Web-Support for Activating Use of Theory in Group-Based Learning

This paper describes a series of experiments conducted within the context of a\ud course on organisational theory which is taught at the Department of Management \ud Sciences at the University of Twente. In 1997 a group-based learning approach was adopted but after the first year it was apparent that acquisition and application of theory by student groups was inadequate. In an attempt to remedy this problem a Web-based collaborative work environment was introduced in 1998 with the intention of encouraging students to read relevant theoretical material and also to reflect more on what they had read. In addition to hosting a ‘theory repository’, the collaborative work environment was designed to control the flow of work and to enforce rules for groups’ access to the output of other groups, based on their own performance. Further changes were made and a third edition of the course was run and evaluated in 1999. A description of the educational setting and the Web-based "Theory repository" is presented. The evaluation results over the period 1997-1999 are presented and discussed. The extent to which the discipline of reading improved was evaluated, as were the effects on insight into theory. It turns out that the technical realisation works well. Uptake of the instructional tasks for reflection, however, only takes place if these tasks are perceived as being helpful

Antecedents of perceived intra- and extra-organisational alternatives. The case of low-educated supermarket employees in Czech Republic, Poland and Slovak Republic

Purpose: The purpose of this paper is to explore antecedents of perceived intra‐ and extra‐organisational alternatives among employees in the Czech Republic, Poland and the Slovak Republic. Design/methodology/approach: Data were collected from 9,068 low‐educated supermarket employees at 360 supermarkets. LISREL analysis was employed. Findings: Age, job autonomy and organisation size predict both forms of perceived alternatives. Tenure appears to influence both forms of perceived alternatives positively. Job challenge and sex only predict perceived extra‐organisational alternatives. Unexpectedly, despite relatively high unemployment rates, the respondents perceive extra‐organisational alternatives. Research limitations/implications: Some of the antecedents of perceived alternatives identified in research among workers in Western societies seem to have a different or no impact on the perceived alternatives of employees in these countries. The study comprises only cross‐sectional data. In order to test causality a longitudinal design is needed. Practical implications: Managers should offer development and promotion opportunities in order to prevent turnover and to enhance internal flexibility as well as reflect on inducements for female and older workers. Originality/value: This is one of the few studies exploring employee perceptions in Central European transition countries. Moreover, in general, research on the perceived alternatives of low‐educated employees is very scarce. Therefore, this research also contributes to knowledge about their labour market perceptions

HR professionals exploring cooperative configurational human resource management using a serious game: what do they miss?

Configurational thinking in HRM is expected to increase understanding of the HRM-firm performance link and potentially aid HR professionals in the complex task of designing effective HRM. Here, we specify configurational theory in HRM to a level of detail that has been lacking. We present two empirical sections in this paper. First, we assess the extent to which specific HR practices align with cooperative, adhocratic, mechanistic and market strategy according to HR professionals (N=122). Secondly, we assess the ability of HRM professional to design a cooperative HRM configuration using a serious game (N= 40). By specifying configurational HRM to this level of detail, both the complexity and enormity of HRM configuration design become evident. Based on the first empirical part of this study, a cooperative HRM configuration made up by the HR practices recruitment, selection, job design, development and training, performance appraisal and compensation is presented. Additionally, based on the second empirical part, results indicate that none of the HRM configurations designed by HR professionals is made up solely by the cooperative HR practices presented in the first empirical section. Implications and future research is discussed

De kloof tussen theorie en praktijk

Begin van het nieuwe millennium werd een Amerikaans onderzoek gepubliceerd naar de aanwezigheid van kennis van arbeids- en organisatiepsychologie onder HRM-professionals. Er bleek een behoorlijk verschil te bestaan tussen de onderzoeksresultaten en de ideeen van de mensen in de praktijk zelf. Geldt dat in Nederland evenzo? En welke invloed hebben kenmerken als functie, leeftijd, het lezen van wetenschappelijke artikelen en het bezoeken van conferenties op het kennisniveau van HRM-ers binnen Nederlandse bedrijven

Line management attributions for effective HRM implementation : towards a valid measurement instrument

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