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Article
Publication date: 10 January 2020

Rifat Kamasak, Mustafa Ozbilgin, Berk Kucukaltan and Meltem Yavuz

The interplay between gender and dynamic managerial capabilities is not well studied in the extant literature. This paper aims to explore how dynamic managerial…

Abstract

Purpose

The interplay between gender and dynamic managerial capabilities is not well studied in the extant literature. This paper aims to explore how dynamic managerial capabilities, as prized qualities in the job market, are framed in gendered ways and how the gendering process disadvantages female and male workers for different reasons and harms the organisations, which use the managerial capabilities approach without proofing it for gender biases.

Design/methodology/approach

An extensive literature review was conducted and a framework that offers a new gender perspective was offered.

Findings

A number of ways dynamic managerial capabilities may be proofed for gender biases and how a gender-balanced framing of dynamic managerial capabilities may be achieved are identified.

Originality/value

This paper contributes to the development of a new gender perspective, which is called regendering of dynamic managerial capabilities, which frees the concept from its binary frames of gender, assumptions of gender neutrality, with a view to capture gender diversity in a way which is closer to its nature in theory and practice of dynamic managerial capabilities.

Details

Gender in Management: An International Journal , vol. 35 no. 1
Type: Research Article
ISSN: 1754-2413

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Article
Publication date: 18 June 2019

Rifat Kamasak, Mustafa Ozbilgin, Sibel Baykut and Meltem Yavuz

Treatment of intersectionality in empirical studies has predominantly engaged with individual categories of difference. The purpose of this paper is to demonstrate that…

Abstract

Purpose

Treatment of intersectionality in empirical studies has predominantly engaged with individual categories of difference. The purpose of this paper is to demonstrate that there is utility in exploring intersectionality at the intersection of individual and institutional levels. As such the authors move beyond the polarised take on intersections as either individual or institutional phenomenon and tackle intersectionality as a relational phenomenon that gains meaning at the encounter of individuals and institutions in context. Therefore, the authors explicate how intersectionality features as forms of solidarity and hostility in work environments. As such the authors posit that not only individuals but also the institutions should change if inclusion is aimed at societal and organisational levels.

Design/methodology/approach

A thematic analysis on qualitative interview data of a purposive- and snowball-selected sample of 11 lesbian, gay, bisexual, transgender and queer working adults in Turkey was used.

Findings

This paper finds evidence to support the existence of a multidimensional model of intersectionality, where conflicting and complementary individual and institutional intersections create four intersectional typologies in the form of intersectional hostility, intersectional struggle, intersectional adjustment and intersectional solidarity.

Originality/value

The extant literature offers rich insights into individual intersectionality but sheds very little light on institutional intersectionality and its interaction with individual intersectionality. This paper attempts to fill in this gap by investigating intersectional encounters as interactions between the individual and institutional intersections.

Details

Journal of Organizational Change Management, vol. 33 no. 3
Type: Research Article
ISSN: 0953-4814

Keywords

Content available
Article
Publication date: 17 July 2017

Rifat Kamasak

The purpose of this paper is to investigate the relative contribution of tangible resource (TR) and intangible resource (IR), and capabilities on firm performance based on…

Abstract

Purpose

The purpose of this paper is to investigate the relative contribution of tangible resource (TR) and intangible resource (IR), and capabilities on firm performance based on the measures of market share, sales turnover and profitability.

Design/methodology/approach

A cross-sectional survey research design was used in the study. The modified version of Galbreath and Galvin’s (2008) resource-performance questionnaire which included a total number of 45 questions was applied on 243 Turkish firms operating in different industries. The data collected were analysed by hierarchical regression analysis.

Findings

The findings revealed that IRs and capabilities contributed more greatly to firm performance compared to TRs. However, in contrast to the proposition of resource-based theory that views capabilities as the most important skills that underpin the development and deployment of both TR and IR, capabilities offered rather limited additional explanatory power to the prediction of firm performance only with respect to profitability against the combined effects of TR and IR.

Originality/value

The vast majority of the empirical resource-based view (RBV) research concentrates on developed countries and very little is known about results outside of this domain. This study employs Turkish business databases to assess the relative importance of TR and IR and capabilities on performance differences among firms in Turkey which was the 17th largest economy in the world trade in 2016. Second, in the RBV literature, limited research tests the contribution of capabilities to firm success after simultaneously accounting for the effects of other resources (namely, TR and IR) available to the firm. Finally, this research offers practical contributions to executives and managers who have to make adequate decisions for firm survival and growth in the competitive business arena.

Details

European Journal of Management and Business Economics, vol. 26 no. 2
Type: Research Article
ISSN: 2444-8451

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Book part
Publication date: 28 August 2019

Rifat Kamasak, Mustafa F. Özbilgin, Meltem Yavuz and Can Akalin

Owing to its colonial past, Britain has a long history of regulating race relations at international and national levels. In this chapter, we focus on race discrimination…

Abstract

Owing to its colonial past, Britain has a long history of regulating race relations at international and national levels. In this chapter, we focus on race discrimination in the United Kingdom, exploring its historical roots, the politics of discrimination as reflected in public debates on ethnic diversity in the United Kingdom and regulatory frameworks that operate in the country. First, we explicate the historical context of immigration which shapes the meaning and practices of race discrimination at work and in life in the United Kingdom. We then describe the contemporary debates and the key actors in the field of race discrimination at work. The legal context is presented with key turning points which have led to the enactment of laws and the emergence of the particular way race equality and ethnic diversity are managed in the United Kingdom. We also demonstrate the intricate contradictions with regard to legal progress and setbacks with introduction of countervailing measures that undermine equality laws. We present a country case study which illustrates the complexities of race discrimination in a specific sector of work, that is, the technology-enabled private hire car services and change of ethnic composition in the hire care services in the United Kingdom. The chapter summary is presented at the end and it provides also a discussion of possible ways to combat race discrimination at work in the United Kingdom.

Details

Race Discrimination and Management of Ethnic Diversity and Migration at Work
Type: Book
ISBN: 978-1-78714-594-8

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Article
Publication date: 16 March 2015

Rifat Kamasak

This study aims to investigate the complex interaction of different resource sets and capabilities in the process of performance creation within the context of…

Abstract

Purpose

This study aims to investigate the complex interaction of different resource sets and capabilities in the process of performance creation within the context of resource-based theory.

Design/methodology/approach

An inductive case study approach that included multiple data collection methods such as in-depth interviews, observation and documentation was utilized.

Findings

Organizational culture, reputational assets, human capital, business processes and networking capabilities were found as the most important determinants of firm performance within the context of Ülker case study.

Originality/value

Although large-scale empirical studies can be used to explore the direct resource–performance relationship, these quantitative methods bypass the complex and embedded nature of intangibles and provide only a limited understanding of why some resources are identified as strategic but others are not, what their roles are, and how these resources are converted into positions of competitive advantage. However, understanding of complex nature of resources that are embedded in organizations designates the need for more fieldwork-based qualitative studies. This study aims to address this gap by providing a thorough understanding about the managerial and organizational processes through which the resources become valuable.

Details

Competitiveness Review, vol. 25 no. 2
Type: Research Article
ISSN: 1059-5422

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Article
Publication date: 13 September 2011

Rifat Kamasak

Considerable research efforts have been made to investigate the relative importance of firm‐specific vs industry structure factors in relation to performance variation…

Abstract

Purpose

Considerable research efforts have been made to investigate the relative importance of firm‐specific vs industry structure factors in relation to performance variation among firms in the past. However, the vast majority of the research comes from the USA and very little is known about results outside of this domain. The aim of this study was to investigate industry and firm factors producing performance differences among Turkish firms. In order to explore the contributions of firm‐level factors and structural characteristics of industries, the study decomposes the relative impact of industry and firm effects on overall performance which includes the performance items such as sales turnover, market share and profitability.

Design/methodology/approach

A quantitative, positivistic approach was adopted with respect to the methodological choice for this study. In order to measure the relative impact of industry and firm effects on performance, the questionnaire developed by Galbreath and Galvin was sent to the e‐mail addresses of the general managers or the other executives at the top level as a web‐link with a covering letter. Because unit of analysis is at the firm level, a single informant is used in the study and the questionnaire was mailed to only one executive from each firm. Having collected the data, the effects of firm‐level factors (resources and capabilities) and industry structure on performance variation were analyzed by hierarchical regression method.

Findings

A total of 259 firms from different industries were analyzed and the findings revealed that firm‐level resources had a greater effect in explaining performance variation than industry structure in the Turkish business context. The results of this study confirm that in the resource‐based view of the firm, the firms in Turkey “demonstrated a quite developed form of organizational learning” just like the other emerging economies (i.e. Taiwan, Brazil, Poland and South Korea). Within this framework, Turkish firms especially in automotive, textile, food, tourism and construction industries became important players in the global arena.

Originality/value

This study contributes to the strategic management literature, particularly, in terms of providing comparable data from an emerging country, which is significant in verifying resource‐based theory and generalizing results in a global context. The findings also suggest that the firms need to focus on their unique resources rather than try to control and manipulate structural forces in their industries since “the economies today might best be viewed as resource‐based economies”. It should be noted that, in this business era, the key challenge for the managers is the optimal deployment of existing strategic resources in order to make their organizations achieve sustainable competitive advantage and superior firm performance.

Details

Management Research Review, vol. 34 no. 10
Type: Research Article
ISSN: 2040-8269

Keywords

Content available

Abstract

Details

Journal of Organizational Change Management, vol. 33 no. 3
Type: Research Article
ISSN: 0953-4814

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Book part
Publication date: 28 August 2019

Abstract

Details

Race Discrimination and Management of Ethnic Diversity and Migration at Work
Type: Book
ISBN: 978-1-78714-594-8

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Article
Publication date: 5 September 2018

Gaoyan Lyu, Lihua Chen and Baofeng Huo

The purpose of this paper is to investigate how different logistics resources and resource patterns, such as logistics infrastructure, logistics location, logistics…

Abstract

Purpose

The purpose of this paper is to investigate how different logistics resources and resource patterns, such as logistics infrastructure, logistics location, logistics knowledge and logistics information, affect logistics capabilities and operational performance.

Design/methodology/approach

Based on data collected from 273 companies in China, this study examines impacts of individual logistics resource dimensions on resource integration capability, customer service capability and operational performance through contingency approach. Furthermore, three logistics resource patterns are identified and linked with resource integration capability and operational performance through configuration approach.

Findings

Contingency results show that different logistics resources have different impacts on resource integration capability and operational performance. Configuration results reveal that companies’ capabilities and operational performance vary for different logistics resource patterns: the high-uniform pattern has a better resource integration capability and operational performance than other patterns, while all logistics resource patterns have similar customer service capability levels.

Research limitations/implications

Future studies should examine other resource capabilities and performance indicators of companies and extend this study to other countries and regions.

Originality/value

This study contributes to the logistics resource literature through empirically investigating relationships among logistics resources, resource integration capability and operational performance using contingency approach, and through identifying different logistics resource patterns based on configuration approach. The findings extend the logistics resource literature, particularly on research of logistics parks in China.

Details

Industrial Management & Data Systems, vol. 119 no. 2
Type: Research Article
ISSN: 0263-5577

Keywords

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