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The focus of this paper is to highlight the research findings with regard to the performance of client advisors in retail banking by analyzing their revenues and the underlying determinants of those revenues. Retail banking activities are increasingly important to understand in terms of productivity and performance management due to the high degree of competitiveness. This paper takes external and internal determinants of bank advisor revenue performance comprehensively into account. The author also derives practical implications for bank managers.

Based on the theoretical framework, empirical models are developed, which are based on a cross‐sectional ordinary least squares analysis. In total, four regression models are employed – being the base model, and the three variants of that using differing parameters in order to ensure the robustness of the results. The database encompasses quite sensitive and specific data on 521 retail banking client advisors in Switzerland. Additionally, it is enriched by explanatory variables on a regional level considering the degree of competitiveness and the population in a region, which are expected to be important determinants in retail banking.

First, bank advisors with closer proximity to clients and less distance to the community, combined with a longer period of work experience in that field, are more successful with regard to revenue performance. Second, the size of client portfolios, measured in number of clients and assets under management, client acquisition, client retention, the upgrades and downgrades across client segments, all have significant effects on revenue performance. Third, the competition and the population in a specific region need to be included in performance measurement and management by bank managers in order to ensure useful comparability across regions.

The hypotheses, as well as the findings, are also discussed with bank managers in order to validate the results and to enhance their practical relevance to the banking industry. Important practical implications are: first, regional differences and competitive pressures need to be taken into account in the performance measurement systems in order to ensure comparability. Second, collaboration across client segments is crucial and needs to be fostered by appropriate organizational structures and incentives. Third, retail bank advisors, which are close to the clients and have more work experience are most successful, which is important for hiring activities.

A better understanding of the determinants of bank advisor revenue performance is crucial as performance management systems in banking are difficult to predict due to the varying methods of implementation by bank managers in their daily business. This is especially the case for performance measurement and incentive systems, which also entail social implications with view on potentially detrimental effects, for instance for too aggressive targets without properly taking the client's credit worthiness into account. Furthermore, retail banking is a pivotal area in banking as most people are depending on retail banking infrastructure, services and products.

This paper contributes to the current research by improving the understanding of a bank advisor's performance, as there is very limited research in this field to date, especially when considering the quality of empirical data. The paper adds to research by improving bank managers’ understanding of the determinants of a bank advisor's revenue performance. Especially original is the detailed inclusion of external factors such as competition and population, and their effect on the revenues. In addition the analysis is comprehensive and includes a broad range of relevant factors with a high degree of data quality.

The following are portions of a paper, bearing the title as above, which was read before the Royal Society of Arts on April 18th, 1945, by Sir Edward V. Appleton, LL.D., F.R.S., the Secretary of the Department; Sir Henry Dale, P.R.S., presiding.

Gaming and interactive virtual simulation environments support a learner‐centered educational model allowing learners to work through problems acquiring knowledge through an active, experiential learning approach. To develop effective virtual simulations and serious games, the views and perceptions of learners and educators must be assessed and taken into account, regarding their use in the classroom. This paper aims to present the results of two surveys conducted to assess faculty and student perceptions.

Both surveys were conducted at University of Ontario Institute of Technology. The surveys were made available to students and faculty members via a link on an institute‐wide internal course management system.

Results indicate that students and educators appreciate the use of virtual simulations and serious games, but care must be taken to ensure that they are relevant to the course material and that educators are familiar with their use to assist students, should problems arise.

This is the first study of its kind conducted at a laptop‐based university and the results are important when considering the development of virtual simulations and serious games for teaching and learning.

The purpose of this paper is to analyse whether teachers can be described as part‐time marketers (PTM) and therefore their influence on the perception of their organisations' image.

In order to identify perceptions of students and their parents, a series of focus groups (ten) were developed. The resultant data were analysed using the NVivo software.

Teachers are identified as PTM within the educational context. Therefore, how students and their parents perceive their activity influences the image of quality of their educational institutions.

The limitations relate to qualitative approaches. This paper considers only the Spanish context.

Educational institutions need to stimulate their teachers to show a positive image. Adequate strategies for selection, training and motivation are necessary.

Teachers can be explicitly described as marketers. Implications are discussed at the end of the paper.

This study aimed to examine how senior leadership influences corporate communication and employees' attitudinal and behavioral outcomes. Using two-way symmetrical communication model in public relations and leadership theory, it investigated the effects of CEOs' task- and relationship-oriented leadership on symmetrical internal communication, employees' organizational commitment and communicative behaviors.

An online survey was conducted with 417 full-time employees working in various industries in the United States.

The results showed that CEOs' relationship-oriented leadership significantly influenced symmetrical internal communication, which, in turn, increased affective commitment and employees' scouting behavior. CEOs' task-oriented communication had no significant effect on symmetrical communication.

This study advances theoretical understanding of two-way symmetrical communication in relation to senior leadership and provides practical insights for corporate leaders and public relations practitioners regarding how to improve employee outcomes through CEOs' strategic leadership and internal communication practices.

Sustainability has become a priority for companies due to pressure from multiple stakeholders. In an overly competitive market, shareholders push for economic results, allowing lean manufacturing to establish itself as dominant paradigm in manufacturing. However, concerns grow regarding how lean implementation can allow companies to achieve sustainable development goals, or, if the resources required for a successful lean implementation can result in a detriment of environmental and social performance. This paper intends to help close the knowledge gap regarding the effects of lean manufacturing on sustainable performance from a triple bottom line perspective, and how operational, environmental and social outcomes interact between themselves.

Two models for the interaction between lean and sustainability were proposed. The first is called the “sand-cone” model, which poses that performance improvements derived from lean are cumulative on each one of the sustainability dimensions. The second is called the “trade-offs” approach. In this case, the resources required to improve one dimension of sustainability clash with those required by the others. Data were gathered from a sample of 133 Colombian metalworking companies and processed using structural equations models.

The results support the cumulative “sand-cone”, which follows a sequence of operational-environmental-social improvement in the presence of lean. For the “trade-offs” model, partial evidence suggests that they can occur in detriment of social performance.

The “sand-cone” and “trade-offs” are empirically tested for the first time in the context of sustainability, providing further knowledge into its interaction with lean manufacturing. The models’ results contribute to practitioners by providing a tested path for companies to improve their performance in a cumulative sequence that will provide better long-term results.

This study aims to determine the effect of mediation on quality of work life (QWL) and job satisfaction in the relationship between spiritual leadership and employee performance conducted on nursing staff of private hospitals in North Sulawesi.

This study focuses on a private hospital in North Sulawesi. The population in this study is all nurses working in three hospitals which became the object of study totaling 292 people. Analysis of structural equation modeling (SEM) is used to test the hypotheses. In this study, the data used are primary data collected by distributing questionnaires. Data were analyzed using qualitative descriptive methods and, the researcher presented data by describing sorted or organized data and documents obtained and scientifically stated.

First, spiritual leadership does not directly affect employee performance. Second, quality of worklife as a mediating variable in the relationship between spiritual leadership to employee performance. Given the marked positive coefficient indicates that the higher the spiritual leadership will cause the higher the employee performance if mediated quality of worklife is also higher. Because the direct effect of spiritual leadership to employee performance is insignificant (with positive coefficient), indicate that quality of Worklife as pure moderator, means that spiritual leadership has a relationship to employee performance, only if the employee has the quality of worklife. Third, quality of Worklife as a mediating variable in the relationship between spiritual leadership to employee performance. Given the marked positive coefficient indicates that the higher the spiritual leadership will cause the higher the employee performance if mediated job satisfaction is also higher. Because the direct effect of spiritual leadership to employee performance is insignificant (with positive coefficient), indicate that quality of worklife as pure moderator means that the spiritual leadership has a relationship to employee performance, only if the employee has the quality of worklife.

The data in this study is still limited to nurses who work in hospitals based on religious foundations and is limited to one city only Manado City North Sulawesi province in Indonesia.

The implications of the results of this study for the development of science are significant by contributing to the discipline of organizational behavior, human resource management and leadership. For people in particular who need health services, the results of this study provide references in choosing organizations engaged in health services whose standards of service have spiritual leadership values. And the implications of the results of this study have consistency with the findings in this study, that the performance of nurses can be influenced by spiritual leadership from the quality of work-life that includes: opportunities to grow, participate in decision-making, have a sense of pride in work, and conditions of work environment Perceived and experienced by nurses getting better and more positive. Likewise, if the nurse's job satisfaction increases because of the well-paying salary, promotion, work team, supervisor and job it will contribute to the improved performance of the nurse.

Originality for this paper shows mediation effect of quality of worklife and job satisfaction in relationship between spiritual leadership toward employee performance; no previous study has studied comprehensively the mediation effect of quality of worklife and job satisfaction in relationship between spiritual leadership toward employee performance. This research is a case study on nursing staff of private hospital in North Sulawesi, Indonesia.