93 research outputs found
The Role of Performance Management in the High Performance Organisation
The allegiance of partnering organisations and their employees to an Extended Enterprise performance is its proverbial sword of Damocles. Literature on Extended Enterprises focuses on collaboration, inter-organizational integration and learning to avoid diminishing or missing allegiance becoming an issue. In this paper we will argue that interrelating the marketing literature on the Service Logic with the performance management literature on Extended Enterprises will provide a new perspective on how to deal with this issue. Simultaneously flexible co-Ââcreated performance indicators play a key role in enhancing this perspective
The relationship between organisational support, job satisfaction, retirement affect and retirement intentions for older workers in the UK
Does (in)formal learning enhance employability?
Not much is known about the actual contribution of informal learning to employability over and above formal learning activities. This paper presents the findings of a research project among 215 university non-academic staff members. Findings indicate that employability is enhanced by a mix of formal and informal learning opportunities. Possibilities for networking appear to be significant for employability
Sustainable careers : towards a conceptual model
This paper aims to move the research field on sustainable careers forward by building conceptual clarity about what a sustainable career means and delineating what distinguishes sustainable from non-sustainable careers, thereby providing key indicators of a sustainable career. Moreover, we approach sustainable careers from a systemic and dynamic perspective and address influential factors associated with stakeholders situated in multiple contexts and evolving over time. We elaborate on core theoretical frameworks useful for enhancing our understanding of what makes careers sustainable and present three key dimensions that can help to analyze and study sustainable careers: person, context, and time. Finally, we propose a research agenda that we hope will spur scholars to examine the topic in more detail in future empirical work
Organizational climate for innovation and organizational performance : the mediating effect of innovative work behavior
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169206.pdf (publisher's version ) (Closed access)Despite a plethora of literature on organizational climate for innovation and the persuasive arguments establishing its link to organizational performance, few studies hitherto have explored innovative work behavior of managers. Specifically, limited attention has been paid to explaining how organizations perceive the importance of stimulating innovative work environments. Drawing from organizational climate theory, this study investigates the mediating effects of innovative work behavior on the relationship between organizational climate for innovation and organizational performance. Our findings from a survey of 202 managers working in Malaysian companies demonstrate that innovative work behavior plays a mediating role in the relationship between organizational climate for innovation and organizational performance. Implications of these findings and avenues for future research are discussed
Unraveling the complex relationship between career success and career crafting : exploring nonlinearity and the moderating role of learning value of the job
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236760pub.pdf (Publisherâs version ) (Open Access)
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236760pos.pdf (Publisherâs version ) (Open Access)31 augustus 202
The Best of Both Worlds: The Role of Career Adaptability and Career Competencies in Students' Well-being and Performance
In addition to acquiring occupation-specific knowledge and skills, students need to
develop a set of career self-management skills â or resources â that helps them to
successfully maneuver the various career-related challenges they face and that stimulate
their well-being, engagement, and performance in studying tasks. In the current
study, we apply the Job Demands-Resources (JD-R) theory in an educational setting
and suggest that career adaptability and career competencies are important career
resources that predict both life satisfaction and academic performance via studentsâ
satisfaction with the choice of their major and study engagement. Undergraduate
students (N = 672) from nine different colleges and universities in Lithuania participated
in the study. The results revealed that career adaptability and career competencies were
positively linked to studentsâ life satisfaction, both directly and via study engagement.
In addition, these career resources were positively, yet indirectly, related to academic
performance via study engagement. Overall, the results suggest that career resources
contribute to study engagement, life satisfaction, and academic performance. The
results of our study further support JD-R theorizing and its applicability in student
samples. Further theoretical and practical implications are discussed
Job characteristics and experience as predictors of occupational turnover intention and occupational turnover in the European nursing sector
The present study aims to unravel the relationships between job demands and resources, occupational turnover intention, and occupational turnover. To do so, we tested a model wherein associations between nurses' age, tenure in profession and tenure with present employer (experience in the profession), job demands (emotional demands, work-home interference), and job resources (influence at work and opportunities for development) predicted occupational turnover intention, and, subsequently, occupational turnover. A longitudinal survey was conducted among a sample of 753 nurses working in European health care institutions (hospitals, nursing homes, and community/home care). The results supported the hypotheses that job demands are positively related with occupational turnover intention while job resources and experience in the nursing profession are negatively related with occupational turnover intention. We did not find evidence supporting the hypothesis that occupational turnover intention mediates the relationship between job demands and job resources on the one hand, and occupational turnover on the other hand. Experience in the nursing profession had a direct effect on occupational turnover, in addition to the direct effect of occupational turnover intention. The implications of our findings for understanding the process through which health care organizations can affect occupational turnover intention and actual exit behavior, are discussed
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