6,379 research outputs found

    Boundary Spanner Corruption in Business Relationships

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    Boundary spanner corruption—voluntary collaborative behaviour between individuals representing different organisations that violates their organisations’ norms—is a serious problem in business relationships. Drawing on insights from the literatures on general corruption perspectives, the dark side of business relationships and deviance in sales and service organisations, this dissertation identifies boundary spanner corruption as a potential dark side complication inherent in close business relationships It builds research questions from these literature streams and proposes a research structure based upon commonly used methods in corruption research to address this new concept. In the first study, using an exploratory survey of boundary spanner practitioners, the dissertation finds that the nature of boundary spanner corruption is broad and encompasses severe and non-severe types. The survey also finds that these deviance types are prevalent in a widespread of geographies and industries. This prevalence is particularly noticeable for less-severe corruption types, which may be an under-researched phenomenon in general corruption research. The consequences of boundary spanner corruption can be serious for both individuals and organisations. Indeed, even less-severe types can generate long-term negative consequences. A second interview-based study found that multi-level trust factors could also motivate the emergence of boundary spanner corruption. This was integrated into a theoretical model that illustrates how trust at the interpersonal, intraorganisational, and interorganisational levels enables corrupt behaviours by allowing deviance-inducing factors stemming from the task environment or from the individual boundary spanner to manifest in boundary spanner corruption. Interpersonal trust between representatives of different organisations, interorganisational trust between these organisations, and intraorganisational agency trust of management in their representatives foster the development of a boundary-spanning social cocoon—a mechanism that can inculcate deviant norms leading to corrupt behaviour. This conceptualisation and model of boundary spanner corruption highlights intriguing directions for future research to support practitioners engaged in a difficult problem in business relationships

    An empirical investigation of the relationship between integration, dynamic capabilities and performance in supply chains

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    This research aimed to develop an empirical understanding of the relationships between integration, dynamic capabilities and performance in the supply chain domain, based on which, two conceptual frameworks were constructed to advance the field. The core motivation for the research was that, at the stage of writing the thesis, the combined relationship between the three concepts had not yet been examined, although their interrelationships have been studied individually. To achieve this aim, deductive and inductive reasoning logics were utilised to guide the qualitative study, which was undertaken via multiple case studies to investigate lines of enquiry that would address the research questions formulated. This is consistent with the author’s philosophical adoption of the ontology of relativism and the epistemology of constructionism, which was considered appropriate to address the research questions. Empirical data and evidence were collected, and various triangulation techniques were employed to ensure their credibility. Some key features of grounded theory coding techniques were drawn upon for data coding and analysis, generating two levels of findings. These revealed that whilst integration and dynamic capabilities were crucial in improving performance, the performance also informed the former. This reflects a cyclical and iterative approach rather than one purely based on linearity. Adopting a holistic approach towards the relationship was key in producing complementary strategies that can deliver sustainable supply chain performance. The research makes theoretical, methodological and practical contributions to the field of supply chain management. The theoretical contribution includes the development of two emerging conceptual frameworks at the micro and macro levels. The former provides greater specificity, as it allows meta-analytic evaluation of the three concepts and their dimensions, providing a detailed insight into their correlations. The latter gives a holistic view of their relationships and how they are connected, reflecting a middle-range theory that bridges theory and practice. The methodological contribution lies in presenting models that address gaps associated with the inconsistent use of terminologies in philosophical assumptions, and lack of rigor in deploying case study research methods. In terms of its practical contribution, this research offers insights that practitioners could adopt to enhance their performance. They can do so without necessarily having to forgo certain desired outcomes using targeted integrative strategies and drawing on their dynamic capabilities

    Especificación del modelo de habilidades, motivación y oportunidades (AMO) como multiplicativo o aditivo y comprobación de su validez en su aplicación a las prácticas de alta implicación de recursos humanos enfocadas a la mejora continua

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    Tesis por compendio[ES] El objetivo principal de la presente tesis es dilucidar los aspectos del modelo de habilidades, motivación y oportunidades (modelo AMO) que permitan determinar la relación que existe entre las prácticas de RRHH y la mejora de los resultados a nivel organizacional o individual. El objetivo se vehicula a través de preguntas de investigación específicas. Además, a través de métodos estadísticos evaluamos el alcance y difusión de los sistemas de alta implicación en el contexto laboral español, que posee unas particularidades específicas. Finalmente, investigamos qué modelo de interacción predice mejor la satisfacción laboral a nivel individual, el sumativo o el multiplicativo, lo cual constituye una de las grandes cuestiones no resueltas hasta la fecha. De nuestra investigación se desprende que el modelo AMO proporciona una estructura apropiada para explorar la relación entre la gestión de RRHH y los resultados a distintos niveles. Muchas investigaciones articulan sus análisis en base a las agrupaciones de prácticas planteadas por el modelo, y numerosos estudios confirman los efectos positivos de los sistemas de alta implicación. Sin embargo, no existe un consenso claro que permita generalizar los resultados y establecer una metodología única. De acuerdo con nuestra investigación, existen dos razones. En primer lugar, hay una gran variedad de enfoques metodológicos, que conducen a resultados muy diversos. Por otro lado, el modelo AMO se integra en un sistema de relaciones complejo, donde además de los mecanismos que moderan las relaciones internas de los sistemas de RRHH y los resultados, operan otros factores organizacionales, personales y externos. Puesto que existen múltiples realidades, definir políticas que garanticen un modelo de gestión único que se adapte a cualquier situación es complejo. Sin embargo, las evidencias demostradas en la literatura juegan sin duda un papel relevante a la hora de tomar decisiones. Con respecto a la difusión y grado de uso de los sistemas de RRHH en el contexto español, nuestros resultados indican que existe poca influencia de incentivos económicos basados en el rendimiento, quizás debido a la rigidez de la legislación laboral. Los modelos planteados, relacionados con la aplicación formal de sistemas de alta implicación tampoco predicen en gran medida los resultados individuales, aunque sí apuntan a que la categoría de habilidades, y en menor medida la de oportunidades tienen un efecto mayor sobre la satisfacción laboral. Sin embargo, observamos que muchos empleados tienen percepciones positivas en relación con la capacidad de participación, el trabajo en equipo, el intercambio de información, o la formación en el puesto de trabajo, que podrían no estar vinculadas con el diseño y la implantación formal de sistemas de RRHH. En este sentido, algunos estudios evidencian las diferencias entre España y otros países de referencia en relación con la utilización de prácticas de alta implicación. Esta tesis ofrece diversas contribuciones. En primer lugar, realizamos una síntesis exhaustiva de las características del modelo AMO y sus implicaciones teóricas y prácticas, y señalamos los aspectos que dificultan la generalización de resultados. En segundo lugar, analizamos el grado de uso de los sistemas de alta implicación en el contexto español, señalando las posibles carencias. Nuestras conclusiones pueden fomentar el desarrollo de medidas para incrementar la participación de los empleados, así como para romper las barreras que ralentizan la implantación de los sistemas de alta implicación. Por último, evaluamos la validez de los enfoques sumativo y multiplicativo del modelo para predecir la satisfacción laboral. Contribuimos de este modo al creciente interés por las percepciones de los empleados y los resultados a nivel individual, así como a la conveniencia de explorar enfoques distintos al aditivo para confirmar las supuestas sinergias de los sistemas de alta implicación.[CA] L'objectiu principal de la present tesi és dilucidar els aspectes del model d'habilitats, motivació i oportunitats (model AMO) que permeten determinar la relació que existeix entre les pràctiques de RRHH i la millora dels resultats a nivell organitzacional o individual. L'objectiu es vehicula a través de preguntes d'investigació específiques. A més, a través de mètodes estadístics avaluem l'abast i difusió dels sistemes d'alta implicació en el context laboral espanyol, que posseeix unes particularitats específiques. Finalment, investiguem quin model d'interacció prediu millor la satisfacció laboral a nivell individual, el sumatiu o el multiplicador, la qual cosa constitueix una de les grans qüestions no resoltes fins hui. De la nostra investigació es desprén que el model AMO proporciona una estructura apropiada per a explorar la relació entre la gestió de RRHH i els resultats a diferents nivells. Moltes investigacions articulen les seues anàlisis sobre la base de les agrupacions de pràctiques plantejades pel model, i nombrosos estudis confirmen els efectes positius dels sistemes d'alta implicació. No obstant això, no existeix un consens clar que permeta generalitzar els resultats i establir una metodologia única. D'acord amb la nostra investigació, existeixen dues raons. En primer lloc, hi ha una gran varietat d'enfocaments metodològics, que condueixen a resultats molt diversos. D'altra banda, el model AMO s'integra en un sistema de relacions complex, on a més dels mecanismes que moderen les relacions internes dels sistemes de RRHH i els resultats, operen altres factors organitzacionals, personals i externs. Com que existeixen múltiples realitats, definir polítiques que garantisquen un model de gestió únic que s'adapte a qualsevol situació és complex. No obstant això, les evidències demostrades en la literatura juguen sens dubte un paper rellevant a l'hora de prendre decisions. Respecte a la difusió i grau d'ús dels sistemes de RRHH en el context espanyol, observem diversos aspectes. Els nostres resultats indiquen que existeix poca influència d'incentius econòmics basats en el rendiment, potser a causa de la rigidesa de la legislació laboral. Els models plantejats, relacionats amb l'aplicació formal de sistemes d'alta implicació tampoc prediuen en gran manera els resultats individuals, encara que sí que apunten al fet que la categoria d'habilitats, i en menor mesura la d'oportunitats tenen un efecte major sobre la satisfacció laboral. No obstant això, observem que molts empleats tenen percepcions positives en relació amb la capacitat de participació, el treball en equip, l'intercanvi d'informació, o la formació en el lloc de treball, que podrien no estar vinculades amb el disseny i la implantació formal de sistemes de RRHH. En aquest sentit, alguns estudis evidencien les diferències entre Espanya i altres països de referència en relació amb la utilització de pràctiques d'alta implicació. Aquesta tesi ofereix diverses contribucions. En primer lloc, realitzem una síntesi exhaustiva de les característiques del model AMO i les seues implicacions teòriques i pràctiques, i assenyalem els aspectes que dificulten la generalització de resultats. En segon lloc, analitzem el grau d'ús dels sistemes d'alta implicació en el context espanyol, assenyalant les possibles mancances. Les nostres conclusions poden fomentar el desenvolupament de mesures per a incrementar la participació dels empleats, així com per a trencar les barreres que alenteixen la implantació dels sistemes d'alta implicació. Finalment, avaluem la validesa dels enfocaments sumatiu i multiplicador del model per a predir la satisfacció laboral. Contribuïm d'aquesta manera al creixent interés per les percepcions dels empleats i els resultats a nivell individual, així com a la conveniència d'explorar enfocaments diferents a l'additiu per a confirmar les suposades sinergies dels sistemes d'alta implicació.[EN] The main objective of this thesis is to elucidate the aspects of the abilities, motivation, and opportunities model (AMO model) that allow determining the relationship between HR practices and organizational or individual results improvement. The objective is conveyed through specific research questions. In addition, we assess the scope of high-involvement work systems (HIWS) in the Spanish labour context, which has specific particularities. Finally, we compare the predictive capacity of the summative and multiplicative approaches at the individual level, which is one of the unresolved questions to date. Our research shows that the AMO model provides an appropriate structure for exploring the relationship between HR management and outcomes at different levels. Many studies articulate their analyses based on the groupings of practices proposed by the model, and numerous studies confirm the positive effects of HIWS. However, there is no clear consensus to generalize the results and establish a single methodology. According to our research, there are two main reasons. First, there is a wide range of methodological approaches, which lead to very mixed results. On the other hand, the AMO model is integrated into a complex system of relationships, where in addition to the mechanisms that moderate the internal relationships of HR systems and the results, other organizational, personal, and external factors that shape these relationships operate. Since there are multiple realities, defining policies guaranteeing a single management model that adapts to any situation is complex. However, the evidence demonstrated in the HR literature undoubtedly plays an important role when making decisions. We observe several facets regarding the use of HR systems in the Spanish context. Our results indicate little influence of performance-based incentives, perhaps due to the rigidity of labour legislation. Concerning the formal implementation of HIWS, our proposed models do not predict, to a large extent, variations in job satisfaction, although abilities and opportunities categories have greater effects than motivation. Nevertheless, many employees have positive perceptions regarding engagement, teamwork, information sharing, or on-the-job training, which may not be linked to the formal implementation of HR systems. In this sense, some studies show differences between Spain and other reference countries concerning the use of HIWP. This thesis offers several contributions. First, we offer an exhaustive synthesis of the AMO model features and its theoretical and practical implications, and we point out the aspects that hinder the generalization of results. In-depth knowledge of the model acts as a guide for future research. Secondly, we analyse the degree of use of HIWS in the Spanish context, pointing out the possible shortcomings. Our conclusions may promote the development of policies to increase employee autonomy and participation, job satisfaction, and competitiveness, as well as to break down the institutional and cultural barriers that slow the implementation of HIWS. Finally, we assess the validity of the model's summative and multiplicative approaches to predicting job satisfaction. We thus contribute to the growing interest in employee perceptions and outcomes at the individual level and the desirability of exploring approaches other than additive to confirm the supposed synergies of HIWS.Martínez Tomás, J. (2022). Especificación del modelo de habilidades, motivación y oportunidades (AMO) como multiplicativo o aditivo y comprobación de su validez en su aplicación a las prácticas de alta implicación de recursos humanos enfocadas a la mejora continua [Tesis doctoral]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/191463Compendi

    Energy Supplies in the Countries from the Visegrad Group

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    The purpose of this Special Issue was to collect and present research results and experiences on energy supply in the Visegrad Group countries. This research considers both macroeconomic and microeconomic aspects. It was important to determine how the V4 countries deal with energy management, how they have undergone or are undergoing energy transformation and in what direction they are heading. The articles concerned aspects of the energy balance in the V4 countries compared to the EU, including the production of renewable energy, as well as changes in its individual sectors (transport and food production). The energy efficiency of low-emission vehicles in public transport and goods deliveries are also discussed, as well as the energy efficiency of farms and energy storage facilities and the impact of the energy sector on the quality of the environment

    Economic and Social Consequences of the COVID-19 Pandemic in Energy Sector

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    The purpose of the Special Issue was to collect the results of research and experience on the consequences of the COVID-19 pandemic for the energy sector and the energy market, broadly understood, that were visible after a year. In particular, the impact of COVID-19 on the energy sector in the EU, including Poland, and the US was examined. The topics concerned various issues, e.g., the situation of energy companies, including those listed on the stock exchange, mining companies, and those dealing with renewable energy. The topics related to the development of electromobility, managerial competences, energy expenditure of local government units, sustainable development of energy, and energy poverty during a pandemic were also discussed

    Improving approaches to material inventory management in construction industry in the UK

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    Materials used in construction constitute a major proportion of the total cost of construction projects. An important factor of great concern that adversely affects construction projects is the location and tracking of materials, which normally come in bulk with minimal identification. There is inadequate integration of modern wireless technologies (such as Radio Frequency Identification (RFID), Personal Digital Assistant (PDA) or Just-in-Time (JIT)) into project management systems for easier and faster materials management and tracking and to overcome human error. This research focuses on improving approaches to material inventory management in the UK construction industry through the formulation of RFID-based materials management tracking process system with projects. Existing literature review identified many challenges/problems in material inventory management on construction projects, such as supply delays, shortages, price fluctuations, wastage and damage, and insufficient storage space. Six construction projects were selected as exploratory case studies and cross-case analysis was used to investigate approaches to material inventory management practices: problems, implementation of ICT, and the potential for using emerging wireless technologies and systems (such as RFID and PDA) for materials tracking. Findings showed that there were similar problems of storage constraints and logistics with most of the construction projects. The synthesis of good practices required the implementation of RFID-facilitated construction management of materials tracking system to make material handling easier, quicker, more efficient and less paperwork. There was also a recommendation to implement Information and Communication Technology (ICT) tools to integrate plant, labour and materials into one system. The findings from the cases studies and the literature review were used to formulate a process for real-time material tracking using Radio Frequency Identification (RFID) that can improve material inventory management in the UK construction industry. Testing and validation undertaken assisted in formulating a process that can be useful, functional and acceptable for a possible process system’s development. Finally, research achievements/contributions to knowledge, and limitations were discussed and some suggestions for further research were outlined

    International Academic Symposium of Social Science 2022

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    This conference proceedings gathers work and research presented at the International Academic Symposium of Social Science 2022 (IASSC2022) held on July 3, 2022, in Kota Bharu, Kelantan, Malaysia. The conference was jointly organized by the Faculty of Information Management of Universiti Teknologi MARA Kelantan Branch, Malaysia; University of Malaya, Malaysia; Universitas Pembangunan Nasional Veteran Jakarta, Indonesia; Universitas Ngudi Waluyo, Indonesia; Camarines Sur Polytechnic Colleges, Philippines; and UCSI University, Malaysia. Featuring experienced keynote speakers from Malaysia, Australia, and England, this proceeding provides an opportunity for researchers, postgraduate students, and industry practitioners to gain knowledge and understanding of advanced topics concerning digital transformations in the perspective of the social sciences and information systems, focusing on issues, challenges, impacts, and theoretical foundations. This conference proceedings will assist in shaping the future of the academy and industry by compiling state-of-the-art works and future trends in the digital transformation of the social sciences and the field of information systems. It is also considered an interactive platform that enables academicians, practitioners and students from various institutions and industries to collaborate

    Financial reporting in Europe: Accounting for regulatory and technical challenges

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    This thesis explores the challenges facing financial reporting in Europe both regulatory and technical in nature. This has involved research into the background of European legislation and conducting face to face semi-structured interviews with senior elite actors from institutions governing the regulatory and technical arrangements of general-purpose financial reporting practice in Europe. European companies are required to disclose information about their financial affairs. The European legislation governing company financial reporting was delegated to the International Accounting Standards Board (IASB) by the EU institutions via Regulation 1606/2002. This thesis argues that European agencies (represented by EFRAG) are caught in a devolved regulatory relationship where the International Accounting Standards Board (IASB) has been able to assume a relatively strong self-regulatory position. This weakens the agency that European legislative institutions have over their own legislation with regards to financial reporting practice. This thesis argues this loss of agency by European institutions over their legislation governing accounting practice is not a fait accompli but is challenged and contested as European institutions seek and need a more co-regulated arrangement. A key argument developed in this thesis is that regulatory arrangements governing accounting practice are evolving in terms of the distribution of responsibilities and control over European financial reporting practice. To understand how the regulatory landscape governing European accounting practice is changing we employ an investigative lens that is grounded in accounting. This investigative lens employs three elements that are regarded in the literature review as significant technical challenges facing accounting practice in Europe. The first of these is retaining or not prudent accounting practice, the second is concerned with the development of non-financial reporting and the third, concerns with installing the public interest not just investor interests in financial disclosures. It is through this investigative lens that this thesis assesses the extent to which regulatory arrangements and agency governing accounting practice in Europe are shifting sands

    Optometry Outreach in Indigenous Communities in British Columbia, Saskatchewan, and Manitoba

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    Introduction: Inuit, Métis, and First Nations, the three main Indigenous groups within Canada, face disproportionate barriers to access for primary eye and vision care. Optometrists visit rural and remote Indigenous communities to provide outreach care to areas without a local optometrist; however, the approach is fragmented and not well represented. The purpose of this project is to assess the current state of outreach optometry within Indigenous communities by surveying optometrists who provide outreach care. Methods: In collaboration with the provincial optometry regulatory bodies, eligible participants were identified as optometrists who travel outside of their primary clinics to provide care within non-urban Indigenous communities. A questionnaire was developed through iterative stakeholder review for phase I of the study. The online questionnaire captured the delivery of care across one year (2022). The process of planning logistics, distances travelled, patient care provided and associated expenses were queried. A Semi-structured interview guide was developed for phase II of the study. One-on-one interviews expanded on questionnaire themes, providing insight into individual experiences. Data was collated through descriptive statistics and thematic coding for case and cross-case analysis. Results: The overall response rate was 50% (18/36) for the questionnaire and 30.5% (11/36) for the interview. Total questionnaire responses represent 96 outreach visits, 312.5 optometry clinic days, and 8,386 patient encounters across 64 communities in the three provinces. Optometrists coordinate with health center employees and school contacts to plan outreach visits, travelling primarily north to some of the most remote areas within each province. Overall Euclidean distances between participants primary clinic locations and communities visited ranged from 65 to 1405 kilometers (kms) (median: 438 kms). Costs per clinic day were highly variable (174.44−174.44 - 3,800, mean: $765 per clinic day). Challenges reported were related to logistics, economic burden, and organizational challenges. Complementary enablers were identified, and recommendations are provided. Conclusions: This study is the first to provide visibility to the current state of outreach optometry care to Indigenous communities in British Columbia, Saskatchewan, and Manitoba. The process of planning outreach visits was variable for individual optometrists and between provinces. High variability in reported costs associated with outreach visits requires additional investigation. Multi-stakeholder collaboration to support optometry outreach programming would encourage outreach participation and improve services towards reducing eye and vision health inequity experienced by non-urban Indigenous populations. Acknowledgements: Project supported by Anonymous Philanthropic Foundation, Canadian Institute for Health Research Canadian Graduate Scholarship, and Canadian Optometric Education Trust Fund. No conflicts to declare

    Robotic process automation framework - The implementation of Robotic Process Automation in Business Processing Outsourcing Organizations

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    Dissertation presented as the partial requirement for obtaining a Master's degree in Statistics and Information Management, specialization in Marketing Research and CRMDigital transformation is the digitalization of earlier analogue machine and material processes, service operations, and organizational tasks to aggregate new value for clients and employees. There is an increasing number of organizations that are taking advantage of digital transformation, competing in the market of the digital economy. The advances of the global market in competitiveness trigger organizations whose ambition is to distinguish themselves to develop more efficient and effective processes, delivering distinctive services or products to their consumers. When the Business Process Outsourcing (BPO) processes are automated with Robot Process Automated (RPA), the organization can raise cost efficiency, acquire efficiency advantages, and increase their rank in the market. Additionally, when repetitive and tedious activities are automated, human employees have time and opportunity to enhance their cognitive judgment, creative thinking, and social skills. This research approaches the steps that lead to the elaboration of a framework that can be adopted in BPO processes, aiming to help in the knowledge of which processes are typical in BPO, and which of those processes can be fully automated, semi-automated or cannot be automated with Robotic Processing Outsourcing. Afterwards, are revealed the assumptions that were the base of the artifact elaboration, following the description of each component and stage that constitute the framework. Lastly, it is referred the validation of the framework by experts and the discussion of the obtained results, conclude the utility of the artifact as support to the automation of BPO with RPA
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