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Searching for information and viewing visual representations of products in e‐organisations is a common activity of the e‐visitors to these organisations. For example, in e‐museums, users are shown images or other visual information of the existing objects. The aim of this paper is to present a tool which supports the effective searching for images in e‐organisations. The tool also supports the effective presentation of high‐quality images with zooming facilities. The tool is used in searching for and viewing high‐resolution cultural images in order to test its usefulness.

Initially, the problems of finding and effectively viewing high‐quality images in e‐organisations are discussed. Then, a review of the literature on zoomable browsers, which discuss effective ways of depicting large quantities of visual data on small screens or in a fast mode, through the web, is presented. Concept‐based image retrieval and the image‐browsing modules of the proposed tool are described. Finally, the system is evaluated with the aid of real users in viewing high‐quality cultural images downloaded from the web. The opinions of the users are presented, along with other statistics, and future research plans are discussed.

The emphasis of the evaluation was on the zoomable image viewer of the presented web tool. The evaluation showed that the zooming viewer is easy to use and reduces significantly the data that need to be downloaded for viewing high‐quality images.

The integrated searching and viewing application could be used in e‐organisations for searching for and viewing detailed images of their products and exhibits. Further, the zoomable image browser could be used for viewing libraries of high‐quality image collections in a time‐ and network‐efficient mode.

This study aims to empirically examine the factors that affect the adoption of RosettaNet standards. The four factors examined in this study are partners' power, trust, products' characteristics, and government influence.

Original research using a self‐administered questionnaire that was distributed to 400 Malaysian electrical and electronics (E&E) organizations. The hypotheses were tested by employing binary logistic regression analysis.

The results show that partners' power, trust, and products' characteristics have significant and positive effects on the adoption of RosettaNet standards.

The generalisability of the findings is limited as the study focuses only on E&E industry in Malaysia.

Organizations planning to adopt RosettaNet standards will be able to make managerial decisions based on the findings from this research.

The findings made a contribution in terms of creating an understanding of the influence of the adoption of RosettaNet standards. This study has filled previous research gap by advancing the understanding between the association of adoption factors and RosettaNet standards adoption.

To examine and discuss the central features of institutional change and to compare it with organizational change.

Use interviews with managers to highlight key issues.

Results are presented of interviews with managers exploring changes that have for decades been transforming business, government, and other institutions into “organic” systems for the knowledge age. Institutional change differs from organizational change by focusing on the higher‐order unspoken social rules that govern the structure of institutions in common. The study evaluated trends driving this transformation, the obstacles blocking it, and the likely timetable of implementation.

Concludes that three central features mark the general direction of institutional evolution: “e‐organizations” operating in real time, “self‐organizing systems” of self‐managed teams, and “stakeholder collaboration” to unify diverse interests into a more powerful enterprise.

The purpose of this article is to help managers and scholars understand the state‐of‐the‐art in knowledge management (KM) and how it is likely to develop further. The paper draws on many examples and original research to outline a conceptual framework describing the evolution of KM. KM is presently limited because the nature of knowledge makes it difficult to actually “manage.” Instead, the field is moving toward an organic form of management focusing on three main concepts: “e‐organizations” that automatically integrate all information and knowledge, “self‐organizing systems” composed of small entrepreneurial units that draw out creative knowledge from the bottom up, and “corporate communities” that use stakeholder knowledge to improve strategy. Managers should develop these organic organizational forms because they encourage the natural creation and flow of knowledge more effectively.

The purpose of this paper is to investigate the multidimensionality of total quality management (TQM) practices and its relationship with production workers' job satisfaction in the Malaysian electrical and electronics (E&E) industry context.

Data for this study were collected using a self‐administered questionnaire that was distributed to 520 production workers in three major E&E organizations in Malaysia. Of the 520 questionnaires posted, 173 usable questionnaires were returned, yielding a response rate of 33.26 percent. The correlation and multiple regression analyses were applied to test the theoretical model and the relationship between TQM practices and job satisfaction.

The results revealed that not all TQM practices enhanced production workers' job satisfaction. Only organization culture and teamwork showed a positive relationship with the production workers' job satisfaction. It was found that when teamwork was perceived as a dominant TQM practice, improvement in production workers' job satisfaction levels was significant.

The findings prescribed potential implications for top management to review their TQM dimensions, consistent with the training needs of the employees within the organizations. Hence, production workers will be more likely to perform better and to feel a higher level of satisfaction towards the organizations.

The study has contributed in advancing the TQM literature with a better understanding of the multidimensionality of TQM practices and its association with production workers' job satisfaction that would facilitate more quality management research in developing countries.

The purpose of this study is to investigate the dynamics involved in knowledge sharing in knowledge intensive heterogeneous teams of the German Federal Armed Forces with a specific focus on new organizational entities.

The paper is based on qualitative research. The data were gathered through interviews with members of so‐called concept development and experimentation (CD&E) projects. These projects constitute a novelty for the whole organization and a cultural challenge for effective knowledge sharing, through its cross‐disciplinary, cross‐functional and cross‐hierarchical design. Hence, these projects are a good venue to study cultural dynamics in new organizational entities.

The analysis reveals that despite the structural separation of the new organizational entity, cultural imprint and cultural re‐import from the existing organization affected knowledge sharing. More specifically, four major influencing factors are identified in regard to knowledge sharing within the CD&E project team and between the team and the line organization; hierarchy, organizational context, micro‐politics and suspicion. The data suggest that these factors are precipitated by cultural imprint of the line organization.

The qualitative research design is one limitation rendering only descriptions and propositions that need further testing in other settings. Another one is the research venue which allows only limited access for data collection.

The paper shows that the dynamics in CD&E projects require culturally sensitive project management, starting in the planning phase of the project.

The study investigates knowledge sharing in new organizational entities in knowledge intensive teams of a military organization. Both aspects, new organizational entities and non‐private organizations, have been neglected in research on knowledge sharing.

International assignments are an effective tool to develop employees' cultural competencies, yet expatriate failure rates remain high. This paper aims to examine salient stakeholders' (i.e. organisations, host country nationals (HCNs) and spouses) support as antecedents of expatriates' work adjustment and task performance. It also explores work adjustment as a mediator between support and task performance.

Adopting the quantitative approach, survey data were collected from 112 expatriates who were married and based in organisations in Malaysia. Partial least squares-structural equation modelling was employed to analyse the data.

The findings validate the direct influences of perceived organisational support (POS) on work adjustment, HCN support on work adjustment, and spousal support on task performance. The indirect effect of HCN support on task performance through work adjustment was also established. When expatriates' work adjustment improves as a result of receiving HCN support, their task performance is enhanced.

This study evidences that expatriate-hiring firms should provide suitable support for expatriates when they work overseas. Local employees and spouses should likewise be tasked to help expatriates maximise their full potential in achieving successful performance in their assignments.

The contribution of this study is the exploration of the relationships between support, work adjustment and task performance among expatriates. It also adds to the limited knowledge on the role of specific stakeholders in the expatriate context.

The Management Charter Initiative (MCI) has now been in existence for several years. Its major objective is to promote the notion of “competency” and facilitate the introduction of a list of generic management standards into British organizations. In the light of the debate which this movement has provoked, attempts to summarize the major conceptual issues. Takes a big picture overview of the major advantages, disadvantages and “grey” areas as they are perceived by British management generally (i.e. organizations and academia). As far as possible, it is a balanced review, which it is hoped will assist human resource practitioners in the area of strategy formulation.

This study aims to comprehend the role of leagility and resilience in developing sustainable global supply chains, mitigating short-term disruptions and long-term economic impacts from various disasters, in the context of Australian civil infrastructure projects.

The study employs systematic review approach to establish that addressing project success dimensions (i.e. leagility, resilience and sustainability) requires an integrated and extended supply chain approach, encompassing traditional supply chain strategic model elements (i.e. cost/capital, quality and service goals) and supply chain eco-system (i.e. organisations, societies, economies and nature).

The study underscores the need to enhance supply chain leagility and resilience to achieve sustainability. This can be achieved by developing skills needed to plan across project phases and time frames, aligning with short and long-term organisational goals, assuming smart risks in the face of uncertainty.

This study extends the traditional supply chain strategic model by introducing new priorities to minimise the consequences of disruptions and to effectively respond to them. The integration of leanness, agility and resilience ensures a sustainable supply chain even in the times of uncertainty, disruption and volatility.

This research provides an opportunity for practitioners and policymakers to rethink and redesign the conventional supply chain model of cost, capital, quality and service objectives. It introduces pioneering concepts by acknowledging and incorporating emerging priorities, especially in Australian civil infrastructure projects. The study integrates leagility and resilience into the existing strategic framework, adding crucial dimensions for sustainable supply chains in infrastructure companies.

Two questions guide this study: “Do two crisis history types (i.e. organization-specific vs industry-wide) have the same effect on publics’ perception of the organization in a crisis?” And “Is there any significant difference in public responses between the high and low levels of issue involvement?” The paper aims to discuss these issues.

A two organization-specific crisis history (frequent vs infrequent) × two industry-wide crisis history (frequent vs infrequent) × two consumer issue involvement (high vs low) between-subjects experimental design was employed.

This experiment suggests that an industry-wide crisis history can mitigate negative damages of a crisis, while an organization-specific crisis history intensifies the damages. This indicates that crisis history types should be considered as an important factor when diagnosing appropriate crisis response strategies during crisis. This study also identifies a stronger negative impact of an organization-specific crisis history among highly issue-involved publics than less involved publics.

This study extends situational crisis communication theory by identifying the buffering impact of an industry-wide crisis history and adding crisis history type as an influencer in the process of the publics’ crisis responsibility attributions.