HOW PROFESSORS OF OPERATIONS MANAGEMENT VIEW SERVICE OPERATIONS?

This study empirically tests assumptions that underlie operations management (OM) scholars' belief that service operations should be managed differently. Respondents were self-classified into manufacturing and service types. There is a significant statistical difference between the views held by each group with regard to statements such as “service Om should be taught as a separate course” and “service operations should be managed differently from manufacturing.” There was general consensus on the service research agenda with the exception of three research areas: time standards, technology, and productivity. The survey also revealed that customer influence has the greatest impact on service Om strategies and decisions.     

Determinants of group-level overconfidence in teams: A quasi-experimental investigation of diversity and tenure

Teams of business leaders make most strategic decisions in organizations. However, although a large body of research has analyzed cognitive biases of individual leaders, little is known about how those biases affect teams on the group level. Therefore, on the basis of research into group decision making and group diversity, we analyze demographic diversity and group tenure as two important determinants of overconfidence in groups. We report findings from a quasi-experimental field study involving 46 management teams, which suggest that diversity and tenure have separate, direct effects on group overconfidence. More specifically, we show that demographic diversity reduces group overconfidence, while group tenure increases it. These findings add a dynamic dimension to the conceptualization of group overconfidence in teams.     

Experiences of Violence Among Transgender Women in Puerto Rico: An Underestimated Problem

Violence is a public health concern faced on a daily basis by transgender women. Literature has documented how it adversely affects quality of life and health and in some instances leads to homicide. Considering the lack of research documenting the experiences of violence among transgender women, the objective of this article was to explore manifestations of violence among this population in Puerto Rico. The data presented in this article are part of a larger study on transgender/transsexual health in Puerto Rico. For the purpose of this article we focus on the quantitative data analysis. Participants (N = 59 transgender women) were recruited via respondent driven sampling. Implications and specific recommendations are discussed in light of these findings.     

“It’s the Economy,Stupid!”: On the Relative Impact of Political and Economic Determinants on Migration

Population Research and Policy Review - The present study empirically analyzes determinants of immigration to EU member countries for the period 1998–2016. By performing PPML regression, it...     

An In-Depth Look at Family Cash-Flow Management Practices

Financial management researchers have typically used a checklist of recommended practices to examine the practices of family financial managers. These studies have shown only a minority use the recommended practices but have offered no insight into what is done. Using in-depth, semi-structured interviews of seven different families, it can be suggested that managers do develop an orderly cash-flow management process. The process is systematic, formalized, done in a regular manner and on a regular basis but not that recommended. The process adopted achieves the manager's objectives of paying the family's bills on time and avoiding overdrafts. The findings suggest that educators focus on developing easy, convenient short-term practices and tools that also would improve the family's long-term financial position.     

Ascertaining the Perspectives of Young Children in Care: Case Studies in the Use of Reality Boxes

This article describes the use of an innovative method, reality boxes, to elicit the perspectives of children, ages four to seven years, in state care. Using examples from a broader research project based on children in Northern Ireland, which was concerned with their participation rights, the article considers how the children used the boxes to express their views. Informed by a child rights‐based approach, the article highlights the processes and practices involved and concludes by stressing the potential importance of this method, used in the context of this framework, in social work practice with young children.     

Studying the Motivations Behind Sexual Agreements: A First Look at the Motivations Behind Agreement (MBA) Scale for Male Couples

Sexual agreements are ubiquitous among male couples, yet little is known about motivations behind agreements and their association with sexual risk for human immunodeficiency virus (HIV). Qualitative interviews with 39 couples informed the development of the items in the Motivations Behind Agreement (MBA) scale. The scale was validated via exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) using quantitative data from two (790 and 882 men) independent samples of couples. The EFA yielded two factors: relationship quality enhancement motive (RQEM) and sex life enhancement motive (SLEM). The CFA indicated satisfactory global model data fit. Finally, in predicting sexual risk, RQEM and SLEM showed significant interactions with agreement type. For men with monogamous agreements, higher RQEM was associated with less condomless anal sex (CAS) with an outside partner of discordant or unknown serostatus (aOR = 0.15; 95% CI = 0.05, 0.46). For men with nonmonogamous agreements, higher RQEM was associated with less CAS (aOR = 0.76; 95% CI = 0.60, 0.97) while higher SLEM was associated with greater odds of CAS (aOR = 1.57; 95% CI = 1.18, 2.08). Men whose agreements were highly motivated by relationship enhancement were less likely to engage in sexual risk with outside partners regardless of agreement type. HIV-prevention interventions targeting male couples will benefit from incorporating an understanding of couples’ agreement motivations.     

Gender and the Limits to Diversity in the Contemporary British Army

This article considers equal opportunities and diversity management policies in the contemporary British Army for what they indicate, not only about policy frameworks for women's military participation, but also for what they tell us about the construction of ideas about gender and difference within that organization. The article sets out contextual information on women in the British Army and describes the research methodology on which this article is based. It looks at the evolution of equal opportunities policies and the more recent shift towards diversity management policies in the Army, focusing on their contributions towards female equity. The article examines the consequences of the shift towards the management of diversity, noting how embracing the ideas of diversity management is ultimately limited by the Army's construction of female difference. It concludes with a discussion of the issues of female and military specificity in relation to the management of diversity.