@article{MakuratPillaiWieringaetal.2017,
  author    = {Makurat, Jan and Pillai, Aarati and Wieringa, Frank T. and Chamnan, Chhoun and Krawinkel, Michael B.},
  title     = {Estimated Nutritive Value of Low-Price Model Lunch Sets Provided to Garment Workers in Cambodia},
  series = {Nutrients},
  volume    = {9},
  journal   = {Nutrients},
  doi       = {10.3390/nu9070782},
  year      = {2017},
  abstract  = {BACKGROUND The establishment of staff canteens is expected to improve the nutritional situation of Cambodian garment workers. The objective of this study is to assess the nutritive value of low-price model lunch sets provided at a garment factory in Phnom Penh, Cambodia. METHODS Exemplary lunch sets were served to female workers through a temporary canteen at a garment factory in Phnom Penh. Dish samples were collected repeatedly to examine mean serving sizes of individual ingredients. Food composition tables and NutriSurvey software were used to assess mean amounts and contributions to recommended dietary allowances (RDAs) or adequate intake of energy, macronutrients, dietary fiber, vitamin C (VitC), iron, vitamin A (VitA), folate and vitamin B12 (VitB12). RESULTS On average, lunch sets provided roughly one third of RDA or adequate intake of energy, carbohydrates, fat and dietary fiber. Contribution to RDA of protein was high (46\% RDA). The sets contained a high mean share of VitC (159\% RDA), VitA (66\% RDA), and folate (44\% RDA), but were low in VitB12 (29\% RDA) and iron (20\% RDA). CONCLUSIONS Overall, lunches satisfied recommendations of caloric content and macronutrient composition. Sets on average contained a beneficial amount of VitC, VitA and folate. Adjustments are needed for a higher iron content. Alternative iron-rich foods are expected to be better suited, compared to increasing portions of costly meat/fish components. Lunch provision at Cambodian garment factories holds the potential to improve food security of workers, approximately at costs of <1 USD/person/day at large scale. Data on quantitative total dietary intake as well as physical activity among workers are needed to further optimize the concept of staff canteens.},
  language  = {en}
}
@article{MakuratBeckerWieringaetal.2019,
  author    = {Makurat, Jan and Becker, Natalie and Wieringa, Frank T. and Chamnan, Chhoun and Krawinkel, Michael B.},
  title     = {Impact of lunch provision on anthropometry, hemoglobin, and micronutrient status of female Cambodian garment workers: exploratory randomized controlled trial},
  series = {BMC nutrition},
  volume    = {5},
  journal   = {BMC nutrition},
  doi       = {10.1186/s40795-019-0297-4},
  pages     = {36},
  year      = {2019},
  abstract  = {Background Lunch provision is expected to improve the nutritional status of Cambodian garment workers. The objective of this study is to evaluate the effects of a model lunch provision through a canteen on anthropometry, hemoglobin, and micronutrient status in female garment workers in Cambodia. Methods This exploratory randomized controlled trial was implemented at a garment factory in Phnom Penh, Cambodia. Female workers (nulliparous, non-pregnant) were recruited and randomly allocated into an intervention arm (workday's lunch provision) and a control arm. Served lunch sets (̃ 700 kcal on average) included diverse local dishes. Anthropometry (body mass index, weight, triceps skinfold thickness, and mid-upper arm muscle circumference), as well as hemoglobin, serum ferritin and soluble transferrin receptor, serum retinol binding protein, and serum folate concentrations were assessed at baseline and after 5 months of lunch provision. A general linear model with adjustments for baseline values was used to estimate intervention effects for each outcome variable. Results Two hundred twenty-three women were recruited (n = 112 control and n = 111 intervention). 172 (n = 86 in each arm) completed the study. Baseline prevalence of underweight, anemia, depleted iron stores, and marginal iron stores, were 31, 24, 21, and 50\%, respectively. Subjects were not affected by frank vitamin A or folate deficiency, whereas 30\% showed a marginal folate status. Overall, mean changes in anthropometric variables, hemoglobin, and retinol binding protein were marginal and not significant among intervention subjects. Mean folate concentration increased insignificantly by + 1.1 ng/mL (- 0.02, 2.2) (p = 0.054). On the other hand, mean ferritin decreased by - 6.6 μg/L (- 11.9, - 1.3) (p = 0.015). Subgroup analysis prompts that effects are differently pronounced according to the baseline status of workers. Conclusions Findings indicate that model lunch sets provided a beneficial amount of dietary folate, but need to be revisited for iron content and/or iron bioavailability. It is believed that distinct positive effects on anthropometry, hemoglobin, and micronutrient status can solely be expected in malnourished individuals. The authors suggest that similar larger trials, which include sets adapted to the concrete needs of workers affected by underweight, anemia and/or definite micronutrient deficiencies, should be performed. Trial registration The trial was registered at the German Clinical Trials Register (9 January 2015, Identifier: DRKS00007666).},
  language  = {en}
}
@article{LindLattuch2022,
  author    = {Lind, S. C. and Lattuch, F.},
  title     = {Trust, leadership and conflict: The impact of HR practices during family firm M\&As},
  series = {Strategic HR Review},
  volume    = {21},
  journal   = {Strategic HR Review},
  doi       = {10.1108/SHR-09-2021-0044},
  pages     = {in press},
  year      = {2022},
  abstract  = {Purpose. Strong leadership can be success-critical in M\&As. The purpose of this study is to present what HR practice can offer if such leadership is absent and puts the success of the merger or acquisition at risk. Design/methodology/approach. Drawing on a recent merger, this paper clarifies the interplay between trust, leadership, and conflict. Findings. HR can take an active role in supporting top management during major organizational change by (a) avoiding a leadership vacuum, (b) effectively communicating promises by the new owner, and (c) offering support in inter-familial conflicts during the integration phase. Originality/value. Supporting a smooth exit for the target owner, assisting the owning family in their communication activities, and taking conflicts within the family seriously, all help to effectively merge two family firms.},
  language  = {en}
}
@article{DeddenLattuchWilderom2023,
  author    = {Dedden, A. and Lattuch, F. and Wilderom, C. P. M.},
  title     = {Effectively changing intra-organizational behaviors for environmental performance},
  series = {Academy of Management Proceedings},
  volume    = {1},
  journal   = {Academy of Management Proceedings},
  number    = {1},
  year      = {2023},
  abstract  = {Despite a broadly shared belief by most organizational members that their own organization's environmental performance should be improved, they frequently struggle to do so. Securing the required behavioral changes within their organization has frequently been identified as one of the crucial challenges encountered. Hence, there is an urgent need for actionable insights into how to develop and sustain these behavioral change processes. To this end, we systematically reviewed and compared research evidence of how intra-organizational behavior for environmental performance improvements develops over time. This review shows that extensive and long-lasting outcomes are achieved when environmental performance improving activities are advocated, role-modelled and endorsed by top and line managers. Shifts in social norms appear strongly associated with extensive and long-lasting behavioral changes, especially when they are broadly shared and embedded in a pro-environmental organizational culture. Initial evidence points towards the importance of role models throughout the organization in developing such a culture. Pro-environmental behavioral changes may be effectively instigated and sustained by: setting goals; providing instructions; facilitating desired behavior through redesigning organizational practices and procedures; and rewarding achieved outcomes. Furthermore, positive performance feedback catalyzes pro-environmental behavioral changes and employee participation in developing new practices and procedures is strongly associated with long-lasting environmental performance improvements. Heightened awareness of current environmental performance and an increase in specific knowledge of activities for environmental performance improvement appear to predict behavioral change. Initial evidence suggests that positive attitudes towards non-green aspects of improving environmental performance are crucial predictors of long-lasting and extensive pro-environmental behavioral changes.},
  language  = {en}
}