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A configurable reference model can be used to assist in the development and management of business processes in complex, multi-stakeholder environments. The purpose of this paper is to demonstrate a process design in such environments via configurable process reference modelling, using airports as an example.

Existing reference modelling methods around process modelling, merging and configuration are extended to include contextual and spatial factors using the design science methodology. The approach is empirically based on a set of business process management notation (BPMN) models for international passenger departures, consolidated from five Australian airport case studies via document analysis, interviews and observation.

The use of contextual factors and operational scenarios, structured using the proposed approach, facilitated efficient cross-organisational comparison for configuring processes to suit the needs of a target organisation. The resulting configurable model integrates the perspectives of organisational stakeholder groups with that of the customer in a transparent and unambiguous graphical representation. It is a reusable tool with low data collection needs for each use.

Future research should include: version management; how to keep the model current; configurability via modelling objects other than gateways; and cross-discipline application (e.g. as a foundation for quantitative decision-making models).

This is the first reported application of configurable reference modelling to airport passenger facilitation. Methodological contributions include the addition of space-sensitive process elements and notation to BPMN; guidelines for systematically deriving contextual factors associated with process variants across similar organisations; and overall normative guidelines for inductively developing a configurable process reference model.

The vast cross‐disciplinary literature exploring work quality and job satisfaction has linked worker experiences to many individual, organizational, and social outcomes, yet this research has largely failed to shed much light on why cross‐national differences in worker satisfaction and its determinants persist over time. The purpose of this paper to: empirically test (using various bivariate descriptive procedures and comparative OLS regression) significant, cross‐national differences in job satisfaction and its determinants; and explore the reasons for these cross‐national differences, moving beyond the research of social psychologists and organizational behavior researchers, to also include import macro cross‐national factors that directly influence these differences.

In this research, the author applies and extends Handel's Post and Neo‐Fordist framework for understanding job characteristics and job satisfaction, using non‐panel longitudinal data from the International Social Survey Program (Work Orientations I, II, and III:, 1989, 1997, 2005 – survey questions on job characteristics and job quality) and various welfare state country‐contextual variables.

OLS regression results of job satisfaction by country show that for countries with relative higher levels of welfare state safety net provisions, intrinsic work characteristics provide greater overall predictability in overall perceived job satisfaction. Once more, extrinsic work characteristics generally have greater salience and predictability in overall perceived job satisfaction in countries relatively lower levels of welfare state safety net provisions. Furthermore, the results clearly show that regardless of country level of welfare state safety net provisions, intrinsic work characteristics add the most overall predictability to perceived job satisfaction of workers within the study countries. Finally, an often accepted job satisfaction model, commonly considered to be widely generalizable across a wide variety of cross‐cultural and cross‐national contexts, actually appears to have a lack of applicability across countries.

What are the key country‐level contextual and global‐macro variables driving these country differences in job characteristics and perceived worker satisfaction? Prior research could not answer this question. However, this research is the first and only empirical inquiry to look at the relationship between macro welfare state country‐contextual factors and job satisfaction. Like many work attitudes, job satisfaction is a dynamic construct that changes in response to personal and environmental conditions. Finally, monitoring job satisfaction over time and in different contexts allows one to better examine and understand the salient factors that affect job satisfaction.

The purpose of this paper it to report the findings of an empirical study into managers’ job performance. A new measure was developed from the literature to test and establish the multidimensional structure of managers’ contextual and task performance.

Field ratings by executives explicitly and simultaneously measured both managers’ contextual and task performance. A cross-sectional questionnaire was administered to a variety of public and third sector managers from a range of private, public and third sector occupations residing in (Western) Australia. A purposive sample yielded a response rate of 32 percent. Factor analysis was used to determine the items that constitute executives’ perceptions of managers’ performance using downward appraisal (i.e. by the person to whom a manager reports).

The construct “managers’ job performance” was found to be multidimensional; consisting of four distinct contextual factors (Following, Persisting, Helping, Endorsing) and a further four distinct task factors (Delegating, Monitoring, Technical, Influencing).

Performance appraisals of managers represent new items and factors that more accurately reflect the nature of the broader roles undertaken by managers, including transformative and ethical leadership. Findings from this study assist in establishing the structure for the subsequent appraisal of managers’ contextual and task performance. Future researchers could test the applicability and replicability of this new instrument in more diverse industry contexts using confirmatory statistical analysis.

The purpose of this paper is to explore the relative most important antecedent factors related to success in international assignment (IA) in specific context such as Peru. It reviews the full range of individual, organizational and contextual factors associated with success in IA as well as discusses the importance of context in expatriate research. Combined with limited interviews, synthesis is offered and the most relevant determinant factors are identified.

This is a qualitative approach based on semi-structured interviews with 45 participants who currently hold IA positions or have broad experience in overseas positions. The interviews were conducted in the English and Spanish languages. A priori coding system classification technique based on a content analysis methodology was administrated for the purpose of analyzing and codifying the interviews.

The findings reveal that a combination of individual, organizational and contextual antecedent factors are relevant for explaining success in IA. However, only nine of the 32 factors were found to be the most determinant to success. In particular, cross-cultural competencies, spouse adjustment, motivational issues, time on assignment, emotional competencies, previous international experience, language fluency and social relational skills, as well as contextual cultural differences and organizational recruitment and selection practices, were found to be the most associated to success in IA. The relative importance of the antecedents are discussed related to the context.

Because of the nature of qualitative design, a single factor may affect the interpretation and generalization of the findings. In addition, the ample and broad conceptualizations and definitions of the antecedent factors examined from different viewpoints may cause theoretical overlapping and cross-over definition biases, which may result in misleading findings. Therefore, the authors encourage future research to continue examining the full range of antecedent factors employing different methodological approaches by integrating context in a more systematic manner.

The paper reviews the implications for IA selection design and process implementation, cross-cultural training and development.

To begin with, this paper fills a need to study the antecedents of IA success and determine their relevance. In particular, and to the best of the knowledge, this is one of the few studies that include multi-level perspective: individual, organizational and contextual factors. This comprehensive approach aids in better understanding of the role and relevance of the respective antecedent factors that leads to success in IA with an aim to integrate context in the equation. Second, the sample consists of expatriates in particularly in Peru which gives information about adjustment of expatriates in Peru.

Knowledge adoption is the key to effective knowledge exchange in virtual question-and-answer (Q&A) communities. Although previous studies have examined the effects of knowledge content, knowledge source credibility and the personal characteristics of knowledge seekers on knowledge adoption in virtual Q&A communities from a static perspective, the impact of answer deviation on knowledge adoption has rarely been explored from a context-based perspective. The purpose of this study is to explore the impact of two-way deviation on knowledge adoption in virtual Q&A communities, with the aim of expanding the understanding of knowledge exchange and community management.

The same question and the same answerer often yield multiple answers. Knowledge seekers usually read multiple answers to make adoption decisions. The impact of deviations among answers on knowledge seekers' knowledge adoption is critical. From a context-based perspective, a research model of the impact of the deviation of horizontal and vertical answers on knowledge adoption is established based on the heuristic-systematic model (HSM) and empirically examined with 88,287 Q&A data points and answerer data collected from Zhihu. Additionally, the moderation effects of static factors such as answerer reputation and answer length are examined.

The negative binomial regression results show that the content and emotion deviation of horizontal answers negatively affect knowledge seekers' knowledge adoption. The content deviation of vertical answers is negatively associated with knowledge adoption, while the emotion deviation of vertical answers is positively related to knowledge adoption. Moreover, answerer reputation positively moderates the negative effect of the emotion deviation of horizontal answers on knowledge adoption. Answer length weakens the negative correlation between the content deviation of horizontal and vertical answers and knowledge adoption.

This study extends previous research on knowledge adoption from a static perspective to a context-based perspective. Moreover, information deviation is expanded from a one-way variable to a two-way variable. The combined effects of static and contextual factors on knowledge adoption are further uncovered. This study can not only help knowledge seekers identify the best answers but also help virtual Q&A community managers optimize community design and operation to reduce the cost of knowledge search and improve the efficiency of knowledge exchange.

This study aims to examine the extent to which “What Works” reviews in youth justice enable understanding of the features of effectiveness (what works, for whom, in what circumstances and why?) specified in the Effects–Mechanisms–Moderators–Implementation–Economic cost (EMMIE) framework.

The EMMIE framework examined findings within a sample of “What Works” style reviews of preventative youth justice intervention effectiveness.

“What Works” style reviews of evaluations of preventative youth justice interventions often omit the requisite details required to examine all of the necessary elements of effectiveness contained within the EMMIE framework. While effectiveness measures were typically provided, the dominant evaluation evidence-base struggles to consider moderators of effect, mechanisms of change, implementation differences and cost-effectiveness. Therefore, “What Works” samples cannot facilitate sufficient understanding of “what works for whom, in what circumstances and why?”. The authors argue that Realist Synthesis can fill this gap and shed light on the contexts that shape the mechanisms through which youth justice interventions work.

The authors extended the approach adopted by an earlier review of effectiveness reviews (Tompson et al., 2020), considering more recent reviews of the effectiveness of preventative interventions using the EMMIE framework. Unlike previous reviews, the authors prioritised the utility of the EMMIE framework for assessing the factors affecting the effectiveness of preventative interventions in youth justice.

The purpose of this paper is to explore how the exclusionary work environment characterized by ostracism impacts full-time faculty experiences and responses in higher educational institutions working in eastern and collectivist culture of Pakistan.

Using a qualitative phenomenological approach, the data were gathered form 25 ostracized full-time faculty working in the public and private universities in Lahore, Pakistan via in-depth semi-structured interviews. The interviews are subsequently recorded, transcribed and analyzed by thematic analysis using NVivo 11 Plus software.

Prosocial work outcomes coupled with high intensity of negative psychological impacts were traced based on the re-inclusion expectations, long-term relational contract, the socially interdependent, collaborative and collectivist culture of academic settings. However, the faculty indicated, in case of chronic exposure to ostracism they will engage in negative outcomes such as withdrawal, decrease in performance and resignation.

The results of this study can be used by the university administration to develop an inclusive and non-discriminatory culture. This can be done by devising policies for information sharing, better formal and informal relationships in full-time teaching faculty along with grievance mechanism to minimize the occurrence of workplace ostracism.

The study promotes the understating of exclusionary work environments in academic settings. It has shown that the full-time faculty from all levels, specifically lecturers, experience workplace ostracism. This study has highlighted the specific contextual factors and temporal trends that shape the unique nature and responses (i.e. more social exclusion, prosocial responses and higher psychological distress) to ostracism in scantly researched academic settings in Pakistan.

This study aims to examine the role of safety governance in ensuring public–private interface ecosystems in response to the COVID-19 pandemic. It aims to highlight the role of safety governance in the complex interfaces of pandemic response mechanisms. The analysis is conducted at the national level, considering safety governance issues in terms of test, confirmed cases, fatality rates, vaccination rate, medical capabilities, Information and communications technology capability, Hofstede’s cultural index (individualism and power distance scores), public safety, personal privacy and national health capabilities.

Using multigovernance theory and technology, organization and environment theory, the authors present a research model that defines four independent factors and country level performance outcomes and conducted analysis of variance tests.

Research findings suggest that countries are classified by diverse groups using multiple criteria (e.g. country size, Hofstede’s cultural indexes, ICT capabilities and Governance index). Countries indicate differences in their policy approaches according to their private and public ecosystems. COVID-19 response performance indicators are substantially different.

This study provides the relevance of the multigovernance theory. The empirical results suggest that effective crisis governance is characterized by vertically integrated organizational hierarchies with horizontally connected communication channels that seek maximum voluntary participation and a high level of motivation of informed societal members as a whole. Crisis events occur occasionally, and livelihood routines demonstrate incredible human agility. Gaining insight of the findings from this article may be useful to respond to future crisis events.

This significant study highlights the political and social factors that define response patterns of different countries regarding COVID-19 response mechanisms. With the wide vaccination administration, the COVID-19 landscape shows differences in these countries. This study is rare in providing research framework using Hofstede cultural value and examines with actual data provided by each national government, World Health Organization and credible information sources.

Taking a career capital approach, this paper addresses the issue of “pipeline block” frequently experienced by women seeking career advancement. Focusing on the Arab Middle East (AME) region, the authors take a contextually relevant multi-level approach to examine these issues.

The study uses a qualitative, interview-based approach, drawing on data obtained from women leaders from the AME region. Drawing on Bourdieu's capital-field-habitus framework, we explore how women in the AME developed career capital in particular organisational fields.

The findings show the importance of human and social capital, as well as the influence of habitus for women's career advancement in specific fields. The study also highlights the unique contribution of cultural capital in helping women to navigate organisational fields where it is necessary to both challenge, and conform to, traditional norms.

Limitations of the study include assumptions of homogeneity across countries of the AME, whereas differences are known to exist. Future research should consider these contextual differences, and also include a study of women who were not successful in gaining career advancement.

The study’s multi-level approach highlights practical implications for women, organisations and society. For organisations, the authors propose some context-relevant coaching strategies that can help women to attain leadership positions.

The study’s multi-level approach highlights practical implications for women, organisations,and society. Focusing on organisations, the authors propose some context-relevant coaching strategies that can help women to attain advancement in their careers.

The study demonstrates originality in the findings by showing how women overcome the pipeline block in relation to their career advancement. The use of the Bourdieusian framework, an in-depth qualitative approach, and the AME context also add to the study's originality.

The purpose of this paper is to study the quality indicator appropriateness and use it for international quality comparison on diabetic retinopathy (DR) patient care process in one American and one Dutch eye hospital.

A 17-item DR quality indicator set was composed based on a literature review and systematically applied in two hospitals. Qualitative analysis entailed document study and 12 semi-structured face-to-face interviews with ophthalmologists, managers, and board members of the two hospitals.

While the medical-clinical approach to DR treatment in both hospitals was similar, differences were found in quality of care perception and operationalization. Neither hospital systematically used outcome indicators for DR care. On the process level, the authors found larger differences. Similarities and differences were found in the structure of both hospitals. The hospitals’ particular contexts influenced the interpretation and use of quality indicators.

Although quality indicators and quality comparison between hospitals are increasingly used in international settings, important local differences influence their application. Context should be taken into account. Since that context is locally bound and directly linked to hospital setting, caution should be used interpreting the results of quality comparison studies.

International quality comparison is increasingly suggested as a useful way to improve healthcare. Little is known, however, about the appropriateness and use of quality indicators in local hospital care practices.