Structural process model of absorptive capacity for stakeholder’s integration in decision-making: dynamic capability perspective

Purpose This paper aims to present empirical test to analyse a structural process model based on the constructs of absorptive capacity considering sustainability aspects. It integrates dynamic capability perspective to strengthen the existing literature. Findings of the study may help organisations to renovate business processes related to absorptive capacity and improve decision-making considering sustainability attributes. Design/methodology/approach Sample for data analysis covers 389 managers of firms demonstrating some traits of sustainability orientation and operating in a developing economy like India. Structural equation modelling is applied to test a casual model. Findings Result of this study reveals that a formal system that drives knowledge sharing, storing and exploitation of knowledge, a structured way to appropriate and reward intellectual property rights can be fundamental to development of absorptive capacity. Such a system conducive to knowledge exploration and acquisition must lead to exploration of new knowledge sources and new knowledge. A firm’s knowledge acquisition system shall be able to deliver to acquire external as well as internal knowledge spread across departments. Research limitations/implications This study considers commercial output as an aspect of innovative capability, so this attribute is not included in absorptive capacity. Practical implications The study may help organisations to develop a systemic approach to evolve decision-making and develop suitable processes linked to absorptive capacity considering sustainability challenges and uncertain market conditions. Social implications The study presents a comprehensive view of absorptive capacity considering societal stakeholder’s knowledge in addition to technological and market knowledge. Originality/value There are hardly any research articles which link absorptive capacity, dynamic capability and sustainability strategies.

THE PHONOLOGICAL PROCESS OF SEMIVOWEL INSERTION IN BAHASA INDONESIA

The phonological process shows the changing of sounds and the rules that govern the work. These sound changes can occur in vowels, consonants, and even semivowels. This study focuses on the sound changes that occur in semivowels [y] and [w], especially in Indonesian vocabularies. This study aimed to investigate the quantity of diphthong diversity in Bahasa Indonesia, as the basis for examining the role and patterns of [y] and [w] insertion, as well as when [y] and [w] cannot be inserted into some words in Bahasa Indonesia. This study also emphasizes the location where [y] and [w] are inserted by using a spectrogram. The data collection used the observation method. The list of data was taken from Kamus Besar Bahasa Indonesia (KBBI) and pronounced by an Indonesian native speaker. The spoken data are transcribed into the phonetic form using the note-taking technique. The analysis was done through the syllabic structural process based on Schane. The results present that [y] is inserted between the diphthongs ia, iu, ie, io, ea, and eo. Then, [w] is inserted between the diphthongs ua, ui, ue, uo, and oa, and the insertion of [y] and [w] does not appear when they meet with the diphthongs ai, au, ae, ao, ei, eu, oi, ou oe. The spectrograms in this study are used to see and present the insertion of [y] and [w].

Structural process model of organizational innovativeness types for sustainability: a dynamic capability perspective

Purpose This paper aims to present an empirical test to analyze a structural process model based on constructs of organizational innovativeness types considering sustainability aspects. It explores interdependency among constructs of organizational innovativeness identified as product, process, behavioral, market, strategic and risk innovativeness. It integrates a dynamic capability perspective to strengthen the existing literature. Design/methodology/approach Sample for data analysis covers 389 managers of firms demonstrating some traits of sustainability orientation and operating in a developing economy like India. Structural equation modeling is applied to test the causal model. Findings Study reveals that risk innovativeness along with strategic innovativeness leads to behavioral innovativeness which further causes product innovativeness and business process innovativeness. Business process innovativeness supports product innovativeness leading to market innovativeness of a firm. Characteristics of organizational innovativeness linked with the risk-taking ability of top management can be a critical differentiating factor between conventional and sustainability-oriented firms. Research limitations/implications The factor of risk innovativeness was applied as per the existing measurement scale and has a scope for further exploration. It also offers an opportunity to reassess organizational innovativeness processes considering sustainability aspects. Practical implications The study may help organizations to develop a systemic approach to evolve and develop business processes linked to organizational innovativeness considering sustainability challenges and uncertain market conditions. Social implications Development of organizational innovativeness considering sustainability aspects may lead to innovative and disruptive products/services leading to mitigate climate change issues, thus helping global societies in long run. Originality/value The study offers common ground linked to the bodies of research related to dynamic capabilities, micro-foundations of dynamic capabilities, innovative capability and sustainability.

The CEO Role in New Zealand: Perceptions and Interpretative Schema - Tensions and Paradoxes

<p>This thesis examines the perceptions of the CEO role in large New Zealand organisations. The study is a response to calls from scholars for more empirical work on executive leadership specifically, as it pertains to the CEO role, which scholars have identified as an under-researched and less clearly understood construct. A modified grounded theory approach was utilised to establish the research participants' perceptions of the CEO role. Specifically, this thesis focuses on how the participants interpret and construct meaning from the interactions occurring within their context. The sample for the study comprised 30 participants, 22 CEOs and 8 executives in non-CEO roles. The criteria for selection related to the position an individual held in an organisation. The individual was, or had been, a CEO in a large New Zealand organisation or was directly involved with the CEO role, for example, a board chairperson. The primary data were collected from semi-structured interviews of between one to two hours in duration. Informal interviews, company publications and documentation, and the relevant research literature supplemented the primary data. The concurrent data collection and analysis identified two interpretative schemas that guide and inform the CEO role. These were the leadership interpretative schema and the institutionalised interpretative schema. The participants in this study articulated theenactment of their leadership within the frame of the leadership interpretative schema. However, the predominant schema informing the CEO role was the institutionalised interpretative schema. The contact between the two schemas represented collisions. Such collisions, in turn, created a set of tensions and paradoxes for the CEO. In seeking a clearer explanation of these tensions and paradoxes, the study identified the basic social structural process of the CEO role as a social institution. This thesis re-conceptualises the CEO role as a social institution. As such it is a multifaceted construct with its own set of social norms that create, guide and sustain a socialorder governing the behaviour of the CEO. Situated within this social structural process the study identified the social psychological process balancing the tensions and paradoxes. The study identified that the CEOs perceived the need to be able to balance the tensions and paradoxes within their context if they are to enact their role effectively. In other words, an effective CEO is perceived as acting as a mediator, successfully mediating between the dualities created by the conflicting expectations of the two interpretative schemas. Establishing context as a primary factor within the study allowed the contextual factors that enhanced or inhibited the enactment of the CEO role in New Zealand to receive their due emphasis. Such a focus was responsible for allowing the social, cultural, legal and economic forces, within the context of the CEO, to be brought to the fore. These, in turn, were perceived by the participants as having their genesis within in the religious, economic and historical traditions of New Zealand's European colonialism, and in their responses to it. In this study, context is embraced as a means for allowing the voices of the participants to be brought forward and be heard, whereas, the concept of voice has been traditionally ascribed to the weak, minorities, and disadvantaged (Baez, 2002). Paradoxically, this research identified that CEOs perceive themselves as having little voice. This despite the perception, both within society and within organisations, that CEOs have considerable power and status and therefore have the ability to voice their 'true feelings'. The analysis identified that they perceive constraints and silencing with regard to certain aspects of their role, suggesting further research on the CEO responses to such constraints is required. The outcomes of this study have implications for research and practice. In terms of the former, there are opportunities for researchers to build on the findings of the study thereby, contributing to the body of knowledge. With regards to practice, the study raises implications for those involved in the governance function, policy-makers and those having responsibilities for the development of individuals to fill the CEO role.</p>

The CEO Role in New Zealand: Perceptions and Interpretative Schema - Tensions and Paradoxes

<p>This thesis examines the perceptions of the CEO role in large New Zealand organisations. The study is a response to calls from scholars for more empirical work on executive leadership specifically, as it pertains to the CEO role, which scholars have identified as an under-researched and less clearly understood construct. A modified grounded theory approach was utilised to establish the research participants' perceptions of the CEO role. Specifically, this thesis focuses on how the participants interpret and construct meaning from the interactions occurring within their context. The sample for the study comprised 30 participants, 22 CEOs and 8 executives in non-CEO roles. The criteria for selection related to the position an individual held in an organisation. The individual was, or had been, a CEO in a large New Zealand organisation or was directly involved with the CEO role, for example, a board chairperson. The primary data were collected from semi-structured interviews of between one to two hours in duration. Informal interviews, company publications and documentation, and the relevant research literature supplemented the primary data. The concurrent data collection and analysis identified two interpretative schemas that guide and inform the CEO role. These were the leadership interpretative schema and the institutionalised interpretative schema. The participants in this study articulated theenactment of their leadership within the frame of the leadership interpretative schema. However, the predominant schema informing the CEO role was the institutionalised interpretative schema. The contact between the two schemas represented collisions. Such collisions, in turn, created a set of tensions and paradoxes for the CEO. In seeking a clearer explanation of these tensions and paradoxes, the study identified the basic social structural process of the CEO role as a social institution. This thesis re-conceptualises the CEO role as a social institution. As such it is a multifaceted construct with its own set of social norms that create, guide and sustain a socialorder governing the behaviour of the CEO. Situated within this social structural process the study identified the social psychological process balancing the tensions and paradoxes. The study identified that the CEOs perceived the need to be able to balance the tensions and paradoxes within their context if they are to enact their role effectively. In other words, an effective CEO is perceived as acting as a mediator, successfully mediating between the dualities created by the conflicting expectations of the two interpretative schemas. Establishing context as a primary factor within the study allowed the contextual factors that enhanced or inhibited the enactment of the CEO role in New Zealand to receive their due emphasis. Such a focus was responsible for allowing the social, cultural, legal and economic forces, within the context of the CEO, to be brought to the fore. These, in turn, were perceived by the participants as having their genesis within in the religious, economic and historical traditions of New Zealand's European colonialism, and in their responses to it. In this study, context is embraced as a means for allowing the voices of the participants to be brought forward and be heard, whereas, the concept of voice has been traditionally ascribed to the weak, minorities, and disadvantaged (Baez, 2002). Paradoxically, this research identified that CEOs perceive themselves as having little voice. This despite the perception, both within society and within organisations, that CEOs have considerable power and status and therefore have the ability to voice their 'true feelings'. The analysis identified that they perceive constraints and silencing with regard to certain aspects of their role, suggesting further research on the CEO responses to such constraints is required. The outcomes of this study have implications for research and practice. In terms of the former, there are opportunities for researchers to build on the findings of the study thereby, contributing to the body of knowledge. With regards to practice, the study raises implications for those involved in the governance function, policy-makers and those having responsibilities for the development of individuals to fill the CEO role.</p>

The CEO role in New Zealand: perceptions and interpretative schema tensions and paradoxes

<p>This thesis examines the perceptions of the CEO role in large New Zealand organisations. The study is a response to calls from scholars for more empirical work on executive leadership specifically, as it pertains to the CEO role, which scholars have identified as an under-researched and less clearly understood construct. A modified grounded theory approach was utilised to establish the research participants' perceptions of the CEO role. Specifically, this thesis focuses on how the participants interpret and construct meaning from the interactions occurring within their context. The sample for the study comprised 30 participants, 22 CEOs and 8 executives in non-CEO roles. The criteria for selection related to the position an individual held in an organisation. The individual was, or had been, a CEO in a large New Zealand organisation or was directly involved with the CEO role, for example, a board chairperson. The primary data were collected from semi-structured interviews of between one to two hours in duration. Informal interviews, company publications and documentation, and the relevant research literature supplemented the primary data. The concurrent data collection and analysis identified two interpretative schemas that guide and inform the CEO role. These were the leadership interpretative schema and the institutionalised interpretative schema. The participants in this study articulated the enactment of their leadership within the frame of the leadership interpretative schema. However, the predominant schema informing the CEO role was the institutionalised interpretative schema. The contact between the two schemas represented collisions. Such collisions, in turn, created a set of tensions and paradoxes for the CEO. In seeking a clearer explanation of these tensions and paradoxes, the study identified the basic social structural process of the CEO role as a social institution. This thesis re-conceptualises the CEO role as a social institution. As such it is a multifaceted construct with its own set of social norms that create, guide and sustain a social order governing the behaviour of the CEO. Situated within this social structural process the study identified the social psychological process balancing the tensions and paradoxes. The study identified that the CEOs perceived the need to be able to balance the tensions and paradoxes within their context if they are to enact their role effectively. In other words, an effective CEO is perceived as acting as a mediator, successfully mediating between the dualities created by the conflicting expectations of the two interpretative schemas. Establishing context as a primary factor within the study allowed the contextual factors that enhanced or inhibited the enactment of the CEO role in New Zealand to receive their due emphasis. Such a focus was responsible for allowing the social, cultural, legal and economic forces, within the context of the CEO, to be brought to the fore. These, in turn, were perceived by the participants as having their genesis within in the religious, economic and historical traditions of New Zealand's European colonialism, and in their responses to it. In this study, context is embraced as a means for allowing the voices of the participants to be brought forward and be heard, whereas, the concept of voice has been traditionally ascribed to the weak, minorities, and disadvantaged (Baez, 2002). Paradoxically, this research identified that CEOs perceive themselves as having little voice. This despite the perception, both within society and within organisations, that CEOs have considerable power and status and therefore have the ability to voice their 'true feelings'. The analysis identified that they perceive constraints and silencing with regard to certain aspects of their role, suggesting further research on the CEO responses to such constraints is required. The outcomes of this study have implications for research and practice. In terms of the former, there are opportunities for researchers to build on the findings of the study thereby, contributing to the body of knowledge. With regards to practice, the study raises implications for those involved in the governance function, policy-makers and those having responsibilities for the development of individuals to fill the CEO role.</p>

The CEO role in New Zealand: perceptions and interpretative schema tensions and paradoxes

<p>This thesis examines the perceptions of the CEO role in large New Zealand organisations. The study is a response to calls from scholars for more empirical work on executive leadership specifically, as it pertains to the CEO role, which scholars have identified as an under-researched and less clearly understood construct. A modified grounded theory approach was utilised to establish the research participants' perceptions of the CEO role. Specifically, this thesis focuses on how the participants interpret and construct meaning from the interactions occurring within their context. The sample for the study comprised 30 participants, 22 CEOs and 8 executives in non-CEO roles. The criteria for selection related to the position an individual held in an organisation. The individual was, or had been, a CEO in a large New Zealand organisation or was directly involved with the CEO role, for example, a board chairperson. The primary data were collected from semi-structured interviews of between one to two hours in duration. Informal interviews, company publications and documentation, and the relevant research literature supplemented the primary data. The concurrent data collection and analysis identified two interpretative schemas that guide and inform the CEO role. These were the leadership interpretative schema and the institutionalised interpretative schema. The participants in this study articulated the enactment of their leadership within the frame of the leadership interpretative schema. However, the predominant schema informing the CEO role was the institutionalised interpretative schema. The contact between the two schemas represented collisions. Such collisions, in turn, created a set of tensions and paradoxes for the CEO. In seeking a clearer explanation of these tensions and paradoxes, the study identified the basic social structural process of the CEO role as a social institution. This thesis re-conceptualises the CEO role as a social institution. As such it is a multifaceted construct with its own set of social norms that create, guide and sustain a social order governing the behaviour of the CEO. Situated within this social structural process the study identified the social psychological process balancing the tensions and paradoxes. The study identified that the CEOs perceived the need to be able to balance the tensions and paradoxes within their context if they are to enact their role effectively. In other words, an effective CEO is perceived as acting as a mediator, successfully mediating between the dualities created by the conflicting expectations of the two interpretative schemas. Establishing context as a primary factor within the study allowed the contextual factors that enhanced or inhibited the enactment of the CEO role in New Zealand to receive their due emphasis. Such a focus was responsible for allowing the social, cultural, legal and economic forces, within the context of the CEO, to be brought to the fore. These, in turn, were perceived by the participants as having their genesis within in the religious, economic and historical traditions of New Zealand's European colonialism, and in their responses to it. In this study, context is embraced as a means for allowing the voices of the participants to be brought forward and be heard, whereas, the concept of voice has been traditionally ascribed to the weak, minorities, and disadvantaged (Baez, 2002). Paradoxically, this research identified that CEOs perceive themselves as having little voice. This despite the perception, both within society and within organisations, that CEOs have considerable power and status and therefore have the ability to voice their 'true feelings'. The analysis identified that they perceive constraints and silencing with regard to certain aspects of their role, suggesting further research on the CEO responses to such constraints is required. The outcomes of this study have implications for research and practice. In terms of the former, there are opportunities for researchers to build on the findings of the study thereby, contributing to the body of knowledge. With regards to practice, the study raises implications for those involved in the governance function, policy-makers and those having responsibilities for the development of individuals to fill the CEO role.</p>

FORMATION OF PARTNERSHIP STAKEHOLDER RELATIONS AT CONSTRUCTION ENTERPRISES: ORGANIZATIONAL AND ECONOMIC ASPECTS

The urgency of forming partner stakeholder relations at construction enterprises (BP) in the conditions of slow growth or decrease of the main indicators of the state functioning, negative influence of external and internal factors, unstable socio-economic and political situation in the state is determined. It is proved that in the construction sector there are processes of slowing down the index of construction products with increasing total area of residential and non-residential buildings. Based on the study of theoretical and methodological provisions, formed approaches to the definition of stakeholders: functional; structural; process; an approach based on identifying threats affecting stakeholders; strategic; social; retrospective; complex; resource. Sound approaches allowed to propose the definition of stakeholders of construction companies, which are characterized as individuals and (or) legal entities or groups of persons interacting in the construction sector on the basis of strategic contours and social directions and determined by functional, resultant, structural, process, strategic, complex features. the relationship of which has a certain level of risk and threat, which allows to form a contractual relationship in capital construction, to carry out architectural control, appropriate calculations, provided by the project documentation, material and labor resources. The types of stakeholders of construction companies are identified based on the characteristics of internal and external stakeholders interacting with construction companies, which allowed to form economic and organizational support for the formation and implementation of stakeholder relations and build a quantitative basis for sound management decisions to strengthen their financial condition. A quantitative basis for the creation and development of stakeholder partnerships has been formed. Keywords: stakeholders, partners, construction companies, management decisions. JEL Classіfіcatіon C02, C53, D20, M11 Formulas: 0; fig.: 5; tabl.: 3; bibl.: 22.

Monitoring the Realisation of the Right to Basic Education: The South African Jurisprudence and Structural-Process-Outcome Indicators

Under international law, the right to education should be available, accessible, acceptable, and adaptable—or comply with the four As. This right is provided for by the South African Constitution and numerous policies. Yet it remains illusory for thousands of South Africans. Against this backdrop, this article seeks to clarify indicators to monitor the implementation of this right. To this end, unpacking the South African jurisprudence on the right to basic education, it relies on the structural-process-outcome indicators model to unveil what needs to be done to secure a tangible enjoyment of the right to basic education. Based on this approach, it finds that the right to basic education is multidimensional and that its constitutive elements include immediate and non-discriminatory access to school buildings; infrastructure; the right to teachers and non-educational staff; the right to enjoy religion, language, and culture; as well as free transport for learners living far from the school. Ultimately, in light of the South African jurisprudence, the structural-process-outcome indicators explain what is effectively expected to operationalise the four As. Lessons gleaned from this approach will enable all stakeholders in South Africa and other parts of Africa to advance the right to basic education.