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Traffic Safety and Human Behavior
Type: Book
ISBN: 978-1-78635-222-4

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Barbara White, Greg Williams and Rebecca England

Technology provision and Next Generation Learning Spaces (NGLS) should respond to the active learning needs of twenty-first century learners and privilege multiple…

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Technology provision and Next Generation Learning Spaces (NGLS) should respond to the active learning needs of twenty-first century learners and privilege multiple ‘pictures of learning’ and associated knowledge work. In this sense it is important for NGLS to be pedagogically agnostic – agile enough to cater for a range of pedagogical approaches within the one physical space. In this chapter, the democratising and potentially disruptive power of new digital technologies to facilitate the privileging of these multiple pictures of learning is explored, recognising the significant rise in student ownership and academic use of mobile technologies. With their escalating ubiquity and their facilitation of active knowledge work, research around considerations for the implementation of mobile digital technologies is canvassed, highlighting a range of issues to be considered. This is part of the ‘hidden work’ of technology implementation. Without this hidden work, the potential of NGLS in facilitating and privileging active learning and multiple pictures of learning is diminished and the potential for reinforcing already powerful and potentially exclusionary modes of knowledge work increases. Finally to assist in articulating the hidden work of digitally enabled NGLS, a model is proposed to help understand how ease of use and confidence impacts on student and academic knowledge work.

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The Future of Learning and Teaching in Next Generation Learning Spaces
Type: Book
ISBN: 978-1-78350-986-7

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Marie-Laure Djelic and Rodolphe Durand

A key component of evolutionary models in economics and organizational research, the notion of organizational selection is rarely the object of inquiry. It generally…

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A key component of evolutionary models in economics and organizational research, the notion of organizational selection is rarely the object of inquiry. It generally suggests instead a neutral and unquestioned process, a mechanism explaining organizational success and survival. In this chapter, we explore the variation of selection; we problematize the notion of selection and do an exercise in conceptual genealogy. We differentiate between three patterns of firm selection: Darwinian, strategic, and institutional and define the associated “embedded rationalities” that buttress those different selection patterns. We illustrate how selection differed and evolved through time by exploring two empirical cases – France and the United States. Building upon our empirical exploration, we stress some important contributions for three theories familiar to strategy scholars – resource-based view, population ecology, and institutional theory. We also point to some consequences for empirical research and suggest new directions for future work on the dynamics of organizational action.

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The Globalization of Strategy Research
Type: Book
ISBN: 978-1-84950-898-8

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Strategic Thinking and Entrepreneurial Action in the Health Care Industry
Type: Book
ISBN: 978-1-84950-427-0

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Kaylee J. Hackney and Pamela L. Perrewé

Research examining the experiences of women in the workplace has, to a large extent, neglected the unique stressors pregnant employees may experience. Stress during…

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Research examining the experiences of women in the workplace has, to a large extent, neglected the unique stressors pregnant employees may experience. Stress during pregnancy has been shown consistently to lead to detrimental consequences for the mother and her baby. Using job stress theories, we develop an expanded theoretical model of experienced stress during pregnancy and the potential detrimental health outcomes for the mother and her baby. Our theoretical model includes factors from multiple levels (i.e., individual, interpersonal, sociocultural, and community) and the role they play on the health and well-being of the pregnant employee and her baby. In order to gain a deeper understanding of job stress during pregnancy, we examine three pregnancy-specific organizational stressors (i.e., perceived pregnancy discrimination, pregnancy disclosure, and identity-role conflict) that are unique to pregnant employees. These stressors are argued to be over and above the normal job stressors experienced and they are proposed to result in elevated levels of experienced stress leading to detrimental health outcomes for the mother and baby. The role of resilience resources and learning in reducing some of the negative outcomes from job stressors is also explored.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78756-322-3

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Article

Vijaya Sunder M., Ganesh L.S. and Rahul R. Marathe

The growth, diversity and applications of research into dynamic capabilities (DCs) have resulted in the whole literature on DCs becoming a complex and disconnected body of…

Abstract

Purpose

The growth, diversity and applications of research into dynamic capabilities (DCs) have resulted in the whole literature on DCs becoming a complex and disconnected body of knowledge. This has led to criticisms of the subject of DCs as being vague, tautological and without practical value. Hence, the purpose of this paper is to synthesize the diverse scholarly literature about DCs and develop a more integrated understanding to minimize the reported apparent vagueness.

Design/methodology/approach

In this paper, the authors review various relevant themes on DCs using a selection of 133 articles published in 22 recognized, top-tier management journals during the period between 1990 and 2016, with an aim to build a structured and integrated theory. For this, morphological analysis (MA), a systems-thinking technique, is applied.

Findings

MA is applied to develop a multi-dimensional conceptual framework comprising five dimensions and 26 variants that enable a structured representation of the conceptual foundations of DCs. Further, the authors identify 81 individual DCs noted by various scholars; elucidate assumptions and antecedents relevant to the DCs approach; structure the key characteristics; and expound the input factors, impacting factors, desired outcomes and assessment yardsticks.

Research limitations/implications

This would be a useful resource for researchers working in the area of DCs to explore opportunities for future research.

Practical implications

The MA framework helps managers to look at DCs more holistically, and hence would help them in developing, managing and retaining DCs in organizations.

Originality/value

This study is the original work contributed by the authors and has no specific organizational reference. This research implies new directions to look beyond individual DCs in firms toward a more integrated theory building.

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European Business Review, vol. 31 no. 1
Type: Research Article
ISSN: 0955-534X

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Article

John M.T. Balmer

This article outlines the nature of corporate marketing myopia and details the salient characteristics of a corporate marketing logic. The notion of identity‐based views…

Abstract

Purpose

This article outlines the nature of corporate marketing myopia and details the salient characteristics of a corporate marketing logic. The notion of identity‐based views of the firm is held to be highly meaningful to the comprehension of corporate marketing. In addition, the paper aims to broaden the understanding of the antecedents of corporate marketing by making reference to earlier, integrative endeavours (sensory integration, design integration, communications integration, branding integration and identity integration).

Design/methodology/approach

The commentary explains the nature, antecedents, and benefits of an organisation‐wide corporate marketing logic.

Findings

A corporate marketing logic characterises those organisations which realise their institutions and corporate brands can be important sources of differentiation. Moreover, it is held that organisations need to be involved in multi‐lateral relationships vis‐à‐vis customers, other stakeholders and with society at large. It is also mindful that an organisational marketing orientation should accord sensitivity to CSR/ethical concerns. A key precept of the corporate marketing logic is that it is institution‐wide ethos which is enacted via an organisation's culture. A long and a short definition of corporate marketing are enumerated.

Practical implications

Perceiving organisational marketing via the prism of identity‐based views of the firm and utilising the new corporate marketing mix (the 8Cs of corporate marketing) affords a practical and pragmatic means by which senior managers can foster and maintain a corporate marketing ethos and culture.

Originality/value

A corporate marketing framework is introduced which is informed by: identity‐based views of the firm perspective and by key corporate‐level constructs.

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Article

Nizar M. Alsharari

This paper aims to discuss the alternative perspectives for studying management accounting and organizational change. It provides a comprehensive basis for the research of…

Abstract

Purpose

This paper aims to discuss the alternative perspectives for studying management accounting and organizational change. It provides a comprehensive basis for the research of accounting and organizational change conducted in terms of theories used, influential factors, systems applied, dynamics and aspects of change.

Design/methodology/approach

The paper applies a “theoretical framework” for studying accounting and organizational change based on obtaining an institutional perspective. By achieving this theoretic construction in the integration of a number of different works, this can summarize the common elements, contrast the differences and work in a way that extends the methodology. It is determined exclusively on a hybrid approach through the adoption of alternative perspectives and complements recent recommendations for bridge building and methodological pluralism among the different debates and perspectives concerning accounting and organizational change research.

Findings

The findings emphasize that the nature of organizational change is not static, rather, it is dynamic and varying over time. Organizational changes are occurring in both extra- and intra-organizational factors that shaped changes in accounting systems in organizations. The study concludes that accounting and organizational change literature has divided theoretical strands into two main perspectives: rational perspectives and interpretive and critical perspectives. Rational perspectives represented by the conventional mainstream of research can be classified into two approaches, normative economic models and positive economic models, which are grounded in neoclassical economic theories. On the other hand, the interpretive and critical perspectives emerged as alternatives to rational perspectives to explain accounting and organizational change within its broader social and economic context.

Research limitations/implications

The paper has significant implications for the ways in which change dynamics can emerge, diffuse and implement at multilevel of institutional analysis. It also explains the interaction between the accounting and organizational change, which identified that change is both shaped by, and shaping, wider socio-economic and political processes. This broad sensitivity to the nature of change has important implications for the ways of studying accounting and organizational change. Hence, it has important implications for the way in which successful change can be defined in accounting and organizational change literature.

Originality/value

The study contributes to both accounting and organizational change literature by providing a comprehensive review about the development of institutional theory as it examines how the organization is simultaneously subjected to a high level of efficiency and considerable institutional demands. Thereafter, the domain of accounting and organizational change research itself will be extended.

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International Journal of Organizational Analysis, vol. 27 no. 4
Type: Research Article
ISSN: 1934-8835

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Article

Po-Yen Lee

The purpose of this paper is to provide a more robust understanding of how to develop dynamic capabilities (DCs) in multiunits by examining the roles of international…

Abstract

Purpose

The purpose of this paper is to provide a more robust understanding of how to develop dynamic capabilities (DCs) in multiunits by examining the roles of international experience and career capital.

Design/methodology/approach

This study uses a survey of a sample of 413 managers in multiunits and applies structural equation modeling to determine the relationships among variables.

Findings

The analyses identify international experience as an important antecedent for the career capital of managers in multiunits; further, they show the impact of knowing-how and knowing-why among the aspects of career capital in developing DCs in multiunits.

Practical implications

This study offers a practical trajectory for developing DCs in multiunits by leveraging the advantages of the international experience of managers and career capital (knowing-how and knowing-why).

Originality/value

Previous DC studies ignored the development of DCs in multiunits and ignored the role of the manager in multiunits. This paper contributes to the theoretical view of this subject in two important ways: first, it identifies a new pivotal role for career capital (knowing-how and knowing-why) in enabling DC development; second, it shows that the international experience of managers is an important antecedent of career capital advantage and of developing DCs in multiunit routines.

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Management Decision, vol. 56 no. 2
Type: Research Article
ISSN: 0025-1747

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Matthew E Archibald

This paper analyzes a multidimensional model of organizational legitimacy, competencies, and resources in order to develop the linkage between institutional and…

Abstract

This paper analyzes a multidimensional model of organizational legitimacy, competencies, and resources in order to develop the linkage between institutional and resource-based perspectives by systematically detailing relationships among these factors and organizational viability. The underlying mechanisms of isomorphism and market partitioning serve as a point of departure by which the effects on organizational persistence of two sociocultural processes, cultural (constitutive) legitimation and sociopolitical (regulative) legitimation, are distinguished. Using data on 589 national self-help/mutual-aid organizations, this chapter explores how isomorphism and market partitioning foster legitimacy and promote organizational viability. Results show that the more differentiated an organization’s core competencies and resources, the greater the sociopolitical legitimacy; the more isomorphic an organization’s competencies and resources, the greater the cultural legitimacy. The latter isomorphic processes, however, do not promote greater organizational viability. In fact, while isomorphism legitimates with respect to cultural recognition, it is heterogeneity, not homogeneity, that promotes organizational survival.

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Legitimacy Processes in Organizations
Type: Book
ISBN: 978-0-76231-008-1

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