Human Resource Practices as Predictors of Work-Family Outcomes and Employee Turnover

Drawing on a non-random sample of 557 dual- earner white collar employees, this paper explores the relationship between human resource practices and three outcomes of interest to firms and employees: work-family conflict, employees’ control over managing work and family demands, and employees’ turnover intentions. We analyze three types of human resource practices: work-family policies, HR incentives designed to induce attachment to the firm, and the design of work. In a series of hierarchical regression equations, we find that work design characteristics explain the most variance in employees’ control over managing work and family demands, while HR incentives explain the most variance in work-family conflict and turnover intentions. We also find significant gender differences in each of the three models. Our results suggest that the most effective organizational responses to work-family conflict and to turnover are those that combine work-family policies with other human resource practices, including work redesign and commitment-enhancing incentives

Plan stability: replanning versus plan repair

The ultimate objective in planning is to construct plans for execution. However, when a plan is executed in a real environment it can encounter differences between the expected and actual context of execution. These differences can manifest as divergences between the expected and observed states of the world, or as a change in the goals to be achieved by the plan. In both cases, the old plan must be replaced with a new one. In replacing the plan an important consideration is plan stability. We compare two alternative strategies for achieving the {em stable} repair of a plan: one is simply to replan from scratch and the other is to adapt the existing plan to the new context. We present arguments to support the claim that plan stability is a valuable property. We then propose an implementation, based on LPG, of a plan repair strategy that adapts a plan to its new context. We demonstrate empirically that our plan repair strategy achieves more stability than replanning and can produce repaired plans more efficiently than replanning

A Review of the Travel Behavior Analysis: Its Basis and Application for Developing Cities

Travel, most often viewed in theory as derived from the demand for activity participation, has almost always been modeled on the trip-based basis, i.e., the trip is treated as the unit of analysis. Attributes of a trip (e.g., its origin and destination, mode, length) have been the subjects of analysis, but not the types of activities engaged in, their durations, sequences, and timing. This paper offers a brief review of the travel behavior analysis in order to provide a better understanding and forecasting of travel behavior. The article further offers discussions on its possible applications in urban areas of developing countries where historical accumulations of transportation and communications technologies are being introduced within a short span of time, creating the environment for travel which may not be properly accounted for using the conventional trip-based models of travel demand. In addition, the dataset from Malaysia was employed as a case of study

Computer modeling of human decision making

Models of human decision making are reviewed. Models which treat just the cognitive aspects of human behavior are included as well as models which include motivation. Both models which have associated computer programs, and those that do not, are considered. Since flow diagrams, that assist in constructing computer simulation of such models, were not generally available, such diagrams were constructed and are presented. The result provides a rich source of information, which can aid in construction of more realistic future simulations of human decision making

Professional wellbeing

The aim of this chapter is to review issues relating to wellbeing and stress that may affect psychologists. It will discuss the causes of stress and wellbeing and the outcomes for psychologists, then set out some realistic ways in which stress can be managed and wellbeing can be supported

Managerial Approaches to Telecommuting

The purpose of this theoretical paper is to synthesize the current knowledge on the topic of telecommuter managerial approaches by cross-analyzing certain commonalities and differences among relevant literature and scholarly sources. This paper will explore key themes such as trust management, performance-based reviews, communication, boundary management, work-life balance, and social and professional isolation. Additionally, this analysis will identify significant issues and contradictions amidst the research of flexible work arrangement management styles. Furthermore, it will outline the most significant disadvantages and repercussions of telecommuting and discuss them in relationship to the management styles best suited to alleviating these issues. Then, this paper will develop and present a theory which clearly outlines the best approaches for managing telecommuters by succinctly tying together the crucial variables embodying this literature. After, this paper will provide recommendations and methods for implementing these managerial approaches in the organization. Lastly, this paper will explain the theory’s implications on the overarching knowledge and topic of telecommuter managerial approaches and nature of the workforce

Managerial Approaches to Telecommuting

The purpose of this theoretical paper is to synthesize the current knowledge on the topic of telecommuter managerial approaches by cross-analyzing certain commonalities and differences among relevant literature and scholarly sources. This paper will explore key themes such as trust management, performance-based reviews, communication, boundary management, work-life balance, and social and professional isolation. Additionally, this analysis will identify significant issues and contradictions amidst the research of flexible work arrangement management styles. Furthermore, it will outline the most significant disadvantages and repercussions of telecommuting and discuss them in relationship to the management styles best suited to alleviating these issues. Then, this paper will develop and present a theory which clearly outlines the best approaches for managing telecommuters by succinctly tying together the crucial variables embodying this literature. After, this paper will provide recommendations and methods for implementing these managerial approaches in the organization. Lastly, this paper will explain the theory’s implications on the overarching knowledge and topic of telecommuter managerial approaches and nature of the workforce

Organizing for Antiracism in Writing Centers: Principles for Enacting Social Change

We move through the chapter in three parts. First, we define organizing and answer the question of whether we in writing centers should do this work by showing how we already are. Second, we identify guiding principles consistent with the aims of antiracism as well as the collaborative and dialogic pedagogies of writing centers. Drawing on cross-disciplinary research, we articulate three frameworks for organizing: (1) direct action organizing (Bobo, Kendall, and Max 2001); (2) a balance of strategies and tactics (Alinsky 1945; Mathieu 2005); and (3) a dialectic approach (Papa, Singhal, and Papa 2006). We find the most potential in this third approach, one we see aligned with current research on both writing centers and community organizing and so we focus our discussion here. Third and finally, to put the principles into action, we analyze an extended case study of our efforts of organizing in professional associations and invite readers to participate in similar analyses on their own local organizing efforts. Here we add participatory action research (Fine and Torre 2006; Greenwood and Levin 2006; Sohng 1995; Weis and Fine 2004) as a method aligned with dialectic organizing to suggest a future direction for assessing our organizing efforts. Participatory action research (PAR), like dialectic organizing, promotes ongoing reflection, horizontal relationship-building, and democratic participation, thereby providing the means for antiracist work within one-with-one writing conferences and shared leadership of writing centers