Unveiling the Canvas Ceiling: A Multidisciplinary Literature Review of Refugee Employment and Workforce Integration

Increasing levels of displacement and the need to integrate refugees in the workforce pose new challenges to organizations and societies. Extant research on refugee employment and workforce integration currently resides across various disconnected disciplines, posing a significant challenge for management scholars to contribute to timely and relevant solutions. In this paper, we endeavour to address this challenge by reviewing and synthesizing multidisciplinary literature on refugee employment and workforce integration. Using a relational framework, we organize our findings around three levels of analysis – institutional, organizational and individual – to outline the complexity of factors affecting refugees’ employment outcomes. Based on our analysis, we introduce and elaborate on the phenomenon of the canvas ceiling ? a systemic, multilevel barrier to refugee workforce integration and professional advancement. The primary contributions of this paper are twofold. First, we map and integrate the multidisciplinary findings on the challenges of refugee workforce integration. Second, we provide management scholarship with a future research agenda to address the knowledge gap identified in this review and advance practical developments in this domain.     

ANALYSIS OF ALTERNATIVE SCHEDULING POLICIES FOR HOSPITAL NURSES

The persistent shortage of nurses adversely affects the productivity, quality of care, and operating costs in most acute care hospitals. Aggravating the shortage are high nurse turnover rates, approaching 200% in some institutions. Policies to ensure adequate staffing levels and provide more attractive work schedules are alleged to improve nurse retention. However, their cost is seldom discussed. We compared expected nursing expense and workforce requirements to staff eight medical and surgical nursing units of a large hospital for 1 month, under 12 different scheduling policies alleged to improve turnover. Using simulation and an integrated staffing and scheduling methodology, we found that the expected nursing wages and workforce requirements for some policies differed by as much as 33%. In this hospital, the expected labor costs for certain policies could erode the benefits expected from improved retention. In contrast, other policies appear to allow high utilization of nursing resources, enhancing the expected benefits of reduced turnover with significant reductions in expenses for labor, recruiting, training, and fringe benefits.     

Knowledge Life Cycle,Knowledge Inventory,and Knowledge Acquisition Strategies*

For a knowledge‐ and skill‐centric organization, the process of knowledge management encompasses three important and closely related elements: (i) task assignments, (ii) knowledge acquisition through training, and (iii) maintaining a proper level of knowledge inventory among the existing workforce. Trade‐off on choices between profit maximization in the short run and agility and flexibility in the long term is a vexing problem in knowledge management. In this study, we examine the effects of different training strategies on short‐term operational efficiency and long‐term workforce flexibility. We address our research objective by developing a computational model for task and training assignment in a dynamic knowledge environment consisting of multiple distinct knowledge dimensions. Overall, we find that organizational slack is an important variable in determining the effectiveness of training strategies. Training strategies focused on the most recent skills are found to be the preferred option in most of the considered scenarios. Interestingly, increased efficiencies in training can actually create preference conflict between employees and the firm. Our findings indicate that firms facing longer knowledge life cycles, higher slack in workforce capacity, and better training efficiencies actually face more difficult challenges in knowledge management.     

Labour Market Flexibility,Human Resource Management and Corporate Performance

Labour market flexibility is often portrayed as a key to the competitive success of the UK and US economies. We surveyed several hundred firms in the UK, and using the resulting data (on over 200 manufacturing firms) this paper investigates the relationships between firms’ use of flexible work practices, human resource systems and industrial relations on the one hand, and corporate performance on the other hand. The results suggest that ‘low‐road’ practices – short‐term contracts, a lack of employer commitment to job security, low levels of training and low levels of human resource sophistication – are negatively correlated with corporate performance. In contrast, it is found that ‘high‐road’ work practices –‘high commitment’ organizations or ‘transformed’ workplaces – are positively correlated with good corporate performance. It is also found that human resource management practices are more likely to contribute to competitive success where they are introduced as a comprehensive package, or ‘bundle’ of practices. Significant interaction effects between human resource systems, trade unions and flexible work practices add further support to the bundling hypothesis.     

QUALITY AND WORK FORCE MANAGEMENT PRACTICES: THE MANAGERIAL PERFORMANCE IMPLICATION

Quality has been in the limelight as organizations have sought to create a competitive advantage and theorists have sought to understand the implications of quality management. This paper examines the synergistic effects of the quality emphasis in the organizations, the use of appropriate work force management practices, and the managerial performance outcomes as interactive phenomena. Using data from multiple levels of employees in manufacturing units in various industries, we tested hypotheses regarding the managerial performance impact of the synergy in work force management practices and the quality emphasis. The results indicate that the effectiveness of work force management practices in enhancing managerial performance varies with the emphasis on quality that is manifested by meeting and exceeding customer needs and preferences through accurate, consistent, reliable, and durable products, and by making design changes in the products as desired by the customer.     

Determinants and barriers to lean implementation in food-processing SMEs – a multiple case analysis

This study explored contextual or determining factors and their impacts on lean manufacturing in small- and medium-sized enterprises (SMEs) operating in food-processing industries. In order to get an in-depth insight into the real situation at the work floor, this study adopted a multiple-case-study research approach. The inherent characteristics of food industries, such as mandatory quality assurance requirements, low shelf life of food products, and the extremely volatile demand and supply presented barriers to lean manufacturing adoption. In addition, the challenges of ‘change’ in an SME environment are distinct from those faced by large organizations. The small size of the plant, the traditional setup, and inflexible layout make it difficult to implement lean manufacturing in food-processing SMEs. The knowledge of contextual factors influencing lean manufacturing adoption in food processing SMEs will be a contribution to current knowledge. Many studies have explored lean constructs and tools, while far fewer have explored the crucial element of actually implementing these. The study will also help practitioners to anticipate potential obstacles and take proper measures to deal with them during lean implementation.     

A methodology for the design of manufacturing systems using group technology

The primary objectives in implementing computer integrated manufacturing systems (CIMS) are to improve quality, enhance flexibility, and increase productivity. One of the approaches used to achieve these objectives is to organize and group the production machines into manufacturing cells using group technology concepts. Cellular manufacturing allows small batch production to gain economic advantages similar to mass production while maintaining the flexibility of job shop production. This paper presents a methodology which uses design and manufacturing attributes to form manufacturing cells in a computer integrated manufacturing setting. The methodology is implemented in two phases. In phase I, parts are grouped into part families based on their design and manufacturing attributes. In phase II of the methodology, the machines are grouped into manufacturing cells based on relevant operational costs, and the various cells are assigned part families using an optimization technique. The optimization technique employs integer programming to minimize the total operational costs.     

The Determinants of Retail Productivity: A Critical Review of the Evidence

This paper discusses the literature on the established determinants of productivity in the retail sector. It also draws attention to some neglected strands of research which provide useful insights into strategies that could allow productivity enhancements in this area of the economy. To date, very few attempts have been made to integrate different specialisms in order to explain what drives productivity in retail. Here this paper rectifies this omission by putting together studies from economics, geography, knowledge management and employment studies. It is the authors’ view that quantitative studies of retail productivity should focus on total factor productivity in retailing as the result of competition/composition effects, planning regulations, information and communications technology, the multinational operation element and workforce skills. Further, the fact that retail firms possess advantages that are transferable between locations suggests that investment in strategies enhancing the transfer of explicit and tacit knowledge between and within businesses are crucial to achieve productivity gains.     

A structured methodology to implement judiciously the right JIT tactics

In order to enhance the competitiveness and efficiency of manufacturing operations, many companies arc looking at implementing key strategic technologies. Two of the most predominant programs are ‘just-in-time’ and ‘synchronous organizations’. However, their impacts on improving quality and reducing time-to-market have been mixed. It is not very clear why, in some cases, results are poor, when in a similar situation, programmes have proved to work well. There are conflicting reasons reported for such a discrepancy. Some have argued that during J IT implementation either a right mix of tactics was not selected at the outset or the process was not carefully monitored to see whether a mid-course correction or change in tactics was necessary. In order to (a) protect the manufacturing and strategic teams from making the same/similar mistakes and (b) sustain a series of successful activity throughout during the strategic implementation cycle, this paper outlines a structured methodology. The method utilizes a matrix-based procedure to dynamically (over time) measure the effectiveness of a line of JIT tactics against the organization's principles and objectives. The operating procedure suggests first (a) using a method for monitoring the changing conditions of market and business and then (b) using the metrics to guide the management with a new line of tactics that might have better impact on the newly aligned company goals. In an effort to help managers and engineers decide on a proper line of tactics to implement JIT, a line of JIT quality matrices (JQM) is developed. JQM provides a framework to guide group managers to ‘plan, pick and choose’ a set of effective JIT techniques. An approach similar to quality function deployment (QFD) is used to generate the JIT house and their corresponding JQM matrices. With the JQM-based structured methodology, managers can design the best line of JIT strategy blended with JIT theory and adapted to the manufacturing environments in which it is expected to operate.     

Influence of Environmental Factors and Prior Changes on the Organizational Adoption of Changes in Products and in Technological and Administrative Processes

This research studies how organizational adoption of three different types of change – change in products, in technological processes and in administrative processes – is influenced by environmental factors such as industry regulation and market concentration and by the prior adoption of different types of change. We tested our hypotheses in the service sector, examining a sample of bank holding companies in the USA for the period 1975–1995. We found that (1) environmental factors influence rates of change in products, in technological processes and in administrative processes differently; (2) changes in products are followed by changes in both technological and administrative processes; and (3) the three types of change exhibit momentum, as firms are more likely to implement changes similar to those they have recently undertaken. We discuss the implications of our findings for the theory and management of change in organizations.     

A taxonomy of international manufacturing networks

Abstract

Manufacturing firms with multiple product groups do not need to involve all factories in the production of all product groups. Some factories may specialize on a small set of products, while others participate in the manufacturing of a broader set of products. However, current theories on international manufacturing networks do not explain in detail how organizations design international manufacturing networks for different products or product groups involving different sets of factories. This research investigates 20 product group networks at five global manufacturing firms. We distinguish between three types of factories: component manufacturing factories, assembly factories, and integrated factories (having both component manufacturing and assembly). Furthermore, we identify four network types: linear, divergent, convergent, and mixed structures. These four types exhibit distinctly different characteristics in terms of key characteristics, factory roles, product types, process types, market types, sourcing, and key managerial challenges. Most networks are relatively small – on an average consisting of four factories and some contain a number of subnetworks that are self-sufficient in terms of material flow and serve separate market regions. We identify two new types of factory roles related to component manufacturing competences, which we call ‘strategic feeder’ and ‘full lead’.     

High-involvement work practices and employee engagement

The purpose of this paper is to examine the relationships between high involvement work practices (HIWPs) and employee engagement. HIWPs consist of four main attributes: (a) power – employees have the power to make decisions and/or to participate in decision-making; (b) information – information is shared among employees; (c) reward – employees are rewarded for their good performance; and (d) knowledge – employees are provided with the necessary training to do their work. This paper investigates the connections between engagement and each of these practices, and proposes a conceptual model that links these relationships. It starts by providing a brief overview of HIWPs, followed by a discussion on the connections between HIWPs and engagement, and a conclusion and discussion of implications for practice and research.     

Translating Local Knowledge at Organizational Peripheries *

This article theorizes about the kinds of knowing present in organizations that share both a structural similarity in the organization of work and work practices – a ‘double periphery’ in which a community of practitioners acts across both a horizontal, geographic periphery and a vertical, hierarchical periphery – and a common mode of practice – translating across these peripheral borders. In principle, these workers develop knowledge in interaction with clients and customers that could be valuable to the organization, were it but to learn from them. Instead, the ‘local knowledge’ they learn in acting across these peripheries is discounted, if not disparaged, by more centrally‐located managers and executives. The article theorizes about the nature of translating local knowledge concerning organizational practices and about the structural character of local versus ‘expert’ knowledge.     

Explaining performing R&D through alliances: Implications for the business model of Italian dedicated biotech firms

In recent years management scholars and practitioners have been interested in Research and Development (R&D) partnering, especially in high-tech industries. While the motivations of research partnership formation have been widely explored in literature, little attempt has been undertaken to examine the effects of research partnerships on R&D productivity and the implications for business models of the new ventures. In this paper we try to shed some light on the business models of the young ventures involved in R&D partnerships and their effect on R&D productivity. Our hypotheses are that experience in previous alliances, repeated partnerships and tight relationships have positive effects on R&D productivity while rigid governance structures and public R&D subsidies have negative effects on such productivity. We discuss how these aspects affect the business models of biotech firms. We test our hypotheses on a sample of 55 Italian DBFs (Dedicated Biotech Firms). Results support our hypotheses. Managerial implications and further issues for future research are discussed.     

A rostering approach to minimize health risks for workers: An application to a container terminal in the Italian port of Genoa

The evolving safety regulation is pushing seaports to comply with safety measures for workers performing heavy loads handling and repetitive movements. This paper proposes a risk-aware rostering approach in maritime container terminals, i.e., it addresses the rostering problem of minimizing and balancing workers’ risk in such terminals. To this end, a mixed integer mathematical programming model incorporating workforce risks is proposed, considering constraints such as the satisfaction of the workforce demand to perform the terminal operations, the worker-task compatibility and restrictions on the sequence of tasks assigned to the same worker. The model has been successfully applied to plan workforce over a six months horizon in a real container terminal located in Northern Italy, the Southern European Container Hub (SECH) in Genoa. As the workforce demand in SECH terminal is available at most two weeks in advance, a rolling horizon planning approach is devised. Experimental tests on real data provided by SECH terminal over a six months planning horizon highlight the effectiveness of the approach - the maximum monthly risk for workers is reduced by 33.9% compared to the current planning – and suitability to other container terminal contexts. Moreover, the model is applicable to a broad range of port situations, and robust enough to need little adaptation.     

Supply chain configuration conundrum: how does the pharmaceutical industry mitigate disturbance factors?

How a supply chain (SC) is configured can have a significant impact on the performance of global firms. More specifically, disturbance factors (i.e. those factors associated with uncertainty and risk) are increasingly important considerations. This paper focuses on endogenous, exogenous and environment-related SC disturbance factors and their relative importance when configuring global SCs. Three alternative scenarios of SC configurations for European-based pharmaceutical firms are identified – insource nearshore, outsource nearshore and outsource offshore. Through a multi-phase, mixed-methods approach we find that the top five disturbance factors managers should be aware of while configuring their SCs are quality defects, unforeseen and random interruptions in manufacturing processes, order processing difficulties, untimely delivery of products and a mismatch between market demand and supplier responsiveness. This study is able to provide insights into the impact of disturbance factors on the SC configuration strategy for Big Pharmas (BPs). We show that SC disturbances influenced the decision to bring production back home (reshoring) or to a closer location (nearshoring). To mitigate the effects of disturbances many BPs recalibrated their SC configurations by insourcing core products, outsourcing non-core products offshore and developing offshore insourcing capabilities through ‘captives’.     

我国知识工作者组织内知识共享问题的研究

知识共享问题正日益受到管理界的重视,但对于组织内知识共享的实证性研究仍然较少。本文通过对我国知识工作者的实际调查与分析发现,个人传播知识的动机主要是成就感,吸收知识的动机主要是对工作的挑战性的追求。在组织文化方面,知识传播主要依赖组织的归属感,知识吸收依赖组织的宽容度、归属感和信任度。具有较高知识传播程度的知识工作者,通常有较高的工作效率;具有较高知识吸收程度的知识工作者,通常有较高的工作效率和较高的工作质量。     

Engaging leader – Engaged employees? A cross-lagged study on employee engagement

The goal of this study is to provide a cross-lagged examination of the relationships between engaging leadership, job resources and employee work engagement. We propose a mediation model and we postulate that engaging leadership can increase perceptions of three specific job resources (i.e. autonomy, support from colleagues and opportunities for learning and development) which theoretically correspond to the three facets of engaging leadership (i.e., inspiring, connecting and strengthening, respectively). Subsequently, in keeping with the extant body of Job Demands-Resources (JD-R) research, we link job resources to employee work engagement. Our hypotheses were tested on data collected at two time-points – T1 (N = 759) and T2 (N = 273) –from employees working for a hotel chain in the Netherlands. In line with our expectations, engaging leadership showed a significant cross-lagged relationship with autonomy and support from colleagues, but did not predict learning opportunities and work engagement across time. While we formulated specific hypotheses, we also tested reversed causation relationships. We found no direct effect from engaging leadership on employee work engagement, however, the reversed effect was significant; employee perceptions of engaging leadership were shaped by their own engagement experiences. Importantly, engaged employees at T1 reported more job resources at T2. By providing a cross-lagged examination of our model, we showed that engaging leaders as well as employees’ positive affective state of being engaged, are essential to shaping a resourceful work context. A comprehensive view on the triggers and outcomes of work engagement and engaging leadership is needed, as the traditional unidirectional cause-effect rationale fails to explain how these concepts relate to one another and to employee experiences of job resources.     

A Matter of Learning: How Human Resources Affect Organizational Performance

Recently, a number of studies have tried to examine the processes that explain the influence of high performance work systems (HPWS) on company performance, in an attempt to understand which variables mediate this relationship and to what extent they do so. The importance of the organizational learning capability (OLC) construct has traditionally been outlined as being essential for a company's survival and effective performance. Thus, it seems important to establish whether HPWS can be considered an antecedent of OLC, and consequently to confirm whether OLC acts as a mediating variable in the HPWS–company performance linkage. Bearing in mind that HPWS represent a ‘bundle’ of mutually reinforcing, overlapping and synergistic individual human resource practices, this positive connection between HPWS and OLC seems reasonable. We tested our hypotheses by applying a structural equation methodology to a sample of 163 Spanish companies. Our findings show that the effects of HPWS on organizational performance are mediated by OLC.     

Risk analysis of estimates for cost of quality in supply chain: a case study

Risk analysis for Cost of Quality (CoQ) in supply chain has not been adequately researched as evidenced in the literature. This paper attempts to analyse risk involved in estimating elements of CoQ in the internal supply chain of an integrated aluminium manufacturing company. We have applied grounded theory methodology on accounting codes of the case company primarily to bring out various elements of CoQ in its internal supply chain. They are categorized as ‘cost of prevention’, ‘cost of defective inputs’, ‘cost of defect in process’, and ‘cost of defect in output’. These elements are considered to be risky due to availability of partial information in past records of accounts while applying grounded theory methodology. In order to estimate the range and probabilities of all possible outcomes of various categories CoQ in the supply chain, Monte Carlo simulation has been used. The results have facilitated decision makers in strategic total quality management.