15 research outputs found
Building successful student-athlete coach relationships: examining coaching practices and commitment to the coach
THE EFFECTS OF ORGANIZATIONAL CHANGES ON EMPLOYEE COMMITMENT: A MULTILEVEL INVESTIGATION
The Predictive Effects of Workplace Ostracism on Employee Attitudes: A Job Embeddedness Perspective
Identify the Relationship between Employer Brand Attractiveness, Job Satisfaction, Organizational Commitment and Workforce Agility in Telecom Industries Based on Structural Equation Modeling (SEM) (Case Study: Huawei Technologies Service Iranian)
A Practicable Implementation of Training and Development in Professional Services: The Case of Accountants in Cyprus
The aim of this empirical research is to identify whether the investment of organisations in training and development (T&D) practices affects the retention of professional accountants in Cyprus by their current employers. The results show that the congruence between employee interests and training programmes and the level of investment in T&D are the two major elements of T&D that have a significant positive impact on employee retention. Congruence between employee interests and training programmes in comparison with the level of investment in T&D affects employee retention more. However, both elements are significantly important. This study provides guidelines to practitioners in order to develop and implement their HR and T&D strategy that will assist them to achieve the desired sustainable competitive advantage
âI wish to do an internship (abroad)â: investigating the perceived employability of domestic and international business internships
Psychometric Evaluation of Work-Family Conflict Measures Using Classic Test and Item Response Theories
The Effect of Host Country Nationalsâ Social Support on Expatriatesâ AdjustmentâA Multiple Stakeholder Approach
The social support provided by host country nationals (HCNs) has been identified as an important source of successful expatriation. However, the roles of different HCN actors have not yet been sufficiently differentiated in this process. Drawing on social support theory and conservation of resources theory, this chapter aims to fill this void by investigating the impact of social support provided by five groups of HCN actors on expatriatesâ cross-cultural adjustment: HCN top management team members, supervisors, colleagues, and subordinates in the work domain, as well as friends in the non-work domain. The resulting model suggests that all these HCN actors can increase expatriatesâ adjustment; however, colleagues in the work domain and friends in the non-work domain have the highest influence on all types of adjustments