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1 – 10 of over 27000The purpose of this paper is to study the impact of government supervision and market environment on farmers' pesticide application behavior, as well as the intermediary effect of…
Abstract
Purpose
The purpose of this paper is to study the impact of government supervision and market environment on farmers' pesticide application behavior, as well as the intermediary effect of farmers' literacy, and investigate the substitution effect between government supervision and market environment.
Design/methodology/approach
In this paper, logit and Poisson regression models were used to investigate the comprehensive impact of government supervision and market environment on farmers' pesticide application behavior, and the intermediary effect model is used to examine the intermediary effect of farmers' literacy.
Findings
Government supervision is an important constraint for the formation of individual behavior paradigm, but it has both positive and negative effects, depending on different instruments. The market subject constraint and market incentive are two important ways that the market environment affects Chinese farmers' pesticide application behavior. Farmers' literacy plays a partial mediating role in the influencing mechanism of government and market factors. The government supervision and market environment, two different constraint forces, have substitution effects in the process of regulating farmers' pesticide application behavior.
Originality/value
In the influence mechanism, farmers' literacy, such as values, responsibilities and skill requirement related to scientific pesticide use, was included into the analysis framework as intermediary variables. The authors found that government supervision and market environment not only directly affect farmers' pesticide application behavior but also indirectly affect farmers' pesticide application behavior through farmers' literacy.
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Seperia Bwadene Wanyama and Samuel Eyamu
This paper aims at examining graduate research supervisors' perceptions of organizational and job supervisors' support and their influence on research completion rate. While…
Abstract
Purpose
This paper aims at examining graduate research supervisors' perceptions of organizational and job supervisors' support and their influence on research completion rate. While research supervision has been mainly examined from pedagogical perspectives, little emphasis has been placed on the human resource management (HRM) activity for academics. This review paper draws from organizational support and social exchange theories (SET) to examine the influence of perceived organizational support (POS) and perceived supervisor support (PSS) in research supervision work.
Design/methodology/approach
The paper is a narrative literature review of identified relevant readings on organizational support and social exchange, research supervisors' perceived support and their implications for research.
Findings
Research supervisors examine their perceptions of administrative, professional, financial and socio-emotional support from their universities and job supervisors. They in turn feel obligated to reciprocate, for example, through commitment, engagement and performance, towards meeting their goals with the organization, the job supervisor and the student.
Research limitations/implications
The study relied on a literature review; hence, the findings may not reflect actual expressions of research supervisors' perceptions.
Practical implications
The paper shows the application of organizational support and social exchange theories in academic work. It emphasizes the importance of support, perception and reciprocation through an exchange relationship. The research support framework is a guide to managing the relationships among the parties involved in research work.
Originality/value
The paper considers research supervisors as key human resources (HRs) that espouse supportive HRM practices from both the organization and the job supervisor. This is unlike most studies that have employed only pedagogical approaches in explaining research. It further develops a research supervision support framework.
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Ebru Yazgan and Ayşe Kucuk Yilmaz
Airline business management is set on airworthy strategy. Airline sustainability depends upon corporate-based airworthy strategy as airworthiness is the base to any airline…
Abstract
Purpose
Airline business management is set on airworthy strategy. Airline sustainability depends upon corporate-based airworthy strategy as airworthiness is the base to any airline business management and strategy. An airline can ensize its corporate sustainability if it has airworthiness strategy and risk management. The main condition to survive in the airline business is to maintain airworthiness with the fleet, maintenance and corporate-risk management. Aircraft maintenance technician (AMT) has a dual role in aircraft maintenance system as the source of failure in maintenance process via his volatility and unmanageable qualifications and secondly source of manager of maintain airworthiness of the aircrafts in airline. Situational awareness of managers about both limitations and qualifications of human factors is vital determinant to the decision-making process in aviation. Although continuously improving in related literature, one of the biggest weaknesses of the current methods of AMT error or performance is that the ability to model the reciprocal effects of the factors affecting the fault is limited. For this reason, this study aims to develop an analytic network process (ANP) model that takes into account the effects of mutual dependences among factors.
Design/methodology/approach
Firstly, with the help of experts and extensive literature, 67 factors that contributed to AMT error are identified and grouped. Then, the factors identified as eligible criteria and sub-criteria that contributed to the AMT errors are determined. In this study, the weights of identified criteria that have influence on AMT error try to determine by using ANP method. ANP is the common method to solve multi-criteria decision-making problems and is used to calculate priorities of factors. Criteria determined in this study are classified into three main clusters: “individual-related criteria”, “working environment-related criteria” and “organisational-related criteria”. These main clusters include 15 sub criteria such as communication, documentation (quality/updating/availability) and peer pressure.
Findings
The result of this study shows that time pressure, organisational culture, safety culture and supervision are the most important criteria that contributed to AMT error. Their weights are 0.207, 0.172, 0.102 and 0.094, respectively.
Originality/value
There are many difficulties and limitations in measuring the factors that have an influence on AMT errors. For this reason, the weights of criteria and sub-criteria necessary are determined using ANP, and in this manner, it is possible to make better decisions in this process as ANP is a multi-criteria decision-making technique that considers qualitative factors in decision-making problems. The factors’ taxonomy determined as a result of the expert opinions and the extensive literature and the ANP model developed taking into account the dependencies between the factors will contribute to the literature.
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Abdul Halim Busari, Yasir Hayat Mughal, Sajjad Nawaz Khan, Shahid Rasool and Asif Ayub Kiyani
This paper argues that teachers’ promotion should also have an impact on turnover intention. The purpose of this paper is to determine the relationship between promotion and…
Abstract
Purpose
This paper argues that teachers’ promotion should also have an impact on turnover intention. The purpose of this paper is to determine the relationship between promotion and turnover intention of advance learning institutions of the Khyber Pakhtoon Khwa Province of Pakistan and the moderating effect of the analytical cognitive style.
Design/methodology/approach
A quantitative approach is used predominantly. A questionnaire survey research design is used to collect the data from the entire province and 502 completed questionnaires were collected from the respondents. The questionnaire included the Job Descriptive Index consisting of seven items on job satisfaction, the turnover intention questionnaire consisting of three items and a five-point Likert scale used to determine cognitive style index (CSI); the CSI was used. The fourth section included an open-ended questionnaire and the fifth section included demographic variables. Hierarchical multiple regressions were used to check how much variance promotion occurs upon turnover intention and it also determined how much variance analysis cognitive style occurs upon promotion and turnover intention of advance learning institutions of the KPK province of Pakistan. The correlation results from a bivariate Pearson correlation showed significant results, which were later strengthened by the regression results.
Findings
The findings suggested that a negative relationship was found between promotion and turnover intention, whereas a weak correlation was found between promotion and analytical. Moderating results show that analytical cognitive style does act as a moderator between the promotion and turnover intention.
Research limitations/implications
This research was only carried out on advance learning institutions; thus, the findings can only be generalized to higher education institutions in the Khyber Pakhtoon Khwa state.
Practical implications
This extended model of job satisfaction will be useful to lead to changes in job satisfaction and turnover intention of academicians of the Khyber Pakhtoon Khwa province of Pakistan. The findings of this study could be used to guide the management of advance learning institutions and professional academicians to build targeted learning activities around key components of the academician’s promotion, determine where individuals are in their journey, set personalized goals and provide feedback to the management in the process of the development of policies for academicians of advance learning institutions.
Social implications
The findings of this study will help the higher education commission of Pakistan to make policies that will enable higher education institutions to formulate flexible promotion policies for teachers in order to retain them.
Originality/value
The findings of this study are a valuable extension of the relevant research as this is the first empirical study to examine the effects of cognitive style on promotion policies and turnover intention in advance learning institutions of Pakistan. In the context of an efficient and effective educational policy, a greater understanding of an academician’s promotion could facilitate the development of a more effective policy practice that would increase not only the job satisfaction of the academicians but decrease the turnover intention of the academicians.
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Pervaiz Akhtar and Christian Fischer
For team leaders or supervisors (functional coordinators (FCs)) warehouses are one of the most difficult places to supervise and manage subordinate workers. FCs themselves can be…
Abstract
Purpose
For team leaders or supervisors (functional coordinators (FCs)) warehouses are one of the most difficult places to supervise and manage subordinate workers. FCs themselves can be supervised by their bosses in different ways, either semi-autonomously or in a traditional authoritarian manner. However, different supervision environments for FCs may affect the performance of the warehouses they work in. The purpose of this paper is to investigate the linkages between different supervision environments; FCs’ trust in and satisfaction with their bosses, warehouse service quality and company growth.
Design/methodology/approach
Structural equation modelling (path analysis) is applied to a randomly drawn data sample (n=95) of dairy warehouses from the UK.
Findings
The results show that semi-autonomous supervision has a strong positive impact on FCs’ trust and satisfaction and on warehouse service quality which positively affects company growth. In addition, FCs’ trust and satisfaction are found to be important antecedents of warehouse service quality and they also directly enhance company growth. In contrast, traditional supervision does not build trust nor creates satisfaction and has a negative direct impact on warehouse service quality.
Research limitations/implications
While conducted based on a small sample, the study examines important performance determinants and thus enhances the understanding of how to better manage warehouses in particular in a logistically challenging industry.
Originality/value
This study empirically analyses the linkages between supervision environments, warehouse service quality and company growth and thus contributes to determine a best-practice approach for modern warehouse management.
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This paper aims to focus on the perspectives of correctional officers supervising young offenders on community supervision in Singapore.
Abstract
Purpose
This paper aims to focus on the perspectives of correctional officers supervising young offenders on community supervision in Singapore.
Design/methodology/approach
The study adopted a qualitative research framework, where attention was devoted to understanding the perspectives of eight reintegration officers, and what they perceived to have helped young offenders successfully discharged from community supervision.
Findings
The five essential factors that emerged are compliance to supervision conditions, education and/or employment, ability to cope and efforts to change, support and environment. Each factor is defensible and had been substantiated by past research that incorporates evidence-based practice in correctional rehabilitation for offenders.
Research limitations/implications
Due to constraints imposed on the research timeline, the five factors identified do not take into account societal-level barriers such as stigma, discrimination and inequalities, which are important factors that can be further explored in subsequent studies.
Originality/value
In Singapore, there is no research study on the Reintegration Officers' perspectives on what they deemed as critical for offenders to be discharged from community supervision. Understanding these key factors may help to shape future research in determining supervisees’ readiness for discharge from community supervision in Singapore. This knowledge gained could further inform and bolster the correctional rehabilitation services provided by SPS and be further developed into a tool that can be used to systematically assess the readiness of offenders to be discharged from community supervision.
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Mohd Ahmad Al-Hawari, Shaker Bani-Melhem and Samina Quratulain
This study aims to examine a moderated mediation model that explains how abusive supervision influences employees’ capacity to satisfy customers (via their silence behavior) and…
Abstract
Purpose
This study aims to examine a moderated mediation model that explains how abusive supervision influences employees’ capacity to satisfy customers (via their silence behavior) and how a customer-oriented work climate moderates the indirect influence of abusive supervision on frontline employees’ (FLEs) capacity to satisfy customers.
Design/methodology/approach
A time-lagged design was used to collect data from 335 FLEs of 57 hospitality organizations. A multilevel analysis was performed to test the hypotheses underpinning the study.
Findings
The findings revealed that employees are more likely to remain silent when they experience abusive supervision and this silence directly affects their ability to serve customers. The effect that abusive supervision has on silence behaviors is stronger when organizational customer orientation is low.
Practical implications
The study findings can provide hospitality managers with a better understanding of the complex relationship between supervisory behaviors and the organizational environment and how these factors influence employees’ discretionary behaviors (e.g. decision to intentionally withhold information) and capacity to serve customers.
Originality/value
The findings provide a novel contribution by explaining how abusive supervision affects hospitality employees’ capacity to serve customers and when this effect is more pronounced. These findings highlight that hospitality organizations need to understand that when leader behavior does not align with what is prescribed for a customer-oriented service climate, the benefits of a favorable work climate do not exist.
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The high uncertainty of technological innovation in megaprojects brings great challenges to the R&D institution and also acts as a trigger for moral hazard. The incentive and…
Abstract
Purpose
The high uncertainty of technological innovation in megaprojects brings great challenges to the R&D institution and also acts as a trigger for moral hazard. The incentive and supervision are effective means to improve the performance of innovation. The purpose of this paper is to propose appropriate incentive and supervision mechanisms to reduce information asymmetry and improve the efficiency of incentives. Suggestions on technological innovation are put forward to megaprojects management.
Design/methodology/approach
According to the principal-agent theory, the research develops incentive models under three states, i.e. information symmetry, information asymmetry and information asymmetry based on supervision mechanism. The Bayesian theory is employed to prove the effectiveness of the novel supervision method based on risk assessment.
Findings
The results indicate that under the information asymmetry, the incentive intensity is positively correlated with the social benefits coefficient, and negatively correlated with the patent benefits coefficient. The R&D effort and the owner's incentive intensity decline with the increase of information asymmetry. The supervision of risks can effectively reduce the degree of information asymmetry, and the higher the uncertainty of innovations, the more significant the effect of supervision is. As the supervision intensity increases, the incentive intensity, the R&D effort and the innovation output will increase. In addition, the R&D institutions with high innovation capability, low unit cost of R&D and low risk-aversion are more willing to make efforts to innovate.
Originality/value
This study fills the research gap on incentive and supervision of technological innovation in megaprojects. The externality of innovation benefits is considered in the model. The traditional incentive model is extended through the introduction of supervision. Furthermore, a novel supervision method based on risk assessment is proposed. The results validate the importance of risk management in technological innovation and provide a new insight for project management.
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This study extends the actor–context interactionist model of individual innovation from the traditional synergetic pattern to a complementary one. The complementary perspective…
Abstract
Purpose
This study extends the actor–context interactionist model of individual innovation from the traditional synergetic pattern to a complementary one. The complementary perspective emphasizes the need for integration of divergence and convergence in enhancing employee's innovative work behavior. This study examines how individual working style relates to innovative work behavior through supportive noncontrolling supervision and job complexity.
Design/methodology/approach
The study used a time-lagged research design, collecting data through surveys from 262 employees and their immediate supervisors working in telecommunication companies of Saudi Arabia.
Findings
This study found that (1) employee with an intuitively inclined working style (e.g. a divergent predictor) engages in higher levels of innovative work behavior when supportive noncontrolling supervision or job complexity (e.g. convergent factors) is higher; and (2) the positive interactive effect of intuitive working style and supportive noncontrolling supervision on employee's innovative work behavior is stronger when job complexity is higher rather than lower.
Originality/value
This study provides deeper understanding of the interactionist perspective of employees' innovative work behavior. This study is the first of its kind to integrate complementary and synergistic perspectives of actor–context interactionist model of employees' innovative work behavior.
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Mengjie Liao, Jian Zhang and Ruimei Wang
This paper aims to recognize whether government policy supervision or social network platform supervision can effectively promote the control of misconducts of web celebrity brand…
Abstract
Purpose
This paper aims to recognize whether government policy supervision or social network platform supervision can effectively promote the control of misconducts of web celebrity brand eWOM marketing and to identify the key factors influencing the unhealthy web celebrity marketing environment.
Design/methodology/approach
Theoretical research was employed to develop a practical approach for applying evolutionary game theory to eWOM marketing controlling strategies modeling via dynamic visualization, systematic simulation experiments.
Findings
Evolutionary game theory combined with dynamic simulation modeling can provide a formal approach to understanding web celebrity brand eWOM marketing decision-making in social media, which can thus support the control of unhealthy web celebrity marketing environment. The results demonstrate that the reasonable control of social platform control costs may be more effective than the government policy on web celebrity fake brand eWOM marketing behaviors.
Originality/value
The study enriches the research on the management and control of eWOM marketing as well as provides guidance for the sustainable development of the web celebrity economy in social media.
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