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The present paper aims to analyse the synergistic effect of pocket orientation and piezo-viscous-polar (PVP) lubrication on the performance of multi-recessed hybrid journal bearing (MHJB) system.

To simulate the behaviour of PVP lubricant in clearance space of the MHJB system, the modified form of Reynolds equation is numerically solved by using finite element method. Galerkin’s method is used to obtain the weak form of the governing equation. The system equation is solved by Gauss–Seidal iterative method to compute the unknown values of nodal oil film pressure. Subsequently, performance characteristics of bearing system are computed.

The simulated results reveal that the location of pressurised lubricant inlets significantly affects the oil film pressure distribution and may cause a significant effect on the characteristics of bearing system. Further, the use of PVP lubricant may significantly enhances the performance of the bearing system, namely.

The present work examines the influence of pocket orientation with respect to loading direction on the characteristics of PVP fluid lubricated MHJB system and provides vital information regarding the design of journal bearing system.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-07-2023-0241/

This study aims to investigate the relationship between organizational systems, market orientation, family culture and the long-term business performance of family businesses in the wine sector in three countries.

A survey by questionnaire was undertaken with 123 wineries in Australia, Germany and Italy. Multiple-item measurement scales and multiple regression models were used to investigate mediation effects.

The findings indicate a marked influence of organizational systems and family culture on financial performance. Market orientation fully mediates the effect of family culture and partially mediates the effect of organizational systems on financial performance.

From a managerial perspective, this research indicates the central role of family culture when evaluating a firm’s capabilities and potential in the long term. The findings and their implications are of immediate concern for family firms in the wine sector.

For the first time, the antecedents of market orientation are investigated through simultaneous application of two key frameworks from marketing research and family business research in a single joint analysis.

This paper analyzes the links among executive compensation, a firm’s strategic orientation, and firm performance. A number of key questions relative to the relationships among these elements remain unanswered because prior research on this subject has reported mixed results, and, moreover, has been confined almost exclusively to U.S. firms. We develop a framework that draws on arguments from agency theory to identify such links. A research design with both archival and survey data is used to test hypotheses in a sample of 253 Spanish companies. We found that top managers’ compensation systems are linked with a firm’s strategic orientations, but in a different form than that of previous studies. Results show two differentiated groups of firms: (1) prospective firms that adapt their managerial compensation systems to the requirements of strategic context, consequently obtaining positive performance effects; and (2) conservative firms that design managerial compensation systems independent of strategic context, consequently not obtaining additional performance benefits.

To provide a coherent theoretical framework for interdisciplinary research on happiness, integrating the psychological, physiological/biological, and social/cultural levels, permitting integration of disparate approaches within and across disciplines.

Principles and findings of cybernetics are combined to shed light on difficulties encountered by research on happiness. Using a problem‐oriented approach, the reference system is defined as a psychological information‐processing and decision‐making system. This is an actor system in the social world needing orientation to act. Bossel's systems theory of orientation is applied to emotionality as a subsystem of the psychological system. Happiness, in terms of orientation theory, can be conceived as a meta‐orientor indicating wholeness, health, and the functioning of the overall‐system.

Emotionality and rationality are complementary decision‐making systems. Conditions are identified for developing the capability for emotional orientation and happiness in individuals. These conditions are strongly dependent on the social/cultural environment. Among them are the need for diversity in real‐life experience and for psychological acceptance of both oneself and the (sociocultural) environment. They can permit (relative) stability of happiness defined as an emotional state.

Further research can produce methods to improve happiness both by coaching individuals and by developing social conditions more conducive to happiness, e.g. in education. Happiness is a subjective indicator for physical, psychological, and social wellbeing taken together, which is the definition of health of WHO.

This sociocybernetic approach, combining systems concepts with orientation theory, can serve as an integrative theoretical framework for so far separate theoretical approaches.

This paper aims to examine the moderating effect of employees’ work orientation and gender on their feelings toward pay, that is, the relationship between perceived fairness of a pay system and pay level satisfaction. The perceived fairness of pay system is investigated with two pay system procedures, namely, job evaluation and performance evaluation, both determining the level of base pay.

Survey data were collected from three public sector organizations in Finland (N = 526). Linear regression analysis was used to investigate the relationship between pay satisfaction, pay system fairness, work orientation and gender.

The results show that employees’ work orientation significantly and negatively relates to pay satisfaction. The interaction analyses suggest significant gender differences in the relationship between work orientation and pay satisfaction, as work orientation is negatively associated with pay satisfaction for women. They also show that work orientation and job evaluation fairness have a positive, joint effect on pay satisfaction.

This study has implications for the implementation of fair pay practices in organizations. The role of work orientation in the relationship between job evaluation fairness and pay satisfaction highlights the importance of pay system fairness especially among work-oriented employees. Special attention should be paid on work-oriented women: With equal perception of pay system fairness, work-oriented women feel unsatisfied with their pay.

This paper is the first study to highlight the role of work orientation and gender in reactions related to pay.

This study examines the effects of market orientation on the performance of retail outlets in Zimbabwe, a low-income country (LIC). LIC retailers operate at the nexus of subsistence marketplaces and the market economy. Socioeconomic, cultural and regulative institutions are more dynamic and differ substantially from the industrialized West. This provides an interesting context in which to test the generalizability of market orientation theory. A covariance structure model of the hypothesized relations indicates that market orientation improves performance. Reward systems have a positive effect on market orientation and a positive indirect effect on performance through market orientation. However, consistent with the characteristics of Zimbabwe, which are not unexpected in the LIC institutional context, interdepartmental conflict, centralization, and formalization do not have significant effects on market orientation. The results suggest that the market orientation–performance link generalizes but that some antecedents of market orientation identified in previous research may not apply in LICs.

Although there has been much academic discussion of employee behaviours as potential barriers to market orientation, comparatively little attention has been focused on organizational barriers to market orientation. No single study has undertaken a holistic review of structural, strategic and systems impediments. The aim of this paper is to extend and synthesize existing research into the obstacles to market orientation by performing a holistic analysis of the organizational characteristics which influence the extent of market orientation in an organization. This paper begins with a brief review of existing research into the barriers to developing market orientation. After a discussion of research design and methodology, the summary findings of three in‐depth case studies are presented and eight hypotheses are forwarded. Thereafter, the results of a survey of organizational barriers to market orientation are presented and the findings are discussed. The paper concludes with a number of implications for both strategic marketing and management theory and practice.

The purpose of this paper is to explore the relationship between three variables of strategic orientation (market orientation, technology orientation entrepreneurial orientation) and organizational performance in the Jordanian pharmaceutical sector.

This study employed a quantitative research design where 252 questionnaires were collected form respondents operating in various pharmaceutical companies in Jordan to obtain necessary data to test the hypotheses developed for the study. Multiple regressions were used to analyze the research data.

The results of the analysis revealed that strategic orientations were positively and significantly related to organizational performance. The findings also showed that market orientation contributed the most to the enhancement of organizational development followed by technology orientation and finally entrepreneurship orientation.

These findings contribute to the understanding of the importance of employing multiple strategic orientations in order to enhance organizational performance, particularly in pharmaceutical companies

This is the first study which adequately covers the relationship between three variables of strategic orientation (market orientation, technology orientation, entrepreneurial orientation) and organizational performance in the Jordanian pharmaceutical sector.

The literature on Mergers and Acquisitions (M&A), cultural differences between organizations have frequently been identified as one of the main challenges in the process of post-merger integration (PMI). Existing research has explored a broad variety of cultural differences in perceptions, such as those relating to expectations, norms, values and beliefs within the respective organizations, and how these affect the process and success of PMI. However, less attention has been paid to the relevance of the macro-societal context to PMI. The ambition of this article is, therefore, to advance our understanding of how macro-level societal factors define organizational cultures and affect the success of PMI.

We draw on social systems theory as devised by Niklas Luhmann, assuming that organizations are always embedded in the macro-level societal context of distinctive realms of social reality—such as the economy, politics, religion and the arts—that make up the so-called “function systems”. Looking at the case of the integration of a Brazilian technology start-up into a market-leading corporation, we analyze the dominant orientations towards these function systems, and the changes in these orientations over time.

The results suggest that differences in organizational culture in PMI can be partly explained by differences in orientations to the function systems. Moreover, forcing dramatic changes of orientations towards the function systems within a merged entity can severely damage its raison d'etre in the first place, potentially leading to, in some sense, an account of “culture murder”.

This article is unique in demonstrating that organizations are multifunctional systems whose culture is defined by the highly specific and potentially varying degrees of importance they place on individual function systems and that knowledge or neglect of these functional profiles may seriously affect the success of post-merger integration. Against this backdrop, the article presents a multifunctional profiling method that may easily translate into PMI management tools.

This paper aims to test the relationships between organizational commitment and market orientation within the context of the non‐oil sector of a developing country.

Cross‐sectional data was collected from 190 managers of non‐oil exporting companies. Multiple regression analysis was adopted to test the impact of organizational commitment on market orientation.

The analysis of the data shows that organizational commitment affects market orientation positively and that top management belief and the organizational reward systems are important in the implementation of market orientation. However, the use of cross‐sectional data limits the measurement of the impact of organization commitment on market orientation over a long period.

Market orientation can be improved upon through concerted efforts in building organizational commitment. This can be achieved either individually or by combining organizational commitment with reward system and top management belief.

The paper contributes to the understanding of market orientation antecedents within the non‐oil sector of the Nigerian economy.