Michael Wang, Sobhan Asian, Lincoln C. Wood and Bill Wang
The purpose of the paper is to present an empirical study on the logistics innovation capability and its impacts on the supply chain risk in the Australian courier firms. Based on…
Abstract
Purpose
The purpose of the paper is to present an empirical study on the logistics innovation capability and its impacts on the supply chain risk in the Australian courier firms. Based on the resource-based review, logistics innovation capability provides valuable insight into mitigating supply chain risks in the Industry 4.0 era.
Design/methodology/approach
The research model focuses on the relationships between logistics innovation capability and supply chain risk. Partial least squares approach for structural equation modelling is used to validate the research model by empirically analysing survey data.
Findings
The empirical result shows negative relationships between logistics innovation capability and supply chain risks. These relationships may imply that firms can mitigate the negative impacts of supply chain risks by developing logistics innovation capabilities. The findings demonstrate the applicability of logistics innovation capability for mitigating supply chain risks in the Australian courier firms.
Originality/value
There are very few empirical studies on the mitigating supply chain risk through logistics innovation capability. The empirical results provide an insight into innovation management and risk management in logistics and supply chain. This insight offers practical guidance for developing and deploying logistics innovation capability to support and enable supply chain risk management strategies in the Industry 4.0 era.
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Michael Wang, Paul Childerhouse and Ahmad Abareshi
To delve into the integration of global logistics and supply chain networks amidst the digital transformation era. This study aims to investigate the potential role of China’s…
Abstract
Purpose
To delve into the integration of global logistics and supply chain networks amidst the digital transformation era. This study aims to investigate the potential role of China’s Belt and Road Initiative (BRI) in facilitating the integration of global flows encompassing both tangible goods and intangibles. Additionally, the study seeks to incorporate third-party logistics activities into a comprehensive global logistics and supply chain integration framework.
Design/methodology/approach
Prior research is synthesised into a global logistics and supply chain integration framework. A case study was undertaken on Yuan Tong (YTO) express group to investigate the framework, employing qualitative data analysis techniques. The study specifically examined the context of the BRI to enhance comprehension of its impact on global supply chains. Information was collected in particular to two types of supply chain flows, the physical flow of goods, and intangible information and cash flows.
Findings
The proposed framework aligns well with the case study, leading to the identification of global logistics and supply chain integration enablers. The results demonstrate a range of ways BRI promotes global logistics and supply chain integration.
Research limitations/implications
The case study, with multiple examples, focuses on how third-party logistics firms can embrace global logistics and supply chain integration in line with BRI. The case study approach limits generalisation, further applications in different contexts are required to validate the findings.
Originality/value
The framework holds promise for aiding practitioners and researchers in gaining deeper insights into the role of the BRI in global logistics and supply chain integration within the digital era. The identified enablers underscore the importance of emphasising key factors necessary for success in navigating digital transformation within global supply chains.
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Dean Elmuti, Heather Jia and Henry H. Davis
This study was undertaken to discover working public thoughts about roles of United States women in leadership positions and to test the relationship between managerial leadership…
Abstract
This study was undertaken to discover working public thoughts about roles of United States women in leadership positions and to test the relationship between managerial leadership styles and organizational effectiveness. A survey of perceptions of leadership roles and effectiveness distributed 700 randomly selected entities from industries in the United States. Findings suggest approximately 50% of women leaders perceive barriers that prevent women for entering management positions and lower advancement rates for women. This study shows that aspiration in women exists whether or not they take action and motivate themselves to advance for top management positions. However, barriers like discrimination, family-life demands, prejudice, and stereotyping result in fruitlessness in many cases. The majority of women and men felt education and training could increase the preparedness of women for leadership roles. Respondents expressed overwhelming support for a participative leadership style. A positive association existed between participative leadership style and organizational effectiveness.
In many security domains, the ‘human in the system’ is often a critical line of defence in identifying, preventing and responding to any threats (Saikayasit, Stedmon, & Lawson…
Abstract
In many security domains, the ‘human in the system’ is often a critical line of defence in identifying, preventing and responding to any threats (Saikayasit, Stedmon, & Lawson, 2015). Traditionally, such security domains are often focussed on mainstream public safety within crowded spaces and border controls, through to identifying suspicious behaviours, hostile reconnaissance and implementing counter-terrorism initiatives. More recently, with growing insecurity around the world, organisations have looked to improve their security risk management frameworks, developing concepts which originated in the health and safety field to deal with more pressing risks such as terrorist acts, abduction and piracy (Paul, 2018). In these instances, security is usually the specific responsibility of frontline personnel with defined roles and responsibilities operating in accordance with organisational protocols (Saikayasit, Stedmon, Lawson, & Fussey, 2012; Stedmon, Saikayasit, Lawson, & Fussey, 2013). However, understanding the knowledge that frontline security workers might possess and use requires sensitive investigation in equally sensitive security domains.
This chapter considers how to investigate knowledge elicitation in these sensitive security domains and underlying ethics in research design that supports and protects the nature of investigation and end-users alike. This chapter also discusses the criteria used for ensuring trustworthiness as well as assessing the relative merits of the range of methods adopted.
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Kelli K. Smith, Gina S. Matkin and Susan M. Fritz
In this paper the research on gender and Full-Range Leadership is documented and explored. Included is consideration of research that studied Full-Range Leadership directly as…
Abstract
In this paper the research on gender and Full-Range Leadership is documented and explored. Included is consideration of research that studied Full-Range Leadership directly as well as indirect study that contributed to the field of research on Full-Range Leadership. The paper culminates in a series of recommendations for future research. It is hoped that these will help to move the field from documenting the differences or similarities of leadership (or perceptions of leadership) between women and men, to studying why these differences might exist. Additional recommendations are included that will help transport the value of this research from the pages of scholarly journals into organizations, communities, and the workplace.
Harvey C. Perkins, Michael Mackay and Jude Wilson
The authors report a study of heritage conservation linked to rural small-town regeneration in Aotearoa New Zealand. The purpose of this study is to answer the question: how, with…
Abstract
Purpose
The authors report a study of heritage conservation linked to rural small-town regeneration in Aotearoa New Zealand. The purpose of this study is to answer the question: how, with limited local resources, do the residents and administrators of small settlements conserve historic heritage in the processes of rural regeneration?
Design/methodology/approach
This research is based on an analysis of physical heritage objects (buildings, artefacts and landscapes), associated regulatory arrangements, archival material, news media reporting, community group newsletters and photography. The authors use the river-side town of Rakaia and its environs in Te Waipounamu/the South Island of Aotearoa New Zealand to answer the research question.
Findings
This research found that in a context of limited resources, volunteers, supported by small businesses and local and central government, can contribute positively to the conservation and interpretation of heritage as part of wider rural regeneration activities.
Originality/value
There is only limited writing on the links between heritage conservation, rural regeneration and the development of small towns. To advance the debate, the authors combine ideas about community-led heritage conservation and management with concepts drawn from rural studies, particularly the multifunctional rural space paradigm. This allows us to explore heritage conservation in a context of rapid rural change.
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Brent J. Goertzen and Susan M. Fritz
Leader-member exchange (LMX) generally refers to the leadership process centered on the interactions between leaders and direct reports. The basic premise of high quality…
Abstract
Leader-member exchange (LMX) generally refers to the leadership process centered on the interactions between leaders and direct reports. The basic premise of high quality leader-member exchange relationships holds that direct reports gain tremendous benefits through these partnerships. LMX is perhaps the most commonly researched theory of leadership. However, few studies have specifically examined the role of dyad members’ sex as a predictor of quality LMX. Several studies investigating the role of dyad members’ sex and quality LMX examined the effect of sex in an aggregated variable, demographic similarity, which often included other demographic characteristics such as age, education level and race, yielding mixed results. This article’s purpose is to (a) review the evolution of leader-member exchange theory, (b) examine literature regarding potential effects of sex of dyad members on quality leader-member exchanges, and (c) discuss implications and future research concerning the role of dyad members’ sex and leader-member exchanges.
Corey Seemiller and KerryL. Priest
There is a great deal of literature on leadership education best-practices (e.g., curricular considerations, teaching strategies, assessment of learning). Yet, to be a leadership…
Abstract
There is a great deal of literature on leadership education best-practices (e.g., curricular considerations, teaching strategies, assessment of learning). Yet, to be a leadership educator is more than having knowledge or expertise of content and pedagogy. Perceptions, experiences, and values of leadership educators comprise a professional identity that is reflective of not only what leadership educators do, but also who they are and how they view themselves within the profession. This qualitative study builds on Seemiller and Priest’s (2015) Leadership Educator Professional Identity Development (LEPID) conceptual model by analyzing stories from participants of a professional leadership educator development experience. Leadership educators’ identity development reflected a consistent and linear progression through the identity spaces outlined in the LEPID model, and further can be viewed through three distinct dimensional lenses (experiential, cognitive, and emotional experiences). Additionally, leadership educator identities were shaped by a particular set of ongoing influences and critical incidents; the most prevalent incident was related to feelings of inadequacy in leadership expertise and competence. Findings from this study can inform educational programs and professional associations in efforts to train and develop leadership educators.
Dieu Hack-Polay, John Opute and Mahfuzur Rahman
This article empirically assesses the extent to which factors rooted in the cultural and institutional framework in sub-Saharan African organisational contexts challenge and…
Abstract
Purpose
This article empirically assesses the extent to which factors rooted in the cultural and institutional framework in sub-Saharan African organisational contexts challenge and resist the penetration of global practices and how these dynamics impact on human resource management (HRM). This article examines whether universalistic perspectives are significant for African HRM. The article discusses the tensions between the contributions derived from local and historical factors and that of other environmental agents to African HRM practice.
Design/methodology/approach
The study is based on a survey among 100 practising African HRM executives representing significant organisations in sub-Saharan Africa.
Findings
The main findings established that in spite of westernisation and globalising trends in learning and development in Africa, human resource practices are still profoundly embedded in the African cultural fabric. Significant elements of cultures in sub-Saharan Africa pervade organisational processes; such aspects include collectivism and paternalism, which persistently resist change. The article, however, concludes that the resisting parts of sub-Saharan African cultures which are viewed as counterproductive can have positive resonance if constructively deployed.
Originality/value
This article contributes to African HRM literature, a significantly under-researched field. The paper provides an opportunity for African HR managers to be more pragmatic in identifying the contextual issues and aspects of African culture that could be value-adding in a fast-changing managerial field. The findings demonstrate that human resource strategies and policies have specific cultural orientations and reflect the societal predispositions of a particular collectivity; this epitomizes the intertwining of cultural paradigms, political spheres and organisational life in sub-Saharan Africa.
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Tami Swigert and Barry L. Boyd
This study examined the impact of the Boys & Girls Clubs of America (BGC), and its Keystone Club (KC) component, on the leadership and citizenship development of its alumni. 14…
Abstract
This study examined the impact of the Boys & Girls Clubs of America (BGC), and its Keystone Club (KC) component, on the leadership and citizenship development of its alumni. 14 alumni were interviewed using a structured interview technique. The constant comparative method was utilized to identify leadership traits and skills that alumni perceived they had developed as members of either organization. It was found that alumni from both organizations felt that they had developed the ability to lead groups, and developed the traits of integrity, honesty and patience. In addition, their participation in BGC/KC gave them the confidence to pursue leadership roles outside of BGC/KC. These traits and skills also carried over into their adult lives.