Search results

We study the problem of finding optimal locations for a suite of defense assets in order to protect high-value tactical and strategic infrastructure across a vast geographical area. To this end, we present a multi-type with non-overlapping coverage requirement as an extension to the classical formulation for the maximal covering location problem (MCLP).

In our case study, we use open source geographic and demographic data from Canadian sources as inputs to our optimization problem. Due to the complexity of the MIP formulation, we propose a hybrid metaheuristic solution approach, for which a genetic algorithm (GA) is proposed and integrated with local and large neighborhood search operators.

Extensive numerical experiments over different instances of the proposed problem indicate the effectiveness of the GA-based solution in reducing the solution time by a factor of ten compared to the CPLEX commercial solver while both approaches obtain solutions of similar quality.

This research is limited to location planning of defense assets leveraging geospatial data of Canada. However, the diverse Canadian geography is among the most challenging given broad variability in population density and the vast size of the country leading to a large search space having substantial variability in fitness performance.

Our findings demonstrate that for large-scale location searches, the GA with a local neighborhood search performs very well in comparison to CPLEX but at a fraction of the execution time.

Our findings provide insight into how to make improved decisions for the placement of deterrence and defense systems and the effectiveness of a hybrid metaheuristic in addressing associated computational challenges.

This research investigates the types of critical business situations worked on by multinational corporations' senior managers and the competencies they employ to achieve desired outcomes.

The research is based on a database of N = 440 critical success incidents obtained from semi-structured interviews with a sample of 143 senior managers during competency-based consulting projects over a 25-year period from 1995 to 2019. Content analysis was used to categorise critical success incidents, by similarity of business intent, into groups labelled as critical business situations. Behavioural coding was used to identify competencies.

Nine critical business situations were found, and 10 competencies identified, accounting for 79% of behaviours displayed by the senior managers. Five competencies were found to be used more universally and five were more dependent on the specific critical business situation.

This research provides an overview of the initial stage of this topic. Further empirical validation including applicability in contemporary business contexts, testing of competency relationships with critical business situation criterion-referenced outcomes, and temporal and geographic usage will be presented in an accompanying study.

Knowledge of the specific competencies and their relative frequencies when displayed in different critical business situations provide the potential to give more targeted development suggestions to senior managers facing similar situations.

This study examines concurrently, both the business situations and associated competencies of senior managers, a group for whom extant research is significantly limited.

This study examines antecedents and impacts of HR competence and effective HR practices in organizations. People are an essential asset in organizations, but their potential is reduced without robust HR practices and competent HR professionals. Few studies have investigated causes of low HR professional competence and poor HRM practices.

This explanatory mixed-method study used survey data (N = 322), interviews and online statements. Data was collected in Vietnam, a country well suited to this study as it has considerable variation in institutional arrangements. It has legacies of Chinese, French and Soviet influence and more recently has adopted international reform models, such as new public management.

Agency accountability, autonomy and servant leadership promote HR competence, and consequently effective HR practices, and employee and employer outcomes (public service motivation, organizational commitment and organizational performance). Interviews triangulate findings from the survey data and explain barriers (rules, incentives, nepotism, corruption) to these quantitatively examined processes occurring. Strategic solutions for improving HR practices and professional competence are identified.

Practical implications of this research include a greater understanding of the importance of individual accountability and autonomy for executives, with the promotion of servant leaders through better screening and leadership development. Selection criteria should hinge on achievement, merit and the desire to serve the public interest. Competent HRM units should be developed and supported. Such units should focus on managing performance through ensuring line managers do basics such as setting clear goals, giving feedback, training and developing staff. Developing succinct appraisal criteria that reward good performers and sanction poor performers needs to be prioritized.

This study provides useful guidance on how to reform public administration systems so that reforms are more effective.

This study identifies both institutional and leadership antecedents to both HR competence and HR practices and their subsequent impacts. Its institutional and developing country orientation complements past studies that have been psychologically oriented and in the global north.

This study examined brand hate within the context of the (German) Bundesliga and (Australian) National Rugby League (NRL). The study pursued two research questions: (1) What types of brand hate were expressed towards the Bundesliga and the NRL? (2) To what extent did hateful comments attract more likes than non-hateful comments?

Brand hate was studied in the context of competition restrictions in 2020 due to the Covid-19 pandemic. We analysed reader comments posted below online articles published in three German (119 articles and 8,975 comments) and three Australian online newspaper articles (116 articles and 4,858 reader comments). The data were analysed deductively.

Non-parametric tests found that all types of brand hate were expressed. Approximately 85% of the hateful comments were mild, or more specifically, cold (n = 445 or approximately 53%), or cool (n = 250 or approximately 30%), or hot (n = 20 or approximately 2%). Hateful comments attracted more likes than non-hateful comments.

This study advances our understanding of how negative brand perceptions underpin an extreme negative emotional reaction in the form of brand hate. The empirical evidence enables brand managers to better address disgusted, angry, or contemptuous consumers (or stakeholders) and consider whether the feeling is enduring, strong or weak, and linked to either aggressive or passive behaviours.

The design of buildings is crucial to functionality and safety for senior citizens. People often refrain from talking about old age and its related support; however, it is inevitable. The paper aims to highlight the essentials of a home design that considers the aged citizens in Nigeria.

A qualitative research technique is used in the study. A closed-ended questionnaire and an interview were used to gather information on the requirements for aging-in-place basics in home design from middle-aged and elderly households.

Findings from the study revealed that a majority of the respondents considered old age as a phase of life to prioritize in home design. Lighting, furniture and fixtures and electrical installations are variously perceived by the respondents as aging-in-place essentials.

The study has far-reaching consequences for the built environment, particularly for homeowners. It is related to the third sustainable development goal (SDG), which seeks to secure the health and well-being of people of all ages.

The study's uniqueness and usefulness are highlighted in the gaps between present house design culture and the reality of senior citizen occupants' dwellings, as well as the appropriateness to satisfy changing demands associated with old age. It would encourage homes to develop the culture and duty of providing a sustainable home that is accessible to everybody and provides emotional and physical safety for the elderly.

Despite the well-documented importance of empathy and mentoring in entrepreneurship, there is a need for a deeper understanding of how empathy influences individuals’ “willingness to be mentored”.

This paper investigates gender differences in “Willingness to be mentored” based on the mentor’s types of empathy (cognitive vs affective) and entrepreneurship (social vs for-profit). Drawing on the personal identification and the entrepreneurship literature, we measured the respondents’ “Willingness to be mentored” by manipulating the type of empathy and entrepreneurship and comparing its effect between male and female respondents. Primary survey data were collected from master’s degree students in entrepreneurship from diverse business schools. An explanatory qualitative study on female start-uppers complemented the findings.

The results from the quantitative study show that female respondents prefer to be mentored by an entrepreneur who exhibits some affective empathy rather than only cognitive empathy, with a preference for a social entrepreneur. The qualitative study confirms the evidence. This research contributes to the discussion on developing social capabilities to succeed in new ventures. It extends our understanding of the importance of empathic entrepreneurs as mentors to foster entrepreneurship among women.

Theoretically, we demonstrate the existence of a gender difference in “Willingness to be mentored” based on the type of empathy displayed by the entrepreneur. Additionally, we introduce a new construct in the entrepreneurship literature, “Willingness to be mentored”, and differentiate it from “Attitude toward entrepreneurship”.