Shih‐Lin Wu, Jang‐Ping Sheu and Chung‐Chao Lee
This paper proposes a distributed multi‐channel MAC protocol which is an extension of our early work GRID [1]. GRID is characterized by the following features: (i) it integrates a…
Abstract
This paper proposes a distributed multi‐channel MAC protocol which is an extension of our early work GRID [1]. GRID is characterized by the following features: (i) it integrates a location‐aware channel assignment, (ii) it follows an “on‐demand” style to access the medium, (iii) the number of channels required is independent of the network topology, and (iv) no form of clock synchronization is required. The proposed protocol wants to further improve the GRID in two parts. First, we propose a fully distributed medium access mechanism without using a single control channel such that all of the network traffic can be distributed evenly over all data channels. Therefore, the network throughput will be increased significantly. Second, we can set the more suitable transmission range and GRID size by considering the factors of host density and packet arrival rate of the network within an specified area. Thus, all of channels will be reused more efficiently than GRID. Simulation results show that the throughput of our protocol is superior to GRID and IEEE 802.11.
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Chin‐Chung Chao and Dexin Tian
The present study aims at contributing to the knowledge of organizational communication and cross‐cultural female leadership by examining conflict management strategies between…
Abstract
Purpose
The present study aims at contributing to the knowledge of organizational communication and cross‐cultural female leadership by examining conflict management strategies between Taiwanese female presidents and their American counterparts in Rotary Clubs.
Design/methodology/approach
Data were collected through field observations and 25 in‐depth interviews with 14 Taiwanese female presidents and 11 American female presidents in Rotary Clubs. Theme analysis of the interpretive method was used in this research.
Findings
This study revealed that the female presidents in both cultures applied obliging and integrating strategies to handle management conflicts. Yet, due to the interference of past presidents, the Taiwanese women leaders are more likely to follow the traditional norms whereas women leaders in the United States tend to employ new approaches and adopt new conflict management strategies in different situations.
Research limitations/implications
This study has focused on exploring the conflict management strategies of only the female presidents in the Rotary Clubs in Taiwan and the USA rather than male presidents. There may be differences in conflict management between genders.
Practical implications
The application of conflict management strategies may be determined by the factors of face, in‐group relationships, and roles of the invited third party for Taiwanese subjects whereas American subjects usually adopt appropriate strategies according to the nature of the conflicts. That is, the Taiwanese female leaders would endeavor to keep relationships positive or/and keep positive relationships with their members while the American female leaders would strive do things right or/and do the right things for their conflict strategy application.
Originality/value
As the first study of its kind, this study fills a research gap by expanding female conflict management studies to cross‐cultural contexts, thus contributing to the body of human knowledge of cross‐cultural leadership in non‐profit organizations.
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Yi-Ying Chang, Wei-Chung Chao, Che-Yuan Chang and Hui-Ru Chi
The purpose of this paper is to explore the role of mediation and moderation mechanisms between firm-level effects of transformational leadership (TFL) on unit-level performance…
Abstract
Purpose
The purpose of this paper is to explore the role of mediation and moderation mechanisms between firm-level effects of transformational leadership (TFL) on unit-level performance across levels.
Design/methodology/approach
The authors used surveys to collect data from 800 senior managers at the firm level and 1,377 unit managers from 800 units of 100 firms from semiconductors, optoelectronics, computer electronics, and telecommunications industries. The industries were chosen because these firms focus on expanding their businesses and encourage extensive knowledge sharing among the firms and at all levels within the organizations.
Findings
In this study, the authors theorized that firm-level effects of TFL on unit-level performance across levels were positively related to unit-level performance. Unit-level knowledge sharing mediates the positive relationship between firm-level TFL and unit-level performance. A cross-level interaction effect of firm-level TFL and unit-level absorptive capacity showed that a positive unit-level absorptive capacity enhanced firm-level influence of TFL on unit-level knowledge sharing. Unit-level absorptive capacity moderates the positive relationship between unit-level knowledge sharing and unit-level performance.
Originality/value
First, the authors attempt to integrate the leadership and knowledge management research by exploring the critical mediator of unit-level knowledge sharing in explaining the effects of firm-level TFL on employees’ performance at the unit level. This approach is important because it extends the research areas of the two fields, and also clarifies issues regarding how and why TFL at the top of the organization positively impacts the performance of employees at a lower level of the organizational hierarchy. Second, the effectiveness of firm-level TFL depends on the absorptive capacity of each unit. The importance of absorptive capacity and the consequences of leadership behaviors have been emphasized in studies.
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Céline Blanchard, Amanda Baker, Dominique Perreault, Lisa Mask and Maxime Tremblay
The purpose of this paper is to investigate the relationship between three antecedents, namely, work self-determination, managerial support (i.e. interpersonal motivation style…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between three antecedents, namely, work self-determination, managerial support (i.e. interpersonal motivation style) and person–organization fit (P-O) (i.e. shared values among employees and the overall organization) on employee work satisfaction in a French Canadian health care context. Assessing the relationships between such intrapersonal, interpersonal and macro-level variables will help to better comprehend work satisfaction in health care and shed light on applicable transformations for management.
Design/methodology/approach
The study tested a judicious model grounded in self-determination theory in order to capture and construe the three levels of influence. Participants were recruited from four health centers in the Suroît (Quèbec, Canada) region. Management was provided with the questionnaire and asked to distribute to all employees including nurses and allied health. A serial multiple mediation analysis was used to test the proposed model.
Findings
The findings revealed that nearly 60 percent of the participants from each of the professional groups reported feeling moderately to not at all satisfied with their job (follow-up ANOVA revealed that nurses were the least satisfied). Through closer examination, the findings revealed that 46 percent of the variance in reported job satisfaction was explained by the three focal antecedents from the hypothesized model (work self-determination, managerial support and P-O fit). Therefore the model, in its entirety, represents a comprehensive perspective for influencing employee work satisfaction in particularly demanding health care work contexts.
Originality/value
The study is the first to indicate the prevailing factors necessary to pursue and support employee satisfaction within a health care context among French Canadians.