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The refined process structure tree (RPST), the hierarchy of non-overlapping single-entry single-exit (SESE) regions of a process model, has been utilized for better comprehension and more efficient analysis of business process models. Existing RPST methods, based on the triconnected components of edges, fail to identify a certain type of SESE region. The purpose of this paper is to introduce an alternative method for generating a complete RPST utilizing rather simple techniques.

The proposed method first focuses on the SESE regions of bonds and rigids, from the innermost ones to the outermost ones, utilizing dominance and post-dominance relations. Then, any SESE region of a series nested in a bond or a rigid is identified with a depth-first search variation. Two-phase algorithms and their completeness proofs, a software tool incorporating visualization of stepwise outcomes, and the experimental results of the proposed method are provided.

The proposed method utilizes simple techniques that allow their straightforward implementation. Visualization of stepwise outcomes helps process analysts to understand the proposed method and the SESE regions. Experiments with 604 SAP reference models demonstrated the limitation of the existing RPST methods. The proposed method, however, completely identified all types of SESE regions, defined with nodes, in less computation time than with the old methods.

Each triconnected component of the undirected version of a process model is associated with a pair of boundary nodes without discriminating between the entry and the exit. Here, each non-atomic SESE region is associated with two distinct entry and exit nodes from the original model in the form of a directed graph. By specifying the properties of SESE regions in more comprehensible ways, this paper facilitates a deeper understanding of SESE regions rather than relying on the resulting RPST.

Examining dominance in influencing leadership perceptions for men and women has received significant scholarly attention. The studies typically show that dominance is beneficial for men in attaining leadership positions but not for women. However, the studies were predominantly conducted more than two decades ago. Given the developments in gender research, this study extends the dominance line of inquiry by probing the impact of dominance need on leader emergence for men versus women in self-managed work teams. Furthermore, this study aims to examine if team dominance needs dispersion posits as a boundary condition for the combined impact of dominance needs and gender on leader emergence.

The authors conducted a longitudinal study that lasted one semester and involved 44 ad hoc self-managed work teams.

This study found that dominance needs facilitated leader emergence regardless of gender, and team dominance needs dispersion. Furthermore, men with high dominance needs were likelier to emerge as leaders than women with high dominance needs in high dominance needs dispersion teams. By contrast, women low in dominance needs received a harsher penalty in their leadership emergence than men low in dominance needs in low dominance needs dispersion teams

These results depart from the usual findings regarding the backlash effects that dominant women face and paint a rosy picture regarding the use of dominance in shaping leader emergence. However, the findings support the notion in gender stereotypes research that women are judged more critically than men in ascending to leadership positions.

Integrating the resource-based view (RBV) with pay dispersion research, the authors examine how the allocation of resources between hiring new employees and compensating current employees, as well as the allocation of resources among new employees, affects organizational performance.

The authors use panel data on Major League Baseball teams. The authors also use system generalized method of moments (GMM) estimations to control for the impact of past performance on current performance, unobserved individual heterogeneity and omitted variable bias.

The authors find that the larger the portion of the human resources (HR) budget allocated to hiring new employees, the poorer organizational performance becomes unless the focal organization has already significantly underperformed. The authors also find that pay concentration among new employees has a positive impact on organizational performance unless the focal organization has already significantly overperformed.

This study extends RBV research by examining how resource allocation patterns affect organizational performance, which has rarely been studied. Moreover, by showing the organizational context's significant effect on the outcome of financial allocation for resource acquisition, this study extends both the RBV research and the pay dispersion research.

Examines the tenth published year of the ITCRR. Runs the whole gamut of textile innovation, research and testing, some of which investigates hitherto untouched aspects. Subjects discussed include cotton fabric processing, asbestos substitutes, textile adjuncts to cardiovascular surgery, wet textile processes, hand evaluation, nanotechnology, thermoplastic composites, robotic ironing, protective clothing (agricultural and industrial), ecological aspects of fibre properties – to name but a few! There would appear to be no limit to the future potential for textile applications.

This study employs a multivariate GARCH model to investigate the relative sensitivities of the first and the second moment of bank stock return distribution to the short‐term and long‐term interest rates and their respective volatilities. Three portfolios are formed representing the money center banks, large banks, and small banks, respectively. Estimation and testing of hypotheses are carried out for each of the three portfolios separately. The sample includes daily data over the 1988‐2000 period. Several hypotheses are tested within the multivariate GARCH specification. These include the hypotheses of: (i) insensitivity of bank stock return to the changes in the short‐term and long‐term interest rates, (ii) insensitivity of bank stock returns to the changes in the volatilities of short‐term and long‐term interest rates, and (iii) insensitivity of bank stock return volatility to the changes in the short‐term and long‐term interest rate volatilities. The findings indicate that short‐term and long‐term interest rates and their volatilities do exert significant and differential impacts on the return generation process of the three bank portfolios. The magnitudes and the direction of the effect are model‐specific namely that they depend on whether the short‐term or the long‐term interest rate level is included in the mean return equation. These findings have implications on bank hedging strategies against the interest rate risk, regulatory decisions concerning risk‐based capital requirement, and investor’s choice of a portfolio mix.

This paper aims to analyse the general trend of a funding scheme of civic education over the past 30 years in terms of the number of projects and the amount of their subsidies, the targeted groups, the content of the activities and the nature of the grantees.

Using statistical data of sponsored projects over three decades and interviews with ten informants.

There has been a shift in the concerns and priorities of these projects. Through the incentives and by setting the themes for funding, the government has regulated the civil society’s involvement with civic education and helped to fashion the officially endorsed values. But it is no longer effective to mediate state–civil society relationship and to cope with the new political scenario.

This paper demonstrates the changing state–civic society relationship over the years with a solid large-scale database. This study advances the knowledge about public funding projects related to citizenship education in particular and sponsorship as a means of governance in general.

The purpose of this paper is to explore and examine the different word-of-mouth (WOM) acceptance and diffusion in social brand communities according to the level of self-monitoring.

A web-based experimental design was used. The design consisted of three-mixed design of 2 (type of social networking sites) × 2 (type of online brand communities) × 2 (self-monitoring). ANOVA analysis was conducted.

Findings indicate that the differences in acceptance and diffusion of WOM according to online brand community type, and there was a significant three-way interaction effect. Specifically, people who have high propensity to self-monitor showed greater WOM acceptance in a consumer-driven community in either type of social networking sites while people who have low propensity to self-monitor showed greater WOM diffusion in a consumer-driven community only in interest-based social networking sites.

An important implication is that the social networking sites where brand communities can be placed should be chosen with the full consideration of different desires consumers have in terms of their level of self-monitoring to increase WOM effects.

This paper proposes the self-monitoring tendency as the key factor that predicts WOM effects with revealing the optimal combination of types of social networking sites and online brand communities that is most preferable for consumers with different self-monitoring level.

Based on the conservation of resources theory, this study aims to investigate high involvement work practices (HIWP) as an antecedent to burnout with a mediating role of perceived work–family (WF) imbalance. Moreover, this study examines whether humble leadership moderates the relationship between HIWP and WF imbalance.

Using a time-lagged survey approach, data are collected from 200 employees working in the Indian services sector organizations.

The findings demonstrate that HIWP has a direct negative effect on burnout and an indirect effect via WF imbalance. Also, humble leadership moderates the relationship between HIWP and WF imbalance.

By studying the pessimistic view of HIWP in the Indian context, this study contributes to the scant studies available on its effect on burnout in collectivistic societies. Furthermore, humble leadership's moderating role in the relationship between HIWP and WF imbalance is unique to this study.

The purpose of this paper is to examine the general public’s information needs concerning open source software (OSS) and OSS answerers’ motivations for sharing their knowledge of OSS in social Q&A.

Two studies were carried out. In Study 1, a content analysis classifying OSS-related questions posted during December 2005-December 2012 in Yahoo! Answers was employed to investigate the general public’s information needs regarding OSS. In Study 2, an online survey was conducted with OSS answerers in Yahoo! Answers in order to examine what motivates them to share and continue to share their knowledge of OSS in social Q&A. In total, 1,463 invitations were sent out via Yahoo! Answers’ internal e-mail function to those who provided answers to OSS-related questions during September 2009-September 2012. In total, 150 usable surveys were returned and used for data analysis.

The findings from Study 1 indicate that the general public is most interested in finding out if there is OSS that meets their software need in a certain category (51.4 percent). Other popular question categories include the general description of OSS (15.6 percent), technical issues that they have with OSS (9.8 percent), and the advantages/disadvantages of using OSS (7.0 percent). Results on OSS answerers’ motivations from Study 2 support that all seven motivations identified (i.e. altruism, enjoyment, ideology, learning, reputation, reciprocity, and self-efficacy) are important, with the smallest mean value being 4.42 out of seven (i.e. reciprocity). However, only altruism, ideology, self-efficacy, and enjoyment were found to significantly influence contribution continuance intention.

With social Q&A growing in popularity, OSS communities that look for ways to draw in more users from the general public are recommended to increase their presence in social Q&A. The findings with regard to OSS answerers’ motivations can also help OSS community leaders attract and guide more members who are interested in sharing their OSS knowledge in social Q&A.

By classifying OSS-related questions that are publicly available in Yahoo! Answers, this study offers a breakdown of the general public’s information needs regarding OSS. In addition, results on OSS answerers’ motivations suggest that in order to sustain their member contributions in social Q&A, OSS community leaders should pay more attention to nurturing the motivations that are intrinsic (i.e. altruism, self-efficacy, enjoyment) and integrated (i.e. ideology).

To propose a holistic framework for understanding the “knowledge‐management (KM) gap” – illustrating six types of gaps that might occur within KM activities.

The content‐analytical approach with the thematic analysis was implemented in the study. Through an in‐depth interview with the top managers of two firms, explores the causes of these gaps and fundamental approaches to bridging these gaps.

This study identifies a comprehensive set of factors that could potentially impact the magnitude and direction of these gaps and the corrective actions to enhance the success of the implementation of the KM system.

The study has done in‐depth interviews with only two firms and five companies. The results may need to be validated by a robust survey. Reasons for these gaps and several fundamental approaches to avoid them are presented.

This framework is expected to provide a convenient way to audit KM gaps and, thus, enterprises can make corrections and adjustments accordingly to greatly enhance their chances of success while implementing the KM system.

Proposes an innovative framework of “KM gaps” to fully illustrate the management gaps that might occur during the implementation of KM. Furthermore, the actions to reduce the misfit between the capability and implementation of KM systems are also demonstrated.