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Less educated supervisors create worker status incongruence, a violation of social norms that signals advancement uncertainty and job ambiguity for workers, and leads to negative behavioral and well-being outcomes. The purpose of this paper is to compare education levels of supervisors with their workers and measure the correlation between relative supervisor education and worker job satisfaction.

Using the only wave of the 1979 National Longitudinal Survey of Youth that identifies education levels of both supervisor and worker, a series of ordered probit estimates describe the relationship between supervisor education levels and subordinate worker well-being. Extensive controls, sub-sample estimates and a control for sorting confirm the estimates.

Worker well-being is negatively correlated with having a less educated supervisor and positively correlated with having a more educated supervisor. This result is robust to a number of alternative specifications. In sub-sample estimates, workers highly placed in an organization’s hierarchy do not exhibit reduced well-being with less educated supervisors.

A limitation is the inability to control for worker fixed effects, which may introduce omitted variable bias into the estimates.

The paper is the first to introduce relative supervisor–worker education level as a determinant of worker well-being.

The study's objective is to measure the gender gap in quit behavior, consider whether it has changed over time and determine whether parenthood affects the gender gap in quit decisions.

The quantitative study design leverages two separate USA data sources to analyze the gender gap in quits over time. Two separate cohorts confirm the study's results in Logit, ordinary least squares (OLS) and fixed effects estimations, using the Current Population Survey (CPS) and the National Longitudinal Survey of Youth (NLSY).

After controlling for demographic and job characteristics, individual and geographic fixed effects and local unemployment rates, the study finds that the gender gap in voluntary turnover has declined over time and that parenthood's effect on quit behavior has converged between genders.

Women earn less than men. One common explanation is women's propensity to interrupt their careers, often voluntarily, more so than men. Yet, the determinants and trends of this gender gap in quit behavior has not been given much attention in the literature, including the role of parenthood.

The paper seeks to empirically identify the theoretically ambiguous relationship between employer fringe benefit provision and worker job satisfaction.

Using the five most recent waves of the National Longitudinal Survey of Youth, both pooled cross‐section and fixed effects estimates explain the relationship between fringe benefits and job satisfaction. The potential endogenous relationship is also tested using a recursive bivariate probit procedure.

Fringe benefits are significant and positive determinants of job satisfaction. The potential endogeneity between fringe benefits and job satisfaction is not shown in this dataset while controlling for fixed effects does not remove the significant impact of fringe benefits.

A limitation is the inability to control for total compensation within the estimations and control for wage changes as a result of fringe benefit provision.

Higher levels of worker job satisfaction, potentially resulting from fringe benefit provisions, have been linked to important productivity measures such as lower quit rates and absenteeism.

The paper is the first to study the relationship between fringe benefits and job satisfaction in detail while additionally testing for the endogeneity of the relationship and controlling for fixed effects.

Many companies have adopted electronic data interchange (EDI), often with results inconsistent with the expectations of the company. In these instances, it is often the mismatch between expectations and the company’s activities undertaken to achieve the desired performance gain that fuels their dissatisfaction with EDI. This same mismatch often causes academic research into EDI and supply chain management to lose focus. This article presents a framework of EDI benefits in a supply chain management context that can be used to match a company’s EDI efforts with its desired outcomes from EDI use. The framework states that two critical factors to understanding EDI’s impact on supply chain management are the span of management control of the business process in question and whether EDI directly or indirectly influences that same business process. The proposed framework is then used to develop a research agenda for EDI and supply chain management. We suggest possible directions for research methods, measure development and hypothesis generation that can be used in future research studies.

The purpose of this study is to define Web 3.0 and discuss the underlying technologies, identify new opportunities and highlight potential challenges that are associated with the evolution to Web 3.0 technologies.

A non-empirical study reviewing papers published in accredited research journals, articles and whitepapers and websites was conducted. To add scientific rigour to a literature review, a four-stage approach, as suggested by Sylvester et al. (2011), was used.

The World Wide Web (henceforth referred to as the Web) is recognised as the fastest growing publication medium of all time. To stay competitive, it is crucial to stay up to date with technological trends. The Web matures in its own unique way. From the static informative characteristics of Web 1.0, it progressed into the interactive experience Web 2.0 provides. The next phase of Web evolution, Web 3.0, is already in progress. Web 3.0 entails an integrated Web experience where the machine will be able to understand and catalogue data in a manner similar to humans. This will facilitate a world wide data warehouse where any format of data can be shared and understood by any device over any network. The evolution of the Web will bring forth new opportunities and challenges. Opportunities identified can mainly be characterised as the autonomous integration of data and services which increase the pre-existing capabilities of Web services, as well as the creation of new functionalities. The challenges mainly concern unauthorised access and manipulation of data, autonomous initiation of actions and the development of harmful scripts and languages.

The findings will assist data managers to identify future opportunities while considering negative impacts and understanding the underlying technologies associated with the structure and storage of electronic information. The research will assist anyone in the data and information management industry to identify opportunities and mitigate risk.

Many organisations were caught off guard by the evolution of the Web to Web 2.0. Organisations, and in particular anyone in the data and information management industry, need to be ready and acquire knowledge about the opportunities and challenges arising from Web 3.0 technologies.

The purpose of this paper is to understand how big data and predictive analytics (BDPA), as an organizational capability, can improve both visibility and coordination in humanitarian supply chains.

The authors conceptualize a research model grounded in contingent resource-based view where the authors propose that BDPA capabilities affect visibility and coordination under the moderating effect of swift trust. Using ordinary least squares regression, the authors test the hypotheses using survey data collected from informants at 205 international non-government organizations.

The results indicate that BDPA has a significant influence on visibility and coordination. Further, the results suggest that swift trust does not have an amplifying effect on the relationships between BDPA and visibility and coordination. However, the mediation test suggests that swift trust acts as a mediating construct. Hence, the authors argue that swift trust is not the condition for improving coordination among the actors in humanitarian supply chains.

The major limitation of the study is that the authors have used cross-sectional survey data to test the research hypotheses. Following Guide and Ketokivi (2015), the authors present arguments on how to address the limitations of cross-sectional data or use of longitudinal data that can address common method bias or endogeneity-related problems.

Managers can use this framework to understand: first, how organizational resources can be used to create BDPA, and second, how BDPA can help build swift trust and be used to improve visibility and coordination in the humanitarian supply chain.

This is the first research that has empirically tested the anecdotal and conceptual evidence. The findings make notable contributions to existing humanitarian supply chain literature and may be useful to managers who are contemplating the use of BDPA to improve disaster-relief-related activities.

In this study we focus on how conditions of uncertainty shape the entrepreneurial action that underlies opportunity creation. We utilize the basic structure of economic exchange in the context of opportunity creation theory to further investigate the conditions under which an entrepreneur might be expected to act to bring an opportunity into existence. Specifically, we suggest that uncertainty, that is manifest as relational uncertainty and resource uncertainty, shapes the entrepreneurial actions that underlie the creation of opportunities. In a laboratory experiment we test this hypothesis by observing 56 three-person groups engaged in an opportunity creation-focused exchange task. The results of the experiment support the hypothesis that variability in the conditions of uncertainty (relational uncertainty and resource uncertainty) affects the entrepreneurial action that results in opportunity creation. These results lead us then to propose that there exists a theoretically specifiable set of key entrepreneurial actions (one that is others-focused and another that is works-focused). From this analysis we suggest potential directions for future research in the areas of entrepreneurial action and opportunity creation.

With this number the Library Review enters on its ninth year, and we send greetings to readers at home and abroad. Though the magazine was started just about the time when the depression struck the world, its success was immediate, and we are glad to say that its circulation has increased steadily every year. This is an eminently satisfactory claim to be able to make considering the times through which we have passed.

This study aims to present and test a model of small business owners’ adaptation during the COVID-19 pandemic, through the lenses of the resource-based view of the firm, upper echelon theory (UET) and positive psychology. Specifically, it examined the relationships between personal characteristics and strategic pivot behavior in a sample of small business owners during a peak period of the crisis in Israel.

A sample (N = 202) of small business owners provided information on their business and demographics, and responded to questionnaires assessing their personality (Big Five personality traits), emotional intelligence (EI) and reported the extent to which they implemented strategic changes during the pandemic. These changes were categorized as “positive” (e.g. shifting to new markets, adding partners or investors) or “negative’ (e.g. letting employees go).

The results partially support an association between personality traits and “positive” strategic change behavior, mediated by EI.

The results suggest that business owners' personality traits, and chief among them – EI may play a key role in enabling flexibility when dealing with a long-term crisis or threat. However, market and legislative differences between markets may limit the generalizability to other sectors or countries.

To the best of the authors’ knowledge, this study is among the first to address small businesses’ COVID-19-related challenges from a personal-resource perspective by applying a theoretical lens integrating the RBV of the firm, UET and positive psychology. The findings provide a better understanding of the ways in which business owners’ personal resources account for business pivot behavior in times of crisis.

Drawing on the operations and information systems literature as well as concepts tied to buyer‐seller relationships, the objective of this exploratory research is to measure the influence of joint collaboration planning actions on the strength of relationships, interorganizational information systems (IOISs) use and firm flexibility. The path model proposed in this study also posits that joint collaboration planning actions and the strength of relationships positively affect IOISs use, which in turn positively affects firm flexibility.

Empirical evidence is gathered through an electronic survey conducted with 53 suppliers in a single supply network in the telecommunications equipment industry.

The present study demonstrates that joint collaboration planning actions positively and significantly impact the strength of relationships. The results also show that IOISs use mediates the impact of joint collaboration planning actions and of the strength of relationships on firm flexibility.

This study contributes to managers' understanding of the critical role played by joint collaboration planning actions between partners and IOISs in a demand‐driven supply chain.

This research is amongst the few that have examined the preparation or other activities that precede the actual collaboration between partners.