Katerina Ivanov and Julia Jiang
The purpose of this paper is to test empirically the impact of asset securitization and sale activities as well as the holdings of sub-prime related securitized products on the US…
Abstract
Purpose
The purpose of this paper is to test empirically the impact of asset securitization and sale activities as well as the holdings of sub-prime related securitized products on the US bank holding companies’ (BHC) exposure to systemic risk.
Design/methodology/approach
This paper adopts a robust econometric method to estimate the conditional value-at-risk as a measure of BHCs' institutional sensitivity to market crushes. Using the data over the period of 2004-2016, the study also uses OLS with robust standard errors and panel estimation with random effects as two alternative estimation techniques to assess the impact of securitization activities on the sensitivity of BHCs to systemic risk.
Findings
Residential mortgage and other forms of securitization activities are positively related to an increase in the US BHCs' sensitivity to systemic distress. The significant cross effects of both securitized loans and holdings of securitized products play a crucial role in determining risks in financial sector.
Originality/value
This study contributes to the empirical literature on the effects of securitization on BHCs' risk exposures in several ways. First, the paper considers the complexity of the bank's risk profile; it focuses on BHCs' individual sensitivity to systemic distress and its dependence on the size of securitization and assets sold activities considering both supply and demand sides of securitization. Second, the time horizon under investigation sheds a light on the relationship between securitization and banks' risk exposures including the pre-crisis, crisis and post-crisis periods.
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Sabine Einwiller, Christopher Ruppel and Julia Stranzl
Based on social exchange theory, the study examines the influence of informational and relational internal communication on cognitive and affective responses and job engagement…
Abstract
Purpose
Based on social exchange theory, the study examines the influence of informational and relational internal communication on cognitive and affective responses and job engagement during organizational crises caused by the COVID-19 pandemic.
Design/methodology/approach
Data were collected by means of an online survey among people working in organizations with a minimum of 10 employees (N = 1,033) and analyzed using structural equation modeling.
Findings
Results show that informational and relational communication as organizational resources have a significant but distinct influence on how employees support their employer during the crisis. While informational communication influences employees' acceptance of managerial decisions, relational communication exerts most influence on affective commitment, which is the strongest driver of job engagement.
Research limitations/implications
The cross-sectional design, specific crisis situation and geographic location are limitations of the study.
Practical implications
Delivering relevant information to employees quickly and reliably is important. Yet, relationship-oriented communication that demonstrates appreciation and allows for participation has even stronger effects on job engagement, which is essential to mastering challenges arising from a crisis.
Social implications
During the COVID-19 pandemic, organizations demanded much from their employees. In exchange, organizations should provide the resources information, status and love (Foa and Foa, 1980) by means of internal crisis communication.
Originality/value
The study demonstrates the role of different types of internal communication during organizational crises used to convey organizational resources, and it highlights the mediating role of acceptance and commitment to enhance employees' engagement at work.
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Julia A. Fehrer and Liliana L. Bove
The purpose of this paper is to develop a holistic understanding for the shaping of resilient service ecosystems that considers tactics that act as stabilizing forces, and tactics…
Abstract
Purpose
The purpose of this paper is to develop a holistic understanding for the shaping of resilient service ecosystems that considers tactics that act as stabilizing forces, and tactics that promote diversity and change and act as destabilizing forces – both central for service ecosystems to bounce forward in times of crises and beyond.
Design/methodology/approach
This conceptual paper draws on theory on complex adaptive service ecosystems and work on organizational resilience and resilient systems. With a focus on Australia and New Zealand, stalwarts of the top three economies in Bloomberg’s COVID Resilience Ranking before the arrival of the Delta variant, this study illustrates how resilient service ecosystems can be shaped.
Findings
This study explicates complexity related to navigating service ecosystems toward a new order in response to the pressures of major crises. It points to the importance of understanding both, how service ecosystems stabilize and change over time. It documents a portfolio of tactics that service organizations can use to influence resilience in the service ecosystems of which they are part. It further reflects on the potential downside of resilient service ecosystems, as they tilt toward rigid structures, failure to learn and an inability to transform or alternatively chaos.
Originality/value
Service research has made progress in explicating how a service ecosystems perspective can inform crises management. This paper extends this work and explains how service ecosystems can be shaped to bounce not only back from the imposed pressures of a disruptive event but also forward toward a new order.
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Maria Júlia Menezes-Firmino, Luciana Hazin Alencar and Svetlana Olbina
This research purpose was to develop a Value-Focused Thinking (VFT)-based framework for implementing an Agile-BIM in public institutions in Brazil. The framework is used for…
Abstract
Purpose
This research purpose was to develop a Value-Focused Thinking (VFT)-based framework for implementing an Agile-BIM in public institutions in Brazil. The framework is used for structuring an action plan for implementing the Agile-BIM.
Design/methodology/approach
The methodology used to structure the Agile-BIM implementation framework is based on the VFT method, which enables a decision-maker’s strategic, fundamental and means-end objectives for the context analyzed to be more easily identified and better understood. The network developed shapes the decision context, shows possible paths toward achieving the fundamental objectives and guides the institution under study on the implementation process. Based on the networks of two decision-makers and the implementation factors identified, the Agile-BIM implementation framework is proposed.
Findings
The study developed an Agile-BIM implementation framework that provides guidance for creating an Agile-BIM implementation plan in a public sector construction project and supports decision-making, in addition to clarifying the decision context for decision-makers and other actors involved. The framework consists of three main dimensions: “Project Stakeholder,” “Technology Infrastructure” and “Standardization and Procedures.” Each dimension comprises several factors that contribute to the Agile-BIM implementation process. The findings show that a structured approach to Agile-BIM implementation can support institutions in achieving a smooth and structured transition to BIM usage, thereby ensuring enhanced performance and compliance with legal requirements.
Practical implications
The proposed framework can support the assessment of organizational needs and serves as a basis for guiding the implementation of Agile-BIM in public institutions. This framework for Agile-BIM implementation can guide other public institutions in formulating their action plans for implementing Agile-BIM. The framework demonstrates potential for being applicable in different contexts and being able to adapt to these. It can be transferred to other emerging and/or developing countries that are seeking to embrace Agile-BIM while considering the requisite adjustments inherent to each organization.
Originality/value
The originality of this study lies in addressing the implementation of BIM in the public sector as a decision problem and using the values of the manager who is in charge in the institution to structure the Agile-BIM implementation, based on the VFT method. Furthermore, it proposes an implementation framework that integrates agile methodologies and BIM, known as Agile-BIM.
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Christopher Ruppel, Julia Stranzl and Sabine Einwiller
The study focuses on the negative implications that an organizational crisis can have for individual employees. Specifically, it considers job-related uncertainty, negative…
Abstract
Purpose
The study focuses on the negative implications that an organizational crisis can have for individual employees. Specifically, it considers job-related uncertainty, negative emotions (anxiety and frustration) and job disengagement. Through the lens of the social exchange theory, it is argued that internal crisis communication needs to provide sufficient socioemotional resources to their employees in order to mitigate these negative outcomes. In particular, the study argues for internal crisis communication that fosters organizational transparency and organizational support to achieve these mitigating effects.
Design/methodology/approach
An online survey among employees in Austria was administered one year after the outbreak of the COVID-19 pandemic – this specific crisis context particularly evoked job-related uncertainty and negative emotions which are considered relevant drivers of job disengagement. The hypotheses were tested using structural equation modeling based on a sample of N = 410.
Findings
Results show that employees' perceptions of job-related uncertainty are strongly linked to job-related anxiety and frustration; job-related frustration, in turn, strongly influences job disengagement. Overall, employees' perceptions of organizational transparency and organizational support contribute both to prevent the risk of job disengagement; however, the processes how these effects evolve differ. Whereas organizational transparency works on the cognitive level via a reduction of employees' perceptions of uncertainty, organizational support shows its effect on the emotional level through a reduction of job frustration.
Originality/value
The study contributes to the scarce research on how internal crisis communication can address employees' uncertainty, negative emotions and job disengagement during a crisis. Moreover, despite the lack of organizational responsibility for creating the crisis, the study emphasizes organizational accountability to respond to the needs of its employees to mitigate negative effects.
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Mohammed Aboramadan, Julia Barbar, Wasim Alhabil and Hussam Alhalbusi
Building on the theories of social learning and social information processing, this paper aims to examine the effect of green servant leadership (GSL) on green voice behavior…
Abstract
Purpose
Building on the theories of social learning and social information processing, this paper aims to examine the effect of green servant leadership (GSL) on green voice behavior among staff working in Qatari higher education. In this relationship, the climate for green initiative (CFGI) was used to act as a mediating mechanism.
Design/methodology/approach
Data in this study were collected from 275 staff working in Qatari higher education. Structural equation modeling was used to analyze the data.
Findings
The results suggest that GSL positively influences green voice behavior, whereas CFGI mediated this link.
Practical implications
The results can be beneficial to higher education pertaining to the importance of GSL in generating positive green behaviors such as green voice behavior. Furthermore, the results highlight the significant role CFGI plays in motivating such behaviors.
Originality/value
To the best of the authors’ knowledge, this is the first study that examines the link between GSL and green voice behavior in the higher education context. Furthermore, research on CFGI has received limited attention so far.
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Julia Nieves and Javier Osorio
The purpose of this paper is to examine the implementation of a set of commitment-based HR practices and explores their impact on three categories of organizational outcomes.
Abstract
Purpose
The purpose of this paper is to examine the implementation of a set of commitment-based HR practices and explores their impact on three categories of organizational outcomes.
Design/methodology/approach
Cross-sectional study based on a survey. Multiple regression analysis was applied to test the hypotheses proposed.
Findings
The results show that commitment-based HR practices make up a system that presents internal consistency and favours HR performance and operational outcomes, as well as contributing to financial outcomes through the mediator role of innovation.
Research limitations/implications
The HR practices were measured based on the perception of only one informant per company, normally the manager.
Practical implications
This study makes it possible to draw relevant conclusions in a sector (hotel industry) that lacks references about the role of a system of commitment-based HR practices in achieving organizational outcomes. The use of a sample of homogeneous firms provides managers with valuable and specific information about the sector that can foster the adoption of commitment-based HR practices by hotel firms.
Originality/value
This paper contributes to better know how HR practices based on commitment foster employees’ willingness to engage in the strategic objectives established by the organization from the systems perspective. Furthermore the research contributes to the understanding of these practices in an important economic industry, such as it is the hospitality sector, in which research had traditionally placed little emphasis on this kind of analysis.
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Marius Rutkevičius, Jimmy Dong, Darren Tremelling, Julia Viertel and Samuel Beckford
Low friction polymer coatings able to withstand high loadings and many years of continuous operation are difficult to formulate at low cost, but could find many applications in…
Abstract
Purpose
Low friction polymer coatings able to withstand high loadings and many years of continuous operation are difficult to formulate at low cost, but could find many applications in industry. This study aims to analyze and compare friction and wear performance of novel polydopamine/polytetrafluoroethylene (PDA/PTFE) and traditional tin Babbitt coatings applied to an industrial journal bearing.
Design/methodology/approach
This paper tested PTFE based coating, co-deposited with PDA, a biopolymer allowing sea mussels to adhere to ocean rocks. This coating was deposited on flat steel substrates and on a curved cast iron hydrodynamic journal bearing surface. The flat substrates were analyzed with a tribometer and an optical microscope, while the coated bearing liners were tested in an industrial laboratory setting at different speeds and different radial loads.
Findings
PDA/PTFE coating showed 2-3 times lower friction compared to traditional tin Babbitt for flat substrates, but higher friction in the bearing liners. PDA/PTFE also showed considerable wear through coating delamination and abrasion in the bearing liners.
Research limitations/implications
Five future modifications to mitigate coating flaws are provided, which include modifications to coating thickness and its surface finish.
Originality/value
While the novel coating showed excellent results on flat substrates, coating performance in a large scale bearing was found to be poor. This study shows that coating preparation needs to be improved to avoid frictional losses and unwanted damage to bearings. We provide several routes that could improve coating performance in industrial applications.
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Julia Muehlhausen, Daniel Spurk, Andreas Hirschi and Anita Sandmeier
Organizational embeddedness of employees who are experiencing their work as a calling is of high relevance. Understanding what promotes staying in organizations can provide…
Abstract
Purpose
Organizational embeddedness of employees who are experiencing their work as a calling is of high relevance. Understanding what promotes staying in organizations can provide benefits for individuals with a calling while at the same time helping organizations to retain those valuable employees. Therefore, the purpose of this study was to investigate how and when experiencing work as a calling relates to organizational embeddedness (OE). Based on assumptions from the theory of work adjustment (TWA), the authors hypothesized a conditional effects model with feedback from others and role clarity as moderating variables.
Design/methodology/approach
For this longitudinal study, the authors collected data at two measurement time points (N = 553). To tests the hypotheses, the authors performed hierarchical regression analysis. Additionally, the authors conducted simple slope tests to calculate the effects of calling on OE, depending on the different levels of the moderators.
Findings
The results indicated that higher levels of experiencing a calling are associated with higher levels of OE 18 months later while controlling for the initial levels of OE. Additionally, the moderation analysis revealed that feedback from others and role clarity strengthened the relationship between experiencing a calling and OE. Interestingly, for individuals with low feedback from others and low role clarity, experiencing a calling was not related to OE.
Originality/value
Addressing recent research calls that highlight more research on boundary conditions and diverse theoretical perspectives, this study contributes to the literature on calling and organizational retention and provides a more individual and career-related view of potential predictors of OE.
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Miriam Marie Sanders, Julia E. Calabrese, Micayla Gooden and Mary Margaret Capraro
Research has shown that science, technology, engineering and mathematics (STEM) self-beliefs and enjoyment are critical factors for predicting female students’ persistence in STEM…
Abstract
Purpose
Research has shown that science, technology, engineering and mathematics (STEM) self-beliefs and enjoyment are critical factors for predicting female students’ persistence in STEM degrees and careers. Studies have shown the positive effects of informal STEM learning experiences on female students’ self-beliefs. However, with the rise of all-female STEM learning experiences, such as summer camps, considering the potential advantages and disadvantages of co-ed options is important. Further, prior STEM education research has focused on sex differences in students’ self-efficacy and STEM career interests. Our study aims to examine within sex differences in secondary, female students (n = 104) who attend either a co-ed STEM camp or a same-sex STEM camp.
Design/methodology/approach
To examine potential differences, we conducted independent sample t-tests.
Findings
Results of the study include statistically significant differences in mathematics and science self-efficacy as well as STEM career interest after participating in their respective camps.
Originality/value
Further, prior research in STEM education has focused on between sex differences in students’ self-efficacy and STEM career interest.