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This study aims to understand how marketing faculty become reference-educators of business executives by exploring the factors that contribute to their teaching performance.

Exploratory qualitative research, using in-depth interviews in which the object of the study was the marketing educator, based on three Brazilian business schools.

The teaching performance depends on the teaching practice, which is influenced by technical knowledge, pedagogical factors and personal features. The development of a practitioner-educator is a complex process that arises from both formal and informal learning.

Deepens the understanding of marketing educators’ individual factors, proposing a model to expand the knowledge of the factors shaping a reference-educator.

Raises awareness among managers of Higher Education institutions of the relevance of the development of its educators considering not only pedagogical skills but also marketing and social skills.

Improvements in education generate a positive contribution to society. Better marketing educators may result in better professionals, which could, ultimately, generate more benefits both for corporations and for society.

Existing literature has neglected the understanding of how marketing educators’ individual factors may impact on good teaching to create a well-rounded practitioner-educator. This study seeks to address that gap by exploring how marketing faculty, especially practitioners of marketing, become reference-educators, that is, educators identified as exemplars of good practice by their students and peers.

The purpose of this article is to examine and ultimately suggest the most effective method with which to evaluate employees operating within a matrix organization. Part Two aims to describe a real‐time case study and examine performance evaluations in depth as they relate to this case analysis.

This article consists of a comprehensive review of literature demonstrating functional areas within a matrix organization as well as employee evaluation methods within various organizations. It is presented in three sections: defining a matrix organization; demonstrating effective evaluation methods and strategies; and, finally, how the two should work together. Critical incidents are interspersed throughout the article in order to demonstrate how the research compares to the methods employed by a leading aviation engineering firm.

Ineffective evaluation methods within matrix organizations can lead to lower employee morale as well as an ambiguous understanding of employee roles within such an organization. Employee and management buy in and support of an evaluation system and its goals are crucial to the success of the program. The multi‐rater system appeared to be most effective.

Several tools exist to help employers effectively evaluate their employees in a constructive and effective manner. Among them are clear job description and corporate structure, followed by a review of performance by both functional and project managers.

Given the limited research with respect to evaluations within a matrix structure, this paper demonstrates an understanding of a subject that has not been adequately explored.

The purpose of this paper is to examine and ultimately suggest the most effective method with which to evaluate employees operating within a matrix organization. The paper aims to demonstrate the tools, corporate participation and acceptance levels required in order to ensure employee and manager “buy in” and implementation.

This paper consists of a comprehensive review of literature demonstrating functional areas within matrix organization as well as employee evaluation methods within various organizations. It is presented in three sections, defining a matrix organization, demonstrating effective evaluation methods and strategies, and finally showing how the two should work together. Critical incidents are interspersed throughout the article in order to demonstrate how the research compares to the methods employed by a leading aviation engineering firm.

Ineffective evaluation methods within matrix organizations can lead to lower employee morale as well as an ambiguous understanding of employee roles within such an organization. Employee and management buy in and support of an evaluation system and its goals are crucial to the success of the program. The multi‐rater system appeared to be most effective.

Several tools exist to help employers effectively evaluate their employees in a constructive and effective manner. Among them are clear job description and corporate structure, followed by a review of performance by both functional and project managers. Additionally, peer evaluations can prove to be constructive and contribute positively to the development of the employee. This paper can be a practical aid for managers in matrix organization that need to successfully and constructively evaluate employees, but are having difficulty doing so in an effective method..

Given the limited research with respect to evaluations within a matrix structure, this paper demonstrates an understanding of a subject that has not been adequately explored. The paper demonstrated in “real time” the critical synthesis for PA and the matrix organization – an absence noted in the literature.

The purpose of this article is to examine and ultimately suggest the most effective method with which to evaluate employees operating within a matrix organization. The authors will demonstrate the tools, corporate participation and acceptance levels required in order to ensure employee and manager “buy in” and implementation.

This article consists of a comprehensive review of literature demonstrating functional areas within a matrix organization as well as employee evaluation methods within various organizations. It is presented in three sections: defining a matrix organization; demonstrating effective evaluation methods and strategies; and finally how the two should work together. Critical incidents are interspersed throughout the article in order to demonstrate how the research compares to the methods employed by a leading aviation engineering firm.

Ineffective evaluation methods within matrix organizations can lead to lower employee morale as well as an ambiguous understanding of employee roles within such an organization. Employee and management buy in and support of an evaluation system and its goals are crucial to the success of the program. The multi‐rater system appeared to be most effective.

Several tools exist to help employers effectively evaluate their employees in a constructive and effective manner. Among them are clear job description and corporate structure, followed by a review of performance by both functional and project managers. Additionally, peer evaluations can prove to be constructive and contribute positively to the development of the employee. This article can be a practical aid for managers in a matrix organization that need to successfully and constructively evaluate employees, but are having difficulty doing so in an effective method.

Given the limited research with respect to evaluations within a matrix structure, this paper demonstrates an understanding of a subject that has not been adequately explored. The article demonstrated in “real time” the critical synthesis for PA and the matrix organization – an absence noted in the literature.

The aim of this paper is to develop a system for automatic extraction of metadata from scientific papers in PDF format for the information system for monitoring the scientific research activity of the University of Novi Sad (CRIS UNS).

The system is based on machine learning and performs automatic extraction and classification of metadata in eight pre‐defined categories. The extraction task is realised as a classification process. For the purpose of classification each row of text is represented with a vector that comprises different features: formatting, position, characteristics related to the words, etc. Experiments were performed with standard classification models. Both a single classifier with all eight categories and eight individual classifiers were tested. Classifiers were evaluated using the five‐fold cross validation, on a manually annotated corpus comprising 100 scientific papers in PDF format, collected from various conferences, journals and authors' personal web pages.

Based on the performances obtained on classification experiments, eight separate support vector machines (SVM) models (each of which recognises its corresponding category) were chosen. All eight models were established to have a good performance. The F‐measure was over 85 per cent for almost all of the classifiers and over 90 per cent for most of them.

Automatically extracted metadata cannot be directly entered into CRIS UNS but requires control of the curators.

The proposed system for automatic metadata extraction using support vector machines model was integrated into the software system, CRIS UNS. Metadata extraction has been tested on the publications of researchers from the Department of Mathematics and Informatics of the Faculty of Sciences in Novi Sad. Analysis of extracted metadata from these publications showed that the performance of the system for the previously unseen data is in accordance with that obtained by the cross‐validation from eight separate SVM classifiers. This system will help in the process of synchronising metadata from CRIS UNS with other institutional repositories.

The paper documents a fully automated system for metadata extraction from scientific papers that was developed. The system is based on the SVM classifier and open source tools, and is capable of extracting eight types of metadata from scientific articles of any format that can be converted to PDF. Although developed as part of CRIS UNS, the proposed system can be integrated into other CRIS systems, as well as institutional repositories and library management systems.

The segmentation of customers into homogeneous groups is well researched, reflecting its importance to marketers. Specific to professional sports, published research on customer segmentation first occurred in the early 2000s, but no studies exist based on internal data from season ticket holders, an attractive and loyal customer group which is the most important customer for professional sports teams. Thus, the purpose of this research was to fill this gap in the literature through a sequential study of season ticket holders of a professional sports club.

Study 1 employed six focus groups (n = 56) to determine the constructs, understand the issues, and sequentially inform the survey instrument for the second study. Study 2 used an online survey (n = 1,007) to collect data on factors including socio-demographics, consumption, media engagement, fan satisfaction, future intentions and sports fan motivation.

The results identified the engagement factors and selection variables which drive season ticket holder purchase and allowed for the segmentation analysis, which identified fourteen unique fan segments for a professional sports club, generalizable to other clubs.

The identification of 14 segments of season ticket holders based on a sequential study framed by the sports relationship marketing model is a needed contribution for practice (i.e. a specific direction on how to efficiently allocate resources when marketing to season ticket holders) and advances our conceptual knowledge by applying the model to the context of the most loyal customers in professional sports season ticket holders.

The issues associated with the production and dissemination of management research have been widely debated amongst administrators, scholars and policymakers for decades. However, few studies to date have examined this issue at the level of the individual scholar. The purpose of this paper is to view a management scholar’s choice of knowledge dissemination (KD) outlets as a legitimacy judgment embedded in their social structure and community norms.

To explore this, the authors conduct a sequential mixed-methods study. The study uses qualitative methods, including one-on-one interviews (n=29) and five workshops (n=79) with administrators, management scholars, students and external community members (practitioners and policymakers). In addition, the authors analyzed the KD outcomes of 524 management scholars at seven Canadian universities drawn from a stratified sample of business schools.

The results of the research demonstrate the complex interaction between individual scholar-level factors, including socialization (degree type and practitioner experience) and tenure, and the institutional-level factors, such as strategic orientation and accreditation, and how these influence KD judgments. Specifically, the authors find that institutional factors (such as tenure and promotion) are a central predictor of scholarly KD; in contrast, the authors find that individual-level factors including degree, professional experience and career stage influence non-scholarly KD.

The results suggest that as management scholars face increasing pressure to demonstrate impact beyond academia, it may be more difficult than simply adapting the reward system. Specifically, the authors suggest that administrators and policymakers will have to consider individual factors, including their academic training (including interdisciplinary training), previous practitioner experience and career stage.

The purpose of this paper is to examine the views of residents and foreigners of the Olympics and the host country before and after the mega‐event within the context of marketing theory on country image effects and psychology theories attribution.

This is achieved by studying the views of American and Chinese respondents of China and the Olympics before and after the Beijing Olympics. Samples of Chinese and Americans were surveyed before and after the Beijing Summer Olympics concerning their images of the Olympics, China and its people, and China as a vacation destination. Cross‐national and pre‐post comparisons are made and interaction effects are noted using MANOVA.

Significant cross‐national and time differences and several interaction effects are found across all three focal objects of image measurements. Large country differences are found. Despite how technically successful the Games might have looked, post‐event assessments are overwhelmingly lower. Additional differences in views and interaction effects are discussed in terms of the intended and unintended impacts of the event on local and foreign respondents.

Only one location in China and one foreign country are surveyed.

The paper has important implications for both the effects of mega‐events on country images and the effects of the host country on the event brand image. These issues have relevance for countries seeking to host mega‐events and those who manage these events and make decision about where they will be held.

This is the first cross‐national study of the Olympics and their effects using before‐and‐after event measures. It also combines analyses of both the event and the place images from the perspectives of both those who live in the country and residents of other countries. Attribution theory is a useful reference theory for mega‐event assessments.