The purpose of this paper is to give a broad review of existing facilities management (FM) market research. It aims to identify the differences and commonalities of the various…
Abstract
Purpose
The purpose of this paper is to give a broad review of existing facilities management (FM) market research. It aims to identify the differences and commonalities of the various market research reports, especially the different market definitions used and different methodologies to calculate the size of the market.
Design/methodology/approach
The paper uses the author's collection of UK FM market publications and years of research in this field.
Findings
Surprisingly, none of the current reports use a robust market research methodology and thus this casts doubt on the estimated size of the market and other findings.
Research limitations/implications
This paper only reviews the reports that the author has collected. Therefore, these may not be the latest versions of the publications.
Practical implications
The paper calls for all FM market research agencies to collaborate, to work out a robust market research methodology that can stand up to scrutiny. It also proposes to conduct FM market research from the demand side of the market – to use completely different market segmentations.
Originality/value
This paper tries to warn general FM professionals on quoting market size – all estimates should be treated with discretion.
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Qi Zhou Moss, Johanna Alho and Keith Alexander
The purpose of this paper is to summarise the four phases of the action learning processes that Centre for Facilities Management have undertaken with a major central government…
Abstract
Purpose
The purpose of this paper is to summarise the four phases of the action learning processes that Centre for Facilities Management have undertaken with a major central government department.
Design/methodology/approach
Action research. The researchers have been imbedded in the client organisation through knowledge transfer programme and went through an action learning process with the organisation.
Findings
The researchers have implemented the new and improved performance management system and shared KPIs with the department. The new system has been aimed to address the problems within the previous system.
Research limitations/implications
The action learning cycle was not fully completed as the new system has not been evaluated by the researcher yet.
Practical implications
The problems with the department's performance measurement system (PMS) are very common among other facilities department who are trying to manage their suppliers. Therefore, they should be able to learn the lessons and processes of how to establish an effective performance management system.
Originality/value
This is the first time the researchers have published the whole action research process they went through in trying to review, design and implement the PMS.
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The purpose of this paper is to explore the relevant sayings and stories of the ancient Chinese sages in relation to the style of Chinese human resource management (HRM).
Abstract
Purpose
The purpose of this paper is to explore the relevant sayings and stories of the ancient Chinese sages in relation to the style of Chinese human resource management (HRM).
Design/methodology/approach
Related texts generated from the quotations and stories from four Chinese sages, Guanzi, Hanfeizi, Xunzi and Yanzi, were translated and analyzed and their thinking regarding ruling the state and managing the people was discussed in line with the thoughts from the mainstream and modern Western management gurus such as Warren Bennis, Peter Drucker, Mary Parker Follett, Douglas McGregor, Rosabeth Moss Kanter, Elton Mayo and Jeffrey Pfeffer.
Findings
It was found that there were striking similarities in thoughts and call for actions to address key issues in HRM by both old and contemporary, east and west thinkers across 2,500 years. The main concerns are to select the right leaders and managers and recruit the right people; create attractive organisational culture and environments that promote a participative management approach to encourage, empower and engage employees to achieve desirable outcomes; uphold the people‐centred management principles; and focus on designing reward schemes that emphasise service and contribution instead of position and profits.
Originality/value
There is much to be learned from the past to address the present people management issues among modern organisations both inside China and perhaps from other parts of the world. It was as difficult to take seriously the principles‐based ruling and management approaches in ancient times as it is today. However, if these principles had been put into practice, the world would have had fewer of the corporate corruption scandals and less of the mischievous behaviour in the state that are manifested in today's society, but more productive population, effective organisations, ethical governments and harmonious environment; hence less global human suffering.
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Nhat Tan Nguyen, Lai Wan Hooi and Mohan V. Avvari
This paper aims to look into the role of transformational leadership and transactional leadership as predictors of employee creativity and organisational innovation. Employee…
Abstract
Purpose
This paper aims to look into the role of transformational leadership and transactional leadership as predictors of employee creativity and organisational innovation. Employee creativity is examined as a potential mediator in the leadership styles–organisational innovation relationships.
Design/methodology/approach
A cross-sectional, quantitative design was adopted and structural equation modelling (SEM) techniques were used to analyse data collected from 369 employees working in 39 public coffee enterprises in Vietnam.
Findings
Transformational leadership and transactional leadership were significant predictors of employee creativity and organisational innovation. Specifically, transformational leadership was instrumental to employee creativity and organisational innovation while transactional leadership was detrimental to these two variables. Additionally, employee creativity partially mediated the relationships between the two leadership styles and organisational innovation.
Practical implications
Results of this study benefit the management of organisations and policy makers by providing an insight of which leadership style will effectively suit public enterprises to promote employee creativity and foster organisational innovation.
Originality/value
While there is a lack of studies investigating organisational innovation in organisational methods and that the interrelationships between leadership styles, employee creativity and organisational innovation are not fully understood, this study pioneers in examining relationships between leadership styles and organisational innovation that is being mediated by employee creativity. Figuring out that organisational innovation is more likely to be fostered by the positive influence of leadership behaviours and the improvement of employee creativity, in particular, the significant role of employee creativity represents important contributions of the current study.
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Roya Rahimi, Mike Thelwall, Fevzi Okumus and Anil Bilgihan
Toward achieving a better guest experience, the current study aims to use the word frequency comparison technique to evaluate the types of attributes and services that are used…
Abstract
Purpose
Toward achieving a better guest experience, the current study aims to use the word frequency comparison technique to evaluate the types of attributes and services that are used most frequently in guests’ five- and one-star reviews on TripAdvisor. The working-paper also aims to investigate the differences between reviews written by men and women.
Design/methodology/approach
A combined sentiment and text analysis was applied to 329,849 UK hotel reviews from UK TripAdvisor to identify factors that influence customer satisfaction, including those with gender differences.
Findings
The present findings reveal important differences between the male- and female-produced terms. The results show that female travelers pay more attention to the hotel’s core products and their comfort compared to male travelers. In terms of food and beverage, men’s comments tended to focus on pubs, beer and certain types of food. In contrast, women’s comments were more likely to be related to healthy eating, such as homemade, vegan and vegetarian foods, as well as fruits and healthy breakfasts. Women also pay more attention to the soft skills of staff such as friendliness, helpfulness and welcoming messages.
Practical implications
While core attributes of a hotel stay remain crucial for all guests, disparities exist between the language men and women use to describe them. For core products, women pay more attention to the room’s cleanliness, comfort and features such as bed, pillow, blanket, towel, toiletries and decoration, whereas men pay more attention to the layout, size and type of room. Hotels may use gender as a segmentation variable and use these findings in their marketing campaigns.
Originality/value
This is one of the first studies offering insights into the differences between the male and female reactions to and preferences for hotel services at a national level. Following a novel method, this study has listed and ranked attributes and differentiated them based on gender.
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It is well recognized that the construction industry is characterised by inefficient and ineffective service delivery due to various causative factors. Thus this study aims to…
Abstract
Purpose
It is well recognized that the construction industry is characterised by inefficient and ineffective service delivery due to various causative factors. Thus this study aims to examine the influential factors affecting public construction project performance in Ethiopia to improve the industry's service delivery.
Design/methodology/approach
From the extensive literature reviewed, 58 potential factors affecting construction project performance have been compiled. Based on the evidence accumulated, the conceptual model of this paper has been developed. By using survey questionnaires, valuable data were collected from the construction industry professionals in Ethiopia; analysed and interpreted with the use of both SPSS and AMOS software.
Findings
It is concluded that failure factors related to the “performance” of the contractor, the “capability” of the owner, the “project design-procurement process,” and project contract management can significantly contribute to the poor performance of public construction projects in Ethiopia. Ten key factors include inadequate contractor capacity, weak project site management and supervision, weak project management skills and capabilities of the owner, additional work orders, delayed payment, lack of comprehensive project plans between parties and incomplete project design, rising material prices, ineffective project schedules, and cost management, rising market prices and devaluation of the currency.
Research limitations/implications
The scope of this study confined to public projects in Ethiopia. It suggests that further research needs to consider public and private construction from a comprehensive perspective in the developing countries.
Practical implications
It provides practitioners with information and guidance on the factors that affect the performance of construction projects.
Originality/value
It provides inclusive evidence related to many factors that affect the performance of public construction projects.
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Noel Scott, Brent Moyle, Ana Cláudia Campos, Liubov Skavronskaya and Biqiang Liu
Tânia Ferraro and Ana Cristina de Oliveira Lott
The present study aims to present the adaptation and validation of the empowering leadership questionnaire (ELQ) for a sample of Brazilian workers (N = 827).
Abstract
Purpose
The present study aims to present the adaptation and validation of the empowering leadership questionnaire (ELQ) for a sample of Brazilian workers (N = 827).
Design/methodology/approach
The procedures of items translation, adaptation and back-translation of the original instrument were carried out. Data collection was performed using the snowball method. Data were evaluated with confirmatory factor analysis.
Findings
The results showed that the factor structure was maintained as in the portuguese (from Portugal) and English versions (original). Convergent validity was tested using the ethical leadership at work questionnaire (ELW). The analyses showed that the measure has good psychometric qualities, reliability indices and convergent validity results with the ELW.
Research limitations/implications
The ELQ can still be used to identify the presence of empowering leadership (diagnostic phase) and contribute to proposing organizational interventions that lead to healthier and more productive work environments. Its convergent validity with ethical leadership suggests that managers can apply both (empowering and ethical leadership complementarily) to create quality interactions between leaders and team members that increase workers’ autonomy and allow them to respond promptly to organizational challenges.
Originality/value
Using the ELQ can represent an important tool for the theoretical and practical development of studies of empowering leadership with Brazilian samples.
Propósito
El presente estudio tiene como objetivo presentar la adaptación y validación del Cuestionario de Liderazgo Empoderador (CLE) para una muestra de trabajadores brasileños (N = 827).
Diseño/Metodología/Enfoque
Se realizaron procedimientos de traducción de ítems, adaptación y retrotraducción del instrumento original. La recolección de datos se llevó a cabo mediante el método de bola de nieve. Los datos se evaluaron con el Análisis Factorial Confirmatorio (AFC).
Hallazgos
Los resultados mostraron que la estructura factorial se mantuvo como en las versiones en Portugal e inglés (original). La validez convergente se probó utilizando el Cuestionario de Liderazgo Ético en el Trabajo (CLET). Los análisis realizados mostraron que la medida tiene buenas cualidades psicométricas, buenos índices de confiabilidad y buenos resultados de validez convergente con el CLET.
Originalidad/valor
El uso del CLE puede representar una herramienta importante para el desarrollo teórico y práctico de estudios de liderazgo empoderador con muestras brasileñas.
Implicaciones de la investigación
El CLE aún puede ser utilizado para identificar la presencia de liderazgo empoderador (fase de diagnóstico) y contribuir a proponer intervenciones que conduzcan a la creación de entornos de trabajo más saludables y productivos. Su validez convergente con el liderazgo ético sugiere que los gerentes pueden aplicar ambos tipos de liderazgo, complementarmente, para crear interacciones de calidad entre líderes y miembros del equipo que aumenten la autonomía de los trabajadores y les permitan responder con prontitud a los desafíos organizacionales.
Objetivo
O presente estudo tem o objetivo de apresentar a adaptação e validação do Questionário de Liderança Empoderadora (QLE) para uma amostra de trabalhadores brasileiros (N = 827).
Design/método/abordagem
Foram realizados os procedimentos de tradução, adaptação e retroversão dos itens do instrumento original. A recolha de dados foi realizada utilizando o método bola de neve. Os dados foram avaliados com a Análise Fatorial Confirmatória (AFC).
Resultados
Os resultados mostraram que a estrutura fatorial se manteve como nas versóes portuguesa e inglesa (original). A validade convergente foi testada com a aplicação do Questionário de Liderança Ética no Trabalho (QLET). As análises realizadas mostraram que a medida possui boas qualidades psicométricas, bons índices de confiabilidade e bons resultados de validade convergente com o QLET.
Originalidade/valor
A utilização do QLE pode representar uma importante ferramenta para o desenvolvimento teórico e prático dos estudos da liderança empoderadora com amostras brasileiras.
Implicações da pesquisa
O QLE ainda pode ser utilizado para identificar a presença da liderança empoderadora (fase diagnóstica) e contribuir para proposição de intervenções que levem a criação de ambientes de trabalho mais saudáveis e produtivos. Sua validade convergente com a liderança ética sugere que os gestores podem aplicar os dois tipos de liderança, complementarmente, de modo a criar interações de qualidade entre líderes e liderados que aumentem a autonomia dos trabalhadores e permitam que respondam prontamente aos desafios organizacionais.