Proposal for Components of Method Design Theories

Gregor and Jones have proposed components for design theories, building on theory concepts from behavioural sciences and prior publications. Their design theory structure addresses IT artefacts in general, not specific to any type, such as constructs, models, methods or instantiations. Their work is an important contribution to the academic discussion of design theories. The authors are building on this and believe that specialised design theory structures for different types of artefacts further increases utility, usability and acceptance of the components for both academia and practise. They have analysed each of the components published by Gregor and Jones and proposed refinements specific to method design artefacts wherever applicable. For each component, they derive evaluation criteria and present examples of method publications fulfilling the criteria. They argue that by presenting method design theories according to this structure the contribution of method design artefacts to the body of knowledge will increase.     

Commitment,Communication, and Leadership Determine the Leader： A Qualitative Analysis of Businessperson Characteristics Practiced by SME and Family Business Directors

This article outlines the details of an empirical study into the perceptions of small and medium-sized enterprise （SME） directors regarding the concepts of communication and commitment to leadership style and the interpretation of these concepts by way of depth interviews. The commitment by SME directors is represented by the themes of emotional commitment, visibility, financial bond, and personality traits. The communication by SME directors is represented by the themes of empathy, type of information, reaction and personality of the communication. The concept of leadership in the SME sector is typically closely associated to the charismatic leadership and the theory of the inclusive leadership （IL） style. The IL is a representation and use of all of the represented leadership styles depends on a situation. This study can be described as an exploratory study, consisting of qualitative in-depth interviews that were conducted with 19 directors of SMEs in the Netherlands and a qualitative matrix method was utilised.     

Job evaluation systems and pay grade structures: do they match?

Job evaluation is usually applied in an organization in order to assess the relative value of jobs on the basis of which jobs are assigned to classes of pay grades. Thus, the assumption is that job value scores match with pay grade structures, and allow adequate predictions of basic job wages or salaries in practice. The validity of this assumption is questioned in this article. Data of five job evaluation systems (number of jobs: 16,809) were used to assess the effects of three system manipulations, concerning the number of anchors per scale (characteristic), the nature and the number of scales, and the weights of scales. Total job value scores of the manipulated data and the associated pay grades were compared with the non-manipulated ('original') scores. It turned out that even when two sets of job value scores are highly correlated (around 0.99), pay grade classification agreement was always less than 90 per cent, and in many instances much less. This result has important implications for the use of job evaluation in practice: when a fine grained system of pay grades applies, total job value scores may be deficient. Implications for a better match between total job worth values and pay grade classes are discussed.     

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

This article reviews discrimination and diversity research published in Human Resource Management (HRM) over the past 60 years. While discrimination and diversity are very different constructs, it is often informative to study them together, because when people recognize each other's diversity, this can result in bias, stereotyping, and discrimination. We conducted bibliographic searches for terms related to discrimination and diversity as well as a manual search through every title and abstract published in HRM over the last 60 years to assess article relevance. The search resulted in 135 research articles with 136 unique studies (i.e., samples) which are reviewed in this article. Sex and race are the demographics that have been examined the most in HRM, while religion has been examined the least. Moreover, the number of studies examining lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees in the workplace in HRM has grown quickly within the past 10 years, culminating in a recent meta‐analysis. Our review looks at some of the earliest research published, the most recent research published, and the overall trends we identified in the research over the years for both discrimination and diversity articles. We then make future research suggestions and recommendations to advance the study of discrimination and diversity in the coming years.     

Comparison of exact and heuristic methods for a transfer line balancing problem

Transfer line balancing problems (TLBP) deal with the optimization of serial machining lines. At every machine, the operations are performed by blocks. The operations within each block are executed simultaneously by the same multi-spindle head. In the lines considered here, the spindle heads of each machine are activated sequentially. The objective of TLBP is to group the operations into blocks and to assign the blocks to machines in order to minimize the total amount of the required equipment (spindle heads and machines). This problem is described and all the most promising exact and heuristic algorithms, recently suggested for it, are compared via detailed computational experiments.     

Corporate entrepreneurship in a dispersed setting: actors, behaviors, and process

Although conceptual models of the corporate entrepreneurship process are numerous, our current empirical knowledge regarding it remains fragmented, especially concerning the contributions of individual employees to corporate entrepreneurship. Thus, two important questions remain unanswered: How do employees from different managerial ranks of an organization contribute to the corporate entrepreneurship process, and how do these contributions change as the project unfolds over time? In the current research, we aim to answer these questions and offer an integrative framework for the corporate entrepreneurship process that would account for dynamic contributions of multiple actors through their activities and behaviors. We approach these questions in a specific context by studying three cases within a large company in a dispersed corporate setting.     

Evaluating the performance drivers of French ski resorts: A hierarchical approach

This paper aims to analyse the operational performance of French ski resorts by using data envelopment analysis models. The findings show that the hierarchical category data envelopment analysis is more appropriate than the standard one as it takes into account heterogeneity. The impact of the business environment (size, ownership, elevation, and location) on performance level is assessed with efficiency scores that are significantly higher for smaller ski resorts, those that are public managed, and those located at medium elevations. In addition, the results highlight a statistical relation between ski resort location and performance. Finally, the implications of the results and future research perspectives are discussed.