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Many scholars and practitioners consider development to be as much an institutional and organizational phenomenon as it is an economic one. Among other elements, civil society is a key determinant of a country’s level of social capital. Important links appear to exist between a robust associational milieu and the effective operation of democracy. However, the role of civil society organizations in human development has only recently gained attention.

A comprehensive review of the literature for the problem of lot‐size scheduling (serial and assembly) considering the uncapacitated problem and complicated capacitated assembly manufacturing structure. Analyses the different solution techniques and findings for each product set.

Although different facets of managerial third‐party intervention in organizations have been explored, we know little about how managers should intervene in different disputes for resolving them successfully. In this study, a prescriptive model of intervention strategy selection proposed by Elangovan (1995) is tested. Data on successful and unsuccessful interventions were collected from senior managers in different organizations. The results show that following the prescriptions of the model leads to a significant increase in the likelihood that an intervention would be successful as well as in the degree of success of the intervention, thereby supporting a contingency view of dispute intervention.

The purpose of this paper is to examine critically the accuracy of expert judgment, drawing on empirical evidence and theory from multiple disciplines. It suggests that counsel offered with confidence by experts might, under certain circumstances, be without merit, and presents approaches to assessing the accuracy of such counsel.

The paper synthesizes research findings on expert judgment drawn from multiple fields, including psychology, criminal justice, political science, and decision analysis. It examines internal and external factors affecting the veracity of what experts may judge to be matters of common sense, using a semiotic structure.

In multiple domains, including management, expert accuracy is, in general, no better than chance. Increased experience, however, is often accompanied by an unjustified increase in self‐confidence.

While the dynamic nature of decision making in organizations renders the development of a codified, reliable knowledge base potentially unachievable, there is value in recognizing these limitations, and employing tactics to explore more thoroughly both problem and solutions spaces

The paper's originality lies in its integration of recent, multiple‐disciplinary research as a basis for persuading decision makers of the perils of accepting expert advice without skepticism.

The purpose of this paper is to develop a theoretical model of leadership and knowledge creation by drawing on two contrasting diversity perspectives. The model argues a moderating role for leadership in explaining the influence of diverse composition on team knowledge creation.

A model of leadership's impact on knowledge creation is developed based on an interdisciplinary review of literature spanning the creativity, innovation and learning literature, diversity management, top management team demography and upper echelons literature and learning from transformational leadership research.

The main contribution of this paper is the development of a model of transformational leadership's impact on knowledge creation in diverse teams based on a series of propositions. Focusing on the information/decision‐making perspective, our model depicts the role of leadership in facilitating constructive cognitive effects on knowledge creation. From the social categorisation perspective our model depicts the role of leadership in mitigating against destructive emotional barriers to group effectiveness.

This paper's review and model indicate significant implications for future research and practice. The model provides a better understanding of the effects of transformational leadership on knowledge creation. The paper present justification for two pathways, cognitive and affective, through which leadership moderates the impact of diversity on team outcomes. By examining the model and its proposed relationships, we believe that it will enable researchers to shed new light on these issues for further investigations.

This review is among the first to address the role of transformational leadership in diverse teams, and one of the only papers to connect leadership, diversity and knowledge creation.

The purpose of this paper is to critically examine the instruments used in the screening process, with particular attention given to supporting research validation. Psychological screening is a well-established process used in the selection of employees across public safety industries, particularly in police settings. Screening in and screening out are both possible, with screening out being the most commonly used method. Little attention, however, has been given to evaluating the comparative validities of the instruments used.

This review investigates literature supporting the use of the Minnesota Multiphasic Personality Inventory (MMPI), the California Personality Inventory (CPI), the Inwald Personality Inventory (IPI), the Australian Institute of Forensic Psychology's test battery (AIFP), and some other less researched tests. Research supporting the validity of each test is discussed.

It was found that no test possesses unequivocal research support, although the CPI and AIFP tests show promise. Most formal research into the validity of the instruments lacks appropriate experimental structure and is therefore less powerful as “evidence” of the utility of the instrument(s).

This research raises the notion that many current screening practices are likely to be adding minimal value to the selection process by way of using instruments that are not “cut out” for the job. This has implications for policy and practice at the recruitment stage of police employment.

This research provides a critical overview of the instruments and their validity studies rather than examining the general process of psychological screening. As such, it is useful to those working in selection who are facing the choice of psychological instrument. Possibilities for future research are presented, and development opportunities for a best practice instrument are discussed.

Conflicts among top management team (TMT) members have a significant impact on sustainable development of family enterprises in China. The complex attributes of different kinds of conflicts in a TMT have dual effects on firm performance and its stability. Thus, avoiding conflicts in a TMT through a systematic conflict management strategy is very important. This paper aims to therefore investigate how to maximize the performance and income level of the TMT in family enterprises through managing conflict systematically, while adopting the best conflict coping strategies.

In this study, the authors apply conflict coping strategies as a useful tool of conflict management and propose five kinds of dynamic conflict coping strategies among TMT members. Repeated game and multi-agent simulation by computer experiment are used to dynamically simulate the rules and evolution of individual conflict coping strategy choices.

It is found that with the passage of time, different conflict coping strategies have different effects on earnings of individuals and teams at different conflict levels. It is also revealed that conflict coping strategies affect not only the earnings of individuals and teams but also their distribution; it also reflects the conflict level in TMT of a family enterprise but in reverse.

This study contributes to the existing literature on conflict management in relevance to the choice and revolution of conflict coping strategies in a Chinese business culture context. It focuses on strengthening the unity and cooperation of TMT members. Controlling the conflict level of TMT members at a reasonable level, investigating the primary cause of conflict and identifying its nature lead to better performance of the TMT and the sustainable development of Chinese family enterprises. Based on these outcomes, different conflict coping strategies can be appropriately used to solve TMT conflicts.

Trauma and adverse childhood events are found in the pre‐immigration histories of a cohort of four Chinese Canadian pathological gamblers. The nature of their traumatic experiences, consisting of loss and abandonment, neglect and deprivation, physical and emotional abuse, socioeconomic and political oppression, is elucidated and described. The impact of pre‐immigration trauma and its relationship to the development of pathological gambling post‐immigration are discussed. Upon further corroboration of the existence of pre‐immigration trauma among Chinese and Asian immigrants in future studies, training of counsellors to incorporate an in‐depth pre‐immigration history in the assessment and treatment protocol of immigrants manifesting pathological gambling is recommended.

Financial measures, available aplenty, of returns on investments in information technology (IT) are deemed insufficient in terms of inclusion of intangible benefits. The purpose of this paper is to re-conceptualize the IT business value (ITBV) benefits by Gregor et al. (2006) after a contemporary evaluation.

IT experts have been administered the instrument to provide insight into the contemporary cogitation of ITBV benefits and factor analyses are employed to re-conceptualize the ITBV benefits.

Of the four ITBV benefits, the statistical analysis suggests that Informational and Transactional benefits need to be re-conceptualized. It is affected through a systematic linking of parameters – business strategy, objectives, information systems (IS) strategy, IS role and IS-business alignment profiles in that order.

Operational definitions of re-conceptualized ITBV benefits have been presented which may be operationalized into components.

The re-conceptualization provides managers with an enhanced understanding of ITBV in line with the alignment of IS with business objectives and strategy and guides managers to develop customized ITBV measures.

The study employs factor analyses to analyse the ITBV benefits. It proves that the changing face of IT, wherein it is looked at as a value creator, needs an all-encompassing and contemporary envisioning of ITBV benefits. It also suggests an advanced typology based on further insightful IS literature.

Policy implementation strategies (PIS) are schemes designed by a government with an aim of hitting targets or attaining objectives set out by a policy. Forecasting by analogies (FBA) has been shown to be successful in situations of high uncertainty and low quantitative data as is that of PIS effectiveness forecasts. What is more, a structured approach to FBA helps the expert structure his thoughts in an organized manner before making a prediction, which is hypothesized to improve accuracy. This paper aims to discuss these issues.

This research suggests a semi‐structured analogies (S‐SA) approach for such a task. A pilot experiment was carried to test the performance of the S‐SA approach in the hands of semi‐experts when compared with unaided judgment (UJ).

The results of the experiment showed that for this level of expertise, there is no statistical evidence to suggest any approach is better than the other. Possible explanations of this result is that analogy recall of experts was hindered by four constructs: information, complexity, worldview, and expertise. It was concluded that the structured analogies approach for forecasting PIS effectiveness must be investigated further by means of a study involving “true experts”.

The sample sizes were small.

Forecasting PIS effectiveness is seen as an important tool for deciding upon which PIS to ultimately adopt (as there may be many available!) and this then has important implications for governmental budgeting.

The paper offers further insight into the performance of a structured analogies approach to forecasting PIS effectiveness in the hands of individuals with a mid‐level of expertise.