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Copyright of Montes is the property of Colegio y Asociación de Ingenieros de Montes and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In pursuit of counteracting today's environmental problems, corporate management will have to implement organizational changes factoring in sustainability, which is why it is important to understand exactly what leads managers to initiate these changes. It has been established that managers' personal values are critical for their behavior and that threats to these values can mobilize managers to change their actions. However, when confronted with environment‐related threats, managers may face value conflicts and various tensions between their aim to implement sustainable changes and their desire to fulfill business requirements of their job positions. Only recently have researchers begun to investigate the underlying beliefs that may lead managers to initiate organizational change toward sustainability. Borrowing theoretical assumptions from the domain of health psychology (from the well‐established health belief model), the present conceptual article develops an environmental belief model that specifies when exactly threats lead managers to initiate organizational change. The environmental belief model proposes that environment‐related threats trigger change (i) when managers believe that their firms are susceptible to these threats, (ii) the threats are considered as serious for the company, (iii) the perceived benefits of the change outperform (iv) the perceived barriers, and when there is (v) an external cue (e.g., an information campaign). All these propositions are supported with empirical findings from business contexts. Besides theoretical advancement on the role of environmental threats as precipitators of organizational change, the model provides guidance on how to frame environment‐related threats that will mobilize managers for organizational change toward sustainability. [ABSTRACT FROM AUTHOR]

Purpose: Supply chain (SC) managers influence firms in incorporating green behavior throughout the value chain in functions such as purchasing, production, distribution and transportation. In this study, we aim to understand the antecedents of pro-environmental behavior (PEB) in SC managers. Design/methodology/approach: We develop a research model hypothesizing a direct role of SC managers' private green behaviors, subjective norms, personal and organizational barriers as factors influencing the manager's pro-environmental intentions. We also analyze the impact of these intentions on actual behavior. We surveyed managers working in the SC of manufacturing firms in a developing country and tested the research model using structural equation modeling. Findings: Our results indicate that SC managers' personal barriers significantly influence intentions to act pro-environmentally and these intentions then predict their actual behavior. However, SC managers' private green behaviors do not spill over to their workplace. Furthermore, the study shows that organizational-level barriers and subjective norms may reverse green intentions. Originality/value: This study contributes to the research literature by identifying the role of organizational, personal and social factors in modifying the SC managers' intentions. It provides useful insights into how these factors affect the behavior of SC managers. Thus, we extend prior work in the area of PEB to the SC environment. [ABSTRACT FROM AUTHOR]

This study proposes and investigates the argument that social capital–performance link is mediated by entrepreneurial orientation (EO) and that this mediated relationship is dependent upon the level of managerial capability (MC) present in a firm. The study uses a sample of 206 SMEs based in the sub-Saharan African economy. Mainly supporting conjectural predictions, the study indicates that EO intervenes the social capital (SC) effect on performance, with same effects uniquely strengthened according to the dimension of EO in question at higher levels of MC. The study expands our understanding of how the umpiring role of EO in the SC–performance link is contingent upon levels of MC present. Managers are, therefore, encouraged to strategically develop both EO and MC to enable them to effectively utilize and profit from the benefits SC has to offer. [ABSTRACT FROM AUTHOR]

The article focuses on understanding the meaning of leadership and impact of leaders and managers on their organizations. It offers information on the Leadership Development Program offered by the Federal Judicial Center to enhance leadership skills in participants through formal instruction and project-based learning. It also reflects on importance of the hiring process for employees.

Family firms' decisions to hire nonfamily managers are influenced by agency costs, socioemotional wealth concerns, and the availability of high-quality nonfamily managers in the labor pool. We hypothesize that owing to these factors, family ownership and intrafamily succession intentions will be negatively associated with the proportion of nonfamily managers in private small- and medium-sized (SME) family firms. However, firm size is hypothesized to positively moderate those relationships because as family firm size increases, the benefits of hiring nonfamily managers rise faster than the costs. Tobit regression analyses of 7,299 private SMEs support our hypotheses. [ABSTRACT FROM AUTHOR]

The aim of this paper is to present and analyze the relevant factors affecting functional decision making, which are related to specific organizations in terms of undefined conditions, as well as manager's characteristics in the given circumstances. The decision-making process has been studied in specific socioeconomic conditions at the time of radical changes. The study was carried out on the sample of 162 managers in organizations varying by sectors and ownership status. Two questionnaires were used and the obtained results were statistically processed in accordance with the most convenient statistical methods. Thus, it is necessary to measure and manage the influential factors on a daily basis in order to make functional decisions. Based on the study, the key factors that affect the functional decision-making process are identified. These are the managers' demographic characteristics (career progress, managerial level), the manager's decision-making characteristics (risky or rational), and the type of activity (manufacture or service), as well as the ownership status of the organizations (public or private). In organizations that were subjected to this study, a functional decision-making involves consideration of organizational, managerial and personal prerequisites for measuring performance in all stages of decision- making process. [ABSTRACT FROM AUTHOR]

Background Improving staff performance is an issue in services for people with intellectual disability. Practice leadership, where the front line leader of a staff team focuses on service user outcomes in everything they do and provides coaching, modeling, supervision and organisation to the team, has been identified as important in improving staff performance. To date this finding is based only on self-report measures. Methods This paper describes and tests an observational measure of practice leadership based on an interview with the front-line manager, a review of paperwork and observations in 58 disability services in Australia. Results The measure showed good internal consistency and acceptable inter-rater reliability. Practice leadership was associated with staff practice and outcomes for service users. The observed measure of practice leadership appears to be a useful tool for assessing whether leadership within a service promotes enabling and empowering support by staff. It was found to discriminate higher and lower performing services in terms of active support. Conclusions The measure had good reliability and validity although some further testing is required to give a complete picture of the possible uses and Conclusions The measure had good reliability and validity although some further testing is required to give a complete picture of the possible uses and reliability of the measure. The measure is potentially useful in contexts of both research and service development. The confirmation of previous findings from self-report measures that practice leadership is related to the quality of staff practice and outcomes for service users has implications for policy and practice in terms of the training of managers and structures for organisational management. [ABSTRACT FROM AUTHOR]

Conflict means a clash of opinions in the simplest term. It is clear that clash of opinions will be everywhere if human is there and this will cause conflicts. In that case, it is possible and should be expected there will be conflicts in the organizations in which many different people work together, have different cultures and world views, with different education and equipments, different expectations and purposes. Firstly, this study defines conflict and conflict in the organization. It tries to emphasize the importance of the issue of conflict in the organization by focusing on reasons, sources, types and phases of the conflicts. The cause-effect relations are examined and suggestions for both managers and academicians are provided. [ABSTRACT FROM AUTHOR]

This study contributes to understand the managerial effectiveness perception of executives in selected service centers of Punjab by assessing and validating the related constructs that have been developed and standardized. Employing a standardized scale, a diverse sample was collected from executives of service centers of UT, and a total of 100 responses was collected and evaluated using principal component analysis to provide a clearer picture of the construct of managerial effectiveness perception of Indian managers at different levels of hierarchy. The results of the study provide a comprehensive and fresh in-depth view of managerial effectiveness in selected Indian organizations as the results of the present study are somewhat different from those gained with the original scale. An important finding of the study is reassembling of the variables / items of the original scale with the significant value and correlation pattern for perception of managerial effectiveness. These observations ensure for human resource management (HRM) policy and practices in contemporary Indian service organizations. [ABSTRACT FROM AUTHOR]

This paper evaluates the behavior of a manager in a period of time as a sample and gives detailed results and analysis in relation with organizational goals. It uses computer software to record daily activities with some details. In order to improve a manager's behavior in relation with organizational goals TMIM was designed. TMIM measures and evaluates the time spent by the managers to improve the way of allocating their time to the organizational expectations. This model considers the time spent by managers to organizational goals and in the meantime considers the attention they pay to continuous improvement as a strong tool of productivity as well. In this model "the main activities and key processes of the organization", "the way of communications" and, "departments and personnel" are determined first. Then, the time a manager spends to handle the organizational processes in relation with departments and personnel through a compatible communication is measured. Finally, spent times are analyzed and time management solutions are presented. The designed model was performed in an electric service providing company through figuring out the characteristics of the managerial behavior by recording and analyzing four years experiences. Before performing this model, time allocation by the managing director was not compatible with the organization's missions and goals. After performing TMIM; analyzing results; and giving feedback, new time allocation led to obvious improvements and managerial effectiveness as a result of the manager's performances. [ABSTRACT FROM AUTHOR]

The aim of this research was to investigate the views of managers and teachers regarding schooling age. The research was regulated in accordance with the screening model. And a relational scan was conducted to test the effects of independent variables on result. The relation between the managers' and teachers' variables on professional seniority, branch and place of duty and the factors that affect the schooling age on primary school was investigated. A total of 55 managers and 178 teachers, a total of 232 participants, who work in ten different counties in the Erzurum province constituted the research sample. The data were collected through a questionnaire developed by the researcher based on expert opinion. Chi-square analysis was applied to analyze the data. In this study, not only the calendar age of primary freshman students, but also the social, physical and mental characteristics should be taken into consideration was concluded. [ABSTRACT FROM AUTHOR]

Using the results of surveys of senior company managers to measure the strictness of hiring and firing regulation, this article finds that stricter regulation moderately increased unemployment in developing countries over 1992 to 2008. [ABSTRACT FROM PUBLISHER]

Copyright of European Early Childhood Education Research Journal is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Within contemporary discourse around service-dominant logic, phenomenologically (experientially) determined value has been placed at the center of value discussion. However, a systematic characterization of value in the experience has not been presented to date. In this article, the authors outline four theoretical propositions that describe what value in the experience is, which are then illustrated using a narrative data set. The propositions consider both lived and imaginary value experiences and posit that current service experiences are influenced by previous and anticipated service experiences. The article contributes to the service literature by characterizing value in the experience as an ongoing, iterative circular process of individual, and collective customer sense making, as opposed to a linear, cognitive process restricted to isolated service encounters. The authors recommend that service researchers should consider the use of interpretive methodologies based on the four theoretical propositions outlined in order to better understand the many ways that service customers experience value in their lifeworld contexts, which extend well beyond the service organization’s zone of influence. Service managers should also consider how a richer understanding of past, current, and imaginary value in the context in service customers’ individual lifeworld contexts might generate novel insights for service innovations. [ABSTRACT FROM PUBLISHER]

Abstract: This study uses metaphor analysis to examine the meanings of retirement for a group of 35 retired Canadian executives and managers. Our analysis identified eight metaphors relating to the meanings of retirement. The findings provide us with a range of insights into the experience of retirement, from loss of purpose and identity to liberation from the constraints of work to retirement being constructed as a new beginning or renaissance. Based on the accounts given by each manager, metaphors were collated and compared across retirees to reveal four distinct configurations that conceptualize retirement as exploring new horizons, searching for meaning, contributing on your own terms and putting your feet up. We discuss the implications of these metaphor configurations for understanding the consumer and producer-oriented meanings of retirement and challenge dominant career constructions of retirement as disengagement and decline. Our findings reveal that retirement appears to be better understood by incorporating future-focused and agentic forms that contribute to different types of identity work in retirement. [Copyright &y& Elsevier]

Copyright of Journal of Small Business & Entrepreneurship is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Innovation involves generation and implementation of novel and effective products such as devices and machines, processes, systems and the like. There is widespread acceptance that business and industry must innovate in order to prosper. However, managers lack a clear concept of how to foster innovation. Psychological theory offers helpful insights, but research has shown that the processes, personal properties and management behaviours that facilitate generation and implementation of novel products are often contradictory or paradoxical. This means that there are no simple universal principles of innovation-friendliness. A phase model of the generation and implementation of effective novelty solves the contradictions, but yields a confusing picture of how innovation can be fostered. Mapping psychological factors such as cognitive processes, personal properties, or motivation onto the phases yields a systematic and manageable overview of the situation, makes it possible to diagnose the strengths and weaknesses of a particular organization, and suggests remedial measures, thus offering a framework for both practice and research. [ABSTRACT FROM AUTHOR]

Some of the literature focuses on export promotion program awareness and usage; however, there are only a handful of studies investigating the effects of the organizational and exporting variables on the awareness, utilization, and usefulness of export promotion programs—especially with regard to emerging markets. The purpose of the study is to investigate the awareness, utilization, and usefulness differences of export promotion programs among companies based on organizational and exporting characteristics. By doing so, the study attempts to assist exporting company managers and policymakers to design export promotion programs to better fit company needs. A structured questionnaire was sent through the mail, and 211 Turkish manufacturing companies responded to the survey. The response rate was 21%. The study findings indicated that the Turkish exporting companies tend to be aware of some of the export promotion programs, but not all programs. Another important aspect is that the utilization level of promotion programs by the companies is very low. On the other hand, all programs seem to be considered useful. This implies that companies which find these programs useful are not fully aware of or utilizing the programs. It also appears from the study findings that there are some significant differences among companies regarding awareness, utilization, and usefulness of export promotion programs based on company size, export experience, number of export destinations, market distance, and export involvement. [ABSTRACT FROM AUTHOR]

This study demonstrates that the level of firm-specific technology significantly enlarges the wage gaps of managers. Firm-specific technology is found to be more powerful than industrial risk or the promotion rate in explaining the wage gaps of managers. [ABSTRACT FROM AUTHOR]

The article focuses on a meta-analytic study, which aims to investigate the relationship between quality management and business performance, by reviewing the literature, with a comparison between manufacturing and service organizations. It is stated that inconsistencies depend on a number of factors like the difference in size of the organizations, and the cultural aspect and the research design. Also mentioned is that the findings can offer guidance for service managers who intend to implement quality management.

Purpose — This paper aims to investigate the effects that a larger societal context (i.e. values, norms) and the legal framework have on an individual's ability to combine work and family. Design/methodology/approach — Qualitative interviews were used to examine the perceptions female middle managers have of balancing work and family. A total of 25 female managers from the USA and 23 female managers from Germany were interviewed, representing diverse industries. Findings — The results show that the dominant values in a particular society have a stronger influence on individuals' ability to balance work and family than the legal framework. Most importantly, the study provides empirical evidence for the fact that extensive laws originally designed to make it easier for women to combine work and family can actually have negative consequences for women and thus result in hurting the very persons they were designed to help. Research limitations/implications — The sample consisted of only a small number of female managers. Thus, it cannot be regarded as fully representative of women in the USA and Germany. Practical implications — When introducing measures designed at increasing opportunities for employees to balance work and family, it is necessary to examine their completeness, relation to societal norms, and anticipated organizational implementation. Originality/value — This work is one of the rare studies to have used a cross-cultural comparison in research on the work-family interface. It provides evidence for the importance of societal values and for the fact that seemingly supportive laws can have negative consequences for women's ability to combine work and family. [ABSTRACT FROM AUTHOR]

Purpose — This paper aims to propose a model to assess managerial flexibility and its determinants. Design/methodology/approach — The authors perform a literature review to identify the main dimensions of managerial flexibility. Flexibility as a firm capability to co-align the firm and the business environment permanently is deeply related to the notion of fit. The proposed model integrates different approaches to fit. Based on an empirical, transnational study, the research proposes a model for managerial flexibility. Findings — Three types of flexibility are measured: managerial flexibility, financial flexibility and metaflexibility. Financial flexibility and metaflexibility determine the degree of managerial flexibility, which in turn has positive implications for performance. Research limitations/implications — The variables included in the model are not exhaustive. The concept of fit implies a static perspective of flexibility. Practical implications — The results are useful both for researchers and for practitioners. Researchers can benefit from a review of managerial flexibility and a methodology that combines different approaches to fit: matching, covariation and profile deviation. Practitioners can learn that managerial flexibility, articulated in some managerial practices, has positive effects on performance when they are in line with the requirements of the environment. In order to activate these practices, firms should maintain a commitment to learning capabilities and financial resources. Originality/value — Three contributions are important for research. First, the paper proposes a model for explaining the nature of managerial flexibility. Second, it shows that flexibility and fit are interrelated concepts and that fit improves the measurability of flexibility. Third, managerial flexibility has positive implications for firm performance. [ABSTRACT FROM AUTHOR]

How is the usefulness of research assessed as university research becomes more and more commodified? The question is addressed through an analysis of how the results of a particular research project were received in a large private company that had provided the main funding for a research project on gender and top management, a project based on poststructuralist approaches. The ways in which the company received the research took many forms. There were differing responses from the organization's human resource staff, the managers and the Chief Executive Officer (CEO) depending on their varying interests, hierarchical positions and individual investments in specific organizational moves and individual careers. People in different positions in the organization applied elements from rationalist and constructionist discourses and combined them in ways that were neither coherent nor fixed. The article offers a complex analysis of the many and still shifting forces involved in the recipients' assessments of usefulness. It poses questions for researchers and university management concerning researchers' current working conditions and the protection of research integrity. [ABSTRACT FROM AUTHOR]

Purpose — Managers working within organizations that are part of public-private collaborations comment on their "diabolical" nature and seek guidance as to their administration. Set in an organization involved in a public-private "service delivery contract", the purpose of this paper is to report research into the collaboration and challenges experienced within the organization. It also seeks to consider to the significance of narrative and story-telling in understanding these complexities. Design/methodology/approach — Data were collected using depth interviews and observation. The emerging discourse was analyzed using a machine-based, lexigraphic tool to provide a framework for interpretive story analysis. The significance and value of each approach are illustrated as are the effective synergies between them. Findings — The paper identifies a number of different competing interests, including the needs of the clients vs the governmentally imposed goals and performance metrics of the organization. The limitations of this network form are highlighted; through contrasting of manager and consultant stories it becomes plain that collaborative networking only occurs at the management levels. Research limitations/implications — The role of the story-teller and the story context emerge as significant. Further research that pays greater attention to the stories' context, subtext, roles of narrator and others in the story is recommended. Originality/value — The paper demonstrates the value of extending machine-based analysis with more interpretive approaches. The significance of story analysis in understanding the embeddedness of narrative is highlighted as the range of synergies that can arise from multiple analytical techniques. [ABSTRACT FROM AUTHOR]

The role of middle managers in agriculture and agribusiness has been neglected by applied—as well as disciplinary—research, while gaining increasing importance in practice. This study provides an overview of middle management research and analyzes middle managers' authority in human resource decision-making and human resource management practices based on in-depth interviews analyzed through a grounded theory approach. Results show that these middle managers use both traditional and participative management practices to accomplish organizational goals, but would benefit from training tailored to their industry and specific needs. [ABSTRACT FROM AUTHOR]

The article announces several appointments including Song Jin as principal scientist at MWH Global Inc., Wendell Holland as partner in the Energy & Utilities Practice Group and Kevin Kehres as senior project manager at ARCADIS office in Akron, Ohio.