The purpose of the study is to identify and develop a framework to clarify facilitating orchestrator hub-team roles; their interactions, linked capabilities and activities; and…
Abstract
Purpose
The purpose of the study is to identify and develop a framework to clarify facilitating orchestrator hub-team roles; their interactions, linked capabilities and activities; and the hub-team concept. This framework is illustrated by a case study of an orchestrator hub-team facilitating cross-country and network co-creation in Northern Sweden, Norway and Finland.
Design/methodology/approach
The following two approaches are used: a conceptual approach that combines various source materials and concepts related to the “bricolage approach”; and an empirical approach that illustrates the conceptual framework using a longitudinal, qualitative, single-case study and the action research method.
Findings
By combining research related to three differing yet somewhat overlapping research perspectives, three facilitating orchestrator hub-team roles are identified, linked to orchestrator capabilities and activities relevant to innovative value creation in extensive networks including both private and public actors highlighting the role of people in networks. An orchestrator hub-team framework and five related activity categories are developed and introduced.
Research limitations/implications
This study contributes to research on the orchestration of innovative co-creation in extensive networks and network management by clarifying the facilitating orchestrator hub-team roles and their related capabilities and activities, and thereby describing the role of a centrally positioned hub-team.
Practical implications
The hub-team framework may bring structure and understanding to hub-teams, thus easing and enabling orchestration and value co-creation.
Originality/value
This study offers a further developed, integrated framework for intermediating the facilitating roles of a hub-team orchestrating extensive network and public/private co-creation.
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Edith Andrésen, Helene Lundberg and Tommy Roxenhall
The purpose of this paper is to model the impact of structural factors and activities on commitment in a regional strategic network (RSN) context.
Abstract
Purpose
The purpose of this paper is to model the impact of structural factors and activities on commitment in a regional strategic network (RSN) context.
Design/methodology/approach
A longitudinal case study examines two regional strategic networks acting in different business areas in mid Sweden.
Findings
Competition‐neutral, social, and personal goals were found to be powerful drivers promoting shared values and commitment among competitors, whereas business‐related goals worked well for complementary firms, providing a more stable basis for network commitment. In the RSN with a large number of members, sensitivity to absence was low, but it took longer for members to get to know one another, slowing commitment development. The RSN including members with complementary resources proved a more favorable setting than did the RSN including competitors, and frequent activities that favored social relationship development increased commitment.
Research limitations/implications
This study identifies important factors influencing the development of commitment in network contexts, but is limited to two cases. The topic merits further research: other factors need consideration, and the factors discussed here should be evaluated in other contexts.
Practical implications
The impact on network commitment of the factors discussed here needs to be considered by RSN initiators and hubs.
Originality/value
Few studies treat commitment in RSN contexts. This paper addresses this deficit by identifying structural factors and activities that influence commitment development.
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Nga Thi Thuy Ho, Hung Trong Hoang, Pi-Shen Seet and Janice Jones
The repatriation process often involves challenging and unexpected readjustment issues, leading to high turnover amongst repatriates. However, research has focussed on the…
Abstract
Purpose
The repatriation process often involves challenging and unexpected readjustment issues, leading to high turnover amongst repatriates. However, research has focussed on the re-entry decisions and experiences of company-assigned (CA) repatriates, whilst studies on self-initiated expatriates (SIEs) that repatriate back to their home countries (i.e. self-initiated repatriates (SIRs)) are limited, particularly in emerging transition economies. This study develops and tests a model to explain the factors influencing professional SIRs' turnover intentions and how repatriation readjustment affects their intentions in Vietnam.
Design/methodology/approach
The data was collected from 445 Vietnamese professional SIRs who worked and/or studied for extended periods overseas and subsequently returned to Vietnam. Structural equation modelling (SEM) was used to analyse the data.
Findings
Results indicate that both work and life repatriation adjustment difficulties have significant positive effects on turnover intentions, whilst only repatriation life adjustment difficulties have an indirect effect via life dissatisfaction. Further, cultural distance positively influences repatriation adjustment difficulties and turnover intentions. SIRs' on-the-job and off-the-job embeddedness negatively moderate the influence of repatriation work and life adjustment difficulties on turnover intentions, respectively.
Originality/value
The study develops a theoretical model explaining how repatriation difficulties impact the turnover intentions of SIRs, considering contextual factors including cultural distance and embeddedness. The research highlights the importance of job embeddedness as a form of social and organisational support for SIRs in managing psychological challenges related to repatriation, which can help reduce turnover and retain highly skilled talent. Additionally, the study extends repatriation research on an under-researched subgroup of SIEs, SIRs, in an under-researched emerging transition economy context.
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Chad Lin, Graham Pervan and Donald McDermid
The main purpose of this paper is threefold: to understand public‐sector outsourcing in Australia; to examine the linkage between IS/IT outsourcing and the use of evaluation…
Abstract
Purpose
The main purpose of this paper is threefold: to understand public‐sector outsourcing in Australia; to examine the linkage between IS/IT outsourcing and the use of evaluation methodologies; and to identify issues that are critical in evaluating and managing IS/IT outsourcing contracts in public‐sector organizations.
Design/methodology/approach
A survey of the top 500 Australian organizations and two in‐depth case studies of two Australian public‐sector organizations were conducted.
Findings
Several key issues for IS/IT outsourcing were identified – problems in evaluating outsourcing contracts, embedded contract mentality, ability to manage contracts, and staff transition management.
Practical implications
Outsourcing organizations need to implement changes carefully and assess their in‐house capabilities. They also need to fully understand and apply the IS/IT investment evaluation and benefits realization processes. In order to reach the magnitude of improvements ascribed to IS/IT outsourcing organizations need to undertake proper risk assessment and effectively manage outsourcing relationships. These all have to be done before and during the vendor/technology selection assessment and contract negotiation process.
Originality/value
IS/IT outsourcing in the public sector is particularly under‐studied. This study identifies several key issues for organizations undertaking IS/IT outsourcing. Recommendations are provided to assist outsourcing organizations in dealing with these issues.
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Nga Thi Thuy Ho, Pi-Shen Seet, Janice Jones and Hung Trong Hoang
Integrating identity theory and role theory, this study examines the re-expatriation inclinations of highly-skilled professional female self-initiated repatriates (SIRs) in an…
Abstract
Purpose
Integrating identity theory and role theory, this study examines the re-expatriation inclinations of highly-skilled professional female self-initiated repatriates (SIRs) in an Asian rapidly emerging market (REM) and the reasons underlying these inclinations.
Design/methodology/approach
The authors conducted a survey on a sample of highly-skilled professional female SIRs in Vietnam (N = 248). Structural equation modelling was used to evaluate the model.
Findings
The study found that female SIRs' career identity, family identity and social identity have a significant influence on their inclinations to re-expatriate. Attitude towards re-expatriation fully mediates the influence of family identity and career identity on re-expatriation inclinations.
Research limitations/implications
This research was limited to female SIRs in one REM, namely Vietnam, and may lack generalisability in countries and contexts.
Originality/value
By delineating the identity-related factors that contribute to skilled female SIRs' inclinations to re-expatriate and recognising gender as a complex, multifaceted social construct, the authors broaden the way expatriation is conceptualised and isolate factors that can inform practices for recruitment and retention of this important sub-set of international talent.
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Today enterprise resource planning (ERP) applications are a substantial proportion of many corporations' capital expenditure and the effective management of this pliable asset has…
Abstract
Purpose
Today enterprise resource planning (ERP) applications are a substantial proportion of many corporations' capital expenditure and the effective management of this pliable asset has significant consequence for business performance. The purpose of this paper is to examine the corporate strategy of a global corporation that, in pursuit of competitive advantage, deployed ERP applications.
Design/methodology/approach
This inductive case study research examines the corporate processes utilised to strategically manage ERP in a global corporation. The approach is explorative and method qualitative. Semi‐structured interviews were conducted over a period of a year with senior executives, IT directors, IT managers, financial controllers, country managers and end‐users.
Findings
The study found that devolving responsibility of ERP applications to subsidiary organisations increased cost and hindered corporate parenting. The considerable cost of centralising IS management and standardising ERP processes was found to be greatly exceeded by the numerous benefits. The primary benefits being reduced cycle time, the ability to benchmark subsidiary performance, improved customer satisfaction and increased market share.
Research limitations/implications
The research is limited by the analysis being of a single corporation. The major implication for future research is the need to understand the manner of ongoing management and control of ERP applications in different types of organisations. Particularly, their relationship with strategic management, how ERP enable and inhibit strategy, and ongoing management of operational ERP systems.
Practical implications
The dissemination of the management practices that have been employed to achieve a very successful ERP application‐based business strategy is helpful to the many organisations that have or intend to implement ERP applications. It is particularly noteworthy that centralised corporate objectives, when mandated and focused upon, provide benefits that could not be achieved in the ad hocracy that existed prior to the ERP implementation.
Originality/value
The dearth of theory about ongoing management of ERP and the plight of the many organisations that are having difficulty understanding how to strategically manage these ubiquitous systems in a rapidly changing business landscape makes the study significant to both theory and practice.
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Denise Jackson, Ruth Bridgstock, Claire Lambert, Matalena Tofa and Ruth Sibson
Flatter organisational structures and nonlinear career trajectories mean intrinsic value and subjective career success are increasingly important for motivating, guiding and…
Abstract
Purpose
Flatter organisational structures and nonlinear career trajectories mean intrinsic value and subjective career success are increasingly important for motivating, guiding and rewarding contemporary workers. While objective measures of career success have been well explored, more research is needed to understand the dimensions of subjective career success, their relative importance to graduates and potential variations by personal factors. This is critical for supporting graduates’ transition into work and for organisations to attract and retain graduates amid global talent shortages.
Design/methodology/approach
Building on assertions of the power to understand how what one seeks in a career affects career achievement, this study investigated the importance and achievement of subjective career success among 324 recent graduates from two Australian universities.
Findings
Results include a notable emphasis on financial security and work-life balance, particularly among mature individuals, underscoring the value of adaptable work arrangements. Results suggest shifting priorities, with reduced importance placed on opportunities for innovation and assisting others, potentially indicating a move from collective to more individualised goals. Distinct graduate profiles emerged, showcasing diverse priorities and achievements in subjective career success, spanning from “humanistic” to “self-made” success.
Originality/value
Results underscore the significance of higher education embedding program-wide career development plans across the curriculum, including value-based assessments, labour market analyses and career planning and review processes. Comprehensively supporting students in career development will empower them to explore, understand and actively pursue their career goals in alignment with their values and motivations, enhancing their person-organisation fit, career satisfaction and organisational commitment.
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Peter E.D. Love, Ahmad Ghoneim and Zahir Irani
Many companies are increasing their expenditure on information technology and information systems (IT/IS) to obtain or even sustain a competitive advantage in their respective…
Abstract
Many companies are increasing their expenditure on information technology and information systems (IT/IS) to obtain or even sustain a competitive advantage in their respective marketplaces. Many managers, however, are often left with the quandary of how to evaluate their investments in technologies. Reasons of this difficulty have been suggested in the normative literature as centring on the socio‐technical (human, organisational and technical) dimensions associated with the adoption of IT/IS. The inability of managers to determine the true costs of deploying IT/IS is considered attributable to a lack of knowledge and understanding of IT/IS related costs. In developing a broader picture of such cost dimensions and their respective taxonomies, the research presented in this paper uses a structured case method to gain an understanding of how a construction firm embraced the IT evaluation process. A review of the IT cost literature is presented and a conceptual IT evaluation framework that focuses on indirect costs is proposed.
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Liza Howe-Walsh, Susan Kirk and Emeka Oruh
This paper aims to evaluate the approaches to talent management (TM) in small- to medium-sized enterprise (SME) hotels in Nigeria during the COVID-19 crisis drawing on the…
Abstract
Purpose
This paper aims to evaluate the approaches to talent management (TM) in small- to medium-sized enterprise (SME) hotels in Nigeria during the COVID-19 crisis drawing on the resource-based view (RBV) of Strategy.
Design/methodology/approach
An interpretivist methodology was adopted, and 42 semi-structured interviews were undertaken with SME hotel owners, self-initiated expatriate (SIE) talent and local workers in Nigerian hotels. A thematic approach to analysis was undertaken to identify key themes.
Findings
The findings highlight how SME hotel owners’ reactive and short-term approaches to TM have created problems during the pandemic as they are unable to rely on acquiring SIE talent to fill key skills gaps. Furthermore, failure to capitalise on the expertise and networks of their current SIEs has resulted in a lack of knowledge sharing with other local employees. This results in TM strategies that do not offer differentiated approaches that balance talent flows to achieve competitive advantage.
Practical implications
SME hotel leaders should adopt a more equitable approach to TM that values all workers rather than exclusively focusing on SIEs. Employment contracts should ensure that SIEs are responsible for training and developing local workers as part of a networking approach to RBV.
Originality/value
This novel study focused on TM within SME hotels in a Nigerian context during COVID-19. The findings show how SME senior leaders value SIE talent above local workers and pursue a TM strategy that perpetuates the status quo. The COVID-19 crisis has acted as a catalyst for leaders to recognise the value of local talent and consider a more sustainable approach to TM.