An exploratory study of the influence of the IS function and organizational context on business process reengineering project initiatives

To help evaluate the risk of process reengineering failure and enhance the prospect of its success, three potential sources of influence on BPR initiatives and success are examined in this study. These include the innovative capacity of the organization, IS maturity and strategy-IS interface. It was found that while factors related to IT maturity and influence such as experience in mainframe and client/server computing may facilitate the decision to reengineer, they are not critical in the later stages of the initiative. On the other hand, factors having significant relationships beyond the initial decision include variables pertaining to innovative capacity of the organization and strategy-IS interface. These findings suggest that technical IT competence as a critical enabler is necessary but not sufficient for reengineering success. Based on study findings regarding the innovative capacity of the organization, guidelines for reengineering risk assessment are proposed. In addition, implications of the findings, limitations of the study and opportunities for further research are also discussed.     

An exploratory study of ERP implementation in Saudi Arabia

Enterprise resource planning (ERP) is being implemented by many organisations as a potential solution to their businesses. In spite of its appeal, ERP has challenges and difficulties in its realisation, especially in developing countries. In this article, existing trends and success factors for ERP implementation in Saudi Arabia is investigated. The results of this study apply, to a large extent, to other developing countries in the Middle East and other oil producing countries. The study captures the best implementation practices, difficulties encountered, critical success factors and benefits realised. Most organisations suffer serious time and/or cost overruns in ERP implementation. Management commitment and the existence of a clear strategic objective were found to be critical for the success of the ERP implementation. Change management programmes and extensive training were found to be essential for smooth implementation process.     

Ideologies about work: An exploratory study

This paper focuses upon an as yet under-explored factor believed to underlie most managerial and organizational behavior variables—work ideology. Work ideologies are surveyed for several convenience samples of students and managers to show their ability to be studied and that patterned differences may be discovered. In addition, the historical origins and meanings of four major work ideologies are discussed.     

The role of values in implementing progressive organizational practices

This paper seeks to provide an understanding of the conditions which lead to successful implementation of progressive organizational practices. The nature of organizational practices and values is examined in an effort to understand this process. A model is developed which highlights the importance of a fit between management values, organizational beliefs, and practices. The article concludes with suggestions for practical use of the model.     

An exploratory factor analysis of workplace learning,job satisfaction,and organizational commitment in small to midsize enterprises in Taiwan

The purpose of this study was twofold: (1) to identify the factor structures associated with three Western-developed instruments (Small Business Workplace Learning Survey, Minnesota Satisfaction Questionnaire, and the Organizational Commitment Questionnaire, hereinafter referred to as SBWLS, MSQ, or OCQ) used to assess workplace learning, job satisfaction, and organizational commitment when applied in a non-Western setting; and (2) to determine if individuals who differed in terms of selected demographic variables, differed in terms of the derived constructs. The factor analytic structure of each instrument which was originally established using Western samples was compared to the factor structure results obtained for an Eastern sample. Quantitative data were collected from employees in 26 small to midsize IT companies in Taiwan. A total of 206 valid surveys were obtained and analysed out of 450 that were distributed. The factor structure of each instrument generated from this study appeared to be substantially different from those obtained for the original instruments. The researchers suggest that the highlighted structure deviations reflect some culturally oriented factors which might be useful for developing more indigenous instruments. Regarding the participants' demographic variables, no differences in terms of SBWLS, MSQ, or OCQ were found for Gender, Age and Tenure. Marital status was significant in terms of MSQ and OCQ. Educational level was significant for SBWLS and OCQ.     

An exploratory study of manufacturing strategy practices of machinery manufacturing companies in India

This paper presents findings of a survey on manufacturing strategy practices adopted by the Indian machinery manufacturing companies (IMMC). Based on the survey, three companies have been selected for detailed case studies. Their experiences in the manufacturing strategy process are analyzed. Although the companies represented diversity in terms of product type, sales volume, and geographic location, they share several commonalties including use of advanced manufacturing technologies and use of several improvement techniques. The process of strategy formulation varied among the companies in terms of participants, complexity and degree of formalization. Competitive priorities, order winners and critical success factors are also identified for these companies. Based on strategic manufacturing issues, manufacturing competence index and business performance index for the companies has been worked out.     

An organizational climate regarding ethics: the outcome of leader values and the practices that reflect them

In this article, we argue that the organizational climate regarding ethics — the shared perception of what is ethically correct behavior and how ethical issues should be handled within an organization — is an outgrowth of the personal values and motives of organizational founders and other early organizational leaders. We begin by arguing that one common label for the climate regarding ethics construct — “ethical climate” — is inappropriate. We also argue that climate regarding ethics has an impact on organizational outcomes, including organizational outcomes that do not have explicit ethical components. We propose that this impact largely occurs through the mediating mechanisms of organizational cohesion and morale. We conclude by discussing the variety of antecedents and outcomes related to climate regarding ethics.     

Managers' personal values as predictors of importance attached to training and development: a cross-country exploratory study

Few empirical studies have examined the effect of personal values on the importance attached by individuals to training and development in organizations. We argue that personal values play an important role in decision-making processes (i.e. commitment to training and development) and that such values are the product of socialization processes operating at an organizational and societal level. Questionnaire data were collected from 340 Irish and Canadian line managers to test the hypothesis that personal values affect the importance attached by respondents to training and development. Capability values were found to be a significant positive predictor of the perceived importance of training and development. The findings emphasize the need for simultaneously examining both personal values and organizational factors as predictors of training and development activity.     

Action e-learning: An exploratory case study of action learning applied online

Abstract

Web-based instruction, also called e-learning, is currently one of the most talked-about education and training media. To prepare courses for online delivery and to maintain their effectiveness, the designer must have an understanding of e-learning instructional design principles. Action learning is a proven, effective management development process that has not been implemented to date as an e-learning instructional methodology. The purpose of this exploratory case study was to examine the impact of the action learning process on the effectiveness of management level web-based instruction (WBI). A leader-led, management-level course using face-to-face delivery was converted to web-based instruction where action learning was the delivery methodology. Kirkpatrick's Four Levels of Evaluation served as the evaluation tool to determine effectiveness of the intervention. It was found that, though challenging to facilitate, the action learning online method is effective and yields changes in participants' knowledge. However, contrary to expectations, online learning communities did not form.     

Emerging paradoxes in executive leadership: A theoretical interpretation of the tensions between corruption and virtuous values

The recent mini scandal surrounding questionable on-line postings of John Mackey, the founder and CEO of Whole Foods Market Inc., raises once again ethical challenges related to contemporary business leadership. Given his visible commitment to environmentally sound strategies and other responsible business practices, Mackey’s actions epitomize the irony and paradox that can surround executive leadership ethics. While this essay acknowledges the potential role of stricter legal constraints, punishments for offenders, decentralized governance systems, and rationalized structures that help prohibit power abuse, it views such rationalistic considerations alone to be inadequate. Rather, the authors suggest that the promotion of authentic virtuousness is an often overlooked yet indispensable part of any meaningful long term ethical leadership process.     

An integrative theory of organizational legitimation

The concept of legitimation has been used in the organizational analysis literature to refer either to processes by which power relations are mystified through the manipulation of symbols or to processes by which organizations conform to consensually defined standards of evaluation. This article traces the intellectual lineage of these approaches in the management literature and current and classic literature of the social sciences, and demonstrates the complementarity of their strengths and weaknesses. An integrative theory of legitimation, based on semiotics, is then presented which identifies the articulation of these approaches and allows a richer basis for the analysis of legitimation phenomena.     

Participation satisfaction and organizational commitment: moderating role of employee's cultural values

This paper explores the moderating role of cultural values on relationships between participation satisfaction (PS) and employees’ organizational commitment (OC). A survey of 1390 employees of Bharat Sanchar Nigam Limited, a Government of India Public Sector Undertaking providing telecommunication services across India, shows that PS is directly related to OC, and is moderated by employees’ cultural values at individual level. The form of moderation reveals: positive and insignificant relationship between PS and affective commitment for employees high in uncertainty avoidance; positive and significant relationship between PS and normative commitment for employees high in individualism/collectivism, low in masculinity/femininity, and low in power distance. No moderation has been found in the relationship between PS and continuance commitment.     

Vicarious traumatization in counsellors working in the New South Wales Sexual Assault Service: An exploratory study

A number of case reviews and observations have reported on the effects, on counsellors, of working with victims of violence. In this study two groups of counsellors, sexual assault counsellors (n = 41) and counsellors from a range of other therapy areas (n = 32), were compared on a number of measures including the Maslach Burnout Inventory, Ways of Coping Scale and a Beliefs and Values Questionnaire. The results indicate that sexual assault counsellors experience greater emotional exhaustion and use more escape/avoidance coping strategies. Responses concerning beliefs and values are discussed in terms of McCann and Pearlman's constructivist self-development model and indicate support for the concept of vicarious traumatization. Implications of these findings for Sexual Assault Services are discussed.     

Coping strategies used by staff following assault by a patient: An exploratory study

This study investigates how people deal with the stress of being the victim of a violent assault at work. A consecutive sample of 24 employees of a psychiatric hospital were questioned over a three-week period following an assault by a patient. The ways in which these staff spontaneously attempted to cope with these assaults was used as a basis for a classification scheme. In addition their psychological difficulties were measured. Despite the restricted sample some interesting associations were found. Ignoring the incident by avoiding thinking about it and taking time away from work or work colleagues was associated with decreases in psychological difficulties over time. Although the causal link is still unclear, further studies using similar analyses may be able to tease this out.     

组织学习、战略柔性对企业绩效影响的实证研究

通过对组织学习能力、战略柔性及企业绩效的相关文献的系统梳理,探索性地提出了一个体现组织学习能力、战略柔性以及企业绩效之间关系的结构模型,采用多行业的样本数据,运用SPSS和结构方程模型,通过样本分析,检验了组织学习能力对不同类型的战略柔性(资源柔性和能力柔性)的影响,以及资源柔性和能力柔性分别对于企业绩效的影响;通过假说验证分析,辅助各变量R2值的分析,企业绩效的53.6%被战略柔性的影响作用所解释,又由于资源柔性对企业绩效的影响作用不显著,所以被解释的企业绩效很大程度上源于能力柔性的影响.研究表明确实存在组织学习能力对战略柔性的影响作用,以及不同类型的战略柔性(资源柔性和能力柔性)对企业绩效影响的差异,从而为企业提高经营绩效提供理论基础和有效途径.     

The impact of shiftwork on personnel at a nuclear power plant: An exploratory survey study

Shiftwork may constitute an additional risk factor in high-hazard industries where system failure could exact heavy human, environmental and economic costs. This exploratory survey study examined the impact of shiftwork upon nuclear power plant workers' perceived health, sleep, and social problem, as well as levels of alertness. Overall, the night shik proved to be the most problematic in ternis of decreases in alertness, sleep duration and quality, and disruptions to health, social and family life. The permanent shift preferences of the shiftworkers were also explored to establish the practicability of introducing a theoretically safer permanent mght shdt at such a facility. Importantly, the small proportion of the sample who showed a preference for a pemianent night shift was insufficient to provide operational cover. Although these shtftworkers reported experiencing less disruption on the night shift than those who would choose to work a permanent day shift, their preference appeared to be based upon a greater esprit de corps on this shift rather than on any predisposing individual characteristics. These results have practical implications for work scheduling in high-hazard industries.

The present study investigates the dimensional structure of the psychosocial work environment as assessed by Karasek's job characteristics scales and a set of factorial scales derived from the Dictionary of Occupational Titles (DOT) observers' ratings of occupational characteristics for census occupations. Scale scores on the Karasek and DOT were linked to information on occupation from the Epidemiologc Catchment Area (ECA) study sample. Scale intercorreladons and factor analysis were performed on those ECA subjects who reported ever having a full-time job (n=11,789). DOT'sS Substantive Complexity scale was positively correlated with Karasek's Skill Discretion and Decision Authority scales, and DOT's Physical Demands and Hazards scale was positively correlated with Karasek's Physical Demands scale. In addition, the DOT system compared to the Karasek system seems to assess psychosocial work domains less characteristic of traditional industrial jobs (interpersonal stress, expressive work). The content validity of the Karasek scales might be increased with the assessment of these domains. Giving support to Karasek's Demand/Control Model, the factor structure of the psychosocial work enviromnent in the probability sample of five US metropolitan populations yielded two major dimensions: Control, and Physical Demands.