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In today’s turbulent business environment, firms continually turn to technology as a panacea for supply chain resilience and performance problems. This article seeks to understand if information and communication technology (ICT) platforms, specifically cloud-based platforms, differ in their ability to enable supply chain resilience and operational performance.

Empirical survey data was gathered, and a partial least squares structural equation model was performed on responses from 174 logistics and supply chain operations managers. A multigroup analysis compared the structural model measures of cloud-based and non-cloud-based platforms.

This research provides evidence that supply chain resilience and performance are agnostic of the ICT platform type and deeply rooted in the relational antecedents of cooperation and coordination. Tangentially, this study confirms concepts of coordination and cooperation supported by ICT are antecedents to the robustness and agility of supply chains. Moreover, empirical evidence also reveals that supply chain robustness mediates the relationships between supply chain agility, coordination and cooperation.

While firms continually seek technological solutions to bolster the resilience of their supply chains, we show that they should focus on developing the social elements of supply chain partnerships.

This study’s examination of the influence of ICT on supply chain resilience and performance contributes to the growing body of empirical analysis in the literature. Through its theoretical lens, this article deepens the understanding of analyzing supply chain resilience and performance measures between firms utilizing different ICT platforms.

The purpose of this study is to investigate the effect of supervisor bottom-line mentality on subordinates’ frustration and subsequent attitudes (turnover intention, affective commitment and job satisfaction) and the moderating role of coworker support.

The proposed model was tested using a sample of 194 full-time working executive MBA students in the United States of America through a two-time point-paired survey.

The moderated-mediation using PLS-SEM indicated that supervisor bottom-line mentality is positively associated with subordinate frustration, which in turn increases turnover intention and reduces affective commitment and job satisfaction. Taking a competing hypotheses approach for the moderating role of coworker support, findings indicated that coworker support exacerbated (i.e. worsened) the positive relationship between supervisor bottom-line mentality and subordinate frustration.

Managers should pay close attention to the potential negative consequences of supervisor bottom-line mentality, especially in a culture where coworker support is nurtured and valued. That is, coworker support can worsen employee frustration caused by supervisor bottom-line mentality.

This study is among the first to examine how employee frustration mediates the dysfunctional relationship between supervisor bottom-line mentality and the employee attitudes of turnover, affective commitment and job satisfaction. In addition, this study illuminates a potential darkside of coworker support as it can intensify the relationship between supervisor bottom-line mentality and employee frustration, thus enriching the literature in both bottom-line mentality and social support.

The study aims to understand the association between subjective well-being, psychological well-being, work satisfaction and engagement amongst middle-level hospitality managers.

The data were collected from 624 middle-level hospitality managers working in two corporate hotel chains across five north-western states of India. Structural equation modelling (SEM) with a covariance-based approach (CB-SEM) was implemented using SPSS AMOS, adhering to a two-step process that included both measurement and structural models. The application of CB-SEM primarily aimed to (1) evaluate the cascading impacts across constructs and (2) scrutinise the concurrent relationships amongst constructs, with a specific focus on well-being (both psychological and subjective), context-specific job satisfaction and work engagement.

Evidently, the post-COVID-19 scenario found to be challenging for the hospitality industry. Thus, this empirical research posits that subjective and psychological well-being positively influences work engagement via work satisfaction as a mediator.

Given the people orientation in the hospitality sector, the research contributes to the existing body of literature by assessing the relationships between psychological and subjective well-being, work satisfaction and engagement amongst middle-level hotel managers employed in the corporate chain of hotels in India.

This paper aims to unravel the puzzle that the United Kingdom’s high-quality government accounting and fiscal architecture is associated with low-quality outcomes, including poor productivity growth, high public debt, public services which do not meet citizen expectations and historically high levels of taxation. It contributes to public sector accounting research in the fields of fiscal transparency and governance.

This paper uses Miller and Power’s (2013) economization framework and Dunsire’s (1990) concept of collibration to explain why being a global leader in public sector accounting reform and in fiscal and monetary architecture has not protected the UK from weak governance. The intersection of economization’s roles of accounting with modes of government accounting clarifies the puzzle.

Whereas accruals government accounting contributes to fiscal transparency, this is not a sufficient condition for well-judged policy and its effective application. Collibration is the dominant mechanism for mediation in the fiscally centralized UK, but it has failed to deliver stable outcomes, in part because Parliament is limited in its ability to hold back inappropriate behaviour by the Executive. Subjectivization has disrupted adjudication because governments at all levels resist constraints on their behaviour, with unpredictable and often damaging consequences.

This paper provides insights through the combined lens of economization and modes of government accounting, demonstrating the practical value of this conceptualization. Although some causes for unsatisfactory outcomes are specific to the UK, there are cautions for accounting and fiscal reformers in other countries, such as Member States of the European Union.

This conceptual paper aims to present a new, integrated model for change readiness that focuses on affective sensemaking among intra-organizational members. Change processes are often hindered by lack of preparedness, which can be justified by organizational members' emotional resistance to change and divergent understandings of its meaning. Our paper proposes a normative model depicting the interactive process between middle-managers and employees until convergence of meaning is achieved and the organization is ready to change.

The authors offer a conceptual process model that describes how employees prepare for organizational change. The model illustrates how emotionally laden narratives enable employees to make sense of organizational change communicated by middle managers.

The sensemaking process is initiated by the negative emotions employees often experience when organizational change is first presented. Then middle managers must transform the negative felt emotions into positive valence via the strategic use of narratives that contain an affective component. This is done to increase the likelihood that convergent sensemaking takes place. Until this stage, intra-organizational members holding different perspectives about the need to change, engage in discussions in which the conflicting views are supported by the instrumental and systematic use of emotional tools with different valence.

First, we contribute to the change readiness literature by offering a detailed process for managers to influence individual readiness for change in their organizations. Our paper proposes a normative model depicting the interactive process between middle-managers and employees until convergence of meaning is achieved and the organization is ready to change. Future work needs to empirically test our model.

We contribute to the sensemaking literature by integrating positive and negative valence into the process for understanding organizational change. Finally, we contribute to our practical understanding of convergent sensemaking processes through the strategic use of narratives in organizations.

Our paper proposes a normative model depicting the interactive process between middle-managers and employees until convergence of meaning is achieved and the organization is ready to organizational and social change.

Our main contributions are three-fold. First, we contribute to the change readiness literature by offering a detailed process for managers to influence individual readiness for change in their organizations. Secondly, we contribute to the sensemaking literature by integrating positive and negative valence into the process for understanding organizational change. Finally, we contribute to our understanding of convergent sensemaking processes through the strategic use of narratives.

This study aims to identify the critical success factors of public private partnership (PPP) power projects in Ghana and further evaluates the most significant critical success factors (CSFs) influencing both the public and private sector participation in PPP power projects.

Ranking-type Delphi survey in two rounds was conducted to establish a comprehensive list of critical success factors of PPP power projects. Using purposive and snowball sampling techniques, experts were targeted for the Delphi survey. Mean score ranking, Cronbach’s alpha coefficient and Kendall’s concordance were used for analysis.

From the list of 37 critical success factors, 9 CSFs were deemed to be extremely significant. The five topmost CSFs were as follows: shared authority, trust and communication between public and private sectors; necessity of power project; debt guarantee to enable private partner to raise funds from the local or international financial markets; appropriate risk allocation and risk sharing; and thorough and realistic assessment of cost, projections and benefits.

The CSFs identified and prioritized in this study have the propensity to trigger policy development towards the PPP power sector in Ghana and developing countries that shares similar context. This is because the study has wide implications for financing, politics, procurement, regulations, legal and capacity building.