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The impact of employees' working relations in creating and retaining trust: the case of the Bahrain Olympic Committee
Introduction: This thesis investigates the impact of employees’ working relations in creating, maintaining and retaining trust in the Bahrain Olympic Committee (BOC).
Aim: The main aim of this thesis is to determine how the three groups of Organisational Trust variables, namely Social System Elements (SSE), Factors of Trustworthiness (FoT) and Third-Party Gossip (TPG), affect employees’ Organisational Trust (OTR) in the BOC and promote Organisational Citizenship Behaviour (OCB). To answer this main aim, a conceptual framework was created that focused on exploring the following research aims: (1) the interrelationship between SSE and FoT, (2) the effect of SSE on OTR, (3) the impact of TPG on OTR and (4) the effect of OTR on overall OCB.
Methodology: The study uses a mixed-method case study research style that included in-depth semi-structured interviews with 17 managers, an online questionnaire survey with 320 employees of the BOC and an analysis of the BOC’s Annual Reports from 2015 to 2018.
Results: The qualitative and quantitative findings indicate, firstly, that there is a significant interrelationship between SSE and FoT, establishing that SSE’s perception of organisational justice (OJ), including that FoTs benevolence and integrity as the most important factors in yielding employees’ trust in the BOC. Secondly, it has been established that SSEs have significant direct and indirect effects on OTR. Thirdly, negative and positive TPG concurrently occurred in the BOC and the prevalence of negative TPG poses more impact on OTR. Finally, this study’s findings demonstrated OTR’s effect in generating OCB, including that Civic Virtue was rated as the most preferred of the five OCB themes; this indicates the managers’ and the employees’ strong emotional attachment and support of the activities taking place at the BOC.
Contributions: Overall, this thesis substantially contributes to OTR literature, particularly in the context of the Middle East. It also proposes several insightful recommendations for future research and practical implications for practitioners in the field of Organisational Trust
Boundary Spanner Corruption in Business Relationships
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
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
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 especÃficas. Además, a través de métodos estadÃsticos evaluamos el alcance y difusión de los sistemas de alta implicación en el contexto laboral español, que posee unas particularidades especÃficas. 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 metodologÃa 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 polÃticas 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 sà apuntan a que la categorÃa 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 podrÃan 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 paÃses de referencia en relación con la utilización de prácticas de alta implicación.
Esta tesis ofrece diversas contribuciones. En primer lugar, realizamos una sÃntesis exhaustiva de las caracterÃsticas 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, asà 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, asà 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 prà ctiques de RRHH i la millora dels resultats a nivell organitzacional o individual. L'objectiu es vehicula a través de preguntes d'investigació especÃfiques. A més, a través de mètodes estadÃstics avaluem l'abast i difusió dels sistemes d'alta implicació en el context laboral espanyol, que posseeix unes particularitats especÃfiques. 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 anà lisis sobre la base de les agrupacions de prà ctiques 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 polÃtiques 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 sà 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 prà ctiques d'alta implicació.
Aquesta tesi ofereix diverses contribucions. En primer lloc, realitzem una sÃntesi exhaustiva de les caracterÃstiques del model AMO i les seues implicacions teòriques i prà ctiques, 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, aixà 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, aixà 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.MartÃnez 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
Constitutions of Value
Gathering an interdisciplinary range of cutting-edge scholars, this book addresses legal constitutions of value.
Global value production and transnational value practices that rely on exploitation and extraction have left us with toxic commons and a damaged planet. Against this situation, the book examines law’s fundamental role in institutions of value production and valuation. Utilising pathbreaking theoretical approaches, it problematizes mainstream efforts to redeem institutions of value production by recoupling them with progressive values. Aiming beyond radical critique, the book opens up the possibility of imagining and enacting new and different value practices.
This wide-ranging and accessible book will appeal to international lawyers, socio-legal scholars, those working at the intersections of law and economy and others, in politics, economics, environmental studies and elsewhere, who are concerned with rethinking our current ideas of what has value, what does not, and whether and how value may be revalued
Interdisciplinarity in the Scholarly Life Cycle
This open access book illustrates how interdisciplinary research develops over the lifetime of a scholar: not in a single project, but as an attitude that trickles down, or spirals up, into research. This book presents how interdisciplinary work has inspired shifts in how the contributors read, value concepts, critically combine methods, cope with knowledge hierarchies, write in style, and collaborate. Drawing on extensive examples from the humanities and social sciences, the editors and chapter authors show how they started, tried to open up, dealt with inconsistencies, had to adapt, and ultimately learned and grew as researchers. The book offers valuable insights into the conditions and complexities present for interdisciplinary research to be successful in an academic setting. This is an open access book
Mediated Settlement Agreements in South Africa: A Judicial Review
The research question of this thesis is a simple one: when should a court review a settlement agreement? In South Africa, mediation as an alternative dispute resolution tool is a popular mechanism for aggrieved parties in commercial disputes, where litigation may be limited or inappropriate in the circumstances. Where a mediation concludes with a settlement agreement, and one of the parties then regrets his or her acceptance of the agreement, he or she may approach a court of law for legal review. However, when dealing with a mediated settlement that is primed for legal review, there is uncertainty in the law. There are no fixed rules to guide a court in determining when the legal review of the mediated settlement agreement is appropriate. Judicial review raises complex questions that sit at the intersection of public policy and the constitutional freedom to contract in South Africa, yet the law provides no coherent framework for assessing when judicial review of a settlement agreement is appropriate. Examining the law of legal privilege; confidentiality and without prejudice settlements, and how these principles might affect the legitimacy of the legal review of a mediated settlement agreement, this research reveals that there are no legal tests to be used by the courts, and, that this is an area of the law of mediation that is in need of urgent reform.
Searching for a new fount of knowledge in terms of alternative dispute resolution, this research plumbs South African labour law to ask whether we can use labour law principles to supplement our understanding of the legal review of mediated settlement agreements. This thesis contends that by using principles from South African labour law cases and related legislation, the law of mediation in South Africa can be supplemented and developed. This thesis will show that individual labour law principles, public policy and overarching constitutional norms can provide useful contributions to private, voluntary mediation. It will be argued, by way of doctrinal analysis, that South African labour law has the capacity to augment the jurisprudence of mediation in South Africa, specifically where the suitability of judicial review of a mediated settlement agreement needs to be assessed. Building on this analysis of labour law, the thesis develops the concept of variables as a novel theoretical framework for indicating whether judicial review of the settlement agreement is likely.
Further developing this framework, suggestions are offered as to how such variables might be used to inform reform in this area of law. These reforms, should they be adopted by the South African legislature, would provide the courts and legal practitioners with a cogent and well-articulated framework to use when assessing whether the legal review of a mediated settlement agreement is apt
A Smart Contract Architecture Framework for Successful Industrial Symbiosis Applications Using Blockchain Technology
Funding Information: Author acknowledges Fundação para a Ciência e a Tecnologia (FCT-MCTES) for its financial support via the project UIDB/00667/2020 (UNIDEMI). Publisher Copyright: © 2023 by the authors.Industrial Symbiosis (IS) involves a network of organizations that exchange energy, materials, and by-products to lower production costs, reduce environmental impact, and conserve natural resources. Despite over two decades of extensive research into IS, its benefits are well known, but implementation remains challenging. This paper proposes utilizing blockchain technology (BCT) to digitize IS, making it more secure and transparent. First, drivers and barriers of BCT implementation in IS are identified. A smart contract architecture framework using Hyperledger Fabric is then proposed using the constructed theoretical background and abductive method. Finally, the paper discusses how this framework supports the implementation of BCT in IS by addressing its drivers and attempting to overcome its barriers. It is a resource for those seeking a comprehensive grasp of the foundational elements necessary for constructing a successful IS blockchain design, which is adaptable to all types of IS network configurations.publishersversionpublishe
Ideas Explosion! How Church Can Create More Ideas
In this project, I am addressing my NPO: A healthy church nurtures a culture of humble exploration and responsive innovation. One of the key findings is that there is not enough material focused on how a healthy church can process and explore ideas. In addition, church leaders often feel ill-equipped for a process that requires creativity. Believing that God made everyone creative, especially the church, this project is a book that details a system to explore ideas, properly discern strengths and weaknesses, and prepare leaders to make informed decisions. I created the Gather-Discern-Decide (GDD) Process from research findings, personal experiences, and feedback to guide ideation for churches. The project targets pastors and church leaders with 400 or fewer members in congregationally led systems. The book currently contains six chapters plus an introduction and a conclusion. Part 1 (chapters 1 and 2) of the book seeks to establish humanity’s partnership with God in the works of creation. It includes four values that a healthy ideation process reinforces in a congregation. Part 2 (chapters 3-6) details the GDD Process and its ability to leverage low-risk creative endeavors into larger, risky church goals. The GDD Process helps build a culture of humble exploration and responsive innovation
Religion, Education, and the ‘East’. Addressing Orientalism and Interculturality in Religious Education Through Japanese and East Asian Religions
This work addresses the theme of Japanese religions in order to rethink theories and practices pertaining to the field of Religious Education. Through an interdisciplinary framework that combines the study of religions, didactics and intercultural education, this book puts the case study of Religious Education in England in front of two ‘challenges’ in order to reveal hidden spots, tackle unquestioned assumptions and highlight problematic areas. These ‘challenges’, while focusing primarily on Japanese religions, are addressed within the wider contexts of other East Asian traditions and of the modern historical exchanges with the Euro-American societies. As result, a model for teaching Japanese and other East Asian religions is discussed and proposed in order to fruitfully engage issues such as orientalism, occidentalism, interculturality and critical thinking
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