This paper is based on a review of the literature on construction productivity and findings from a survey investigating, first, whether there are significant differences in…
Abstract
This paper is based on a review of the literature on construction productivity and findings from a survey investigating, first, whether there are significant differences in opinions between head office personnel and site managers on factors that influence construction productivity and, second, to determine groups of factors that mostly influence site productivity. A critical discussion is structured under three general headings: (1) management factors; (2) employee motivation; and (3) experience and training. Twenty‐nine factors were extracted from the above headings and were assessed by 19 head office personnel and 17 site managers. The survey indicated that both samples regard ‘ineffective project planning’ and ‘constraints on a worker's performance’ as the most crucial factors influencing productivity. Other highly ranked factors by both samples are ‘difficulties with material procurement’, ‘lack of integration of project information’, ‘disruption of site programme’, ‘lack of experience and training’ and ‘exclusion of site management from contract meetings’. Ultimately, when the factor analysis technique was applied on the 29 factors, the result shows that Resource Management Effectiveness appeared to be the most dominant group of factors influencing construction productivity.
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Maria C. Bauermeister, Jon Greer, Angelina V. Kalinovich, Jennifer A. Marrone, Megan M. Pahl, Lauren B. Rochholz and Barry R. Wilson
This Application Brief highlights Seattle University’s Red Winged Leadership (RWL) exercise, an innovative curriculum for graduate business leadership education. RWL requires…
Abstract
This Application Brief highlights Seattle University’s Red Winged Leadership (RWL) exercise, an innovative curriculum for graduate business leadership education. RWL requires students to apply course materials to a visible and challenging class project, and to critically examine and recognize leadership in the broader community. Both allow for development and execution of problem solving, critical thinking, and interpersonal skills necessary to lead successfully. Students are given an opportunity to develop self-awareness of their leadership style, practice how to be an effective leader, use interpersonal skills to manage relationships, design a team structure, and execute a project. We recommend that instructors use the RWL asa template for graduate students to bridge the transition from learning leadership theories to applying them.
Jon L. Pierce and Donald G. Gardner
The purpose of this paper is to examine the theoretical relationships between core self‐evaluations, perceived job characteristics, and organization‐based self‐esteem.
Abstract
Purpose
The purpose of this paper is to examine the theoretical relationships between core self‐evaluations, perceived job characteristics, and organization‐based self‐esteem.
Design/methodology/approach
A total 236 employees of a large US‐based mining company were surveyed using well‐established measures of core self‐evaluations, perceived job characteristics, and organization‐based self‐esteem.
Findings
Correlation and regression analyses support the hypotheses that core self‐evaluations and perceived job characteristics jointly relate to organization‐based self‐esteem.
Research limitations/implications
This is a non‐experimental field study and as such inferences about causality are limited.
Practical implications
The development of organization‐based self‐esteem is beneficial to both employers and employees. Managers need to consider both the personality of employees and employees' work experiences in trying to enhance organization‐based self‐esteem.
Originality/value
This is the first study to simultaneously study the relationships of personality and perceived job characteristics with organization‐based self‐esteem.
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Donald G. Gardner and Jon L. Pierce
The purpose of this paper is to examine the questions “How does employees' focus of attention at work theoretically relate to organization‐based self‐esteem?”, and “Does job focus…
Abstract
Purpose
The purpose of this paper is to examine the questions “How does employees' focus of attention at work theoretically relate to organization‐based self‐esteem?”, and “Does job focus and off‐job focus moderate relationships between organization‐based self‐esteem, and employee attitudes and perceptions of job complexity?”.
Design/methodology/approach
Participants in two different samples completed questionnaires containing measures of organization‐based self‐esteem, focus of attention at work, job complexity, and a variety of attitudes and behavioral intentions.
Findings
What and how much employees think about when they are at work changes relationships between organization‐based self‐esteem and employee perceptions of and attitudes towards their workplaces. Job focus and off‐job focus of attention intensified or weakened relationships with organization‐based self‐esteem.
Research limitations/implications
Conclusions about causality are constrained by the cross‐sectional data collected in this study.
Practical implications
It appears that managers should attempt to draw employees' attention to self‐esteem bolstering aspects of their jobs; and away from debilitating ones.
Social implications
Societies benefit by having members with positive well‐being, to which organization‐based self‐esteem may contribute.
Originality/value
This is the first theoretical analysis and empirical study of relationships between organization‐based self‐esteem and employee focus of attention at work.
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Tim Mazzarol, Geoffrey N. Soutar and Douglas Adam
We outline the design and development of a diagnostic tool for use in health care organisations to assist in benchmarking the management of human resources. Key areas of focus…
Abstract
We outline the design and development of a diagnostic tool for use in health care organisations to assist in benchmarking the management of human resources. Key areas of focus were the way in which employees perceived their work roles, work loads, satisfaction with their work life and their views of clients, peers, front line supervisors and senior management. Using a cross-section of metropolitan and regional health services, the study used focus groups and large-scale survey research to capture data on these employee perceptions. Principal component analysis identified a series of ‘factors’ associated with the key elements found within human resource management (HRM) frameworks. The diagnostic tool we developed offers a way of measuring employees’ perceptions of their work environment and offers managers within large health care service organisations a potentially useful tool for benchmarking human resources.
The purpose of this paper is to provide a foundation for future research pertaining to establishing the distinctness of the sport industry from an employee psychology perspective.
Abstract
Purpose
The purpose of this paper is to provide a foundation for future research pertaining to establishing the distinctness of the sport industry from an employee psychology perspective.
Design/methodology/approach
This conceptual paper is rooted in social identity theory which maintains that certain levels of self‐esteem and psychological fulfillment can be derived from one's membership in particular groups. The authors have developed a model of positive social identity in sport organizations that details the benefits and consequences of psychological fulfillment related to employment in the sport industry.
Findings
Within the proposed model, the paper outlines how particular elements of social identity derived from one's employment in sport may play an active role in particular job attitudes by enhancing the employee's self‐esteem and contributing to overall self‐evaluation. It further explains how social identity in the workplace may influence individual outcomes such as organizational citizenship, commitment, satisfaction, and job involvement, depending on the strength of the attitude. The elements of the model are explored and future research directions are given.
Originality/value
A key question to be addressed is whether or not sport is a distinct context within which to apply management theory. This paper proposes a conceptual model and research agenda surrounding the idea that one critical area of distinction may be the psychology of employees.
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Nancy E. Landrum, Jon P. Howell and Lori Paris
Organizations in need of strategic turnaround often seek charismatic leaders to lead change efforts. With the growing popularity of democratizing workplaces, team‐based approaches…
Abstract
Organizations in need of strategic turnaround often seek charismatic leaders to lead change efforts. With the growing popularity of democratizing workplaces, team‐based approaches to strategic change are emerging. The literature on each of these change approaches is reviewed. Several research propositions are offered which suggest that strategic teams can be a better choice than charismatic leaders for turning around an organization. The authors also note the need for future research to compare the effectiveness of charismatic leaders with the effectiveness of strategic teams in planning and initiating strategic change.
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This paper aims to discuss the emergence of the contemporary Urban Street Gang (USG) on Merseyside. In terms of gang scholarship in the UK, Merseyside has been greatly neglected…
Abstract
Purpose
This paper aims to discuss the emergence of the contemporary Urban Street Gang (USG) on Merseyside. In terms of gang scholarship in the UK, Merseyside has been greatly neglected despite regular reports in national mainstream media that suggest Merseyside USGs represent some of the most criminally active and violent members in the UK.
Design/methodology/approach
A specific methodology has been omitted because the author while providing a viewpoint from Hesketh (2018), also wishes to encapsulate observations from the remaining two pieces of research conducted on Merseyside (Smithson et al., 2009; Robinson, 2018). For this reason, a summary of the methods used in each of the three studies is provided.
Findings
The paper will highlight observations drawn from all three research studies that were prevalent with USG members throughout the Merseyside county at the time of each study. They include aspects surrounding territoriality, belonging and identity through dress style as well as USG structures and motivation for joining. In particular, the paper will address also address the role of drugs which has transformed the structural make-up of many Merseyside USGs from relatively loosely knit-street corner groups involved in anti-social behaviour (ASB) to more structural-deviant entrepreneurial enterprises.
Research limitations/implications
The paper calls for more research to be carried out on Merseyside. Limitations would include the omission of young women in each of the three studies.
Practical implications
The practical implications are as follows: a need to focus on the impact of bridging within excluded communities; a need to focus on emphasising that drug dealing is a crime that carries serious consequences, and not a form of work (grafting); a need to focus on young women and criminal involvement; and a need to concentrate on developing strategies that counter the allure and attraction of risk-taking behaviour.
Social implications
The paper addresses the impact of social exclusion and the need for equality to counter young people becoming involved in criminality and gangs as well as adult organised crime groups.
Originality/value
The paper is based on what have been so far the only three in-depth studies carried out on Merseyside.