Emotional, Cognitive, and Family Systems Mediators of Children\u27s Adjustment to Interparental Conflict

Emotional, cognitive, and family systems processes have been identified as mediators of the association between interparental conflict and children\u27s adjustment. However, little is known about how they function in relation to one another because they have not all been assessed in the same study. This investigation examined the relations among children\u27s exposure to parental conflict, their appraisals of threat and blame, their emotional reaction, and triangulation into parental disagreements. One hundred fifty ethnically diverse 8- to 12-year-old children and both of their parents participated in the study. Comparisons of 3 models proposing different relations among these processes indicated that they function as parallel and independent mediators of children\u27s adjustment. Specifically, children\u27s self-blaming attributions and emotional distress were uniquely associated with both internalizing and externalizing problems, whereas perceived threat uniquely predicted internalizing problems and triangulation uniquely predicted externalizing problems

TRANSFORMING HUMAN RESOURCE MANAGEMENT INTO A STRATEGIC PARTNER

This thesis, in particular, includes three distinct qualitative and quantitative studies that examined different forms of HRM such as high-performance work practices and HR systems on various outcomes across levels within organizations. For example, corporate entrepreneurship and employee retention at the organizational level and employee creativity at the individual level. These studies were carried out using diverse research methods that encompass systematic literature review (1st study), fuzzy-set Qualitative Comparative Analysis (2nd study), and mixed method (3rd study) (e.g., questionnaire survey and multiple-case studies). All of these methods yielded valuable theoretical insights that advance our understanding of the topics covered. Further, practical implications were offered to help managers and practitioners to achieve success and competitive advantage. The first research paper analyzes empirical studies that explicitly examined the role of human resources management in fostering corporate entrepreneurship to determine the most effective HRM practices that enhance firms\u2019 entrepreneurship with an emphasis on the underlying mediating mechanisms and boundary conditions that moderate this relationship. A total number of 27 empirical research papers were identified in English peer-reviewed. Review analysis unfolded four high-performance work practices; selective staffing, extensive training, intensive compensation and rewards, and employee empowerment and participation. These practices were widely reported to have the strongest effects on encouraging corporate entrepreneurship. Furthermore, based on the extant empirical evidence, we suggested a theoretical moderated mediation model that explains the relationships between HRM, corporate entrepreneurship, organizational learning capability, and represents the entrepreneurial culture as a boundary condition. Theoretical contributions and implications along with future research paths are discussed. While the second study adopts a configurational perspective and applies fuzzy-set Qualitative Comparative Analysis on a dataset of 232 Austrian and Hungarian manufacturing firms to explore how high-performance work practices combine to enhance employee retention. Results uncover five equifinal configurations of different high-performing skill, motivation, and opportunity-enhancing practices that could help companies and managers to retain employees effectively. The resultant configurations have been interpreted in terms of how each configuration fits different companies\u2019 HR strategies and policies. Our study raises advanced theoretical insights about the synergetic effects of HPWPs on employee retention through the configurational approach and fsQCA. Whereas the third study developed a multilevel model to examine the cross-level effects of interactions between HR systems and relational climates in predicting contexts for employee creativity. Using a mixed-method design and drawing on data obtained from survey questionnaires 282 employees nested in 69 teams and two exploratory case studies, our findings suggest noteworthy insights that the interactions effect between commitment-HR and communal-sharing climate are non-significant for employee creativity. Likewise, the interaction between compliance-HR and market-pricing climate. However, only a commitment-based HR system has been shown to be important to boost employee creativity. Nonetheless, based on the case studies findings, it is not sufficient by itself, instead, the relational climate that permeates the workplace is also vital for creative ideas generation.ENGLIS

Strategic Human Resource Management Practices: An Exploratory Survey of French Organisations

Strategic Human Resource Management (SHRM) have been amply discussed in both academic circles and business press. Most of our notion of SHRM are from the work done in the US and from the body of literature known as "High Performance Work Practices". This paper tries to contribute to the debate by understanding the changes in strategic HRM practices (Role and Structure of HR Department, Recruitment, Retraining & Redeployment, Performance Appraisal, Compensation, and Rightsizing) in France in the last 5 years and try to answer specifically the question of how strategic HRM practices have changed in French organizations to enhance corporate performance. A multi-respondent survey of 28 French organizations are analyzed to find the changes in SHRM in French organizations. The responses yielded a variety of HRM variables relating to role and structure of the HRM department, recruitment, performance appraisal, retraining and redeployment and rightsizingSHRM; Performance; Change; France

eLoanDocs: Riding the Tide of Technology Without Wiping Out

This teaching case describes how eLoanDocs, a professional services business serving the mortgage loan industry, recognized the benefits of emerging technologies to reduce costs and improve process throughput to establish a competitive position in its in marketplace. The case documents how the company adapted to changes in the technological landscape over the past two decades and presents the reader with the decisions the company now faces with the evolution of “cloud computing”. The case gives students a fundamental understanding of the concept of cloud computing and presents the advantages and risks of this IT infrastructure

Friction and inertia: business change, corporate real estate portfolios and the UK office market

It has been asserted that business reorganisation and new working practices are transforming the nature of demand for business space. Downsizing, delayering, business process reengineering and associated initiatives alter the amount, type and location of space required by firms. The literature has neglected the impact of real estate market structures on the ability of organisations to successfully implement these new organisational forms or contemporary working practices. Drawing from UK research, the paper demonstrates that, while new working practices are widespread, their impact on the corporate real estate portfolio is less dramatic than often supposed. In part, this is attributed to inflexibility in market structures which constrains the supply of appropriate space

Suitable Trust Services Criteria and Illustrations for Security, Availability, Processing Integrity, Online Privacy, and Confidentiality

https://egrove.olemiss.edu/aicpa_prof/1506/thumbnail.jp

Human resource management in India: strategy, performance and complementarity

This study seeks to explore which types of HR practice are associated with better organisational performance (OP). Whilst the core finding—that specific HR practices lead to better organisational outcomes may not be surprising—we also found an absence of complementarity. Normally, the absence of complementarities would suggest limitations in institutional supports; on the one hand, however, institutional shortfalls are not unique to India and may be encountered in many emerging market settings. In contrast, the great internal diversity of the Indian setting, with strong variations recognised amongst institutions, along with enforcement capabilities, might suggest that these tendencies are particularly pronounced. We also found a strong link between the intrinsic rewards and performance—an unexpected result in a low-income country, where wages are generally low. We suggest that this may reflect the nature of the labour market and the limited (and possibly proportionately shrinking) pool of good jobs, making exit a difficult option for all but the best qualified. Whilst this puts employees in a poor bargaining position in bidding-up pay (making pay rises seem unfeasible), the intrinsic attributes of the job become more important

Financial Manager\u27s Report, May 1996

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Wicked Problems and Gnarly Results: Reflecting on Design and Evaluation Methods for Idiosyncratic Personal Information Management Tasks

This paper is a case study of an artifact design and evaluation process; it is a reflection on how right thinking about design methods may at times result in sub-optimal results. Our goal has been to assess our decision making process throughout the design and evaluation stages for a software prototype in order to consider where design methodology may need to be tuned to be more sensitive to the domain of practice, in this case software evaluation in personal information management. In particular, we reflect on design methods around (1) scale of prototype, (2) prototyping and design process, (3) study design, and (4) study population