to model complex construction systems such as construction processes and project management practices; however, these techniques do not take into account the subjective uncertainties that exist in many construction systems. Integrating fuzzy logic with simulation techniques enhances the capabilities of those simulation techniques, and the resultant fuzzy simulation models are then capable of handling subjective uncertainties in complex construction systems. The objectives of this chapter are to show how to integrate fuzzy logic and simulation techniques in construction modelling and to provide methodologies for the development of fuzzy simulation models in construction. In this chapter, an overview of simulation techniques that are used in construction is presented. Next, the advancements that have been made by integrating fuzzy logic and simulation techniques are introduced. Methodologies for developing fuzzy simulation models are then proposed. Finally, the process of selecting a suitable simulation technique for each particular aspect of construction modelling is discussed.

Details

Fuzzy Hybrid Computing in Construction Engineering and Management
Type: Book
ISBN: 978-1-78743-868-2

Keywords

Book part
Publication date: 6 July 2005

Naomi Ellemers and Floor Rink

This chapter reviews recent theoretical developments and empirical research, to examine the causes and consequences of identity processes in relation to collaboration in work…

Abstract

This chapter reviews recent theoretical developments and empirical research, to examine the causes and consequences of identity processes in relation to collaboration in work groups and group performance. Our central proposition is that identification in work groups can have beneficial as well as detrimental effects, depending on the nature of the shared identity, and the content of distinctive group norms. First, we examine some of the complications stemming from the fact that identification in work settings typically involves groups that can be defined at different levels of inclusiveness and where people can be seen as having multiple cross-cutting identities. Then, we move on to show that processes of identification affect the way people view their co-workers and supervisors, causing the same objective behavior to be interpreted and responded to in a fundamentally different way. Finally, we examine how normative expectations about prototypical group behavior determine group processes and group outcomes, with the consequence that identification and commitment can affect work motivation and collective performance in different ways, depending on the content of distinctive group norms.

Details

Social Identification in Groups
Type: Book
ISBN: 978-0-76231-223-8

Book part
Publication date: 4 October 2022

Jill E. Ellingson and Kristina B. Tirol-Carmody

Self-report questionnaires are the predominant method used in human resource management (HRM) research to assess employees’ work-related psychological constructs (e.g., processes

Abstract

Self-report questionnaires are the predominant method used in human resource management (HRM) research to assess employees’ work-related psychological constructs (e.g., processes, states, and attributes). However, this method is associated with significant shortcomings, including the introduction of self-serving bias and common method variance when used exclusively. In this chapter, the authors challenge the assumption that individuals themselves are the only accurate source of the self-focused information collected in HRM research. Instead, the authors propose that other-ratings – ratings of a target individual that are provided by a workplace observer, such as a coworker, supervisor, or subordinate – can accurately assess commonly measured work-related psychological constructs. The authors begin by explaining the advantages of other-ratings for HRM research and practice, reviewing the history of other-ratings and how they emerged in the personality and person-perception literature, and outlining how they have been used in HRM research to date. Then, the authors build upon Funder’s (1995) realistic accuracy model to develop a theoretical argument detailing why workplace others should be able to accurately judge how another employee thinks and feels about work. Next, the authors highlight existing evidence in the literature on the accuracy of other-ratings and present the results of a preliminary meta-analysis on the ability of other-ratings to predict self-ratings of work-related psychological constructs. Finally, the authors discuss potential moderators of other-rating accuracy and reflect on a number of practical considerations for researchers looking to use other-ratings in their own work. The authors intend for this chapter to meaningfully contribute to the larger conversation on HRM research methods. Other-ratings are a simple, yet powerful, addition to the methodological toolkit of HRM researchers that can increase flexibility in research design and improve the overall quality of research.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-80455-046-5

Keywords

Book part
Publication date: 13 August 2018

Robert L. Dipboye

Abstract

Details

The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

Book part
Publication date: 23 August 2014

Hossein Nouri and Larissa Kyj

The purpose of this study is to investigate how a combination of Normative Commitment (NC) and Instrumental Commitment (IC) affects the creation of budgetary slack when the…

Abstract

Purpose

The purpose of this study is to investigate how a combination of Normative Commitment (NC) and Instrumental Commitment (IC) affects the creation of budgetary slack when the decision-making mode is individual versus group.

Methodology

We use 86 students in a two-by-two experimental design (individuals vs. groups and a combination of NC/IC vs. no NC/IC), fully crossed between participants, to examine the combined effects of NC/IC on budgetary slack creation by individuals and group members.

Findings

The results show that groups without NC/IC create the highest budgetary slack and differ from the other three experimental cells (groups with NC/IC and individuals with and without NC/IC). In addition, individuals with NC/IC also differ from individuals without NC/IC.

Research limitation

Research limitations are formation of groups, validity threats common to laboratory experiments, and generalizability of the findings. We do not believe these limitations are affecting the results.

Practical implications

As organizations continue to increase the use of group decision-making for setting their budgets, they may want to monitor groups with low NC/IC due to higher slack creation.

Social implications

Use of groups can impact prosocial behavior via creating a “label” and/or forming social ties in budgeting.

Originality/value of the paper

This study extends budgetary slack creation under individuals versus group decision-making, introduces the combined effects of NC/IC as a psychological contract to the accounting literature, and examines the combined NC/IC effect on groups as compared to individuals.

Details

Advances in Management Accounting
Type: Book
ISBN: 978-1-78190-842-6

Keywords

Abstract

Details

Building and Improving Health Literacy in the ‘New Normal’ of Health Care
Type: Book
ISBN: 978-1-83753-336-7

Book part
Publication date: 28 August 2020

Laëtitia Gabay-Mariani and Anne-Flore Adam

This chapter seeks to advance ongoing research concerning entrepreneurial commitment. While the concept of commitment has been addressed time and again in organizational…

Abstract

This chapter seeks to advance ongoing research concerning entrepreneurial commitment. While the concept of commitment has been addressed time and again in organizational literature, few entrepreneurship scholars have used it to understand entrepreneurial behaviors. In line with recent developments in entrepreneurial psycho-social literature (Fayolle & Liñán, 2014; Adam & Fayolle, 2015; Van Gelderen, Kautonen, Wincent, & Biniari, 2018), this conceptual chapter aims to advance understanding of the concept of commitment in the context of emerging organizations. Building on Meyer and Allen’s three-component model of commitment (TCM), it addresses how this multidimensional concept, developed in the organizational setting, is a lens through which one can investigate volitional phases of the entrepreneurial process (Van Gelderen, Kautonen, & Fink, 2015). Our work also explores how the TCM could be specifically adapted for emerging organizations, drawing on its main evolutions and re-conceptualizations since the 1990s. In this way, it uncovers potential avenues for further research on how to operationalize entrepreneurial activity. In doing so, it enhances knowledge of the entrepreneurial process and can improve training and support techniques for nascent entrepreneurs. It also contributes to broader discussions on the TCM and how it should be adapted in order to foster self-determined processes.

Details

The Entrepreneurial Behaviour: Unveiling the cognitive and emotional aspect of entrepreneurship
Type: Book
ISBN: 978-1-78973-508-6

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Book part
Publication date: 19 October 2020

Daphna Brueller, Nir N. Brueller and Etti Doveh

Purpose – We build a theoretical lens that draws on an emerging theory of positive work relationships to examine whether constructive emotional expressions in work relationships…

Abstract

Purpose – We build a theoretical lens that draws on an emerging theory of positive work relationships to examine whether constructive emotional expressions in work relationships influence changes in individuals' affective commitment to their organization.

Design/methodology/approach – Using longitudinal data collected from full-time employees, we employed a latent-difference-score (LDS) approach to examine whether changes in emotional carrying capacity could account for changes in organizational commitment.

Findings – The findings support this hypothesis and suggest a new perspective on the ways in which a change in relationship capacity may create changes in people's commitment to an organization.

Research limitations – The main limitation concerns the use of self-report, albeit time-lagged, data.

Practical implications – Developing higher levels of employee affective commitment is a key challenge for many organizations. Our study can help managers in recognizing the importance of building a relational space in which employees are able to express emotions frequently and openly, as well as engaging with other employees in listening to their emotional experiences and responding in a constructive manner.

Originality/value – This study contributes to an emergent body of literature that adopts a positive psychology lens to the study of employee experiences at work, by investigating the capacity to express emotions in general and its influence on people's affective commitment to the organization.

Book part
Publication date: 6 March 2017

Travis Holt, Lisa A. Burke-Smalley and Christopher Jones

In this study, we use the well-researched and validated Big Five model of personality traits to examine accounting students’ career interests in auditing. Using the person-job fit…

Abstract

In this study, we use the well-researched and validated Big Five model of personality traits to examine accounting students’ career interests in auditing. Using the person-job fit literature as a springboard for our study, we investigate the influence of accounting students’ personality traits on their career interests in auditing using a research survey. We uncover a general “trait gap” (i.e., lack of fit) between accounting students’ own personality traits and their perceptions of the ideal auditor, which presents implications for workplace readiness. Additionally, analysis focusing on students who particularly want to work in auditing indicates that those with more auditing work experience are more likely to identify auditing as their preferred job. Furthermore, results indicate that accounting students higher on openness to experience tend to view auditing jobs as more desirable. Finally, accounting students who prefer the auditing career path perceive the ideal auditor as extroverted, agreeable, and open to experience. We extend prior findings in the accounting education literature surrounding personality traits and their impact on student career choices. Because advising students for a career path suiting their traits and talents is important for each student and the accounting profession, our study’s insights into the “matching process” add value to career advising.

Details

Advances in Accounting Education: Teaching and Curriculum Innovations
Type: Book
ISBN: 978-1-78714-180-3

Keywords

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