Crafting sustainable work : development of personal resources

Purpose – The aim of this paper is to conceptualize employees' sustainable work abilities, or their long-term adaptive and proactive abilities to work, farewell at work, and contribute through working. Sustainable work is defined as to promote the development in personal resources leading to sustainable work ability. Design/methodology/approach – The conceptual paper distinguishes vital personal resources underlying an employee's sustainable work ability and categorizes these resources with the help of integral theory. Collaborative work crafting was outlined as a tool to promote the development of personal resources and sustainable work ability. Findings – Sustainable work ability depends on personal resources relating to our human nature as both individual and communal beings with both interior and exterior worlds. Work crafting may create sustainable work in which existing personal resources are benefited from, developed further through learning, or translated into novel resources. Practical implications – When formal job descriptions and preplanned job design do not work in post-industrial work, traditional job design can be replaced by collaborative work crafting, which allows development in both work and employees. Originality/value – The paper synthesizes different types of personal resources needed for sustainable working and outlines their development processes, rather than adds one more theory to explain some specific aspect of well-being, development, and functioning. The paper offers one of the first definitions of sustainable work

Executive Incentive Schemes in Initial Public Offerings: The Effects of Multiple-Agency Conflicts and Corporate Governance

Combining a behavioral agency perspective with research on multiple-agency conflicts, this article examines factors affecting the implementation of equity-based incentive schemes in initial public offerings (IPOs). With a unique sample of U.K. IPO companies between the years 1998 and 2002, it shows that conditional (performance-related) incentive schemes are negatively associated with share ownership and board power of the IPO’s founding directors. However, the retained ownership of venture capital firms is positively associated with the probability of conditional incentive schemes. Board independence weakly effects on the toughness of executive compensation. The article’s interesting findings suggest a number of avenues for a future analysis of the governance development process in threshold firms

Correlacionando tipos de cultura organizacional com estratégias de remuneração utilizando a tipologia de Charles Handy

Este estudo identificou as correlações entre as estratégias de remuneração e a tipologia de cultura organizacional proposta por Handy (2003) baseada nas dimensões do grau de formalização e centralização que identifica a cultura: Zeus (poder), Apolo (papéis), Atena (tarefa), e Dionísio (pessoa). A pesquisa foi aplicada a gestores de remuneração de 76 empresas associadas ao Grupo de Permuta de Informações Salariais (Grupisa), e os questionários com um construto composto por doze componentes da remuneração organizacional foram analisados utilizando Correlação de Pearson e Regressão Múltipla. Concluímos que as variáveis de remuneração se correlacionam de forma diferente com cada um dos tipos de cultura: (i) organizações "Zeus" devem enfatizar os fatores comportamentais em todas as esferas do sistema de remuneração; (ii) para as organizações "Apolo" a ênfase deve ser aplicada nas oportunidades de crescimento e desenvolvimento, (iii) nas organizações "Atena" o foco deve ser nas recompensas financeiras, e, (iv) organizações "Dionísio" devem dar ênfase à qualidade da remuneração