Lynn Marko and Christina Powell
The Text Encoding Initiative (TEI) standard was developed for the humanities scholars to encode textual documents for data interchange and analytic research. Its header segment…
Abstract
The Text Encoding Initiative (TEI) standard was developed for the humanities scholars to encode textual documents for data interchange and analytic research. Its header segment contains rich tag sets, which can sufficiently support library cataloging practice with AACR2 rules and authority control. Presents a strategy that is currently used by the Making of America (MoA) project for transferring complete MARC data created on the library’s online system to the header of the TEI encoded documents. Also describes the cooperation for achieving this task between the Digital Library Production Services (DLPS) and Monograph Cataloging Division at the University of Michigan Library.
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Vassilios Stouraitis, Mior Harris Mior Harun and Markos Kyritsis
A global reach in exporting has been linked to profitability. The purpose of this paper is to answer the influence of EU regulations on exporting decisions of UK manufacturing…
Abstract
Purpose
A global reach in exporting has been linked to profitability. The purpose of this paper is to answer the influence of EU regulations on exporting decisions of UK manufacturing small- and medium-sized firms (SMEs) by investigating the home and host country-based motivators behind SMEs’ choice to export, and export regionally, within the EU.
Design/methodology/approach
Contrasting the Uppsala and resource-based view perspectives (using a sample of UK independent manufacturing SMEs and utilizing a survey, correlation analysis and factor analysis), the paper finds and describes the effect of the most recurrent motivators from the literature on the SMEs’ decision to export within the EU or not.
Findings
The paper finds that SMEs whose latest international market entry was not in the EU scored significantly higher in the factor scorings for the motivators in the external dimension than participants whose latest entry was in the EU. Several motivators show an association with the choice to export per se. The importance of regionalization to export initiation (and EU membership) within the EU is emphasized in the results.
Research limitations/implications
The sample size is limited.
Practical implications
In the current climate, how can SMEs reduce market research costs for managers by relying solely and proactively on home country and internal advantages and motivators and being more aware of their surroundings? Managers and policymakers can direct their strategy, resources and policy more efficiently according to motivators; internal home country motivators (e.g. strengths of prices of products) direct the SME to overcome inter-regional liability of foreignness, while host country motivators (e.g. legal restrictions in the host country) direct them to regional ventures.
Originality/value
The theoretical and empirical work on the topic, until recently, has been fragmented and inconsistent focusing on specific motivators but not necessarily justifying the selection or origin of variables even less on SMEs.
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Yassine Talaoui and Marko Kohtamäki
The business intelligence (BI) research witnessed a proliferation of contributions during the past three decades, yet the knowledge about the interdependencies between the BI…
Abstract
Purpose
The business intelligence (BI) research witnessed a proliferation of contributions during the past three decades, yet the knowledge about the interdependencies between the BI process and organizational context is scant. This has resulted in a proliferation of fragmented literature duplicating identical endeavors. Although such pluralism expands the understanding of the idiosyncrasies of BI conceptualizations, attributes and characteristics, it cannot cumulate existing contributions to better advance the BI body of knowledge. In response, this study aims to provide an integrative framework that integrates the interrelationships across the BI process and its organizational context and outlines the covered research areas and the underexplored ones.
Design/methodology/approach
This paper reviews 120 articles spanning the course of 35 years of research on BI process, antecedents and outcomes published in top tier ABS ranked journals.
Findings
Building on a process framework, this review identifies major patterns and contradictions across eight dimensions, namely, environmental antecedents; organizational antecedents; managerial and individual antecedents; BI process; strategic outcomes; firm performance outcomes; decision-making; and organizational intelligence. Finally, the review pinpoints to gaps in linkages across the BI process, its antecedents and outcomes for future researchers to build upon.
Practical implications
This review carries some implications for practitioners and particularly the role they ought to play should they seek actionable intelligence as an outcome of the BI process. Across the studies this review examined, managerial reluctance to open their intelligence practices to close examination was omnipresent. Although their apathy is understandable, due to their frustration regarding the lack of measurability of intelligence constructs, managers manifestly share a significant amount of responsibility in turning out explorative and descriptive studies partly due to their defensive managerial participation. Interestingly, managers would rather keep an ineffective BI unit confidential than open it for assessment in fear of competition or bad publicity. Therefore, this review highlights the value open participation of managers in longitudinal studies could bring to the BI research and by extent the new open intelligence culture across their organizations where knowledge is overt, intelligence is participative, not selective and where double loop learning alongside scholars is continuous. Their commitment to open participation and longitudinal studies will help generate new research that better integrates the BI process within its context and fosters new measures for intelligence performance.
Originality/value
This study provides an integrative framework that integrates the interrelationships across the BI process and its organizational context and outlines the covered research areas and the underexplored ones. By so doing, the developed framework sets the ground for scholars to further develop insights within each dimension and across their interrelationships.
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Yassine Talaoui and Marko Kohtamäki
The business intelligence (BI) literature is in a flux, yet the knowledge about its varying theoretical roots remains elusive. This state of affairs draws from two different…
Abstract
Purpose
The business intelligence (BI) literature is in a flux, yet the knowledge about its varying theoretical roots remains elusive. This state of affairs draws from two different scientific communities (informatics and business) that have generated multiple research streams, which duplicate research, neglect each other’s contributions and overlook important research gaps. In response, the authors structure the BI scientific landscape and map its evolution to offer scholars a clear view of where research on BI stands and the way forward. For this endeavor, the authors systematically review articles published in top-tier ABS journals and identify 120 articles covering 35 years of scientific research on BI. The authors then run a co-citation analysis of selected articles and their reference lists. This yields the structuring of BI scholarly community around six research clusters: environmental scanning (ES), competitive intelligence (CI), market intelligence (MI), decision support (DS), analytical technologies (AT) and analytical capabilities (AC). The co-citation network exposed overlapping and divergent theoretical roots across the six clusters and permitted mapping the evolution of BI research following two pendulum swings. This study aims to contribute by structuring the theoretical landscape of BI research, deciphering the theoretical roots of BI literature, mapping the evolution of BI scholarly community and suggesting an agenda for future research.
Design/methodology/approach
This paper follows a systematic methodology to isolate peer-reviewed papers on BI published in top-tier ABS journals.
Findings
The authors present the structuring of BI scholarly community around six research clusters: ES, CI, MI, DS, AT and AC. The authors also expose overlapping and divergent theoretical roots across the six clusters and map the evolution of BI following two pendulum swings. In light of the structure and evolution of the BI research, the authors offer a future research agenda for BI research.
Originality/value
This study contributes by elucidating the theoretical underpinnings of the BI literature and shedding light upon the evolution, the contributions, and the research gaps for each of the six clusters composing the BI body of knowledge.
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Aino Tenhiälä, Anne Linna, Monika von Bonsdorff, Jaana Pentti, Jussi Vahtera, Mika Kivimäki and Marko Elovainio
The aim of this paper is to study age-related differences in how perceptions of two forms of organizational justice, i.e. procedural and interactional justice, are related to…
Abstract
Purpose
The aim of this paper is to study age-related differences in how perceptions of two forms of organizational justice, i.e. procedural and interactional justice, are related to short (i.e. non-certified) spells and long (i.e. medically certified) spells of sickness absence.
Design/methodology/approach
The authors conducted a study on a large sample of Finnish public sector employees (n=37,324), in which they matched employees' 2004 survey data with their records-based sick absences in 2005 and 2006.
Findings
The results suggest that age moderates the association between perceptions of procedural justice and long sickness absences after controlling for gender, tenure, occupational group, work unit, job demands and health behaviors. When older employees experienced a high level of procedural justice, they were 12 percent less likely to miss work due to medically certified illnesses. Overall, older employees were less likely to take short, non-certified sickness absences from work. Finally, the results suggest that high-quality relationships with supervisors can prevent both short and long spells of sickness absence at all ages
Originality/value
The study contributes to the literature on age-related differences in the effects of psychosocial workplace conditions (organizational justice) on employee behavior (absenteeism).
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Robert E. Quinn and Kim S. Cameron
In this chapter, we assume the following: (1) the root cause of most organizational problems is culture and leadership, (2) executives seldom want to deal with these root causes…
Abstract
In this chapter, we assume the following: (1) the root cause of most organizational problems is culture and leadership, (2) executives seldom want to deal with these root causes, (3) because life is uncertain, organizational change is an emergent process, (4) most change processes unfold by reconstructing social reality, (5) the change process is inherently relational, (6) effective change efforts are enhanced by increasing the virtue of the actors, (7) change is embedded in the learning that flows from high-quality relationships, and (8) change agents may have to transcend conventional, economic exchange norms in order to demonstrate integrity and to build trust and openness. Drawing on the field of positive organizational scholarship, we focus on the change agent. We review the literature on self-change and offer several paths for becoming a positive leader.
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Byung Han So, Ji Hyun Kim, Yun Jeong Ro and Ji Hoon Song
The purpose of this paper is to develop a reliable and valid measurement scale of employee engagement that can be used in human resources departments in any industry field.
Abstract
Purpose
The purpose of this paper is to develop a reliable and valid measurement scale of employee engagement that can be used in human resources departments in any industry field.
Design/methodology/approach
This study used the measurement development process with three steps. The first step was to generate items for measuring employee engagement. For this reason, the authors proposed an integrated conceptual model based on the results of a literature review and justify the concepts from self-determination theory and person-environment fit theory as the theoretical foundation. The second step was to determine the types of questions suitable for measurement, examining the content validity. Content validity was conducted two times by the group, academic experts and business practitioners. The last step was to examine the exploratory factor analysis (EFA), confirmatory factor analysis (CFA), multi-group analysis and reliability with 352 survey responses from the South Korean business context.
Findings
Findings of the measurement scale development procedure, i.e. employee engagement, should be managed in a balanced manner in all dimensions, as it is composed of four dimensions (person engagement, work engagement, organization engagement and relation engagement) and 16 sub-factors. Additionally, organization engagement was the major factor among the four dimensions of employee engagement with the highest variance explanation. From the statistical standpoint, the employee engagement scale (EES) is possible to use in any industry field because it demonstrated not only content validity and internal consistency reliability but also the three steps of factor analysis (EFA, CFA and multi-group analysis).
Research limitations/implications
This survey was conducted with an assistant manager located in Korea. Therefore, it will be necessary to analyze both leader and employee engagement for those who live in foreign countries. The EES is useful to leaders and human resource managers because it is applicable to managing engagement levels of employees and fosters customized training programs.
Originality/value
This is the first study to develop measurement tools for employee engagement in South Korea. In addition, most studies demonstrated that individual feeling was valued to drive employee engagement. This research, however, proposes an extended concept of employee engagement for four dimensions (person, work, relation and organization) and emphasizes the important relationship between individuals and colleagues in an organization. Based on these results, a theoretically integrated model of employee engagement was developed and a practically valid measurement tool for capturing comprehensive domains of employee engagement was proposed.
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Sapna Popli and Irfan A. Rizvi
The purpose of this paper is to explore the roles of leadership style and employee engagement (EE) as drivers of service orientation (SO). The competing models approach used in…
Abstract
Purpose
The purpose of this paper is to explore the roles of leadership style and employee engagement (EE) as drivers of service orientation (SO). The competing models approach used in this study examines three models of influence on SO. The first model evaluates the influence of leadership on SO, the second focuses on the influence of EE on SO and the third explores the influence of leadership on SO through EE. The study provides evidence to support that the relationship between leadership styles and SO is impacted by EE. The results suggest that organizations need to develop systems and processes that focus on the employee and EE for definitive service outcomes. At a theoretical level, the paper provides a direction for further exploration of an integrated theory of leadership and engagement to drive SO in organizations.
Design/methodology/approach
This empirical study uses a cross-sectional descriptive design. Hierarchical regression and mediation analysis were applied to process the data that were collected from more than 400 front-line employees from five service sector organizations in the Delhi-National Capital Region (Delhi-NCR) of India using validated instruments.
Findings
The results from this study reveal both direct and indirect relationships among the variables. EE emerged as a critical variable that influences SO of employees. EE partially mediates the transformational leadership style-SO relationship and also the passive-avoidant-SO relationship and it fully mediates the transactional leadership-SO relationship. While all relationships of leadership-engagement, leadership-SO and engagement-SO are significant, the mediating effects accentuate the importance of EE in organizations.
Practical implications
Leadership style on its own has a direct bearing on EE and SO of employees, the three associations are significantly impacted under the mediating influence of EE. With EE emerging as a critical factor, organizations need to ensure engaging behaviors are measured and enhanced throughout the employee-life-cycle including hiring, training, rewarding and managing performance. The results of the study suggest that an integrated approach of developing and inculcating leadership styles that drive EE could be the basis for leadership development programs especially in the service sector organizations.
Originality/value
The originality of the paper is derived from the three variables studied in the context of the sample characteristics (front-line employees, young), industry sector (across service sector) and geographical location (Delhi-NCR-India). Not many empirical studies on these variables are available from the region. The empirical evidence on the influence of EE adds weight to the growing strategic importance of EE in organizations. The research also highlights leadership and EE together influence specific employee attitudes and behavior (SO).