Women and training: an empirical investigation in the Arab Middle East

Few studies have explored the professional training experiences of Arab women within the contexts of learning organisational cultures and relevant human resource development (HRD) practices. Capitalising on in-depth, face-to-face interviews, this study explores the experiences of women managers in Lebanon with professional training and organisational learning. The findings demonstrate the paucity of professional training and learning opportunities for women and illustrate how organisational discrimination and gender-biased cultures and tension influence women’s learning. To overcome these barriers and alleviate organisational tension, the Lebanese women managers capitalise on their agency and individual capacities to improve their training experiences and increase their access to learning opportunities. By virtue of individual agency and through their agentic process, the careerists shape their training and overall learning by being adaptive and developing structures of action that enable them to advance their learning. The results have important implications for HR managers and HRD scholars. They also extend our understanding of the importance, or lack thereof, of the learning culture within an organisation.     

Corporate planning in local government: Some measurement problems

A corporate planning system makes measurement demands on an organisation which it may not have met before. This paper describes these in the context of corporate planning in local government, and discusses some typical examples, especially as far as needs for services and the effects of providing them are concerned. It also deals with the extent to which choices can be measured, and with the constraints that a real-time decision system puts on the planner.     

Alternative uses of temporary work and new forms of work organisation

The purpose of this study is to investigate the relationship between the use of temporary workers and the adoption of new forms of work organisation (NFWO) in production. This study aims to understand to what extent these two forms of human resources flexibility are synergic or mutually exclusive. In order to answer this main goal, we discuss different levels of temporary workers adoption in relation to different levels of use of NFWO, the level of integration of temporary workers within the overall production organisation and the joint and synergistic use of NFWO and temporary work. Evidence drawn from seven case studies in manufacturing plants in northern Italy is provided. Results highlight that, according to the characteristics of the production process, temporary workers and NFWO are not mutually exclusive, that temporary workers can be integrated with other workers in the shop floor, and that NFWO can also be adopted for temporary workers. In addition, NFWO has been proven to be a key enabler to integrate temporary workers within the organisation, thus showing an important synergistic effect between the two human resource flexibility practices.     

Work system design and the quality of working life

Those responsible for designing work systems have considerable influence over the quality of working life of those employed both in operating and managing the system. Whilst research evidence is available regarding the impact of changes to jobs and work organisation, this research has tended to be based on changes made for remedial reasons where existing arrangements have been seen as the source of problems such as high labour turnover, low productivity, etc. The changes reported have often been limited in extent since assumptions regarding aspects such as the operations technology remain unchallenged. Those responsible for the initial design of work systems, however, have an opportunity to consider means for developing a “fit” between the needs of employees and the objectives of the organisation throughout the design process. Here we shall consider those aspects of work systems which relate particularly to the motivation of employees. Two situations are described, and contrasted, where those responsible for the design of the work systems place emphasis upon integrating the needs of individual employees into the initial design.     

Purchasing performance management systems: an empirical investigation

This article aims at further developing the purchasing performance management systems (PPMSs) body of knowledge, assuming the wider perspective of the adoption process rather than key performance indicators (KPIs) only. In particular, the research questions are focused on understanding what are the most adopted indicators, what are the key elements characterising the implementation process and what are the differences among different organisational levels and different purchasing categories. The literature provides a framework for classifying purchasing KPIs, identifying the implementation process and the PPMS architecture, thus supporting the empirical research protocol. Nine case studies of large multinationals belonging to different industries are conducted. Empirical evidence shows that companies are still adopting mainly an external perspective, by focusing on performance measurement efforts on suppliers. Widely adopted indicators mainly measure cost, time and quality. However, the purchasing department has acquired an important role within the organisation and new performance indicators have been created; flexibility, innovation and sustainability are becoming increasingly important.     

Linking organisational commitment with continuous learning through peripheral vision and procedural memory

Under some circumstances such as the lack of commitment of peers or the imposition of excessive authority, many employees tend to turn a blind eye to either the development of new, more effective procedures or recognise that new or modified customer needs have developed. In these situations, organisational commitment is a preliminary step not only to the effective implementation of current procedures but also to questioning values of the organisation and future needs of customers. This study proposes that organisational commitment helps alleviate these problems by maintaining an ambidextrous perspective between procedural memory and peripheral vision to promote continuous learning. This research has therefore been conducted to explain both conceptually and empirically how peripheral vision could interact with and influence procedural memory, and hence facilitate continuous learning (CL) within the business. While peripheral vision is often associated with developing and supporting knowledge structures for the exploration of new opportunities and with identifying and addressing new clients, many consider these knowledge structures as examples of organisational routines and procedures, and thus as aspects of the ‘procedural memory’ of an organisation. To contribute to the understanding of these relationships, this study addresses two questions: (1) Are outcomes of CL processes within the organisation determined by the presence of organisational procedural memory – both skills and knowledge, and (2) Does an improved peripheral vision result in higher levels of learning? After using PLS-SEM on a sample of 203 employees of Spanish banks, our findings support the theory that peripheral vision facilitates the emergence of new and unconventional behaviours within a culture, which in turn has a positive effect on the firm’s continuous learning.     

Project agility assessment: an integrated decision analysis approach

Agility is the ability of a project to respond to a changing environment effectively. This may include the capability of a project to be adapted to the dynamism that exists in the stakeholders’ needs, technological changes, etc. To assure such a capability, it is necessary to assess the extent of projects’ adaptability to change. This could be done by expressing the agility in terms of some quantifiable parameters such as size of the project's organisation, levels of expertise, etc. However, there are uncertainties embedded in measurement of such parameters caused by imprecision and lack of well-defined information, which cannot be well treated by conventional assessment approaches. To address such a complexity, in this article, a decision aid model using fuzzy set theory is proposed for agility assessment of projects. The applicability of the proposed model will be demonstrated by a case study in software development project management.     

Optical services in the UK: A study of a professional labour market

What is the optimum size of a profession and how should it be determined? If norms about working standards exist and if it can be assumed that its geographical distribution and organisation are optimal, then man-power planning can be reduced to an arithmetical exercise; and the ideal number of places offered on qualifying courses in Colleges and Universities will be determined by pass-rates. However, in most cases, the problems are more complex. A proper concern for professional freedom leads society to tolerate wide variations in professional behaviour and working practice. One aim of policy, whether developed by a Government department or by a professional association or both, may be to promote efficiency, but not at the expense of individual discretion. In such circumstances, working norms do not exist. If, in addition, there is little hard information about the extent of part-time working, actual working practices and so on, it is difficult at first to see how to decide the future size of the profession. The aim of this paper is to illustrate how a simulation exercise combined with a sensitivity analysis was able to contribute to the solution of this problem in the case of one profession, that of opticians. It is hoped that the approach can be adapted to deal with similar problems in other professions who sell their services directly to the public.     

Cost-benefit analysis of training— An appraisal

With the phenomenal growth in investment in training, there has been an increasing concern with evaluating the training programmes in terms of their economic efficiency—sometimes adopting the cost-benefit approach. However, since behavioural and psychological factors are so central to training, all evaluative studies have come across the problems of quantifying the costs and benefits. These apart, there are problems in enumerating the spillover and long term effects of training programmes, in assuming a discount rate and in identifying the economic life of the training project.

Recent studies purporting to have used cost-benefit analysis have failed to grapple with a number of issues making them closer to conventional financial appraisals. In this paper the limitations of such evaluations, the difficulties in making a cost-benefit analysis of training investment and its feasibility with varying situations is discussed. The article will amply point out to the corporate decision-maker the problems in using cost-benefit analysis and the training contexts where it is feasible.     

Is It Always Worth Waiting? The Effect of Autonomy‐supportive Teaching on Short‐term and Long‐term Learning Outcomes

Autonomy is known for its positive effects and its use in management practice. Recently an urgent debate has emerged on its drawbacks on individual outcomes. In this study, we investigate and test a model on the effect on individual learning of an autonomy‐supportive teaching style and its interplay with the learner's previous experience and perceived management support. Specifically, while research has emphasized the positive effect of similar contexts, this study focuses on its differential effect on short‐term and long‐term learning outcomes, challenging the traditional view of autonomy. We also explore how job experience and management support can improve the effects of autonomy on individual learning. We test our model by collecting longitudinal data on a sample of 200 individuals participating in a training programme on managerial skills. Our results show that (1) the extent to which teachers were perceived as autonomy‐supportive presents a linear relationship with short‐term learning outcomes (utility reactions) and a positive curvilinear relationship with training transfer in the long term; (2) learner job experience and perceived management support for learning have a positive moderating effect on the linear relationship between autonomy and learning outcomes.     

Managerial sensemaking of interaction within business relationships: A cultural perspective

In this study, we take the perspective of the individual manager in order to understand the role of culture in managerial sensemaking on interaction within business relationships. Extant literature has found business-to-business relationships and interaction between managers to be an essential part of conducting business. However, it has mostly ignored the role of culture in the process. This has not accounted for the possibility that managers with different cultural backgrounds may differently make sense about business interactions.     

Scheduling internal audit activities: a stochastic combinatorial optimization problem

The problem of finding the optimal timing of audit activities within an organisation has been addressed by many researchers. We propose a stochastic programming formulation with Mixed Integer Linear Programming (MILP) and Constraint Programming (CP) certainty-equivalent models. In experiments neither approach dominates the other. However, the CP approach is orders of magnitude faster for large audit times, and almost as fast as the MILP approach for small audit times. This work generalises a previous approach by relaxing the assumption of instantaneous audits, and by prohibiting concurrent auditing.     

Lay representations of workplace stress: What do people really mean when they say they are stressed?

An individual's beliefs in relation to stress are likely to affect their perceptions, and hence their work-related actions (such as absenteeism). In this paper, lay representations of work stress were investigated utilising semi-structured interviews with 45 individuals from a range of occupations. The meaning of occupational stress, its antecedents and outcomes, and ways by which it may be managed were examined. Dominant factors were established through the use of thematic content analysis. Similarities and differences were found between lay and professional discourses on work stress. Results indicate that lay representations of occupational stress are multi-faceted. Little consensus was found in how participants interpreted the concept: a diverse range of personal, environmental, and societal factors was highlighted. A different (and arguably more complex) range of definitions of job stress and the manner in which it impacts on individuals was revealed than has been reported in previous studies. The causes of stress at work were perceived as being predominantly organisational, but the impact of stress on the employee was more salient than organisational outcomes. Paradoxically, secondary and tertiary stress management techniques were thought to be more effective than interventions designed to prevent stress at work. Interviewees with line management responsibility were more likely to emphasise individual responsibility for managing stress, most others maintained that the individual and the organisation are equally responsible. The potential value of examining lay representations of job stress to the discipline of Occupational Health Psychology is discussed and suggestions for future research are made.     

Business Performance Analytics: exploring the potential for Performance Management Systems

Business Performance Analytics (BPA) entails the systematic use of data and analytical methods (mathematical, econometric and statistical) for performance measurement and management. Although potentially overcoming some traditional diagnostic issues related to Performance Management Systems (PMS), such as information overload, absence of cause-effect relationships, lack of a holistic view of the organisation, research in the field is still in its infancy. A comprehensive model for operationalising analytics for diagnostic and interactive PMS is still lacking. Adopting an action research approach, this paper addresses this gap and develops a five-step framework applied to a company operating in the construction industry. The results show that in addition to encouraging dialogue, BPA can contribute to identifying critical performance variables, potential sources of risk and related interdependencies. A number of critical issues in implementing data-based approaches are also highlighted, including data quality, organisational competences and cultural shifts.     

LMX差异化对创造力的影响:一项多层次研究

领导—成员交换关系的差异化是近年来学术界的一个热点课题.尽管已有研究考察了它对一些个体和团队产出的影响,但领导—成员交换关系差异化对创造力的影响一直为研究者们所忽略.领导—成员交换关系差异化文献和社会比较理论表明领导与不同下属交换质量的差异对团队及个人创造力的发挥具有重要意义.基于此,本研究采用社会比较的理论视角,同时从个体和团队两个层面考察领导—成员交换关系差异化对团队和个体创造力的影响,并进一步分析团队层面的差异化对个体层面效应的调节作用.通过对中国大陆80个知识型团队的367名个体的问卷调查,结果发现:在个体层面,相对的领导—成员交换关系(RLMX)对个体创造力有显著正向影响,团队自主支持感在这两者关系中起着中介作用;在团队层面,领导—成员交换关系差异和团队创造力之间呈U型关系,领导—成员交换关系差异对个体创造力有消极影响,但团队层面的关系差异化对RLMX和个体创造力关系的调节效应不显著.总体来看,本研究发现LMX差异化对个体层面和团队层面的影响是不一致的.最后讨论了本研究的不足及未来潜在的研究方向.     

Exploring the nature of control and its role in the appraisal of workplace stress

The concept of control is a prominent component of theories of stress. From a transactional framework, appraisal of control is seen as important in influencing coping behaviour. However, little attention has been paid to the measurement of the appraisal of control in a work-related situation. In this paper it is argued that situational control should not be reduced to a simple assessment of whether or not an individual has control over a given situation. Instead it is believed that it is important to identify the factors that an individual strives to have control of, as well as the perceived degree of control over those factors. A major component of the present study was the use of a measure that viewed control in this way and that examined control as a multifaceted construct (task control, predictability, self-control and general control). This paper reports on an analysis that examines the multifaceted nature of perceived control with other situational appraisals in the process of coping with workplace stress. A total of 134 employees from four public sector organizations in New Zealand took part in this research. Having control over work tasks was for this sample considered to be less important in giving a sense of control than either predictability or self-control. When it came to reporting how much control they actually had, respondents reported higher levels of self-control than other aspects of control. However, in general respondents reported lower levels of actual control than what they perceived it was important for them to have. This research emphasizes the importance of having a sense of self-control, particularly when it comes to the use of different coping strategies. Overall these findings point to the need to better understand the nature and type of control and its importance if we are to advance our knowledge of work stress.     

Exploring the nature of control and its role in the appraisal of workplace stress

The concept of control is a prominent component of theories of stress. From a transactional framework, appraisal of control is seen as important in influencing coping behaviour. However, little attention has been paid to the measurement of the appraisal of control in a work-related situation. In this paper it is argued that situational control should not be reduced to a simple assessment of whether or not an individual has control over a given situation. Instead it is believed that it is important to identify the factors that an individual strives to have control of, as well as the perceived degree of control over those factors. A major component of the present study was the use of a measure that viewed control in this way and that examined control as a multifaceted construct (task control, predictability, self-control and general control). This paper reports on an analysis that examines the multifaceted nature of perceived control with other situational appraisals in the process of coping with workplace stress. A total of 134 employees from four public sector organizations in New Zealand took part in this research. Having control over work tasks was for this sample considered to be less important in giving a sense of control than either predictability or self-control. When it came to reporting how much control they actually had, respondents reported higher levels of self-control than other aspects of control. However, in general respondents reported lower levels of actual control than what they perceived it was important for them to have. This research emphasizes the importance of having a sense of self-control, particularly when it comes to the use of different coping strategies. Overall these findings point to the need to better understand the nature and type of control and its importance if we are to advance our knowledge of work stress.     

Energy modelling for technology assessment: the MARKAL approach

The primary objective of energy policy in many countries is to change the structure of their energy systems so as to reduce the dependence on imported oil. A large amount of funds is spent on energy research and development. The technologies competing for such funds have widely varying characteristics. These relate to costs and benefits, technical performance, environmental effects, the requirements for land, water and materials and the impact on employment. It is necessary to analyse these effects in some detail before decisions on technology programmes can be made. A complete assessment of the possible value of a particular technology cannot be made on an individual basis. It is necessary to consider many technologies simultaneously, competing against each other for various shares of the energy market. However, analysing the behaviour of the entire energy system requires the handling of an extensive amount of data and can only be done effectively with the help of a computerised system. The model, MARKAL, described in this paper is a multi-period linear programming model which has been developed and applied by 15 OECD countries for the purpose of energy technology research and development planning. Examples of the use of the model for this purpose are given both for the group as a whole and for individual countries. The model is structured so that an exogenously specified set of end-use demands must be satisfied given available technologies and energy supplies. The model allows for substitution possibilities in both the energy supply and demand sectors. A feature of the model is the use of varying objective functions such as minimum discounted costs, oil imports, or environmental effluents. These can be used individually or in combination in trade-off situations. The broader question of the use of energy modelling for technology assessment, including its limitations, is also discussed with particular reference to the insights that can be gained from the MARKAL model. Information from the MARKAL model has been used by the International Energy Agency to assist it in formulating a strategy for energy research development and demonstration.     

Learning About the Market’s Periphery: IBM’s WebFountain

The web can provide valuable information to an organisation on upcoming trends, competitors’ movements and customers’ gripes. More important, the information is within reach of every organisation. The problem is that there is so much of it. This paper describes how IBM set up and utilised WebFountain—a tool to help it extract trends and detect patterns from the vast amounts of raw data available. Still, the authors argue, any organisation needs to do more to use to its full potential such a system for extracting analytic solutions from the web: the most important being to ask the right questions in the first place.