Teresa Joyce Covin, Thomas A. Kolenko, Kevin W. Sightler and R. Keith Tudor
Explores the relationship between leadership style and postâmerger satisfaction, noting from the results that leadership style is significantly related to merger satisfaction forâŠ
Abstract
Explores the relationship between leadership style and postâmerger satisfaction, noting from the results that leadership style is significantly related to merger satisfaction for both acquiring and acquired firm employees, but that effective leadership style profiles vary for these two groups of employees. Shows that, for acquiring firm employees, the use of reward power is the strongest predictor of merger satisfaction, while merger satisfaction for acquired firm employees is most closely associated with transformational leadership. Suggests that appropriate leadership style can greatly enhance merger effectiveness.
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Sean P. Goffnett, Omar Keith Helferich and Eric Buschlen
Humanitarian logistics is critical to providing relief to people in regions affected by hardship and disaster. This study examines literature on humanitarian logistics andâŠ
Abstract
Purpose
Humanitarian logistics is critical to providing relief to people in regions affected by hardship and disaster. This study examines literature on humanitarian logistics and service-learning and evaluates the integration of concepts.
Design/methodology/approach
An exploratory case study approach was used to understand the integration of service-learning and humanitarian logistics. This was achieved by exploring current literature, piloting courses, providing relief, and documenting factors that facilitate successful service-learning experiences.
Findings
Findings from this information-oriented work demonstrate the applicability of service-learning methods in humanitarian logistics education and contributes to current research by addressing urgent global needs.
Practical implications
This case has practical relevance for logistics educators, humanitarian agencies, and service-learning leaders as it outlines various challenges and steps to developing a humanitarian logistics course with potential pathways for research. By integrating the theories and principles of service-learning with major logistics and supply-chain management concepts, colleges, and universities in collaboration with relief agencies can facilitate an impactful humanitarian logistics learning experience that provides needed support to disaster response.
Originality/value
There is a scarcity of literature that connects humanitarian logistics and service-learning. This case shows that the service-learning movement shares a common purpose with many humanitarian organizations that work to foster citizenship, education, and community well-being. This paper is a first of its kind to study the efforts necessary to create a successful humanitarian logistics course that benefits students, faculty, communities, and institutions through applying service-learning principles.
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Thomas Behrends and Larissa Binder
Small- and medium-sized enterprises (SMEs) are a central backbone of (most) national economies. Research shows, that due to their smaller size, SMEs not only have comparativelyâŠ
Abstract
Small- and medium-sized enterprises (SMEs) are a central backbone of (most) national economies. Research shows, that due to their smaller size, SMEs not only have comparatively less formalized, less complex, and less specialized organizational structures, but a somewhat different social character as well. It is in particular the interplay of these structural and cultural peculiarities of SMEs that is difficult to impart perceptibly in regular university courses on Small Business Management.
From a managerial science perspective, the structural as well as social characteristics of small non-profit organizations are quite similar to the above-mentioned features of SMEs. Both types of organizations usually function in a less bureaucratic and more personal way, while also being a bit more chaotic sometimes. In addition, both are often facing the challenges of severe resource scarcity as well as a lack of management competencies.
In view of these fundamental similarities between SMEs and small non-profit organizations, the practical seminar Service Learning Project was designed to provide management students at Europa-UniversitĂ€t Flensburg with the opportunity of experiencing typical small business work realities. Here, student teams support local non-profit organizations in meeting typical management challenges ranging from the conception and implementation of fundraising or image campaigns to internal consultancy projects. In this way, the seminar offers the possibility to deal with real-world practical management issues while concurrently strengthening studentsâ civic societal awareness, fostering empathy, and overcoming the oftentimes overly pronounced distance between science and life-world practice.
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Thomas Maak, Nicola M. Pless and Markéta Boreckå
Two major trends have shaped the international business field over the past decade: globalization and the quest for responsible leadership. Yet, what are the qualities thatâŠ
Abstract
Two major trends have shaped the international business field over the past decade: globalization and the quest for responsible leadership. Yet, what are the qualities that predispose business leaders to act responsibly in an increasingly complex, interlinked world, and thus to meet new social, environmental, and political responsibilities? How can organizations develop these qualities in their current and future leaders? In this chapter, we provide tentative answers to both questions by fleshing out some of the qualities global leaders need to succeed in a connected world and by comparing three innovative executive development programs that use international service learning assignments as a way to instill these qualities in their executives. These programs are PricewaterhouseCoopersâ Ulysses Program, Pfizerâs Global Health Fellows Program, and IBMâs Corporate Service Corps.
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Ann Marie Ryan and Mark J. Schmit
Personâenvironment (PâE) fit has long been a focus in organizational research. A climateâbased measure of PâE Fit was developed for use in organizational and individualâŠ
Abstract
Personâenvironment (PâE) fit has long been a focus in organizational research. A climateâbased measure of PâE Fit was developed for use in organizational and individual assessment. A series of studies with a Qâsort measure of climate and fit (the Organizational Fit InstrumentâOFI) indicated ways in which PâE fit information can be used in organizational development. In addition, the psychometric properties of the OFI assessed in these studies suggested that, despite the ipsative nature of the measure, it may provide the organizational development practitioner or researcher with a sound and useful tool. Suggestions for future research are proposed.
To examine differences between family and nonâfamily SMEs in business goals, management practices and performance as they grow.
Abstract
Purpose
To examine differences between family and nonâfamily SMEs in business goals, management practices and performance as they grow.
Design/methodology/approach
The study was based on 233 small nonâfamily and 362 small family firms. Medium firms comprised 305 family and 341 nonâfamily firms. Chiâsquare tests and tâtests were used to investigate the hypotheses formulated.
Findings
Small family firms were less likely to pursue growth compared with similar nonâfamily firms. Although medium family proprietors desired growth, their actual growth was lower than similar nonâfamily firms. Management practices were less formal in family firms and the gap between family and nonâfamily firms in this area widened with growth. Small family firms achieved greater profits than their nonâfamily counterparts, although this disparity disappeared at the medium level. Exports were low for both firms at the small level. However, medium family firms were less likely than similar nonâfamily firms to export.
Research limitations/implications
Firms in the various size groups examined were independent of one another. A longitudinal investigation of family and nonâfamily firms as they progress through various growth stages should complement the findings.
Practical implications
The findings should assist policies makers, advisers, owners and management in designing policies and programs, providing advice and managing the two ownership types. Informal management procedures and the associated flexibility may enhance performance of small family firms but may impede their performance at larger sizes.
Originality/value
The paper demonstrates that the relationship between goals, strategies and performance varies between family and nonâfamily firms and the variations change with firm size.
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Giulia Flamini, Luca Gnan and Massimiliano Matteo Pellegrini
This paper explores the field of human resource management (HRM) in family firms, assessing the evolution of this research through a four-domain model that reflects theâŠ
Abstract
Purpose
This paper explores the field of human resource management (HRM) in family firms, assessing the evolution of this research through a four-domain model that reflects the relationships between cognitions, actions and performances associated with organizational choices.
Design/methodology/approach
The authors have performed a bibliometric review of 363 peer-reviewed papers from over the past four decades (1976â2016) in order to provide activity indicators for the overall phenomenon and systemize the entire body of literature into specific HRM strategy domains or practices, using a double-entered pivot table.
Findings
The study framework provides managerial implications with regard to the HRM decisions made when attempting to improve human capital in family firms. Accordingly, the authors view HRM-centered decisions and strategies in family firms as ways to scan for and appraise contingent dimensions, make sense of the current environment, make good choices and achieve high performance levels.
Originality/value
The authors offer this four-domain theoretical scheme as a framework through which the field can be interpreted, proposing some potential avenues for moving forward.
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Barrie O. Pettman and Richard Dobbins
This issue is a selected bibliography covering the subject of leadership.
Abstract
This issue is a selected bibliography covering the subject of leadership.
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Navneet Bhatnagar, Kavil Ramachandran and Sougata Ray
New venture (NV) creation is critical to the growth and long-term survival of business groups. The purpose of this paper is to investigate the NV creation process in familyâŠ
Abstract
Purpose
New venture (NV) creation is critical to the growth and long-term survival of business groups. The purpose of this paper is to investigate the NV creation process in family business (FB) context and examine the influence of familial socio-political considerations and dynamics on venture creation processes.
Design/methodology/approach
The paper employs a triangulation technique drawing from the extant literature, observations from 25 in-depth interviews of FB leaders and insights from two FB practitioners and abductive reasoning to theorize on the NV creation process and the influence of socio-political considerations and dynamics within family.
Findings
The results show that there are four distinct stages of the NV creation process in FB context. Familial socio-political considerations and dynamics greatly influence the NV creation process. These considerations and dynamics vary according to the socio-political clout enjoyed by the proposer. Leadershipâs predisposition to the proposer and the proposerâs socio-political clout in the family determine whether an NV proposal leads to venture creation.
Research limitations/implications
The study extends NV creation literature by suggesting that in addition to the economic rationale, socio-political considerations play a critical role in venture creation decisions. Future research can validate the findings with quantitative analysis.
Practical implications
FB members must garner strong socio-political support for their NV proposal. FB leaders must ensure that their NV proposal evaluation and resource allocation decisions are not unduly influenced by the proposerâs socio-political clout.
Originality/value
The study views the NV creation process in FB context from the lens of familial forces at play. It identifies four distinct stages of the NV creation process and examines the role played by familial socio-political considerations and dynamics during each stage.
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David Kroon, Niels Noorderhaven and Aukje Leufkens
Postmerger integration processes have been studied from the perspectives of organizational identity and organizational culture, but these two perspectives have rarely beenâŠ
Abstract
Postmerger integration processes have been studied from the perspectives of organizational identity and organizational culture, but these two perspectives have rarely been integrated. We argue that organizational identification and organizational culture differences give rise to two different sets of individual responses that are both important, but for different types of outcomes. An empirical analysis of a large-scale merger between two service sector companies shows that identification with the postmerger organization positively relates to both behavioral intentions and key attitudinal variables. In contrast, our results show that perceived organizational culture differences are negatively related to attitudinal variables. The effect of perceptions of cultural differences on behavioral intentions is mediated by organizational identification.