2,764 research outputs found

    ‘A little bit patronising if I’m being honest’: working-class mothering and expert discourses.

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    Recent early years policy interventions have focussed on the Home Learning Environment. The ‘Home Learning Environment’ relates to the parenting children receive at home, rather than the physical environment in which they live, enabling a focus on individual behaviour. Family and parenting relations have been a target of state intervention for the last century, positioning working-class mothers as deficient and requiring correction. Little is known about how these discourses impact and shape working-class mothering. I explore how intensive parenting and attendant policy and dominant discourses impact on the day-to-day lives of working-class mothers. To do this, I draw on a critical discourse analysis of the BBC’s Tiny Happy People website to discern current ‘good’ mothering discourses being promoted and narrative analysis of twenty biographical interviews with working-class mothers. The interviews revealed a huge gulf between Tiny Happy People’s ‘good’ mother and the women’s lived realities. Absent and ignored were the significant material constraints faced by many of the women and the time burden created by the intensive mothering model being promoted. Working-class mothering values based on relationships and protecting their children from the effects of growing up working-class mean that Tiny Happy People’s good mothering ideals were mainly rejected as unnecessary or unrealistic by the women interviewed. Policy and other initiatives aimed at working-class people must acknowledge the reality of their lives and target improvements to inadequate housing provision and a labour market which creates low-paid, precarious employment; these initiatives would dramatically transform family life. This research provides the first academic analysis of the BBC’s Tiny Happy People. It highlights the gulf between those in positions of power (whether within government or the media) and the working-class women interviewed

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

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    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

    Digitalization and Development

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    This book examines the diffusion of digitalization and Industry 4.0 technologies in Malaysia by focusing on the ecosystem critical for its expansion. The chapters examine the digital proliferation in major sectors of agriculture, manufacturing, e-commerce and services, as well as the intermediary organizations essential for the orderly performance of socioeconomic agents. The book incisively reviews policy instruments critical for the effective and orderly development of the embedding organizations, and the regulatory framework needed to quicken the appropriation of socioeconomic synergies from digitalization and Industry 4.0 technologies. It highlights the importance of collaboration between government, academic and industry partners, as well as makes key recommendations on how to encourage adoption of IR4.0 technologies in the short- and long-term. This book bridges the concepts and applications of digitalization and Industry 4.0 and will be a must-read for policy makers seeking to quicken the adoption of its technologies

    The development of an international model for technology adoption: the case of Hong Kong

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    The purpose of this study is to examine the causal relationships between the internal beliefs formation of a decision-maker on technology adoption and the extent of the development of a technology adoptive behaviour. In particular, this study aims to develop an International Model For Technology Adoption (IMTA), which builds upon the Theory of Planned Behaviour (Ajzen 1992) and improves on the framework of the Technology Acceptance Model (Davis 1986). The development of such a model requires an understanding of the environmental factors which shape the cognitive processes of the decision maker. Hence, this is a behavioural model which investigates the constructs influencing the adoption behaviour and how the interaction between these constructs and the external variables can impact on the decision making process at the level of the firm. Previous research on technology transfer and innovation diffusion has classified factors affecting the diffusion process into two dimensions: 1) external-influence and 2) internal-influence. Hence, in this research, the International Model For Technology Adoption looks at how the endogenous and exogenous factors enter into the cognitive process of a technology adoption decision through which attitudes and behavioural intentions are shaped. Under the IMTA, the behavioural intention to adopt is a function of two exogenous variables, 1) Strategic Choice, and 2) Environmental Control. The Environmental Control factor is further categorised by two exogenous factors, namely, 1) Government Influence, and 2) Competitive Influence. In addition, the Competitive Influence factor is, in turn, classified into five forces: namely, 1) Industry Structure, 2) Price Intensity, 3) Demand Uncertainty, 4) Information Exposure, 5) Domestic Availability. Regarding the cognitive process which forms the attitude to adopt, it is hypothesised to be affected by six other endogenous beliefs: 1) Compatibility; 2) Enhanced Value; 3) Perceived Benefits; 4)Adaptative Experiences, 5) Perceived Difficulty; and 6) Suppliers’ Commitment. A survey research method was utilised in this study and the research instrument was developed after a comprehensive review of the relevant literature and an expert interview. A total of 298 completed questionnaires were returned; giving a response rate of 13.56%. Of the 298 questionnaires, 39 of the responses were unusable with missing date. This gives a total of 259 usable questionnaires and an effective response rate of 11.78%. The results of the analysis suggested that the fitness of the International Model For Technology Adoption was good and the data of this study supported the overall structure of the IMTA. When compared with the null model, which was used by the EQS as a baseline model to judge to overall fitness for the IMTA, the IMTA yielded a value of 0.914 in the Comparative Fit index; hence, indication of a good fit model. In addition, the results of the principal component analysis also illustrated that the 16-factor International Model For Technology Adoption was an adequate model to capture the information collected during the survey. The results shown that this 16-factor structure represented nearly 77% of the total variance of all items. A further analysis into the factor structure, again, revealed that there existed a perfect match between the conceptual dimensionality of the International Model For Technology Adoption and the empirical data collected in the survey. However, the results of the hypotheses testing on the individual constructs were mixed. While not all the magnitude of these ten hypotheses was statistically significant, almost all pointed to the direction conceptualised by the IMTA. From these results, it can be interpreted that while the results of the structural equation modelling analysis provided overall support to the International Model For Technology Adoption, the results of individual constructs of the Model revealed that some constructs were forming a larger impact than others in the decision making process to adopt foreign technology. In particular, the intention to adopt was greatly affected by the attitude of the prospective adopters, the influence of the government and the degree of industry rivalry. However, the impact of the overall competitive influence factor on the intention to adopt was not supported by the results. Again, the existence of investment alternative was also not a serious concern for the prospective adopters

    Innovation-driven human resource management practices : a systematic review, integrative framework, and future research directions

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    CEL: Coraz częściej podkreśla się, że duże znaczenie dla tworzenia innowacji mają praktyki zarządzania zasobami ludzkimi (HRMP), które odnoszą się do rekrutacji i selekcji, szkolenia i podnoszenia kompetencji, wynagrodzenia oraz oceny. Jednak pandemia COVID-19 pokazała, że tradycyjne HRMP już są niewystarczające, co pociąga za sobą potrzebę ich ponownego przemyślenia i przeformułowania w kierunku bardziej skutecznych dla tworzenia innowacji, ale także pozwalającym organizacjom przetrwać kryzysy na skalę COVID-19. Chociaż istnieje obszerna literatura w zakresie zarządzania zasobami ludzkimi i innowacji, nadal nie ma zgody co do praktyk zarządzania zasobami ludzkimi napędzających innowacje. Niniejsze badanie ma na celu identyfikację oraz syntezę najbardziej znaczące i godne zaufania wkłady w badania praktyk zarządzania zasobami ludzkimi napędzających innowacje. Dodatkowo, aby ułatwić budowanie teorii w zakresie HRMP niniejszy artykuł konsoliduje istniejący stan wiedzy w ramy integracyjne. Ramy te mogą być wykorzystywane przez przyszłych badaczy do identyfikacji luk i niejasności w rozumieniu praktyk zarządzania zasobami ludzkimi napędzających innowacje. METODYKA: Artykuł prezentuje wyniki systematycznego przeglądu literatury 71 empirycznych artykułowych. Literatura przedmiotu została wyłoniona w oparciu o przeszukiwania zagranicznych baz danych, takich jak: Scopus i Web of Science. WYNIKI: Przeprowadzony przez nas systematyczny przegląd literatury pozwolił na identyfikację praktyk zarządzania zasobami ludzkimi napędzających innowacje z uwzględnieniem trzech poziomów analizy: indywidualnym, grupowym oraz organizacyjnym, przy czym ten ostatni poziom analizy jest dominujący w dotychczasowych publikacjach. Rozpoznane praktyki zarządzania zasobami ludzkimi napędzające innowacje z uwzględnieniem poziomów ujęliśmy w integracyjne ramy, które stanowią podstawę teoretyczną do kierowania przyszłymi badaniami. Nasze wyniki potwierdziły rosnący trend liczby publikacji w prezentowanej tematyce począwszy od 2010 r. Większość badaczy wykorzystywała podejście ilościowe. Na podstawie afiliacji pierwszego autora, najwięcej publikacji dostarczyli autorzy z Wielkiej Brytanii. Artykuły są publikowane w różnych czasopismach, przeważnie jednak o tematyce zarządzania zasobami ludzkimi. Badania uwzględniały różnorodne konteksty organizacyjne, przeważnie w dynamicznych i złożonych branżach. Nasze ustalenia potwierdzają, że obecny stan badań nad praktykami zarządzania zasobami ludzkimi napędzającymi innowacje wskazują na konieczność prowadzenia dalszych badań w tym zakresie. W oparciu o to dostarczyliśmy luki poznawcze oraz potencjalne przyszłe pytania badacze z podziałem na trzy poziomy praktyk zarządzania zasobami ludzkimi napędzające innowacje. IMPLIKACJE: Przeprowadzony przez nas systematyczny przegląd literatury pozwolił na zaproponowanie implikacji dla przyszłych badaczy planujących prowadzenie badań w zakresie praktyk zarządzania zasobami ludzkimi napędzających innowacje. ORYGINALNOŚĆ I WARTOŚĆ: Nasz systematyczny przegląd literatury koncentruje się na identyfikacji praktyk zarządzania zasobami ludzkimi napędzających innowacje, ustaleniu obecnego stanu wiedzy oraz przyszłych kierunków badań w tym zakresie. Dodatkowo opracowaliśmy ramy integracyjne, których celem jest uporządkowanie istniejącej literatury, ale także zidentyfikowanie obiecujących przyszłych kierunków badań nad praktykami zarządzania zasobami ludzkimi napędzającymi innowacje.PURPOSE: It is increasingly emphasized that human resource management practices (HRMP), which refer to recruiting and selection, training and development, compensation and performance appraisal, are of great importance for creating innovation. However, the COVID-19 pandemic has shown that traditional HRMPs are already insufficient, which entails the need to rethink and reformulate them in the direction of more effective innovation while also allowing organizations to survive COVID-19-like crises. While there is an extensive literature on human resources management and innovation, there is still no consensus on innovation-driven HRMP. This study aims to identify and synthesize most significant and trustworthy research contributions of innovation-driven HRMP. In addition, to facilitate theory building in the field of HRMP, this article consolidates the existing knowledge into an integrative framework. This framework can be used by future researchers to identify gaps and ambiguities in the meaning of innovation-driven HRMP. METHODOLOGY: The article presents the results of a systematic literature review of 71 empirical research articles referring to innovation-driven HRMP from the Web of Science and Scopus databases. FINDINGS: The systematic literature review allowed us to identify innovation-driven HRMP, taking into account three levels of analysis: individual, group and organizational, with the latter level of analysis being dominant in previous publications. Recognition of innovation-driven HRMP, taking into account the levels in question, is included in an integrative framework, which is the theoretical basis for guiding future research. Our results confirmed the growing trend in the number of publications on the subject since 2010. Most researchers used aquantitative approach. Based on the first author’s affiliation, authors from Great Britain contributed the largest number of publications. Articles are published in various journals, but mainly in those on human resources management. The research took into account a variety of organizational contexts, predominantly in dynamic and complex industries. Our findings show that the current state of research on innovation-driven HRMP confirms the need for further research in this area. Based on this, we provided thematic gaps and potential questions for future research divided into three levels of innovation driven HRMP. IMPLICATIONS: Our systematic literature review allowed us to propose implications for future researchers planning to conduct research in the field of innovation-driven HRMP. ORIGINALITY AND VALUE: Our systematic literature review focuses on identifying innovation-driven HRMP along with determining the current state of knowledge and future research directions in this area. In addition, we developed an integrative framework that aims at organizing existing literature but also at identifying promising future research directions into innovation-driven HRMP

    2017 GREAT Day Program

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    SUNY Geneseo’s Eleventh Annual GREAT Day.https://knightscholar.geneseo.edu/program-2007/1011/thumbnail.jp

    An empirical investigation of the relationship between integration, dynamic capabilities and performance in supply chains

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    This research aimed to develop an empirical understanding of the relationships between integration, dynamic capabilities and performance in the supply chain domain, based on which, two conceptual frameworks were constructed to advance the field. The core motivation for the research was that, at the stage of writing the thesis, the combined relationship between the three concepts had not yet been examined, although their interrelationships have been studied individually. To achieve this aim, deductive and inductive reasoning logics were utilised to guide the qualitative study, which was undertaken via multiple case studies to investigate lines of enquiry that would address the research questions formulated. This is consistent with the author’s philosophical adoption of the ontology of relativism and the epistemology of constructionism, which was considered appropriate to address the research questions. Empirical data and evidence were collected, and various triangulation techniques were employed to ensure their credibility. Some key features of grounded theory coding techniques were drawn upon for data coding and analysis, generating two levels of findings. These revealed that whilst integration and dynamic capabilities were crucial in improving performance, the performance also informed the former. This reflects a cyclical and iterative approach rather than one purely based on linearity. Adopting a holistic approach towards the relationship was key in producing complementary strategies that can deliver sustainable supply chain performance. The research makes theoretical, methodological and practical contributions to the field of supply chain management. The theoretical contribution includes the development of two emerging conceptual frameworks at the micro and macro levels. The former provides greater specificity, as it allows meta-analytic evaluation of the three concepts and their dimensions, providing a detailed insight into their correlations. The latter gives a holistic view of their relationships and how they are connected, reflecting a middle-range theory that bridges theory and practice. The methodological contribution lies in presenting models that address gaps associated with the inconsistent use of terminologies in philosophical assumptions, and lack of rigor in deploying case study research methods. In terms of its practical contribution, this research offers insights that practitioners could adopt to enhance their performance. They can do so without necessarily having to forgo certain desired outcomes using targeted integrative strategies and drawing on their dynamic capabilities

    Tradition and Innovation in Construction Project Management

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    This book is a reprint of the Special Issue 'Tradition and Innovation in Construction Project Management' that was published in the journal Buildings
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