Theo van der Voordt, Iris Bakker and Jan de Boon
Studies on color preferences for different types of spaces are scarce and show ambiguous results. This paper aims to present data about preferred colors for two work environments…
Abstract
Purpose
Studies on color preferences for different types of spaces are scarce and show ambiguous results. This paper aims to present data about preferred colors for two work environments: the office and a meeting room, and two residential spaces: the living room and the bedroom. The authors also explore whether people with different personal characteristics of gender, age, education and type of person have different color preferences.
Design/methodology/approach
The data were collected by means of a questionnaire that was distributed among 1,077 Dutch people.
Findings
The color white was most frequently mentioned as the preferred color, by 32-44 per cent of all male respondents and 28-38 per cent of all female respondents, dependent on type of space. The choice “no color preference” rated high as well: by 11-22 per cent of men and 7-22 per cent of women. Preferred colors showed to be significantly different for different types of spaces, males and females, different age groups, level of education and type of person.
Research limitations/implications
The research took place in the Netherlands, so only Dutch color preferences have been collected. Due to the many influencing factors, only a selection of the conceptual model could be empirically tested.
Practical implications
Information about color preferences for different types of spaces can support clients, end users and (interior) architects to create environments that people like, which may influence peoples’ well-being in a positive way. It is suggested to apply colors in the built environment more like nature shows.
Originality/value
Until now, no information was available about color preferences for different types of spaces in connection with different types of personalities.
Details
Keywords
Iris Bakker, Theo J.M. van der Voordt, Jan de Boon and Peter Vink
The purpose of this paper is to establish the influences of the colours red and blue on perceived well being, social cohesion and productivity in complex real life work conditions…
Abstract
Purpose
The purpose of this paper is to establish the influences of the colours red and blue on perceived well being, social cohesion and productivity in complex real life work conditions during regular meetings.
Design/methodology/approach
In total, seven regular government teams held seven regular meetings in red, blue and reference meeting rooms. In literature it is often mentioned that red is a warm and blue a cool colour. To be able to test the warmth and coldness effects the authors have amplified the warm and cold qualities with light colour and colour of the table top desk. The employees were asked to complete questionnaires concerning perceived well being, social cohesion and productivity. In total, 52 subjects completed three questionnaires, at the start, the end and two or three days after the meeting. Data were analysed with SPSS 16.
Findings
The findings did not show any effects of the red and blue environment on perceived well being, social cohesion and productivity. The authors assume the processes in real life work situations are too complex to measure influences.
Research limitations/implications
The research focuses on individual perceptions and did not measure actual well being, social cohesion and productivity.
Practical implications
Practical implications are that statements frequently mentioned in literature concerning influences of red and blue might be not valid in real life meeting settings. New ways of testing the impact of colours should be reconsidered. Because lab situations are too simplified and artificial, the authors suggest testing influences of colour in an isolated setting in relation to art.
Originality/value
The originality of this research concerns testing colour influences in complex real life work settings, such as meetings.
Details
Keywords
Lena Boons, Petra Habets, Leen Cappon and Steven Degrauwe
In Belgium, mentally ill offenders often spend extended periods in forensic psychiatric hospitals, where restrictive living conditions can affect their quality of life (QoL). QoL…
Abstract
Purpose
In Belgium, mentally ill offenders often spend extended periods in forensic psychiatric hospitals, where restrictive living conditions can affect their quality of life (QoL). QoL is a key factor in these settings, influencing both short- and long-term recidivism risks. Despite its significance, research on QoL in Belgian forensic psychiatry is scarce. Internationally, studies highlight that the sexuality domain tends to score lower than other QoL areas. This study aims to explore QoL in forensic psychiatry with a particular focus on the sexuality domain.
Design/methodology/approach
This cross-sectional, observational study involved 275 male forensic psychiatric patients, all found not guilty by reason of insanity and under court-ordered psychiatric treatment. Patients resided in either treatment units or long-term forensic care units. Data were analyzed using R Studio.
Findings
Patients in medium-security units in Flanders reported the lowest satisfaction in the sexuality domain compared to other QoL areas. Additionally, overall QoL declined with longer stays in forensic psychiatric care.
Practical implications
The study underscores the need for clear policies regarding sexuality in forensic psychiatric settings. Integrating sexuality and sexual health assessments into routine evaluations is recommended. Future research should explore long-term QoL changes while investigating the impact of sexuality policies and considering gender and cultural differences. Collaboration between forensic institutions is key to improving data collection, while staff training on addressing sexuality is essential. Including patients in policy development and promoting their sexual health rights will help create a more inclusive environment.
Originality/value
To the best of the authors’ knowledge, this is the first study to pool data from three forensic medium-security units in Flanders, providing new insights into QoL in Belgian forensic psychiatry.
Details
Keywords
It is probably well known to the majority of educated Englishmen that in the United States of America two kinds of Government exist side by side, and are jointly responsible to…
Abstract
It is probably well known to the majority of educated Englishmen that in the United States of America two kinds of Government exist side by side, and are jointly responsible to the people for the conduct of the external and internal relations of the Republic. These two forms of government are represented by the Federal Government and by the several governments of the different States of the Union.
Jenny Sok, Robert Jan Blomme, Melanie De Ruiter, Debbie Tromp and X.D. Lub
This paper aims to investigate the relationship between home-to-work spillover, measured as positive and negative home–work interference (HWI) and turnover intentions, as well as…
Abstract
Purpose
This paper aims to investigate the relationship between home-to-work spillover, measured as positive and negative home–work interference (HWI) and turnover intentions, as well as the mediating role of perceptions concerning training and development practices.
Design/methodology/approach
Data were collected among 418 respondents who were working at two business schools. A confirmative structural equation modeling analysis was conducted for the analysis.
Findings
As expected, positive HWI showed negative relationships with turnover intentions, while negative HWI related positively to turnover intentions. Training and development practices mediated the relationship between positive HWI and turnover intentions; the mediation effect was stronger for women than it was for men. Training and development practices did not mediate the relationship between negative HWI and turnover intentions, however.
Practical implications
The outcomes suggest that helping employees to balance their work and home lives can be beneficial for employees, as well as for employers in terms of reducing turnover intentions.
Originality/value
As contributions, additional insight into the relationship between positive and negative non-work factors and turnover intentions by examining the ways in which both positive as well as negative HWI are related to turnover intentions. Furthermore, the research considers the mediating role played by perceptions concerning human resource (HR) practices, and particularly training and development practices as perceived by the employee, in the relationship between positive and negative HWI and turnover intentions.
Details
Keywords
Edward Boon, Philip Grant and Jan Kietzmann
Sometimes consumers express their enthusiasm for a brand by creating brand extensions, products or services in new categories that are closely affiliated with the “parent” brand…
Abstract
Purpose
Sometimes consumers express their enthusiasm for a brand by creating brand extensions, products or services in new categories that are closely affiliated with the “parent” brand. This paper aims to examine the positive or negative impact that consumer-generated brand extensions (CGBEs) can have on brand image and revenue, and the options that companies have available to deal with them.
Design/methodology/approach
The paper presents a case study of the collectible strategy card game – Magic: The Gathering – and discusses how the company responded to five different brand extensions that were created by players. This case study was used to develop a framework that allows managers to evaluate CGBEs based on their benefits and risks and to select an appropriate response.
Findings
Four possible responses were identified: challenge, criticize, commend and catalyze. Which of these responses is appropriate for companies depends on whether the CGBE has a positive or negative impact on the brand image and revenue and whether this impact is large enough to merit an active response.
Originality/value
This study shows that it is essential for managers to understand how to evaluate CGBEs. Managed properly, they can improve product usage, help generate new customers and have a positive impact on revenue and brand image. However, CGBEs can also have a negative effect, in particular if they are substitutes for the original product.
Details
Keywords
Zhilong Tian, Yuanqiong He, Changxu Zhao and Guangxi Yi
Compared with the fierce price competition in 1998, the well‐order price competition is witnessed in Chinese iron and steel industry now and the pricing behaviors of steel firms…
Abstract
Compared with the fierce price competition in 1998, the well‐order price competition is witnessed in Chinese iron and steel industry now and the pricing behaviors of steel firms also follow the certain rules. Based on the methods of collecting the secondary data and interviewing, this paper examines the pricing behaviors of firms to explain the how Chinese steel firms make their pricing decisions and maintain the well‐order competitive relationship among them. The authors found out that (1) most Chinese steel companies adopt a kind of strategic perspective in their pricing decision making, in which understanding of the market trend and the close attention to their competitors are both important; (2) there obviously exists price leader and followers in Chinese iron and steel industry, and the relationship between price leader and followers is relatively stable and the factor behind this phenomenon is the existence of a kind of informal platform of communication among competitors, government and trade associations.
Details
Keywords
Malcolm Salter and Wolf Weinhold
A number of factors ranging from economic conditions to managerial self‐interest have contributed to today's unprecedented merger boom. But the tide may be turning as the public…
Abstract
A number of factors ranging from economic conditions to managerial self‐interest have contributed to today's unprecedented merger boom. But the tide may be turning as the public policy debate over mergers heats up. Most scenarios show a long‐range drop in merger activity. However, the need for an informed, rational national policy on mergers remains.
This paper determines and analyses criteria for top executives to use in appraisal systems to promote ambidextrous leadership, enhancing the organization's ability to identify…
Abstract
Purpose
This paper determines and analyses criteria for top executives to use in appraisal systems to promote ambidextrous leadership, enhancing the organization's ability to identify persons who can lead ambidextrously or determining the development potential of existing top executives.
Design/methodology/approach
Using a theoretical-conceptual, triangulated approach, the investigation in this paper examines the requirements for top executives to lead ambidextrously. In a subsequent review and frequency analysis, the specific attributes/behaviours a top executive should possess are examined. Analysis of the application of these appraisal criteria is theoretical.
Findings
The criteria listed in this paper (e.g. ambition, courage, vision) can be used to foster ambidextrous leadership when hiring or evaluating performance. These and/or the criteria already existing in an organization should be classified in one of the two categories presented (1. one-dimensional criteria: differentiation between exploration/exploitation is not necessary; 2. multidimensional criteria: differentiation between exploration and exploitation, opening and closing leadership, and first- and second-order changes is necessary) to differentiate the criteria and thereby illuminate their application in the areas of exploration and exploitation. Thus, a corresponding assessment of applicants and/or job holders for ambidextrous leadership is possible.
Originality/value
This theoretical analysis contributes to the literature on top executives' recruitment, performance management, career and succession planning, focusing on ambidextrous leadership and organizational development by elucidating a differentiated concept for appraisal criteria so that the right person can be appointed to the top executive position or assigned to the necessary personnel development programme. Thus identified, a top executive may be positioned to maintain, improve or install ambidextrous leadership and practice in an organization.