Marketing strategy in the service industry : a product life cycle case study

Thesis (M.S.)--Massachusetts Institute of Technology, Sloan School of Management, 1986.MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEYBibliography: leaves 92-96.by Linda C. Isenhour.M.S

Organizational attraction factors: A technology perspective

ABSTRACT The world of human resource management (HRM) is in the throes of major changes associated with the introduction of technology. HRM organizations are rapidly joining other parts of their firms in employing technology to enhance efficiency, effectiveness and cost reduction. Human Resource Information Systems (HRIS) can be used for a variety of administrative functions traditionally handled by people. Recruitment processes, in particular, are being transformed through HRIS applications that use the internet and social media to generate recruitment pools. Although researchers have examined individual's perceptions of the use of technology in recruiting, less research has focused on the impact of recruitment technology on organizational factors associated with attracting job applicants (e.g., firm strategy). Building on the Rynes (1991) recruitment model, we provide a review of existing research on organizational attraction factors (i.e., size, strategy, prestige) and offer hypotheses to encourage future research in this growing field

A grounded investigation of Chinese employees' psychological capital

Purpose – This paper explores the “Western” concept of psychological capital in the People's Republic of China (PRC) and highlights critical areas of divergence and notable dimensions of similarity. Design/methodology/approach – This is an empirical study conducted in a wide range of Chinese organisational forms, employing an inductive approach based on critical incident technique. Findings – This research showed that the concept of psychological capital appears to have a degree of applicability and salience in China. A series of dimensions common in Western organisations were found in our research, including Optimism, Creativity, Resiliency, Self-confidence, Forgiveness and Gratitude, Courage and Ambition (Hope). These were found to be common types of psychological capital both in China and in the West. However, the dimensions of Courtesy and Humility (Qian-gong-you-li in Chinese), Self-possession and Sincerity fell into the “different” category. Originality/value – This paper is a first attempt to examine psychological capital in a range of organisational forms and industrial sectors in China using a grounded theory approach. It not only reports various dimensions of Chinese psychological capital, some unique to this research, but also compares and contrasts these dimensions between China and the West, highlighting further research opportunities