Condition Monitoring/Predictive Maintenance

Turnover intentions: Do leadership behaviors and satisfaction with the leader matter? : Table of Contents

Team Performance Management >> 
Abstract:
Purpose – This paper aims to investigate the relationship between leadership behaviors (transformational and transactional), satisfaction with the leader, and voluntary turnover intentions. In particular, it aims to investigate the mediation effect of satisfaction with the leader on the relationship between leadership behaviors and voluntary turnover organizational intentions. Design/methodology/approach – Participants were 208 National Collegiate Athletic Association (NCAA) Division I softball and volleyball assistant coaches in the USA. Using the multifactor leadership questionnaire (MLQ – Form 5X) and an organizational turnover intent questionnaire, participants evaluated their head coach's leadership behavior, satisfaction with the leader, and their own organizational turnover intent. Findings – Results revealed a direct negative relationship between leadership behaviors (transformational and transactional) and voluntary organizational turnover intentions. Also, satisfaction with the leader mediated the negative relationship between leadership behaviors (transformational and transactional) and voluntary turnover intentions. Research limitations/implications – The study was limited by the use of professional associations to contact participants, the timing of the data collection, and the exploration of only one of numerous possible mediating variables. Several management implications are discussed, such as managers recognizing that both leadership behaviors can be the basis for effective leadership of work teams and for mitigating voluntary turnover intentions. Originality/value – The paper's principal theoretical contribution is the addition of satisfaction with the leader as a mediating variable between transformational and transactional leadership behavior and voluntary organizational turnover intentions.

Unpacking cooperation in diverse teams: Incorporating long-term orientation and civic virtue in the study of informational diversity : Table of Contents

Team Performance Management >> 
Abstract:
Purpose – This paper aims to investigate the effect of team members' informational diversity (i.e. educational and functional dissimilarity) on team cooperation, focusing on the moderating role of long-term time orientation. The authors theorize that teams' long-term orientation moderates the diversity-cooperation relationship through its effect on prosocial civic virtue behaviors. Design/methodology/approach – A total of 56 teams of MBA students were surveyed and data were analyzed along with third-party records of demographic data on educational and functional backgrounds. Findings – Mediated moderation analyses indicated that for teams with high long-term orientation, a negative relationship exists between informational diversity and civic virtue, while no significant relationship existed for teams with low long-term orientation. Research limitations/implications – Future research should be conducted to address remaining concerns about the generalizability of the current findings and common method bias. Further research is also recommended to uncover the potential of cultural values like long-term orientation to inhibit or facilitate diversity effects. Practical implications – The current findings highlight the importance of considering the context and team member orientations toward time in particular as factors impacting how teams with informational diversity operate. Managers of teams consisting of members with high long-term orientation are advised to take steps to minimize the risk experienced by team members when they engage in voice-based behaviors. Originality/value – This article highlights the role of team member orientation towards time as a boundary condition of the link between team diversity and cooperation. Voice-based civic virtue behaviors are also identified as key antecedents to cooperative teams.

Cablesniffer

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The latest instruments and services available to manage cables more efficiently
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SKF Microlog Advisor Pro puts on-the-spot expert knowledge in your hands

The new SKF Microlog Adviser Pro gives maintenance, service and quality inspection technicians on-the-spot and easy to understand machine condition diagnosis. This ‘stand-alone’ device does not rely on prior measurement data, and does not require advanced PdM software. As a result, users immediately benefit from a proactive maintenance approach without the need for vibration expertise, or prior setup of an advanced PdM route-based system. And with the ability to choose from a range of application modules, the SKF Microlog Advisor Pro delivers the functionality of several maintenance tools in one handheld device.

SPM Instrument presents SPM®HD at Maintec 2011: Stand A21

SPM®HD is a development of the well-known and reliable True SPM® method, commonly recognized as the best method for measuring bearing condition on rotating machinery.

Condition Monitoring Solutions By Pruftechnik

Partial Discharge Podcast

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What is Partial Discharge? As the new podcast demonstrates, Partial Discharge (PD) is a small spark that occurs wherever insulation is not at full strength due to manufacturing faults, damage, mechanical breakdown, contamination ageing. 85% of disruptive substation failures are PD related, and once present, PD activity will always increase and will inevitably deteriorate towards failure, which can be catastrophic. By detecting PD it is possible to predict such failures in HV assets long before they occur.
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Critical success factors for developmental team projects : Table of Contents

Team Performance Management >> 
Abstract:
Purpose – This paper aims to explore a leadership development intervention activity to solve an organisational problem and seeks to identify critical success factors for the design and delivery of such activities. Design/methodology/approach – This is a case study employing a mixed-method approach within an action research methodology. The participants were a student group of 19, plus the teaching team and client-training adviser. The project used questionnaires for identifying and ranking critical success factors and focus groups to explore transferability and other issues. These were supplemented by e-mail and telephone communications. Findings – The critical success factors involved people, task, process, and location and facilities dimensions. Most were deemed transferable, but with certain warnings about key factors. Research limitations/implications – This is a small-scale study and issues of transferability of findings are acknowledged. Contextual details are presented to reduce the effect of the limitation. Practical implications – The findings are of high practical value for leadership development and for organisations seeking new ways of addressing organisational challenges using internal staff. Originality/value – The paper has value in its practical and theoretical contribution. The identification of critical success factors for such intervention activities is new and the opportunity for application adds further value to the work.

Attitudes towards factors influencing team performance: A multi-rater approach aimed at establishing the relative importance of team learning behaviors in comparison with other predictors of team perf...

Team Performance Management >> 
Abstract:
Purpose – The purpose of this paper is to establish how teams view the relative importance of team learning behaviors in comparison with other predictors of team performance. Design/methodology/approach – A survey was administered to 30 team members, 19 team leaders, and 21 supervisors of 22 teams from eight Dutch organizations, Respondents were asked to indicate which criteria they applied to evaluate team performance, and which factors they deemed the most important ones in distinguishing between high and poorly performing teams. Findings – The most frequently applied criteria to measure team performance were satisfying quality requirements, reaching the target goals, and customer satisfaction. Respondents evaluated team leadership, goal clarity, and team learning behaviors as main factors influencing team performance. Attitudes of team members, team leaders, and supervisors differed in some respects. Research limitations/implications – The study uses a cross-sectional approach and a relatively small sample size. Further research using larger samples should focus on determining differences in subjective and objective performance ratings across tasks and across team types. Multi-wave designs can provide more specific information about the stability of the variables and their over-time relationships. Practical implications – This paper can help to raise awareness of differences in attitudes towards team performance criteria among team members, team leaders, and supervisors; as well as increase their ability to determine the value of factors contributing to team performance enhancement. Originality/value – The paper provides insights into the attitudes of team stakeholders towards team performance rating criteria and influencing factors. These can have substantial impact on intended and actual behaviors within the team.

Feeling (and acting) like a fish out of water: Numerical minority status, gendered work and citizenship behavior in mixed gender work teams : Table of Contents

Team Performance Management >> 
Abstract:
Purpose – The purpose of this paper is to examine how the proportional representation of men and women in a group, along with the gender-orientation of the group's task, can impact member displays of helping behavior. Design/methodology/approach – The paper draws on the gender role socialization approach, the structural approach to gender differences, as well as the social psychology-based perspective embedded in status characteristics or expectation states theory. Elements taken from each of these models permits assessment of the impact of gender, group gender composition and the gender orientation of the task on helping behavior in a group context. Findings – There is ample evidence to confirm the critical importance of member citizenship behavior in contributing to overall team performance. Practical implications – Given the presence of increasingly demographically diverse teams, it is vital to understand those factors that may enhance or inhibit helping behavior in the group context. This theory paper presents a model which examines how the gender composition of a team, as well as the gendered nature of the team's work, can influence citizenship behavior among team members who are in the numerical minority. Originality/value – This paper offers a unique and novel approach to understanding the dynamics behind helping behavior in mixed gender teams.

Interactive and collaborative behaviour of software product-development teams : Table of Contents

Team Performance Management >> 
Abstract:
Purpose – This paper aims to describe a study of interactive and collaborative behaviours of software product development teams across horizontal, geographical and value chain boundaries. The objective is to understand the influence of boundary on these behaviours. Design/methodology/approach – This paper is a questionnaire-based study of 63 software product-development teams. Findings – The study shows, that interactive behaviour is used more by teams as compared to collaborative behaviour while developing software products. The interactive behaviour is not influenced by the boundary crossed, while collaborative behaviour is influenced by the boundaries crossed. Originality/value – The study is relevant for practitioners and researchers. Collaboration is considered important for product development, but the study shows that it is not used extensively. Researchers can look into why low level of collaborative behaviour has been exhibited.

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