scholarly journals Individual competences for sustainable purchasing and supply management (SPSM)

2019 ◽  
Vol 49 (3) ◽  
pp. 287-304 ◽  
Author(s):  
Heike Schulze ◽  
Lydia Bals ◽  
Thomas E. Johnsen
Keyword(s):  
Literature Review ◽  
Professional Training ◽  
Explicit Knowledge ◽  
Supply Management ◽  
Organizational Level ◽  
Training Methods ◽  
Supply Networks ◽  
Content Type ◽  
Research Gap ◽  
The Individual

PurposeImplementing sustainability into global supply networks remains a challenge for companies. Purchasing and supply management (PSM) interacts closely with supply network actors, thus influencing how the firm’s value creation is delivered. While previous sustainable PSM (SPSM) research has shed light on how to manage sustainability on an organizational level, the individual competences PSM professionals require are less understood. The paper aims to discuss this issue.Design/methodology/approachThe authors conducted a systematic literature review to determine the current research coverage of specific competences and knowledge required to implement sustainability. The authors complemented this with data from 46 interviews with practitioners. From coding the data with NVivo, a first comprehensive competence overview for SPSM was developed.FindingsThe literature review results, complemented with interview data, highlight that functional-oriented, cognition-oriented, social-oriented and meta-oriented competences form part of a comprehensive SPSM competence model. We propose a framework that includes these, and integrates two behavioral moderators on the organizational level, i.e. situational enabling, as well as empowerment and obligation.Research limitations/implicationsWhile the proposed framework provides a basic first systematization of SPSM competences, further research is needed to extend it. There is ample opportunity to shed further light on both individual and organizational-level factors that influence the application of SPSM competences, and therefore SPSM behavior.Practical implicationsThe results have implications for higher education and professional training programs in companies. The framework provides an overview of competences needed for SPSM. The discussion highlights the need to apply education and training methods for different types of competences that are suitable for conveying implicit knowledge apart from explicit knowledge.Originality/valueAdressing a current research gap in sustainability-related competences in PSM, the overall framework highlights SPSM competences of interest to both scholars and managers alike.

Bridging capability gaps in technology transfers within related offsets

2016 ◽  
Vol 27 (5) ◽  
pp. 640-661 ◽  
Author(s):  
Anna Margaretha Malm ◽  
Anna Fredriksson ◽  
Kerstin Johansen
Keyword(s):  
Case Studies ◽  
Personal Development ◽  
Explicit Knowledge ◽  
Lessons Learned ◽  
Organizational Level ◽  
Content Type ◽  
Individual Level ◽  
Technology Transfers ◽  
Aircraft Manufacturing ◽  
The Individual

Purpose – The purpose of this paper is to explore how capability gaps can be identified and how they can be dealt with in aircraft technology transfers in future offset deals. Design/methodology/approach – The study is based on lessons learned as identified from three case studies of technology transfers from Saab, a Swedish aircraft manufacturing company to South Africa, the Czech Republic, and India. Findings – The capability gap between sender and receiver has to be dealt with on two levels: on an organizational level; and on an individual level. It is proposed that the disseminative capacity constitutes the ability to assess the capability gap between the sender and receiver, and to convert this assessment to adaptations of the product and production process to include in an industrialization process. On the individual level, the capability-raising activities were connected to employees’ knowledge, personal development plans for the transfer of explicit knowledge, as well as on-the-job training to facilitate the exchange of tacit knowledge. Research limitations/implications – The research is based on case studies from one company. Therefore, it is necessary to confirm the proposed propositions through new case studies in other contexts as well as through survey-based research. Originality/value – The paper focusses on the context of offset and reports on actual experiences from a capability perspective of technology transfers within the aircraft manufacturing area. It proposes a structured way of identifying and bridging the capability gap within such transfers.

Public service motivation and willingness to collaborate

2014 ◽  
Vol 2 (1) ◽  
pp. 80-95 ◽  
Author(s):  
Heather Getha-Taylor ◽  
Alexa Haddock-Bigwarfe
Keyword(s):  
Homeland Security ◽  
Public Service ◽  
Public Service Motivation ◽  
The Body ◽  
Organizational Level ◽  
Cross Sectional ◽  
Content Type ◽  
Individual Level ◽  
Original Survey ◽  
The Individual

Purpose – The purpose of this paper is to examine public service motivation (PSM) and the connection with collaborative attitudes among a sample of homeland security actors representing the public, private, and nonprofit sectors. Design/methodology/approach – This study examines relationships between measures of PSM and collaboration using original survey data and hierarchical multiple regression. Findings – Findings reveal strong positive relationships between PSM measures and attitudes toward collaboration at the individual and organizational level. Research limitations/implications – Survey results are cross-sectional and are from respondents participating in a single state's homeland security summit. Practical implications – It is expected that results can be used to enhance collaboration at the individual and organizational levels. At the organizational level, results can be used for matching individuals with collaborative opportunities. At the individual level, results can be used for enhanced self-reflection and effectiveness purposes. Originality/value – This study provides insights on the relationship between PSM measures and collaborative attitudes. The research contributes to the body of scholarly work connecting PSM and correlates of interest.

The individual and organizational level effects of TQM practices on job satisfaction

2017 ◽  
Vol 38 (2) ◽  
pp. 215-225 ◽  
Author(s):  
Daniel I. Prajogo ◽  
Brian Cooper
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Employee Attitudes ◽  
Organizational Level ◽  
Total Quality ◽  
Content Type ◽  
Multi Level ◽  
The Individual ◽  
A Company

Purpose The purpose of this paper is to examine the multi-level relationship between people-related total quality management (TQM) practices and employee job satisfaction. The authors draw upon organizational climate theory to hypothesize that TQM is related to job satisfaction at the individual employee level, as well as at the organizational level in the form of shared perceptions of TQM practices in the workplace. Design/methodology/approach Multi-level modelling was used to test the study hypotheses. The sample was drawn from 201 employees working in 23 organizations in Australia. Findings The findings show that people-related TQM practices are positively related to job satisfaction at both individual and organizational levels, with a stronger effect on employee attitudes observed at the organizational level. Research limitations/implications The statistically significant multi-level relationship between people-related TQM practices and job satisfaction extends the findings of previous studies conducted only at the individual level; thus, supporting the sustainability of TQM as a management principle at a company-wide level. Practical implications The findings broadly support the implementation of people-related TQM practices as part of a strategy of creating a “high performance” climate in organizations, which in turn, will likely to positively affect both individual and organizational performance. Social implications From a wider social perspective, the implementation of TQM practices as a company-wide initiative could facilitate greater corporate social responsibility of the organization. Such practices as training, involving, and empowering employees can promote social commitment by valuing employees as one important stakeholder. Originality/value This is the first empirical study to the best of the author’s knowledge that uses multi-level modelling to examine the relationship between TQM practices and employee attitudes such as job satisfaction.

Identifying the effect of green human resource management practices on lean-agile (LEAGILE) and prioritizing its practices

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Somaieh Alavi ◽  
Hamid Aghakhani
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Organizational Level ◽  
Equation Modeling ◽  
Successful Implementation ◽  
Content Type ◽  
The Individual ◽  
Green Human Resource Management

PurposeThe present study attempted to identify, measure and prioritize key green human resource management (GHRM) practices to achieve the lean-agile mindset in the steel industry.Design/methodology/approachFollowing an in-depth review of the literature, this study identifies GHRM practices. Then, the effect of green HRM practices on the lean-agile mindset was evaluated using structural equation modeling (SEM). In the next step, using the fuzzy analytic hierarchy process (FAHP), prioritization of practices that have significant effects on lean-agile mindset were discussed.FindingsThe present study introduced eight GHRM practices. The results of SEM showed a significant and positive effect of all GHRM practices on lean-agile mindset. Prioritization of GHRM practices by the FAHP was defined as green reward management, green education and development, green performance evaluation, green discipline management, green employment, green safety and health management, green selection and green career design.Research limitations/implicationsThe present study suffers from some limitations. First, the research was conducted at a temporal section. Second, this research has been conducted in a particular industry.Practical implicationsThe present study encourages human resource managers to increase their efforts to achieve green employees and put employee greenery in their strategic goals.Social implicationsSuccessful implementation of GHRM programs has positive consequences at the individual, organizational and community levels. Implementation of the identified actions increases employee vitality at the individual level. At the organizational level, the work environment of environmentally friendly organizations is also more attractive to job seekers. Finally, at the social and extra-organizational level, a green lifestyle is spread in the community, which will lead to a healthy and green environment.Originality/valueEmphasizing environmental principles on the one hand and creating the lean-agile mindset on the other are effective factors on maintaining the competitive advantage of industries. In this regard, the present study presented two innovations in HRM literature: (1) assessing the effect of GHRM practices on lean-agile mindset and (2) prioritizing GHRM practices based on the lean-agile mindset.

The nexus between risk factor disclosures and short-run performance of IPOs – evidence from literature

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Krishan Lal Grover ◽  
Pritpal Singh Bhullar
Keyword(s):  
Risk Factors ◽  
Risk Factor ◽  
Literature Review ◽  
Research Papers ◽  
Content Type ◽  
Ipo Performance ◽  
Short Run ◽  
Research Gap ◽  
Review Study ◽  
Risk Disclosures

PurposeThe main purpose of the present study is to stretch the theoretical framework of existing stock of literature with reference to Risk Disclosures in IPO Prospectus and IPO performance. The systematic literature review study endows easy and quick access to researchers as well as categorization of the available literature.Design/methodology/approachFifty research papers, which has been published or presented from 2000 to 2019 and are related to IPO risk disclosures and IPO performance, have been finalized. Further, these research papers were categorized based upon the five different variables to identify the probable research gap in the selected topic.FindingsThis review provides a coherent summary of past studies related to topic and develop a comprehensive evidence on relationship between disclosure of risk factors and IPO underpricing in short run. It shows the existing research gap that needs to be fulfilled to expand the research horizon of future research studies.Research limitations/implicationsThe sole limitation of the study is that being a systematic literature review study, it does not carry any empirical results.Practical implicationsThe investors will be able to identify the key risk factors, disclosed in IPO prospectus, that may have probable dent on the short-term return from IPO. The findings will further help the investors and financial analyst to identify the degree of impact of risk disclosures that are listed in IPO prospectus.Originality/valueThe paper is a first of its kind to stretch the existing literature and develop theoretical framework in the context of risk factor discloses in IPO prospectus and IPO performance with reference to India. The present study is an attempt to integrate the existing gap between empirical research and existing literature and suggest the techniques to the future practitioners to widen the horizon of their research.

Green human resource management

2019 ◽  
Vol 27 (7) ◽  
pp. 2005-2027 ◽  
Author(s):  
Jing Yi Yong ◽  
M.-Y. Yusliza ◽  
Olawole Olanre Fawehinmi
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Level ◽  
Future Research ◽  
Content Type ◽  
Individual Level ◽  
Online Databases ◽  
Green Human Resource Management

Purpose Green or environmental human resource management (HRM) has in recent years attracted much attention from academia and practitioners all over the world. However, a thorough analysis of green or environmental HRM has not been made so far. To address this gap, the present study provides a systematic and comprehensive literature review. The purpose of this paper is threefold: to review Green HRM literature of various scopes, approaches and contexts; to identify different focus areas in the Green HRM literature; and to propose areas for future research. Design/methodology/approach The paper follows a systematic literature review approach. The selected journal articles are categorized on the basis of five focus areas in the Green HRM derived from the extant literature. Findings Research has grown significantly over the past 12 years that has focused on Green HRM. A total of 70 articles were reviewed and most of these articles employed quantitative method and were carried out in developing countries. Based on the five focus areas identified in this literature review, the performance outcome of Green HRM at both the organizational level and individual level received the greatest attention from the researchers. Research limitations/implications This paper is limited to a review of academic articles obtainable from online databases, containing the words “Green human resource management”, “Green HRM”, “Green human resource”, “Environmental HRM”, “Green training” and “Environmental training” in the title. Additionally, only papers from high quality, peer-reviewed journals were evaluated. Other academic sources such as books and conference papers were not included in this study. Originality/value The paper presents a structural overview of 70 peer-reviewed articles published in leading academic journals from 2007 until early 2019. This review provides an increased understanding of the existing state of current research, trends and future research directions in the Green HRM discipline.

Green competencies: insights and recommendations from a systematic literature review

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Clement Cabral ◽  
Rajib Lochan Dhar
Keyword(s):  
Literature Review ◽  
Systematic Literature Review ◽  
Thematic Analysis ◽  
Descriptive Analysis ◽  
Future Research ◽  
Research Directions ◽  
Content Type ◽  
Classification Framework ◽  
Future Research Directions ◽  
Research Gap

PurposeThis study conceptualises the construct – green competencies. The concept is in the niche stage and needs further elaboration. Hence, to address the research gap, this study follows the steps proposed by Tranfield et al. (2003). The major part of the study comprises descriptive analysis and thematic analysis. Descriptive analysis of the selected 66 articles was examined with the classification framework, which contains year-wise distribution, journal-wise distribution, the focus of the concept, the economic sector, and dimensions of sustainable development. The paper conducts a thematic analysis of the following research questions. What are the green competencies and their conceptual definition? What are their dimensions?Design/methodology/approachThis paper applies a systematic literature review of green competencies literature, extends the state-of-the-art using the natural resource-based view, and discusses future research directions for academicians and practitioners.FindingsIn recent years, there was considerable interest in green competencies (GC), as reflected in the surge of articles published in this genre. This paper asserts that green competencies are a multidimensional construct comprised of green knowledge, green skills, green abilities, green attitudes, green behaviours, and green awareness.Originality/valueDespite the significance of green competencies, there has been a dearth of study to define the constructs and identify the dimensions. Hence, this study addresses the literature gap by conceptualisation and discusses dimensions of the construct.

Case-method teaching: advantages and disadvantages in organizational training

2018 ◽  
Vol 37 (9/10) ◽  
pp. 711-720 ◽  
Author(s):  
Naghi Radi Afsouran ◽  
Morteza Charkhabi ◽  
Seyed Ali Siadat ◽  
Reza Hoveida ◽  
Hamid Reza Oreyzi ◽  
...  
Keyword(s):  
Individual Differences ◽  
Real World ◽  
Long Term Memory ◽  
Case Method ◽  
Training Methods ◽  
Organizational Training ◽  
Content Type ◽  
Advantages And Disadvantages ◽  
The Individual

Purpose The purpose of this paper is to introduce case-method teaching (CMT), its advantages and disadvantages for the process of organizational training within organizations, as well as to compare its advantages and disadvantages with current training methods. Design/methodology/approach The authors applied a systematic literature review to define, identify and compare CMT with current methods. Findings In CMT, participants get involved with real-world challenges from an action perspective instead of analyzing them from a distance. Also, different reactions of the participants to the same challenge aid instructors to identify the individual differences of participants toward the challenge. Although CMT is still not considered as a popular organizational training method, the advantages of CMT may encourage organizational instructors to further apply it. Improving the long-term memory, enhancing the quality of decision making and understanding the individual differences of individuals are the advantages of CMT. Research limitations/implications A lack of sufficient empirical researchers and the high cost of conducting this method may prevent practitioners to apply it. Originality/value The review suggested that CMT is able to bring dilemmas from the real world into training settings. Also, it helps organizations to identify the individual reactions before they make a decision.

Talent development: a systematic literature review of empirical studies

2018 ◽  
Vol 42 (1/2) ◽  
pp. 75-90 ◽  
Author(s):  
Fatemeh Rezaei ◽  
Michael Beyerlein
Keyword(s):  
Literature Review ◽  
Organizational Development ◽  
Systematic Literature Review ◽  
Empirical Studies ◽  
Talent Development ◽  
Content Type ◽  
Individual Level ◽  
Development Interventions ◽  
The Usa ◽  
The Individual

Purpose The purpose of this study is to identify and examine findings from empirical research regarding organizations’ talent development (TD) strategies, taking into consideration the countries in which the studies were conducted and the TD-approach organizations adopted, and recognize the positive outcomes of TD implementation, as well as potential issues and challenges. Design/methodology/approach This systematic literature review used Garrard’s matrix method to organize the review of publications. It identified 31 empirical articles from the total of 551 publications. Findings The findings indicate that a majority of the studies were conducted in countries other than the USA and that they were all published recently, after 2007. The results show that organizations have mostly applied organizational development interventions at the individual level for developing talented employees, followed by formal training and development. Additionally, managerial issues were identified as the most common issue on the way of implementing TD interventions. Research limitations/implications Trying to define TD as a discrete concept from HRD could be considered as both differentiating the current literature review and a limitation. Originality/value This article is among the first to identify TD interventions through a systematic literature review and provides a model of TD’s intervention antecedents and outcomes for the follow-up empirical works.

Using Twitter in crisis management for organizations bearing different country-of-origin perceptions

2015 ◽  
Vol 19 (3) ◽  
pp. 239-253 ◽  
Author(s):  
Jie Xu ◽  
Yiye Wu
Keyword(s):  
Social Media ◽  
Public Relations ◽  
Country Of Origin ◽  
Negative Evaluation ◽  
Amazon Mechanical Turk ◽  
Organizational Level ◽  
Content Type ◽  
Individual Level ◽  
Foreign Countries ◽  
The Individual

Purpose – The purpose of this paper is to investigate the effects of using Twitter on American stakeholders’ crisis appraisal for organizations originated from two foreign countries with distinctively different perceptions. Design/methodology/approach – This study uses a 2 (medium: Twitter vs news release)×2 (country-of-origin: China vs France) factorial experiment. The participants (n=393) are recruited through the Amazon Mechanical Turk system (Mturks). Findings – The findings suggest that using Twitter substantially mitigates participants’ negative evaluation of the organization undergoing a crisis. Country-of-origin affects how individuals perceive the organization after it has experienced a crisis. In addition, participants’ product involvement intensifies the reputational threat specifically for the organization with a less favorable country-of-origin perception. Originality/value – This study is one of the few empirically based studies in international public relations research, using an experiment to extrapolate the effects of social media and country-of-origin on consumers’ crisis appraisal. This investigation reinforces the need to consider social media not just at the individual level, but also as a form of communication that can have broader consequences at the organizational level. In addition, it is important for company leaders to understand that the organization’s home country image may exacerbate the negative management outcomes during a crisis. It is expected that this study yields theoretically indicative, empirically informative, and culturally relevant results.

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