LEE M. TAYLOR and DALE S. PREECE
Control of the rock motion associated with blasting can have significant economic benefits. For example, surface coal mining can be made more efficient if the overburden material…
Abstract
Control of the rock motion associated with blasting can have significant economic benefits. For example, surface coal mining can be made more efficient if the overburden material can be cast further with explosives, leaving less work for mechanical equipment. The final muck pile shape in every type of surface and underground blasting is controlled by the blasting induced motion of the rock. A theoretically sound method of predicting rock motion will be beneficial to understanding the blasting process.
Wayne A. Hochwarter, Ilias Kapoutsis, Samantha L. Jordan, Abdul Karim Khan and Mayowa Babalola
Persistent change has placed considerable pressure on organizations to keep up or fade into obscurity. Firms that remain viable, or even thrive, are staffed with decision-makers…
Abstract
Persistent change has placed considerable pressure on organizations to keep up or fade into obscurity. Firms that remain viable, or even thrive, are staffed with decision-makers who capably steer organizations toward opportunities and away from threats. Accordingly, leadership development has never been more critical. In this chapter, the authors propose that leader development is an inherently dyadic process initiated to communicate formal and informal expectations. The authors focus on the informal component, in the form of organizational politics, as an element of leadership that is critical to employee and company success. The authors advocate that superiors represent the most salient information source for leader development, especially as it relates to political dynamics embedded in work systems. The authors discuss research associated with our conceptualization of dyadic political leader development (DPLD). Specifically, the authors develop DPLD by exploring its conceptual underpinnings as they relate to sensemaking, identity, and social learning theories. Once established, the authors provide a refined discussion of the construct, illustrating its scholarly mechanisms that better explain leader development processes and outcomes. The authors then expand research in the areas of political skill, political will, political knowledge, and political phronesis by embedding our conceptualization of DPLD into a political leadership model. The authors conclude by discussing methodological issues and avenues of future research stemming from the development of DPLD.
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Diagnosing pain and pain inflicting diseases are crucial issues in the health care of individuals with intellectual and developmental disabilities. The purpose of this paper is to…
Abstract
Purpose
Diagnosing pain and pain inflicting diseases are crucial issues in the health care of individuals with intellectual and developmental disabilities. The purpose of this paper is to delineate possible peculiarities in pain perception, characterizing a syndrome-specific spectrum of pain causing diseases as well as particular features of pain expression in Rett syndrome (RTT).
Design/methodology/approach
A selective review of the literature on pain, dolorous disorders and diseases, molecular aspects of pain transduction, pain perception, and expression of painful conditions in RTT was undertaken.
Findings
RTT causing mutations in the methyl-CpG-binding protein 2 (MECP2) have an impact on various endogenous molecules modulating pain transmission. Individuals with RTT are specifically prone to numerous pathological states which can cause pain. By thorough observation/application of proper tools, it is possible to recognize painful states in persons with RTT.
Originality/value
This paper imparts empirical/evidence-based data on pain perception/transmission, possible syndrome-specific causes of pain and pain expression/assessment in RTT, with the objective of promoting the quality of clinical practice in this crucial issue.
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The purpose of this paper is to identify the critical factors that impact knowledge sharing (KS) and their importance in technology-intensive service organizations in the United…
Abstract
Purpose
The purpose of this paper is to identify the critical factors that impact knowledge sharing (KS) and their importance in technology-intensive service organizations in the United Arab Emirates (UAE).
Design/methodology/approach
An extensive literature review was conducted to identify the critical factors for KS in technology-intensive organizations. Then, an analytical hierarchical process (AHP) was applied to prioritize the primary criteria and sub-criteria. This study consists of nine primary criteria and 34 sub-criteria that are relevant to KS in technology-intensive organizations.
Findings
The results show that organizational leadership (OL) is the most important factor that impacts KS in technology-intensive organizations, which is followed by organizational culture (OC), organizational strategy (OSY), corporate performance (CP), organizational process (OP), employee engagement (EE) and organizational structure (OST). According to the results, the least impactful factor is human resource management (HRM).
Research limitations/implications
Because the results in this study were only obtained from service organizations, future studies can include manufacturing organizations from different countries and additional success factors. Future studies could also use structural equational modelling methodology for better understanding the relations among these critical factors for KS.
Originality value
This paper is one of the first in the UAE to examine the broad range of critical success factors for KS in technology-intensive organizations.
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Strategic entrepreneurship (SE) exemplifies the interconnection of strategic management and entrepreneurship, inferring that organisations could yield tremendous wealth by…
Abstract
Purpose
Strategic entrepreneurship (SE) exemplifies the interconnection of strategic management and entrepreneurship, inferring that organisations could yield tremendous wealth by synchronously pursuing advantage- and opportunity-seeking behaviour. This study examines how small and medium-sized enterprises (SMEs) thrive SE by leveraging organisational change forces.
Design/methodology/approach
This study uses a covariance-based structural equation model (CB-SEM) based on 477 key role employees in 95 import and export SMEs in Vietnam.
Findings
SE in SMEs requires organisational change forces, namely leadership, employee engagement and buffering foundation of adaptive culture (AC). In particular, transformational leadership (TL) is beneficial and significantly influences SE behaviour via the mediating role of organisational change commitment. In addition, the adaptable culture of SMEs can serve as a buffer, allowing TL concepts to permeate and transfer to administrative bodies, thereby encouraging SE.
Practical implications
This paper describes why and how SME leaders can make decisions and manage SE to generate a comparative edge. Leaders must understand and assess organisational change forces that play a crucial role in thriving SE, which must pay considerable attention to employees' commitment to change and create an AC.
Originality/value
The findings indicate that achieving SE in SMEs requires a blend of core organisational change forces, such as leadership, cohesive employees and an environment that facilitates adaptation.
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Mijeong Kim and Jinuk Oh
Given that the relationship between proactive personality and turnover intention is not straightforward in the literature, the authors address two research questions focusing on…
Abstract
Purpose
Given that the relationship between proactive personality and turnover intention is not straightforward in the literature, the authors address two research questions focusing on the nursing profession: does proactive personality negatively influence nurses' turnover intention by alleviating their lack of professional recognition? And does a supervisor’s proactive personality act as a boundary condition for the mediating effects of the lack of professional recognition in the link between proactive personality and turnover intentions?
Design/methodology/approach
A moderated mediation model linking proactive personality and turnover intentions was developed and tested on a sample of 579 nurses in 88 work units in general hospitals in South Korea.
Findings
The results of multilevel path analysis reveal that proactive personality has a negative indirect relationship with turnover intention via lack of professional recognition. Additionally, the indirect relationship is strengthened when the supervisor’s proactive personality is low.
Originality/value
These findings provide valuable empirical evidence on the inconclusive relationship between proactive personality and turnover intention by highlighting the role of proactive personality in attenuating the influence of negative occupational factors. Moreover, proactive personality as a boundary condition for the aforementioned relationship was empirically examined.
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Mojtaba Rezaei, Guido Giovando, Shahrbanou Rezaei and Razieh Sadraei
Despite the undoubted role of knowledge in the small family business (FB) in the restaurant and fast-food industry, there are some main challenges in the knowledge-sharing (KS…
Abstract
Purpose
Despite the undoubted role of knowledge in the small family business (FB) in the restaurant and fast-food industry, there are some main challenges in the knowledge-sharing (KS) orientation for promoting their business. This study tries to recognise and explore the drivers influencing these enterprises' KS processes.
Design/methodology/approach
The authors applied combined exploratory and confirmatory analysis in two studies. In the first study, by the Delphi method, the 22 experts consisting of managers, FB owners and academic professors explore and forecast significant items and drivers. The second study is a confirmatory factor analysis (CFA) for validating the first study's indicators using the survey collected amongst 218 restaurants and fast foods employees.
Findings
The findings indicate 23 indicators in three main drivers of individual, organisational and technological, are critical for KS in small FBs in the investigated industry.
Originality/value
This research supports the understanding of knowledge management and the FB and contributes to recognising the influential factors for KS amongst small and medium-sized family businesses in the food-related industry. Also, by identifying and ranking the most significant factors, this research will help entrepreneurs facilitate FB entrepreneurship. Finally, the results provide practical implications for current and future KM and FB decision-makers.
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Antonia Ruiz Moreno, María Isabel Roldán Bravo, Carlos García-Guiu, Luis M. Lozano, Natalio Extremera Pacheco, Ginés Navarro-Carrillo and Inmaculada Valor-Segura
This paper aims to report the findings of a study examining the relationship between different leadership styles and engagement through the mediating role of proactive personality.
Abstract
Purpose
This paper aims to report the findings of a study examining the relationship between different leadership styles and engagement through the mediating role of proactive personality.
Design/methodology/approach
Servant leadership, paradoxical leadership, authentic leadership, employee engagement and proactive personality were assessed in an empirical study based on a sample of 348 military personnel in Spain. The questionnaire data were analyzed through SEM using EQS and bootstrapping analysis using the PROCESS macro for SPSS.
Findings
The results reveal that servant leadership style in officers partially impacts their cadets' engagement through proactive personality but that authentic and paradoxical leadership styles do not mediate the relationship. The authors also verify a direct relationship between proactive personality and engagement.
Practical implications
The study implications advance the literature on leadership in emphasizing new leadership styles to increase proactive personality and engagement in the military context. This study verifies the importance of military leaders fostering servant leadership as an antecedent of proactive personality. Finally, the authors show that servant leadership partially impacts engagement through proactive personality.
Originality/value
This study explores the relationship among servant, paradoxical and authentic leadership styles, proactive personality, and engagement – relationships that have not been explored theoretically and tested empirically in the military context.
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Swati Rohatgi and Navneet Gera
The purpose of this study is to identify and assess the role of predictors to women’s economic empowerment (WEE). Moreover, the mediating role of digital banking usage (DBU…
Abstract
Purpose
The purpose of this study is to identify and assess the role of predictors to women’s economic empowerment (WEE). Moreover, the mediating role of digital banking usage (DBU) between financial literacy (FL) and WEE is empirically tested. The study also examines the moderation effect of educational level (EL) and employment sector (ES) on WEE.
Design/methodology/approach
Using a mixed-method approach, a comprehensive questionnaire was used to collect data of 482 women working in the formal ESs of Delhi-NCR. Partial least square structural equation modeling using SmartPLS-4 was used to test the explanatory and predictive power of the proposed model. This was followed by semi-structured interviews to collect qualitative data from 14 respondents.
Findings
The results present the following important findings: first, DBU, FL, women’s agency (WA) and workplace human resource policies (HR) significantly impact WEE, whereas government support (GS) and FL significantly impact DBU; second, DBU significantly mediates the relationship between FL and WEE; and third, ES significantly moderates the relationship between DBU and WEE.
Practical implications
This research also shares significant findings for practitioners and organizations by holistically identifying factors affecting WEE. These findings apply to both the human resource department of the employment sectors and the management of the banking sector.
Originality/value
The present study adds value to the scarce literature on the impact of DBU on WEE and highlights the mediating role of DBU along with the moderation effect of EL and ES. The study model incorporates novel constructs that impact WEE and offers new insights to various stakeholders in enhancing WEE. In addition, qualitative method was used to complement the quantitative findings.
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Natalie Todak and Janne E. Gaub
The purpose of this paper is to examine individual-level factors related to police body-worn camera (BWC) acceptance.
Abstract
Purpose
The purpose of this paper is to examine individual-level factors related to police body-worn camera (BWC) acceptance.
Design/methodology/approach
Surveys were completed by 119 officers from one northwestern police agency a year after BWC deployment. Relationships between demographics, job characteristics, cultural attitudes, organizational justice perceptions and BWC acceptance were examined.
Findings
Supervisors, as well as officers who had worn BWCs longer, worked the most active patrol shifts, and viewed their supervisors as critical, reported more BWC acceptance. Other indicators of culture and organizational justice were not significant.
Originality/value
BWCs offer many benefits, but to realize these outcomes officers must accept and use the technology. Research shows wide variations in officer acceptance of BWCs. These findings suggest some officers view BWCs as helpful in dealing with job stressors, including supervisory responsibilities, high volumes of calls and critical supervisors, and tend to grow more accepting of them over time.