7,257 research outputs found

    El uso de tecnologías digitales en la práctica de la adaptación de jóvenes profesionales

    Get PDF
    Adaptation technologies for young professionals used in the practice of institutions (enterprises) are included in the digitalization processes of personnel management, since staff resources need to be constantly improved based on innovative technologies. Adaptation is considered within the value based and professional approach as a personnel technology that ensures the improvement of the human capital of the enterprise. The article deals with the potential of digital technologies in the practice of adaptation of young professionals in the conditions of "labor shortage". The article addresses for the application of an institutional approach that allows estimation the effectiveness of the adaptation technology for young professionals used by educational institutions in Omsk (Russia). The structural-functional method determined the possibility of disclosing the adaptation content as an independent personnel technology included in the digitalization processes. The results of the study involve the identify the potential for digital adaptation of young professionals in educational institutions. The scientific value of the findings is in the classification of existing technologies for the adaptation of young professionals and the assessment of their potential in the context of the implemented personnel policy of an educational institution. The scientific novelty of the study consists in substantiating the potential of technologies for adapting employees used at enterprises in the real economy in educational institutions, which are traditionally limited in the choice of personnel policy by the executive body (founder).El artículo aborda la aplicación de un enfoque institucional que permita estimar la efectividad de la tecnología de adaptación para jóvenes profesionales utilizada por las instituciones educativas en Omsk (Rusia). El método estructural-funcional determinó la posibilidad de divulgar el contenido de adaptación como una tecnología personal independiente incluida en los procesos de digitalización. Los resultados del estudio implican identificar el potencial de adaptación digital de los jóvenes profesionales en las instituciones educativas. El valor científico de los hallazgos radica en la identificación y análisis de las tecnologías existentes para la adaptación de jóvenes profesionales y la evaluación de su potencial en el contexto de la política de personal implementada de una institución educativa

    The Power of Reflection: Understanding The Impacts Made Upon Employees Who Have Managers Who Reflect On Their Professional Development

    Get PDF
    No matter the level, managers who reflect on their professional development will impact their careers in various ways. But what impact can this same reflection have on those individuals who are led by those managers? It is widely known in the literature that professional development reflections can have positive effects on one’s career. With that knowledge, it is intended to drill down into this concept to help identify how a manager’s professional development reflection can have the same impact on their employees. The impact of managers’ professional development reflection on their employee’s increased interest in career development, improved job performance, and improved job satisfaction will be explored through this study. The following hypotheses will be assessed, H1: The more managers consistently share their professional development reflections with their employees, the more interest in career development will increase. H2: The more a manager consistently shares their professional development reflections with their employees, the more employee job performance will increase. H3: The more a manager consistently shares their professional development reflections with their employees, the more employee job satisfaction will increase. The basic research question in this study is, how does managers\u27 shared professional development reflection impact their employee’s increased interest in career development, improved job performance, and improved job satisfaction? The research question is framed by the theoretical frameworks of the connectivism learning theory and the reflective learning theory by combining aspects of each into this study. This study will also be quantitatively analyzed to better understand the impacts of professional development reflection of a manager on their employees. The findings of this study and its conclusion suggest a statistically significant impact when a manager shares their professional development reflection with their employees. It was indicated that there is a positive impact on the increased interest in professional development, improved job performance, and improved job satisfaction for the employees. Knowing this information and implementing the findings into a daily routine for management and employees can have a significantly positive impact on their daily lives. Managers now have a unique opportunity to give their employees a more meaningful and thought-provoking career in the US energy industry

    Predictors of work-related cyberaggression in a random sample of the Swedish working population

    Get PDF
    Purpose With greater numbers of employees using computer-mediated communication, cyberaggression is becoming a more pressing problem for employees and their organizations. However, while a growing body of research illustrates its harmful effects, little is known about the factors that drive its occurrence. The authors therefore sought to identify factors that increase the risk of cyberaggression among employees. Design/methodology/approach A random sample of the Swedish working population (N = 11,556) was surveyed via Statistics Sweden (SCB), which produced a final sample of N = 2,847 (response rate = 24.6%). Findings Logistic regression analysis showed that emotionally demanding work, availability expectations, low perceived work quality, public sector work and being in a managerial position were related to higher levels of experienced cyberaggression. In addition, exploratory analyses indicated that some of these factors were more strongly related to cyberaggression enacted by organizational insiders compared to organizational outsiders. Originality/value Together, the authors' findings suggest that situational factors are stronger antecedents of cyberaggression victimization than personal factors. This has implications for organizations, as practical steps can be taken to reduce cyberaggression among employees

    The Mediating Effects of Psychological Contract on Human Resource Practices and Employee Retention Relationship: An Employer-Employee Perspective.

    Get PDF
    The importance of retaining employees is emphasized by the negative outcomes of employee turnover such as the costs in finding a replacement, as well as the valuable knowledge, skills and connections that employee has. The psychological contract plays a crucial role as a framework in understanding the fundamentals of the employee-employer relationship, as it deals with the fulfilment of obligations and promises an organization has made to the employee, and vice versa. With the use of the psychological contract in employee retention, the gaps between what is promised and the extent of how the promises are met can be determined. Based on these gaps, employers can strategize employee retention practices accordingly. In this thesis, practices of the organization (HR practices) are used as contents of the psychological contract of which its importance to the employees and the extent of its fulfilment (psychological contract) is identified, which would result in employee retention. A crosssectional study using survey questionnaires were distributed to organizations within the Event Management industry. These organizations are those registered under the Malaysia Convention and Exhibition Bureau (MyCEB) where 50 employee-employer dyads returned the completed questionnaires. The data obtained were then analysed using descriptive, correlational, independent samples t-tests, and regression analysis to determine the relationship between the variables of this study. This research found that there is a positive significant relationship between HR practice and psychological contract fulfilment (Employee: β = 0.355, p-value 0.05). However, there was a significant difference between employee and employer regarding the psychological contract (p = 0.00) and employee retention (p = 0.013). These findings contribute to the HRM domain and offers a valuable connection between HR practices and the psychological contract, and also the link between psychological contract and social exchange theory. Additionally, matched data of employee and employer provides valuable and corresponding information regarding the perceptions of the psychological contract

    Factors affecting early retirement intentions with the mediating mechanism of job engagement

    Get PDF
    The main objective of this study is to empirically examine the associations between work goals (intrinsic and extrinsic) and early retirement intentions, with the mediating mechanism of work passion and the moderating role of flexible HR practices, spouse’s health, and position level (employees’ position level in organizations, e.g., junior manager at lower level, deputy manager at middle level, or senior manager at upper level etc.). Data for the study was collected through survey-based questionnaires distributed to a sample of 350 female employees from different public and private sector organizations in Pakistan. Testing of the hypotheses was conducted using structural equation modeling (SEM) with WarpPLS software. The findings indicate that employees’ work goals are positively related to the level of passion they feel about their work. However, this has a negative impact on their early retirement intentions. Besides, the results show that this work passion mediates the relationship between work goals and early retirement intentions. Furthermore, flexible HR practices, position level, and spouse’s health moderate the relationship between work passion and early retirement intentions. The study’s theoretical and managerial contributions and limitations are also discussed at the end of the article

    The Influence of Islamic Work Ethic, Work Motivation, and Work Experience on Employee Quality in Completing Tasks at BMT Ummat Sejahtera Abadi Jepara

    Get PDF
    This research investigates the influence of Islamic work ethic, work motivation, and work experience on employee performance at BMT Ummat Sejahtera Jepara. The research design employed is quantitative. Primary data were collected through questionnaires distributed to BMT employees, while secondary data were obtained from online books, research journals, documentation, and available files. The population consists of 60 employees, and the sampling technique used is probability sampling with a census data approach.Data analysis in this study utilized Multiple Linear Regression with the SPSS application. The results indicate that the Islamic work ethic variable significantly impacts employee performance, as evidenced by the obtained T-value of 3.614, which exceeds the critical T-value of 1.673. The significance level (sig) is 0.00, indicating a probability value less than 0.05. Therefore, it can be concluded that the Islamic work ethic variable positively influences employee performance.Similarly, the motivation to work variable shows a positive impact, with a T-value of 3.255 exceeding the critical T-value of 1.673. The significance level (sig) is 0.002, indicating a probability value less than 0.05. Hence, it can be inferred that work motivation positively affects employee performance.On the other hand, the work experience variable exhibits a T-value of 1.030, which is less than the critical T-value of 1.673. The significance level (sig) is 0.308, indicating a probability value greater than 0.05. Consequently, it can be concluded from the test results that work experience does not have a significant positive effect on employee performance

    Systems Thinking in Workplace Health and Safety: A theory and Practice Nexus

    Get PDF
    This paper undertakes a conceptual overview of system thinking in workplace safety and health with the intent of bridging the gap between theory and practice. It is based on the premise that there has been so much discussed in theory with very little to practice, that is making the modern workplace more hazardous and challenging. This study relied on existing literature and based on the frame an emerging economy perspective was articulated and discussed. The paper draws from a narrative qualitative approach design. The study concludes that there is more to be done in practice when it comes to workplace health and safety. The reality that modern workplaces evolve from a system view thus demands a holistic approach to viewing workplace safety and health, as it remains foundational to employee retention and effective contribution to the survival of the workplace.    &nbsp

    A Critical Review Of Post-Secondary Education Writing During A 21st Century Education Revolution

    Get PDF
    Educational materials are effective instruments which provide information and report new discoveries uncovered by researchers in specific areas of academia. Higher education, like other education institutions, rely on instructional materials to inform its practice of educating adult learners. In post-secondary education, developmental English programs are tasked with meeting the needs of dynamic populations, thus there is a continuous need for research in this area to support its changing landscape. However, the majority of scholarly thought in this area centers on K-12 reading and writing. This paucity presents a phenomenon to the post-secondary community. This research study uses a qualitative content analysis to examine peer-reviewed journals from 2003-2017, developmental online websites, and a government issued document directed toward reforming post-secondary developmental education programs. These highly relevant sources aid educators in discovering informational support to apply best practices for student success. Developmental education serves the purpose of addressing literacy gaps for students transitioning to college-level work. The findings here illuminate the dearth of material offered to developmental educators. This study suggests the field of literacy research is fragmented and highlights an apparent blind spot in scholarly literature with regard to English writing instruction. This poses a quandary for post-secondary literacy researchers in the 21st century and establishes the necessity for the literacy research community to commit future scholarship toward equipping college educators teaching writing instruction to underprepared adult learners

    The influence of CEO leadership on organizational learning in internationalizing high-tech companies in China

    Get PDF
    This research explores how CEO leadership affects the learning process of internationalizing high-tech companies. There has been a growing recognition of the role of leadership in the international learning process. For example, scholars have discussed the influence of several factors, such as leaders’ cognition, decision-making style, and entrepreneurship, on international learning process. Moreover, CEO leadership has been treated as an important factor that can affect a company’s organizational learning. However, very few studies have discussed the role of leadership in the organizational learning process of companies’ internationalization. Based on a review of existing research gaps in the role of leadership in organizational and international learning literature, this research seeks to gain rich insights into how leadership influences organizational learning in high-tech companies’ internationalizing in the Chinese context. This research focused on two common leadership styles in China, authoritarian leadership and empowering leadership. These two leadership styles can be explained through Chinese traditional philosophy and from the lens of power, authoritarian leadership and empowering leadership are deserved to be compared. This research adopts a qualitative approach based on 8 case studies of Chinese high-tech internationalizing companies. Semi-structured interviews with the CEO and at least two senior managers were carried out in each case. This research contributes to international learning process literature. CEO leadership is proposed as a key factor that can influence each construct associated with the international learning process and cause different international learning processes. This research also contributes to both leadership and internationalization literature as it uses organizational learning as a bridge linking leadership and internationalization. Different leadership styles could cause different internationalization outcomes in performance and management perspectives due to different international learning processes. Moreover, CEO leadership could be changed during companies’ internationalization process

    Relationship Between Employee Human Capital, Relational Capital, and Work Engagement

    Get PDF
    Work engagement is a challenge for information technology leaders in the digital industry because employees with engagement concerns may exhibit decreased commitment and increased workplace incivility towards the organization, thereby impacting business profits. Grounded in the job demands-resource theory, the purpose of this quantitative correlational study was to examine the relationship between human capital, relational capital, and work engagement initiatives in technology companies in the United States. The participants were 125 supervisors and full-time personnel from the metropolitan region of Atlanta, Georgia, who completed an online-based survey. The results of the multiple linear regression were significant, F (18, 106) = 9.27, p \u3c .001, R2 = 61.2. In the final model, two predictors were significant, dedication (t = 9.43, p = .03, ß = 0.60) and absorption (t = 6.61, p = .03, ß = 0.38). A key recommendation is for technology leaders to engage employees by embracing a creative thinking environment, acknowledging employees’ ideas, and providing supportive communication. The implications for positive social change include the potential to increase employee value, maximizing their capacity for achievement. Reducing negative work engagement in a digital economy, keeping skilled employees within small- to mid-size companies, and helping employees sustain high levels of engagement while increasing economic value
    corecore