Reviewing global career dimensions: towards a future research model.

Considering the changing nature of the career concept, we conduct a review of both recent career theory and research findings on global managers' careers. Relying on recent career theory, we first identify different individual and organizational dimensions that are characteristic for contemporary careers. Guided by these career dimensions, we examine the research findings of expatriate studies to assess their meaningfulness for global careers. While this review confirms the dimensions as identified from career theory, it also suggests the relevance of an additional organizational career dimension and a new domain of cultural career dimensions. The result of both reviews is a research model that approaches global careers at the intersection of individual, organizational and cultural domains.Theory; Managers; Studies; Model;

Leadership Behaviour and Worker Performance in the Nigerian Construction Industry

Leadership is a dynamic process in which an individual influence other to contribute to the achievement of an assigned task. This paper investigates leadership behaviour and its impact on construction workers’ performance in Lagos, Nigeria. Purposive sampling technique was adopted to select 50 site-supervisors and 250 construction-workers involved in simple construction works. An investigation was carried out using a questionnaire survey method. The leadership variables investigated were ranked, regressed and correlated to workers performance. From the primary data analysis, leadership behaviour exhibited by supervisors were found to influence the site workers commitment to achieving the goal of the construction projects. The most exhibited leadership behaviour on the studied construction site is transformational leadership behaviour with an overall mean score of 4.09. There also exists a positive linear correlation of transactional leadership behaviour with construction workers performance. Findings revealed that the adoption of laissez-faire leadership behaviour results in negative correlation with construction workers performance. The study concludes that the success of construction projects depends on the project manager and its employees, therefore leadership qualities is an important skill that everyone in the construction industry should possess as it enhances the timely delivery of construction works

A Shifting Paradigm of Work-Life Balance in Service Context-An Empirical Study

Purpose: The study examined the effect of various ‘work-life balance’ determinants such as employee benefits, work environment, workload, flextime and discrimination on work culture and job satisfaction. Introduction: In the second half of the last century, tremendous environmental, economic, political, and socio cultural changes contributed to the restructuring of couples in their relation to work. Literature review: Several fundamental changes in family and work structures, such as the participation of women in the workforce, family arrangements that deviate from traditional gender-based roles (e.g. dual-earner couples), and technological changes (e.g. cell phones, portable computers) have reduced the separation between job and family life. Methods: Data were collected from a multinational insurance firm based on structured questionnaire. Conclusion: Results indicated that employee benefits, work environment, flextime, and discrimination were significantly related with job satisfaction. Although work environment and workload were related significantly with work, culture but work culture has no relationship with flextime, and discrimination of the employees. Recommendations: The findings suggest that incorporating these dimensions may render service organization with the potent to improve existing level of performance and job satisfaction.Work culture, job satisfaction, flextime, discrimination, benefits and facilities

International Human Resource Studies: A Framework for Future Research

[Excerpt] The purpose of this paper is to develop a theoretical framework for research in a broadened and redefined field of international human resource studies. Interest in international aspects of human resource management (HRM) and policy has increased markedly in recent years\u27. This should not be surprising, given the growing importance of international economic activity in general, and, in particular, the increased mobility of technology, capital, and human resources across national boundaries. We are concerned that current research falling under this label is both too narrowly conceived and ignores important work from allied areas and disciplines. We also believe that the theoretical appeal and practical value of this work would be strengthened by includng contributions from a broader array of scholars, policy makers, and practitioners who share interests in employment and industrial relations issues

An Examination of Professional Development Activities Available to Teachers in the Mid-America Region of the Association of Christian Schools International

The spotlight in education in recent years has been focused on the areas of professional development activities for teachers and the development of professional learning communities. However, the majority of research has omitted the Christian school community which requires its own body of research examining the unique conditions in which both private school students and educators learn and work. While the need for student achievement remains constant in both public and private schools, the social, philosophical, political, financial, and emotional contexts are quite dissimilar. The purpose of this study is to examine the availability and utilization of professional development activities in select schools in the Mid-America Region of the Association of Christian Schools International (ACSI) that support the development of professional learning communities (PLC). By identifying effective and affordable professional development for Christian schools, this study provides usable information that can minimize teacher isolation and encourage the professional development necessary for continued teacher growth and quality as well as student achievement. The findings also support the need for teachers to become less isolated and confident in their craft through engagement in appropriate professional activities. As teacher quality and student achievement increase, this may also positively affect the future of the Christian school community, strengthening enrollment and stability

The client-oriented model of cultural competence in healthcare organizations

The paper aims to propose a new model of cultural competence in health organizations based on the paradigm of client orientation. Starting from a literature review, this study takes inspiration from dimensions that characterize the cultural competence of health organizations, and re-articulates them in more detail by applying a client orientation view. The resulting framework is articulated into six dimensions (formal references; procedures and practices; cultural competences of human resources; cultural orientation toward client; partnership with community; and self-assessment) that define the ability of a health organization to achieve its mission, acknowledging, understanding, and valorizing cultural differences of internal clients (staff) and external clients (consumers). This study makes an effort to address the paucity of studies linking approaches to managing cultural diversity in health organizations with cultural competence within the framework of client orientation

Knowledge Sharing and the Psychological Contract: Managing Knowledge Workers across Different Stages of Employment

Purpose – An employee’s willingness to share knowledge may be contingent on whether the organization equitably fulfills its reward obligations. This paper seeks to examine how managers and organizations can be vehicles for managing psychological contract perceptions favoring knowledge sharing among current employees, newcomers, and applicants. Design/methodology/approach – The authors propose an integrative model to discuss psychological contract issues within each stage of employment and HRM initiatives that can encourage knowledge-sharing behaviors. Findings – The implicit psychological contracts that often influence knowledge worker attitudes for sharing knowledge are easy to overlook and challenging to manage. Managers must properly assess the nature of psychological contracts maintained by such workers so that knowledge-sharing messages address employees’ key motivators. Different psychological contracts exist at various stages of employment. Several prescriptions for effectively managing each type of psychological contract and reducing perceptions of PC breach were offered. Research limitations/implications – Empirical studies should seek to investigate whether different psychological contracts actually exist within a field setting. In addition, how workers move between transitional, transactional, balanced and relational psychological contracts should be empirically examined. Originality/value – The authors sought to better understand the different psychological contract perceptions of knowledge workers at various stages of employment, which has not been done to date. Such workers are keenly aware of the impact of their knowledge and effective management for sharing rather than hoarding becomes a critical success factor for knowledge-intensive organizations

HUMAN RESOURCE MANAGERS’ ROLE IN THE DIGITAL ERA

The file attached to this record is the Publisher's final version.In any one organization, in Business, Service, Industry or State, Human Resource Management (HRM) is perceived as a set of activities that creates value to both the organization itself in terms of bottom line results and to employees, in terms of well – being and employment/ contract terms. Organizations, to a more or lesser extent, have adopted Digital technologies and as a result HR activities are affected, in terms of speed, accuracy, quality, cost innovation, flexibility. The aims of this theoretical study are to highlight HRM in the era of digitalization, emphasize the roles of HR managers in contemporary organizations and discuss the impact of technological changes on HR practices. In order to achieve our aims, we adopt a conceptual approach. Our results summarize the contemporary HRM definitions, discuss the impact of digital technologies in certain HR areas and emphasize the new digital role of human resource manager (d-HRM)

The performance of modified jatropha-based nanofluid during turning process

The industry's extensive use of petroleum-based metalworking fluid (MWF) harms the environment and humans. The production of bio-based MWF, especially from crude jatropha oil (CJO), has therefore taken numerous initiatives. This aimed to formulate newly modified jatropha oil (MJO) with the addition of 0.05wt.% hBN and 0.05wt.% MoS2 as the nanofluid for MWF. The performance of the nanofluids was determined through the turning process in terms of cutting temperature, workpiece surface roughness, tool life and tool wear of the tool lubricated by the nanofluids. The performance of the nanofluid samples was compared with the synthetic ester (SE). From the results, after conducted 100mm axial cutting length MJO+hBN+MoS2 recorded the lowest in cutting temperature and surface roughness compared to all samples. The result shows that MJO+hBN+MoS2 has longer tool life (6500mm) compared to SE (6000mm). Abrasion and adhesion were observed as the dominant tool wear mechanism. In conclusion, MJO+hBN+MoS2 shows better machining performance and has the potential to be an environmentally friendly metalworking fluid

Establishing and developing strategic relationships - the role for operations managers

Purpose – The objectives of this paper are, first to identify, from the literature, the key themes in the management of strategic relationships, second to apply those themes to understand how exemplary organisations establish and develop strategic relationships and third to determine the role of operations managers in this process. Design/methodology/approach – This empirically based research comprised four phases; interviews with managers to identify exemplars, interviews with managers from 27 organisations, data analysis and testing of the findings. Findings – From a theoretical point of view, a revised definition of strategic relationships has been proposed. Many previously disparate elements of relationships have been brought together into seven dimensions of strategic relationships. The scope and nature of exemplary relationships have been captured within each of these dimensions identifying 24 elements, and suggested the key roles for operations managers in establishing and developing their strategic business relationships. Research limitations/implications – This research has responded to the call to help operations managers understand the skill sets required to help them establish and develop strategic business relationships. It has contributed to the growing literature on business relationships and also provided practical guidance for operations managers. The research has a number of inherent weaknesses including the interpretative nature of the analysis and that the interviews were only carried out with one party to the exemplary relationships. The focus of the research was limited to exemplary strategic relationships and the study was conducted in one sector, though a range of types of organisations were involved. Practical implications – From a practitioner perspective, the outputs from the research have been summarised into a number of guidelines which flesh out the role for operations managers looking to identify, establish, evaluate or strengthen their role in establishing and developing strategic business relationships. Originality/value – The paper provides an original and detailed perspective into the nature of strategic business relationships, irrespective of their position in the supply chain, and identifies how such relationships can be established and developed