Teacher opinions regarding the perception management levels of school administrators

The purpose of this research is to determine the levels and use of perception management by school administrators. The study group consists of teachers working in Private Primary School and Secondary Schools affiliated to the Ministry of National Education in Nicosia, the Turkish Republic of Northern Cyprus in the 2016–2017 academic year. The sample of the study is composed of 282 teachers representing the universe selected by the method of easy reachable case sampling. As a means of collecting data in the survey, “Personal Information Form” by Kline (An easy guide to factor analysis, Routledge, New York, 1994) and “Manager Perception Management ent Scale” developed by Uylas (Yönetici Alg? Yönetimi Ölçe?i, Türkiye Ölçme Araçlar? Dizini, 2017a, Okul Yöneticilerinin Sosyal-Duygusal E?itim Liderli?i ve Alg? Yönetimine ?li?kin Ö?retmen Görü?leri, T.C. Abant ?zzet Baysal Üniversitesi, E?itim Bilimleri Enstitüsü, Bolu, 2017b) was used. The obtained data were analyzed in an analysis program. In the research, the values of perception management use levels of managers according to teacher opinions were examined. According to the results and comments obtained from the research, some of the proposals developed for researchers and educators working in the field of education management are as follows. Towards practical; trainings can be given on how school administrators can use perception management for successful perception management practices in educational organizations. In interviews to select school administrators, choosing school administrator with high perception management skills can be prioritized. Towards newstudies; including multidimensional evaluation of all elements of educational organizations such as managers, parents and servants in new researches to be conducted and comparison of teachers ‘and administrators’ views. This study has brought out suggestions that can be implemented in other stages of education.     

The impacts of gender inequality in education on economic growth in Tunisia: an empirical analysis

The positive contribution of women’s education to the economy and society has long been known in many countries, particularly in developing countries, to attract more attention. A large number of literatures on women’s education clearly suggest that educating a woman is equivalent to educating a family and that this woman is better educated than her counterparts, men, in many respects. The low level of education of women in Muslim countries, most of which are in developing countries. The increase in the level of education depends on the elimination of gender inequalities in education. Muslim countries must use all their resources to achieve their economic development goals. Women’s participation in the economy is a major economic resource that is not widely used in Muslim countries. The literature (Dollar and Garti in Gender inequality, income, and growth: are good times good for women? World Bank Working Paper, 21–2 1999; Barro in The Contribution of Human and Social Capital to Sustained Economic Growth and Well Being, Canada Government, Portage 2001; Schltz 2002; Klasen 2002; Knowles et al. in Oxf. Econ. Pap. 54 118–149 2002) suggests that gender equality has a positive effect on economic growth. Taking into account Muslim countries, it can reasonably be argued that the rate of the gender effect on economic growth is higher in developing countries. This paper analyzes the impact of gender inequality in education on economic growth for tunisia will be explored, using econometric techniques. The document will take into account all variables of primary school graduation, obtaining a high school diploma, obtaining a high school diploma and obtaining a University degree with economic growth will be examined in detail for the period 1970–2009. At this level Women’s contribution to the economy is threefold. The first is that the increase in the level of human capital, as a result, decrease the fertility rate of women. The second argument is that the infant mortality rate could decrease by decreasing the fertility rate of women. Third, raising the level of education of women can affect the level of education of the next generation positively. In this context, in order to understand the long-term relationships between these variables, i.e. gender inequality in education and economic growth, a co-integration approach will be applied. The empirical results show that there is a long-term relationship between these variables.     

Libraries in transition to a marketing orientation: are librarians' attitudes a barrier?

• This study examines librarians' attitudes toward the marketing of library services, as libraries continue their transition to a marketing orientation. Although prior studies had observed misunderstandings and hostility to marketing among librarians, most previous discussions of this topic were either speculative or based on extremely small samples. In order to provide more evidence in this matter, a large‐scale survey of members of the New Jersey Library Association (NJLA) was conducted. A ‘Pro Marketing’ scale was introduced and used to segment participants with respect to their attitudes. The findings indicate that most respondents expressed relatively positive attitudes toward marketing, but that more positive attitudes were expressed by public librarians than school or college/university librarians, and by administrators as opposed to reference and technical services librarians. Illustrative respondent comments and implications for library management are included.

Copyright © 2007 John Wiley & Sons, Ltd.     

Cooperation strategies in port-oriented bulk supply chains: aligning concept and practice

It seems intuitively obvious that firms in supply chains may have more to gain than to lose from learning to cooperate; but it is now more than two decades since Poirier [1999. Advanced Supply Chain Management. San Francisco, CA: Barrett-Koehler] and others called for cooperation in order to capture mutual gains in supply networks and even now ‘cooperation is neither common nor easy’. The simple fact is that not only are supply chains exceptionally complex but so too is the ‘process of cooperating’ – often in the context of antitrust legislation and competition policy. This paper argues that there is a critical need to rethink the principles and processes of cooperation within the broader framework of the competitive behaviour of firms and business strategy. Particularly, it suggests that the relatively recent thinking of Greenwald and Kahn [2005 Greenwald, B., and J. Kahn. 2005. Competition Demystified A Radically Simplified Approach to Business Strategy. New York, NY: Portfolio, The Penguin Group. [Google Scholar]. Competition Demystified A Radically Simplified Approach to Business Strategy. New York, NY: Portfolio, The Penguin Group] in their ‘radically simplified approach to business strategy’ offers sound conceptual insights into cooperation and cooperative strategies for firms not only in markets but also in chains. Furthermore, it notes that the analytical framework for cooperation and cooperative strategies which the authors develop is far removed from the notion of cooperation as ‘commitment and trust and shared thinking’ and from ‘buyer/seller reciprocity’ and ‘collaborative attitudes’ which tend to underwrite much contemporary thinking and research. The paper also argues that the Greenwald and Kahn framework – its single intelligence model of cooperation and cooperative strategies – resonates with real-world relevance, at least for particular supply chains. The paper focuses attention on research into globally significant export coal chains from major east coast Australian ports and in brief case studies finds substantial alignment between concept and practice.     

Determining the requirements of families of children with special needs

This study aims to determine the requirements of parents of children with special needs and the factors that influence those requirements by using the “family needs survey” developed by Bailey and Simeonsson (The Journal of Special Education 22(1):117–127, 1988) adapted for Turkish researchers by Cavkaytar et al. (Ankara Üniversitesi Eğitim Bilimleri Fakültesi Özel Eğitim Dergisi 15(2):1–12, 2014). In the study the survey model was used to investigate the current requirements of parents. The population of the study consisted of families whose children are currently in one of five special education centres or one of four special education and rehabilitation centres which function under the Ministry of Education in the TRNC in the academic year 2015–2016. With the aim of reaching the whole of the population, no sampling methods were used in the research. The analysis was conducted with research evaluation instruments distributed to a total of 279 participants within the scope of the study and with the collection of 116 of the instruments. Welch’s t test, Welch/Anova and Gabriel and Hochber’s GT2 tests were used to analyse the data. The majority of the participants consisted of mothers and middle-aged parents. In general, the families’ response to the FNS scale was that were unsure of their requirements. However, they had a need for information.

     

Charakteristika von Vorstandsmitgliedern – Humankapitalsignale bei der Besetzung von Positionen im Top-Management

Zusammenfassung  Ziel dieser Arbeit ist es, die für deutsche Spitzenkr?fte als karriererelevant in Frage kommenden Charakteristika unter einem einheitlichen humankapital-, tournament- und singalingtheoretischen Rahmen vergleichend zu untersuchen. Dabei werden die identifizierten Merkmale zun?chst knapp auf ihre Signalfunktion hin bewertet und Hypothesen zu deren Wirksamkeit und Relevanz abgeleitet, die im Anschluss daran einer empirischen Prüfung unterzogen werden. In der Zusammenfassung werden die Ergebnisse der Arbeit pr?sentiert, die die ?konomische Theorie zur Relevanz von Humankapitalsignalen best?tigen und verdeutlichen, dass die erfolgreiche berufliche Bew?hrung und der Erwerb überdurchschnittlicher akademischer Abschlüsse wichtigste Kriterien für den Zugang zu Spitzenführungspositionen sind.

„Full Range Leadership“-Modell: Kritische Würdigung und Anregungen zur Weiterentwicklung

Zusammenfassung  Transformationale Führung als inspirierendes und emotional aktivierendes Führungsverhalten erf?hrt aufgrund ihrer Wandlungsfunktion in gesellschaftlichen Umbruchsphasen eine sehr hohe Wertsch?tzung, auch wenn ihr Gegenüber, die transaktionale Führung, in der Praxis derzeit wohl noch eine st?rkere Verbreitung besitzt. Ein Abgleich transformationaler und zugleich transaktionaler Führung in ihrer fortentwickelten Form als Full Range Leadership Modell mit den Charakteristika des Ph?nomens Führung offenbart zentrale Schwachstellen. An diesen Punkten setzen überlegungen zu einer Aufwertung transaktionaler Führung mittels einer Integration effektiven aufgaben-, beziehungs- und wandlungsorientierten Verhaltens in das Full Range Leadership Modell an. Zudem bietet ein „führungspraktischer“ Ausblick einen Denk- und Handlungsansatz, der von einem wechselseitigen Einflussverh?ltnis ausgeht und Situationsfaktoren modellimmanent berücksichtigt.

Sensitivity of the Pakistan Economy to Changes in Import Prices and Profits,Taxes or Subsidies

A revised ^{1 1} John McKean under contract to Chemonics supported by the Pakistan Food Security Management Project. View all notes and condensed Pakistan input–output (I–O) model is used to trace and quantify the inflationary impacts of changes in ‘primary’ input prices on the domestic processing sectors of the Pakistan economy. The I–O model ^{2 1} John McKean under contract to Chemonics supported by the Pakistan Food Security Management Project. View all notes is applied to estimate impacts of changes of primary input prices on a Laspeyres price index of input costs to domestic Pakistan industry. Cost push in ‘primary’input prices can include: new or increased tax rates, changes in the terms of trade and prices on imported goods, duties which raise import costs, or increases in the mark-up or profit rate in various industries.     

Öffentlichkeitsorientierung in der Ernährungswirtschaft: Eine empirische Studie zum Umgang mit kritischen Anspruchsgruppen

Summary  Corporate social responsibility has been an area of economic research for a long time. The contribution presented here empirically deals with this issue. The German agribusiness is analysed, given their relative lack of experience with opposing groups. The objective is to analyse the level of corporate sensitivity towards public demands. The study reveals general weaknesses of the agribusiness sector with regard to its responsiveness towards vigilant stakeholders. Taking into consideration the growing relevance of this group, the necessity for a professional management of public issues will further increase. The concept of public orientation offers a starting point for this purpose.

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Zusammenfassung  Die gesellschaftliche Verantwortung von Unternehmen ist in der Managementlehre seit langem Forschungsgegenstand. Der vorliegende Beitrag setzt sich empirisch mit dem Themenfeld auseinander. Exemplarisch wird dafür die deutsche Ern?hrungswirtschaft herangezogen, die bislang über nur begrenzte Erfahrungen mit kritischen Stakeholdern verfügt. Ziel ist es, den Grad der Sensitivit?t von Unternehmen gegenüber Ansprüchen der Gesellschaft zu untersuchen. Die Studienergebnisse zeigen eine eher gering ausgepr?gte ?ffentlichkeitsorientierung des Agribusiness. Aufgrund der zunehmenden Relevanz gesellschaftlicher Stakeholder wird eine Professionalisierung der PR-Arbeit jedoch immer relevanter. Das im Weiteren entwickelte Konzept der ?ffentlichkeitsorientierung bietet hierfür hilfreiche Ansatzpunkte.

Katrin J?ckel

     

When knowledge management meets HR strategy: an exploration of personalization-retention and codification-recruitment configurations

The resource-based view and the knowledge-based view are important developments in strategic management theory, and ‘knowledge management’ has exploded in the popular management literature. There is, however, little empirical literature that explores the connections between firms' attempts at knowledge management and their HR strategies. In this paper, we focus particularly on links between knowledge management and staffing practices. High-technology manufacturing was selected as the site of our research, as high-technology firms rely on highly skilled employees to innovate and develop new products and are therefore an ideal environment for exploring the strategies employed for both managing knowledge, and recruiting and retaining employees. Drawing particularly on the work of Hansen et al. (1999 Hansen, M.T., Nohria, N. and Tierney, T. 1999. What's Your Strategy for Managing Knowledge?. Harvard Business Review, March–April:, : 106–16. [PubMed], [Web of Science ®] , [Google Scholar]), this paper identifies and explores two fits between knowledge management and HR strategy or what we call KM-HR configurations: ‘personalization-retention’ and ‘codification-recruitment’. We argue that there is no one way to manage knowledge and its links to HRM and build a simple framework of potential KM-HR configurations with propositions for future research.     

„Zahlenverständnis allein genügt für einen guten Controller nicht“

Praxis / ArtikelTitelthema

„Zahlenverst?ndnis allein genügt für einen guten Controller nicht“ Interview mit Dr. J?rg Fischer, Gesch?ftsführer der Bosch Thermotechnik GmbH     

Human resource systems and employee performance in Ireland and the Netherlands: a test of the complementarity hypothesis

A central claim of strategic HRM is the notion that the way a firm manages its workforce affects its corporate performance. In particular, ‘high performance human resource management’, a systematic approach toward HR management consisting of internally consistent HR dimensions that develop the skill and motivation of the workforce, is considered to contribute to the ‘bottom-line’ of companies. The benefits are attributed generally to ‘complementarities’ among the constituent dimensions. In the theoretical part of this paper we distinguish between three different processes resulting in such complementarities: reinforcement, flanking and compensation. These different processes are exemplified for five areas of high performance human resource management, incentives systems, training, sharing arrangements, guidance and selective recruitment. In the empirical part of this paper we examine whether the effect at the employee level can be traced to the complementary relationships among the five high performance HR dimensions. The core hypothesis to be tested in this study is that the complementarity effect of the high performance HR management system enhances employee performance over and above the sum of the effects of the five practices. This complementarity hypothesis is tested using a methodology for the test of systems effects suggested by Ichniowski et al. (1997 Ichniowski, C., Shaw, K. and Prennushi, G. 1997. The Effects of Human Resources Management Practices on Productivity: A Study of Steel Finishing Lines. The American Economic Review, 87(3): 291–314. [Web of Science ®] , [Google Scholar]). The data come from a matched establishment survey in two European countries, Ireland and the Netherlands. These datasets comprise data from nearly 400 establishments. Key findings are that the complementarity hypothesis is fully supported by the Irish data but rejected by the Dutch data.     

Zum Einfluss der Legitimation auf die Entwicklung junger Unternehmen: Eine State of the Art-Betrachtung am Beispiel von DocMorris

Zusammenfassung  Seit geraumer Zeit besch?ftigt sich ein wesentlicher Bereich der Entrepreneurship-Forschung mit den überlebenschancen junger Unternehmen, deren Mortalit?tsraten in den ersten drei Jahren als überaus hoch einzusch?tzen sind.¹ Ziel des Beitrags ist es, über die klassischen Erkl?rungsans?tze hinaus, die Legitimit?t junger Unternehmen als einen bestandskritischen Faktor für ihr überleben zu beleuchten und den State-of-the-Art im Bereich der Legitimationsforschung aufzuarbeiten. Gelingt es jungen Unternehmen sich zu legitimieren, so sichern sie dadurch den Zugriff zu Ressourcen, wie z. B. Finanzmittel oder Humankapital und k?nnen damit einen wesentlichen Schritt zur Erh?hung ihrer überlebenswahrscheinlichkeit leisten. Im Mittelpunkt der Betrachtungen steht die fallstudienartige Aufarbeitung des Unternehmens ‚0800 DocMorris‘ mit seiner einmaligen Entwicklungsgeschichte.

Brokerbasierte konzerninterne Shared-IT-Services im Lichte ausgewählter Kostentheorien

Zusammenfassung  Konzerne suchen unter den gegenw?rtigen wirtschaftlichen Rahmenbedingungen nach der bestm?glichen Bereitstellungsalternative für IT-Leistungen, die für die Erfüllung ihrer Kernaktivit?ten wesentlich, aber trotzdem nur unterstützend notwendig sind. Dieser Beitrag stellt den hybriden Charakter eines Shared-IT-Service-Ansatzes dav und vergleicht dessen Eignung zur konzerninternen Bereitstellung von IT-Leistungen im klassischen organisatorischen Konzepten. Durch die Verknüpfung des Broker-Ansatzes mit Shared-IT-Services wird ein Instrumentarium zur wettbewerbsorientierten IT-Bereitstellung auf dem internen Markt bei gleichzeitiger Ausrichtung an den übergeordneten Konzernzielen geschaffen. Anhand einer transaktionskostentheoretischen Analyse in Kombination mit überlegungen zu den Leistungsproduktionskosten und einem kurzen Einblick in die Agency-Problematik l?sst sich ein Shared-IT-Service-Broker-Ansatz gegenüber alternativen IT-Bereitstellungsformen analysieren.

The transfer of organizational practices: a diachronic perspective from China

Extensive research has been undertaken on the transfer of organizational practices by multinational firms (e.g. Morgan, Kristensen and Whitley 2001; Ferner, Quintanilla, and Sánchez-Runde 2006 Ferner, A., Quintanilla, X. and Sánchez-Runde, C., eds. 2006. Multinationals, Institutions and the Construction of Transnational Practices, London: Palgrave.  [Google Scholar]). However, little investigation has assessed the role that time plays in this process. The commonplace theoretical assumption is that as their overseas subsidiaries become more embedded in the local environment they increasingly take on the practices that prevail locally (Rosenzweig and Nohria 1994; Farley, Hoenig and Yang 2004). There have, though, been few longitudinal studies that would allow the veracity of this assumption or its implications to be assessed; most studies provide one-off, synchronic ‘snapshots’ of organizations. Drawing upon research conducted at a UK-owned retail firm in China between 1999 and 2005, this paper provides a diachronic perspective that can trace emergent trends. Data are derived from mixed methods: 140 interviews with expatriate managers and local staff from all levels of the hierarchy, a three month period of ethnographic research and a total of 305 survey questionnaires. Comparison between findings from the more recent research and those based upon the earlier research suggests that time does play a role in affecting transplanted organizational practices. We report that in some respects the organizational practices of the firm in question increasingly took on more of the ‘colour’ of those that prevailed in the host environment. However, convergence with local practices was far from total, some practices bear increasing resemblance to the firm's parent country operation. We also caution that it is difficult to disentangle the isomorphic influence of the passage of time from factors such as the rapid withdrawal of expatriate managers from the operational level and the impact of the firm's rapid expansion across China. Moreover, we suggest that the local–global dichotomy, upon which much of the convergence–divergence debate rests, is perhaps increasingly problematic.     

Unterstützung von Aufsichtsratstätigkeit und Hauptversammlungen

Praxis / MagazinIT-L?sungen

Unterstützung von Aufsichtsratst?tigkeit und Hauptversammlungen     

The primary schools (<Emphasis Type="Italic">sibyans</Emphasis>) in Ottoman Cyprus during the Tanzimat <Emphasis Type="Italic">reform</Emphasis> era (1839–1878)

The nineteenth century is a century of reform for the Ottoman state. The Tanzimat reforms hold a unique place in the Ottoman history of modernization. During the Tanzimat period (1839–1878), the state underwent a restructuring process in almost all of its institutions to establish a centralized modern state and many new institutions were established. The Ottomans paid special attention to education to train the new generation required for the continuity of modernization and the centralized bureaucratic structure. While they opened modern high schools and higher education institutions, they attempted to reform the existing s?byan schools, which were the primary education institutions. This process of restructuring education was also carried out in Cyprus, which had been an Ottoman island since 1571. These attempts remained restricted to efforts to increase the number of s?byan schools in Cyprus. There was a failure to replace the religious education given at schools with a secular program, curriculum or modern education system based on education management. This situation also adversely affected the quality of education at the Rü?tiye School in Nicosia, the first and only modern secondary school of the period and which was opened in Nicosia in 1864.     

The influence of cross-cultural differences on job interview selection decisions

How the interview process affects foreign-born job candidates has received scant attention in recent research literature (Huffcutt 2011 Huffcutt, A.I. (2011), ‘An Empirical Review of the Employment Interview Construct Literature,’ International Journal of Selection and Assessment, 19, 62–81.[Crossref], [Web of Science ®] , [Google Scholar]), even though the issue should be growing in importance given the massive influx of qualified migrants entering developed countries. This paper examines the job interview through the lens of national culture and argues that cross-cultural differences between interviewer and interviewee can affect interview judgement and evaluation. Drawing upon the literatures in cross-cultural research and social psychology, this paper presents a model of cross-cultural differences on interview outcomes. In so doing, this conceptual study advances theory that underpins the employment selection process of foreign-born job candidates, and also provides a platform on which future empirical research may be based.     

Lohnen sich wertorientierte Steuerung und wertorientierte Vergütung wirklich?

PRAXIS | Artikel

Lohnen sich wertorientierte Steuerung und wertorientierte Vergütung wirklich? Utz Sch?ffer/Jochen Botta