Brian F. O’Neil and Michael R.W. Bommer
Increasingly, companies are looking for more efficient ways ofdistributing their goods and are turning to Computer‐assisted VehicleRouteing Systems (CAVRS) to replace manual…
Abstract
Increasingly, companies are looking for more efficient ways of distributing their goods and are turning to Computer‐assisted Vehicle Routeing Systems (CAVRS) to replace manual routeing systems. The aim of CAVRS is to reduce the cost of distribution without adversely affecting service. A framework of criteria developed to evaluate CAVRS packages is described, based on the proposed characteristics of an “ideal” CAVRS. The criteria represent the most important aspects that should be considered by potential users when selecting a package.
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Brian F. O'Neil and Michael R.W. Bommer
Increasingly, companies are looking for more efficient ways of distributing their goods and are turning to Computer‐assisted Vehicle‐routeing Systems (CAVRS) to replace manual…
Abstract
Increasingly, companies are looking for more efficient ways of distributing their goods and are turning to Computer‐assisted Vehicle‐routeing Systems (CAVRS) to replace manual routeing systems. A framework of criteria developed to evaluate CAVRS packages is described, based on the proposed characteristics of an “ideal” CAVRS.
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Ebony M. Duncan-Shippy, Sarah Caroline Murphy and Michelle A. Purdy
This chapter examines the framing of the Black Lives Matter (BLM) Movement in mainstream media. An analytic sample of 4,303 articles collected from the Dow Jones Factiva database…
Abstract
This chapter examines the framing of the Black Lives Matter (BLM) Movement in mainstream media. An analytic sample of 4,303 articles collected from the Dow Jones Factiva database reveals variation in depth, breadth, and intensity of BLM coverage in the following newspapers between 2012 and 2016: The St. Louis Post-Dispatch, The New York Times, The Washington Post, The Wall Street Journal, and Al Jazeera English. We review contemporary literature on racial inequality and employ Media Framing and Critical Race Theory to discuss the implications of our findings on public perceptions, future policy formation, and contemporary social protest worldwide.
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Elizabeth A. Foreman and Michael S. Retallick
This study examined the relationship between extracurricular involvement and leadership outcomes among traditional-age college seniors in the College of Agriculture and Life…
Abstract
This study examined the relationship between extracurricular involvement and leadership outcomes among traditional-age college seniors in the College of Agriculture and Life Sciences at Iowa State University. We collected data related to quantitative (i.e., how much time a student spends on an activity) and qualitative (i.e., how focused the student is on the activity) aspects of involvement in extracurricular organizations. We measured leadership, as an outcome, using the individual values scale of the Socially Responsible Leadership Scale (SRLS-R2). The number of clubs in which a student participated and served as an officer was associated with higher leadership scores. We identified a threshold of involvement that suggests the optimum number of clubs or organizations to be actively involved in is three to four.
Raju M. Mathew and Santhamma Raju
Universities are social and economic instruments for investment in man and thereby for the development of human resources at the highest level. This is truer in the case of…
Abstract
Universities are social and economic instruments for investment in man and thereby for the development of human resources at the highest level. This is truer in the case of developing countries where science and technology have not yet extended their beneficial aspects to whole spheres of social life. While preserving culture and heritage, universities are the most powerful institutions for social change and innovation. At the same time, universities and colleges themselves are subject to changes and need to adapt to these.
Michael J. Liepold, Catherine M. Rasmussen, Kim Boyce and Denise Trudeau Poskas
A recent study of the Minnesota Agriculture and Rural Leadership (MARL) program set out to determine the relationship between andragogical program design and increased levels of…
Abstract
A recent study of the Minnesota Agriculture and Rural Leadership (MARL) program set out to determine the relationship between andragogical program design and increased levels of emotional intelligence (EI). Members of two cohorts in the MARL leadership development program received different levels of focused effort, peer coaching, individual action plans, disorienting dilemmas, self-reflection, and training in the area of emotional intelligence. We examined four years of data, including participants’ results on the Bar-On Emotional Quotient Inventory (EQ-i) before and after undergoing leadership development training, as well as their individual reflections on the EI components of their training. The intention is that this research will encourage practices that seek to increase emotional intelligence in leaders.
Michael Mustafa, Alan Coetzer, Hazel Melanie Ramos and Jorg Fuhrer
The purpose is to contribute to the debate on how job satisfaction might influence small and medium-sized enterprise (SME) employees' propensity to engage in innovative work…
Abstract
Purpose
The purpose is to contribute to the debate on how job satisfaction might influence small and medium-sized enterprise (SME) employees' propensity to engage in innovative work behaviours. The authors examine the relations between job satisfaction and innovative work behaviour and each of its sub-dimensions: idea generation, promotion and realisation. Additionally, the authors explore the potential moderating effects of openness to experience and conscientiousness on the relations between job satisfaction and innovative work behaviour and each of the sub-dimensions of innovative work behaviour.
Design/methodology/approach
Paper-based questionnaires were used to collect data from employees in 28 SMEs located in the Aargau region of Switzerland. All the SMEs were part of the high-tech manufacturing industry. The authors’ hypothesized model was tested using hierarchal regression analysis on a sample of 125 employees.
Findings
Job satisfaction was positively related to innovative work behaviour and to each of its sub-dimensions: idea generation, promotion and realisation. Openness to experience moderated the relationships between job satisfaction and innovative work behaviour and job satisfaction and the sub-dimensions idea generation, idea promotion and idea realisation. However, conscientiousness did not moderate the relationship between job satisfaction and innovative work behaviour, nor between job satisfaction and each of the sub-dimensions of innovative work behaviour.
Practical implications
Findings demonstrate that supportive work environments in SMEs which help develop job satisfaction among employees can have positive effects on the discretionary performances of employees.
Originality/value
Studies that examine relationships between job satisfaction and innovative work behaviours in SMEs are extremely sparse. This study makes novel contributions to this line of inquiry by examining how job satisfaction relates to each of the three sub-dimensions of innovative work behaviour and by exploring the potential moderating roles of two important personality traits in these relationships.
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This study examines how asking employees to self-assess their performance during the compensation setting process, when they are unaware of their marginal contribution to firm…
Abstract
This study examines how asking employees to self-assess their performance during the compensation setting process, when they are unaware of their marginal contribution to firm profit, affects employer welfare. Previous research suggests that giving employees a voice in the compensation setting process can positively affect employee performance and firm profit (Jenkins & Lawler, 1981; Roberts, 2003). However, the study proposes that asking employees to assess their own performance as part of the compensation setting process can have unintended consequences that ultimately lead to higher employee compensation demands. This is because asking employees to assess their performance increases their overconfidence in their own performance and their compensation demands. As a result, employers may face the dilemma of whether to meet these higher compensation demands or risk economic losses due to employee retaliation if their demands are not met. Through experimental evidence comparing a control condition without self-assessments and three self-assessment reporting conditions, the study provides evidence that supports the notion that eliciting employee self-assessments as part of the compensation process reduces employer welfare. Data on employee perceptions of performance further support the notion that asking employees to evaluate their performance leads to an inflated perception of their performance. These findings provide a theory-based explanation of why, in practice, many companies disentangle employee performance assessments from the compensation setting process and that companies are well advised in doing so.