The older population is growing but there is too little housing being built and very little suits their needs. The purpose of this paper is to describe what is on offer now and…
Abstract
Purpose
The older population is growing but there is too little housing being built and very little suits their needs. The purpose of this paper is to describe what is on offer now and looks at the viability of the chalet bungalow as a desirable, affordable option which could attract older people to downsize from a family house.
Design/methodology/approach
This is a viewpoint piece.
Findings
An age-friendly dwelling is one where all types of people can age in place. Traditionally the bungalow fulfilled this niche however as more pressure is put on land and its value the style has gone out of favour. Whereas at the top end of the market developers are offering large cottages with a reception room that can be used as a ground floor bedroom the less well off owner occupier is not catered for until they need care. The dwindling supply of suitable properties has led to older people feeling trapped in homes too big for their needs at a time when there is a chronic shortage of family houses. This leads to poor health and well-being and a later life move into expensive housing with care.
Originality/value
Mainstream developers have avoided building bungalows because single storey dwellings are “land hungry”. This paper reviews a chalet bungalow solution which can be built to a greater density and is of a size and style that is age friendly, future proof and affordable. This message if more widely disseminated could help solve the housing crisis.
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It is widely recognized by scholars that superhero stories tend to glorify vigilante justice; after all, these stories often maintain that extralegal acts of violence are…
Abstract
It is widely recognized by scholars that superhero stories tend to glorify vigilante justice; after all, these stories often maintain that extralegal acts of violence are necessary for combatting existential threats to personal and public safety. This scholarly common sense fosters a widespread dismissal of superhero stories as uncomplicated apologia for an authoritarian politics of law and order that is animated by hatred of unpopular people and ideas. However, some prominent contemporary Batman stories, including those told in the graphic novels of Grant Morrison and in the blockbuster movies of Christopher Nolan, are ambivalent: in their portraits of Batman and Joker as dark twins and secret colleagues, these stories both legitimize and challenge the countersubversive politics of American law and order.
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Tania Yordanova Todorova, Serap Kurbanoglu, Joumana Boustany, Güleda Dogan, Laura Saunders, Aleksandra Horvat, Ana Lúcia Terra, Ane Landøy, Angela Repanovici, Chris Morrison, Egbert J. Sanchez Vanderkast, Jane Secker, Jurgita Rudzioniene, Terttu Kortelainen and Tibor Koltay
The purpose of this paper is to present findings from a multinational survey on copyright literacy of specialists from libraries and other cultural institutions.
Abstract
Purpose
The purpose of this paper is to present findings from a multinational survey on copyright literacy of specialists from libraries and other cultural institutions.
Design/methodology/approach
This paper is based on a multinational survey of copyright literacy competencies of Library and Information Science (LIS) professionals and those who work in the cultural heritage sector (archives and museums), conducted in 13 countries, namely Bulgaria (BG), Croatia (CR), Finland (FI), France (FR), Hungary (HU), Lithuania (LT), Mexico (MX), Norway (NO), Portugal (PT), Romania (RO), Turkey (TR), UK and USA in the period July 2013-March 2015. An online survey instrument was developed in order to collect data from professionals regarding their familiarity with, knowledge and awareness of, and opinions on copyright-related issues.
Findings
Findings of this study highlight gaps in existing knowledge of copyright, and information about the level of copyright literacy of LIS and cultural sector professionals. Also attitudes toward copyright learning content in academic education and continuing professional development training programs are investigated.
Originality/value
This study aimed to address a gap in the literature by encompassing specialists from the cultural institutions in an international comparative context. The paper offers guidance for further understanding of copyright in a wider framework of digital and information literacy; and for the implementation of copyright policy, and the establishment of copyright advisor positions in cultural institutions. The recommendations support a revision of academic and continuing education programs learning curriculum and methods.
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This paper examines employee silence, namely, the causes of silence and how it might be overcome.
Abstract
Purpose
This paper examines employee silence, namely, the causes of silence and how it might be overcome.
Design/methodology/approach
Drawing from academic research and work with organizations, the author explains that workplace diversity is insufficient to guarantee the contributions of diverse voices. The author then provides an overview of why individuals choose to remain silent and explores aspects of organizational culture and climate that contribute to silencing behaviors. Finally, the author offers suggestions on how organizational leaders can overcome silence.
Findings
The findings suggest that employee voice can be activated through a psychologically safe working environment in which leaders adopt a learning mindset, practice humility, create opportunities for all team members to contribute, treat people with fairness and respect, and hold others accountable to do the same. The findings also indicate that leaders can support safe and inclusive working environments by challenging basic assumptions and accepting vulnerability.
Originality/value
This paper makes an important contribution to the field of organization development and change by providing suggestions for how organizations can address workplace concerns and enhance performance by removing the inhibitors of “employee voice”.
Yi-chun Lin, Angela Shin-yih Chen and Yu-ting Lai
The purpose of this paper is to identify the impact of career plateau (hierarchical and job-content plateau) on internal employability, and to investigate psychological contract…
Abstract
Purpose
The purpose of this paper is to identify the impact of career plateau (hierarchical and job-content plateau) on internal employability, and to investigate psychological contract breach as a moderator on the relationship between career plateau (hierarchical and job-content plateau) and internal employability.
Design/methodology/approach
Data were collected by distributing paper-based questionnaires to 521 workers in private banking sectors in Taiwan. Hierarchical regression analysis was used to examine the results of the relationships.
Findings
The results supported the idea that career plateau (hierarchical and job-content plateaus) could be a significant antecedent of internal employability. Psychological contract breach significantly moderated the negative relationship between career plateau (hierarchical and job-content plateau) and internal employability. Specifically, the negative relationship between career plateau and internal employability will be stronger for employees who perceive a higher level of psychological contract breach.
Practical implications
These findings can help human resource practitioners gain a better understanding of the value of applicable approaches as an influence on a plateaued employee’s perception of internal employability, and to facilitate a positive employer–employee relationship, which could foster both a successful career for an individual and a prosperous performance for the organization that employs them.
Originality/value
Career plateau have been aroused variety issues in HR practice, but employability and psychological contract breach have barely been discussed with career plateau. This study empirically establishes the correlation between career plateau and internal employability as well as shown that psychological contract breach would decrease the plateaued individual’s willingness to stay in the current organization. Thus, the career plateau may provide organizations with a helpful perspective on one’s career development. Building substantial relationships between employees and employers lead to better human capital for organizations as it deals with rapidly changes in the real world.
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Dioni Elche, Pedro M. García-Villaverde and Ángela Martínez-Pérez
This paper aims to analyze the effects of inter-organizational relationships with core and peripheral partners on innovation in heritage tourism clusters.
Abstract
Purpose
This paper aims to analyze the effects of inter-organizational relationships with core and peripheral partners on innovation in heritage tourism clusters.
Design/methodology/approach
The empirical analysis uses original data (collected by means of a postal questionnaire) based at UNESCO World Heritage Cities in Spain. The sample consists of 215 companies, and the methodology used is hierarchical linear regression.
Findings
The authors identify divergent effects of relationships with core and peripheral partners on innovation. In particular, the effect of core partners has an inverted U-shaped form, while that of peripheral partners is U-shaped.
Research limitations/implications
The results may be extrapolated to other heritage tourism clusters located in World Heritage Cities with some precaution. The paper does not jointly analyze the effects of relationships with core and peripheral partners on the innovation of firms in tourism clusters.
Practical/implications
Clustered tourism firms should not rely only on relationships with core agents, because beyond a critical threshold, returns in terms of innovation diminish. Firms should strive to establish relationships with peripheral agents in spite of the initial difficulties and the costs associated with network building, because positive returns soon materialize.
Originality/value
This paper contributes to the literature on inter-organizational relationships by analyzing the impact of relationships with core and peripheral partners on innovation in clustered firms. The authors highlight the existence of the divergent curvilinear effects of these relationships on heritage tourism clusters.
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Zijing Hong, Angela J. Xu, Raymond Loi and Cheris W.C. Chow
Drawing on the theoretical underpinnings of job crafting, this study aims to investigate how and when internal marketing orientation (IMO) promotes employees’ positive word of…
Abstract
Purpose
Drawing on the theoretical underpinnings of job crafting, this study aims to investigate how and when internal marketing orientation (IMO) promotes employees’ positive word of mouth (PWOM).
Design/methodology/approach
The two-wave, multisource data came from frontline employees and their supervisors in a hotel located in Eastern China. The hypothesized relationships were tested with Mplus with multilevel path analysis.
Findings
The results reveal that IMO encourages frontline employees to change the task, cognitive and relational boundaries of their jobs. Nevertheless, it is through relational crafting that IMO ultimately affects employees’ PWOM, especially when they work with supervisors high in felt responsibility for constructive change (FRCC).
Research limitations/implications
To the best of the authors’ knowledge, this study is one of the first studies to investigate how organizations and supervisors can work together to encourage frontline employees’ PWOM.
Practical implications
The findings carry important implications for practitioners on how to encourage frontline employees’ PWOM in the service sector.
Originality/value
First, this research adds to the limited knowledge of how organizations and supervisors can work together to promote frontline employees’ PWOM in the service sector. Second, by proposing job crafting as a key intermediary mechanism underlying IMO’s impact on employee PWOM, this research not only offers a new theoretical perspective to understand how to promote frontline employees’ PWOM but also sheds new light on the underlying mechanisms through which IMO exerts its influence on frontline employees. Third, supervisors’ FRCC as a boundary condition of IMO can help service organizations more effectively capitalize on IMO to motivate frontline employees’ engagement in job crafting and subsequent PWOM.
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Nancy J. Adler (USA), Sonja A. Sackmann (Switzerland), Sharon Arieli (Israel), Marufa (Mimi) Akter (Bangladesh), Christoph Barmeyer (Germany), Cordula Barzantny (France), Dan V. Caprar (Australia and New Zealand), Yih-teen Lee (Taiwan), Leigh Anne Liu (China), Giovanna Magnani (Italy), Justin Marcus (Turkey), Christof Miska (Austria), Fiona Moore (United Kingdom), Sun Hyun Park (South Korea), B. Sebastian Reiche (Spain), Anne-Marie Søderberg (Denmark and Sweden), Jeremy Solomons (Rwanda) and Zhi-Xue Zhang (China)
The COVID-19 pandemic and its related economic meltdown and social unrest severely challenged most countries, their societies, economies, organizations, and individual citizens…
Abstract
The COVID-19 pandemic and its related economic meltdown and social unrest severely challenged most countries, their societies, economies, organizations, and individual citizens. Focusing on both more and less successful country-specific initiatives to fight the pandemic and its multitude of related consequences, this chapter explores implications for leadership and effective action at the individual, organizational, and societal levels. As international management scholars and consultants, the authors document actions taken and their wide-ranging consequences in a diverse set of countries, including countries that have been more or less successful in fighting the pandemic, are geographically larger and smaller, are located in each region of the world, are economically advanced and economically developing, and that chose unique strategies versus strategies more similar to those of their neighbors. Cultural influences on leadership, strategy, and outcomes are described for 19 countries. Informed by a cross-cultural lens, the authors explore such urgent questions as: What is most important for leaders, scholars, and organizations to learn from critical, life-threatening, society-encompassing crises and grand challenges? How do leaders build and maintain trust? What types of communication are most effective at various stages of a crisis? How can we accelerate learning processes globally? How does cultural resilience emerge within rapidly changing environments of fear, shifting cultural norms, and profound challenges to core identity and meaning? This chapter invites readers and authors alike to learn from each other and to begin to discover novel and more successful approaches to tackling grand challenges. It is not definitive; we are all still learning.