An effective measurement of library leadership is crucial to understanding the current state of library leadership and to developing library leaders. This study sought to…
Abstract
Purpose
An effective measurement of library leadership is crucial to understanding the current state of library leadership and to developing library leaders. This study sought to validate and measure the reliability of the Martin Library Leadership survey.
Design/methodology/approach
This survey is based on the Martin Library Leadership Definition, an evidence-based definition of library leadership. The first version of the survey consisted of 28 questions plus questions on respondent and library leader demographics. Each question measured one of the three components of the definition. This version of the survey was distributed to multiple ALA listservs and after analysis 16 items were removed. The resulting 12 question version of the survey was sent to the same ALA listservs and completed by 291 librarians and library staff from various library types and library work areas. The responses were analyzed using SPSS.
Findings
Exploratory factor analysis found three factors that align with the three components of the Martin Library Leadership Definition, and questions loaded in their expected factors at least 0.7. Cronbach's alpha was used to determine internal consistency. The alpha for the entire survey was 0.956. The Martin Library Leadership survey was validated and found to be reliable.
Originality/value
The results of this study provide strong and consistent evidence the Martin Library Leadership survey is valid and can be used in further library leadership research and professional development.
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David S. Martin, Ryan Howell, Christopher Newman and Kelly Martin
The purpose of this paper is to validate a shortened measure of consumers’ satisfaction with the service quality at sporting events. The scale's ability to predict both customer…
Abstract
Purpose
The purpose of this paper is to validate a shortened measure of consumers’ satisfaction with the service quality at sporting events. The scale's ability to predict both customer satisfaction and future behavioral intentions is also measured.
Design/methodology/approach
The measure, entitled Eventserv‐Short, was tested across the five most popular American sports and across two levels (collegiate and professional). An online survey was utilized with a total of 854 respondents.
Findings
Results showed that Eventserv‐Short is a reliable and valid measure of satisfaction with service quality that is invariant across various sporting events; also, Eventserv‐Short predicts overall customer satisfaction and future behavioral intentions.
Originality/value
The paper's importance is demonstrated by the measure's consistent performance across the different types of sports and settings. Further, these results show that researchers and managers can now more quickly, reliably, and accurately measure consumers’ satisfaction with the service quality they perceive while attending sporting events.
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This study aims to use university patent and regional economic data to investigate the current and future impact of university innovation, measured using multiple variables, on…
Abstract
Purpose
This study aims to use university patent and regional economic data to investigate the current and future impact of university innovation, measured using multiple variables, on real economic productivity.
Design/methodology/approach
Using university patent and regional economic data, regression models are built to determine the impact of university innovation on current and future regional economic performance.
Findings
The findings demonstrate that university innovation generates sustained impact on economic performance, but by itself, is insufficient in driving economic performance; and different measures of university innovation have different degrees of impact. University innovation makes up a small, albeit significant, proportion of the drivers of economic performance.
Research limitations/implications
There are four implications. First, developing countries can leverage university–industry collaborations for economic growth. Second, innovation management must encourage continuous university innovation for sustainable economic productivity. Third, Science, Technology, Engineering and Mathematics (STEM) and non-STEM innovation warrant attention. Fourth, successful innovation policies should be tailored to their unique societal contexts.
Originality/value
Although innovation is a driver of economic performance, there is a lack of studies that focus specifically on universities, operationalize performance using gross domestic product measures and take into account impact lags by exploring universities’ current and future impacts.
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This chapter examines the long-run behavior of real food prices and the impact of food prices on poor and vulnerable households. It also examines the price policy responses of…
Abstract
Purpose
This chapter examines the long-run behavior of real food prices and the impact of food prices on poor and vulnerable households. It also examines the price policy responses of governments to high and volatile food prices, and the impact of food prices and policies on the poorest in the society.
Methodology/approach
We focus on the impacts of food price changes on individual households, particularly on those living near the poverty line using the standard World Bank measure of poverty at US$1.25 per day in purchasing power.
Findings
We found that the effect of an exogenous increase in food prices typically raises poverty in the short run when many poor households are net buyers of grain and wage rates do not have time to fully adjust. In the long run, higher food prices increase food output and raise the wage rates of poor households from unskilled off-farm labor. The end result is that higher food prices can contribute to long-run poverty reduction.
Practical implications
Combining the impact of the price changes and government policy responses allows an assessment of the overall impact of higher world food prices on poverty.
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Nico Martins and Hester Nienaber
The purpose of this paper is twofold: first, to investigate the influence of time on the results of the dimensions of employee engagement; and second, to determine whether there…
Abstract
Purpose
The purpose of this paper is twofold: first, to investigate the influence of time on the results of the dimensions of employee engagement; and second, to determine whether there are any significant differences between the levels of engagement of the different demographic groups, so as to determine specific future interventions to improve employee engagement.
Design/methodology/approach
This study adopted a quantitative approach employing a survey which used a questionnaire to collect data from the same convenience sample, over a three-year period. The differences were tested by measuring change through an analysis of variance.
Findings
Three dimensions, namely, team commitment, team orientation and organisational strategy and implementation were significantly higher in the third than first period. Africans and respondents on lower job grades reported significantly lower levels of engagement than white respondents and top management.
Research limitations/implications
The limitation of the study is the low participation rate of some groups.
Practical implications
Top management can foster engagement in addition to introducing effective interventions, based on sound measurement, to improve employees’ engagement levels.
Social implications
Engaged employees are happy/healthy, which can be expected to spill over to their lives outside of the workplace and thus favourably influence society.
Originality/value
Limited longitudinal research in connection with employee engagement is published. This study provides evidence of a valid barometer for a multicultural, developing economy, against which employee engagement can be measured.
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Jenell L.S. Wittmer, James E. Martin and Amanuel G. Tekleab
This study extends previous literature on social exchange by investigating the mediating effects of leader‐member exchange on the relationship between procedural justice, job…
Abstract
This study extends previous literature on social exchange by investigating the mediating effects of leader‐member exchange on the relationship between procedural justice, job attitudes and turnover in a unionized setting. Past research has shown that procedural justice and subordinate/supervisor exchanges are related to job attitudes and turnover. These relationships have normally been studied in non‐union settings, in which union contextual variables are not considered. The current study uses hierarchical linear modeling to test theoretical models of these relationships in a unionized setting, where procedures and managerial treatment are more clearly defined and regulated. Results reveal that both procedural justice and leader‐member exchange are related to organizational commitment and job satisfaction and leader‐member exchange is related to actual turnover. Leadermember exchange partially mediates the relationship between procedural justice and these job attitudes after accounting for the effects of union commitment (at the individual level) and union‐management relations (at the store level). From a managerial perspective, our results emphasize the importance of proper selection, training and performance appraisal of supervisors, with treatment and support of employees as a main focus.
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Pei-Chi Kelly Hsiao, Mary Low and Tom Scott
This paper aims to examine the extent to which performance indicators (PIs) reported by New Zealand (NZ) higher education institutions (HEIs) correspond with accounting standards…
Abstract
Purpose
This paper aims to examine the extent to which performance indicators (PIs) reported by New Zealand (NZ) higher education institutions (HEIs) correspond with accounting standards and guidance and the effects issuance of principles-based authoritative guidance and early adoption of Public Benefit Entity Financial Reporting Standard 48 (PBE FRS 48) have on the PIs disclosed.
Design/methodology/approach
Using a content analysis index derived from accounting standards and guidance, we conduct a longitudinal assessment of the 2016 and 2019 statements of service performance published by 22 NZ HEIs.
Findings
The PIs reported extend beyond the service performance elements proposed by standard-setters. Despite few indicators on intermediate and broader outcomes, the measures disclosed by HEIs are reflective of their role in the NZ economy and the national Tertiary Education Strategy. The results show that principles-based authoritative guidance and early adoption of PBE FRS 48 influence the focus and type of measures disclosed, while there is no evidence of improvements in the reporting of impacts, outcomes and information useful for performance evaluation.
Practical implications
This paper provides timely insights for standard-setters and regulators on the influence principles-based accounting standards and guidance have on non-financial reporting practices.
Originality/value
This study contributes to the scant literature on HEIs’ service performance reporting. It presents a model for conceptualising HEIs’ PIs that can be used as a basis for future research on non-financial reporting. It also reflects on the tension between accountability and “accountingisation”, suggesting that, although the PIs reported support formal accountability, they do not communicate whether HEIs’ activities and outputs meet their social purpose.
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Jenell Lynn-Senter Wittmer and James E. Martin
Research on work status differences has yielded inconsistent results and is not relevant for today's workforce, economic circumstances, or the changing nature of work…
Abstract
Purpose
Research on work status differences has yielded inconsistent results and is not relevant for today's workforce, economic circumstances, or the changing nature of work. Inconsistencies may be due to substantial heterogeneity, rather than homogeneity, within each group (part-time (PT) and full-time (FT)). Thus, researchers created a PT worker typology based on demographics and personal life roles. Systematic differences in attitudes and behaviors across derived groups of PT workers were found. The purpose of the current study is to test the applicability of this PT worker typology on FT workers and to extend the typology's foundational theory, partial inclusion theory (PIT).
Design/methodology/approach
The current study employs cluster analysis on three diverse samples (n=3,747) to establish a basis for the generalizability of the FT typology.
Findings
Strong support was found for a similar, but distinct, FT employee typology. Attitudinal and behavioral differences were also found among the various FT groups which were similar to the differences found among the PT groups.
Research limitations/implications
The current study has implications both for the application of PIT as well management and human resources. Targeted wellness and retention programs can be designed for various groups of FT employees, including scheduling flexibility and benefit plans.
Originality/value
This is one of the first studies to examine the heterogeneity of the FT workforce, understanding that FT workers also have substantial life roles outside of work that likely affect their involvement and attitudes at work.
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Emily D. Campion and Michael A. Campion
This literature review is on advanced computer analytics, which is a major trend in the field of Human Resource Management (HRM). The authors focus specifically on…
Abstract
This literature review is on advanced computer analytics, which is a major trend in the field of Human Resource Management (HRM). The authors focus specifically on computer-assisted text analysis (CATA) because text data are a prevalent yet vastly underutilized data source in organizations. The authors gathered 341 articles that use, review, or promote CATA in the management literature. This review complements existing reviews in several ways including an emphasis on CATA in the management literature, a description of the types of software and their advantages, and a unique emphasis on findings in employment. This examination of CATA relative to employment is based on 66 studies (of the 341) that bear on measuring constructs potentially relevant to hiring decisions. The authors also briefly consider the broader machine learning literature using CATA outside management (e.g., data science) to derive relevant insights for management scholars. Finally, the authors discuss the main challenges when using CATA for employment, and provide recommendations on how to manage such challenges. In all, the authors hope to demystify and encourage the use of CATA in HRM scholarship.
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Stella Y. Kim and Florence Martin
The current study examined several aspects of validity evidence for the Faculty Readiness to Teaching Online (FRTO) scale.
Abstract
Purpose
The current study examined several aspects of validity evidence for the Faculty Readiness to Teaching Online (FRTO) scale.
Design/methodology/approach
Data were collected from 307 faculty in higher education. Construct validity was evidenced through an exploratory factor analysis and a reliability coefficient. Differential validity was explored using the differential item functioning analysis to explore potential bias in items due to gender and age. In addition, convergent validity was tested by correlating FRTO with years of teaching online, the primary modality of instruction and whether there is required training in online teaching by the institution.
Findings
The findings from validation showed that new factors emerged and also demonstrated differences based on instructors gender and age, as well as based on teaching experience and primary modality of teaching.
Originality/value
The findings confirmed the previous study's results (Martin et al., 2019) and provided some modifications to the instrument. The factor structure did not conform to the original four factors proposed in the instrument; instead, the newly loaded factors were course design and facilitation, course technologies, course expectations and resources and time management. The revised instrument can be presented and discussed at online teaching professional development programs to help faculty understand the core competencies they need to better instruct students.