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This study examines the role of the Internet and its usage on the level of perceived independence among people with physical disabilities. A questionnaire was posted on…
This study examines the role of the Internet and its usage on the level of perceived independence among people with physical disabilities. A questionnaire was posted on the Internet as well as distributed to two associations. It was answered by 24 people with physical disabilities who use the Internet, and 22 people with physical disabilities who do not use the Internet. The results of the two groups were compared. It was found that an increase in the number of Internet services used positively influences the perceived level of independence among individuals with physical disabilities. This was particularly true for independence related to the fields of employment and learning. The various Internet services used do not impact the same components of independence to the same degree. The usage of the World Wide Web and Telnet particularly benefits independence.
Drawing on human capital theory and the human capital resources framework, this study explores the knowledge, skills, abilities and other characteristics (KSAOs) required…
Drawing on human capital theory and the human capital resources framework, this study explores the knowledge, skills, abilities and other characteristics (KSAOs) required by the emerging role of human resource (HR) analysts. This study aims to systematically identify the key KSAOs and develop a competency model for HR Analysts amid the growing digitalization of work.
Adopting best practices for competency modeling set out by Campion et al. (2011), this study first analyzes 110 HR analyst job advertisements collected from five countries: Australia, Canada, Ireland, the United Kingdom and the USA. Second a thematic analysis of 12 in-depth semistructured interviews with HR analytics professionals from Canada and Ireland is then conducted to develop a novel competency model for HR Analysts.
This study adds to the developing and fast-growing field of HR analytics literature by offering evidence supporting a set of six distinct competencies required by HR Analysts including: consulting, technical knowledge, data fluency and data analysis, HR and business acumen, research and discovery and storytelling and communication.
The research findings have several practical implications, specifically in recruitment and selection, HR development and HR system alignment.
This study contributes to the evolving HR analytics literature in two ways. First, the study links the role of HR Analysts to human capital theory and the human capital resource framework. Second, it offers a timely and empirically driven competency model for the emerging role of HR Analysts.
The purpose of this paper is to analyze the impact of inbound open innovation and organizational inertia on radical innovation capability (RIC). It also seeks to explore…
The purpose of this paper is to analyze the impact of inbound open innovation and organizational inertia on radical innovation capability (RIC). It also seeks to explore whether the existence of organizational inertia has a moderating effect and influence on the relationship between inbound open innovation and RIC.
In this empirical research, the authors collected sample of patents in smart phone industry over the 2000-2016 period. Then, the authors examined the direct roles of inbound open innovation and organizational inertia, and the moderating role of organizational inertia by using hierarchical regression analysis.
Results found that cognitive inertia (CI) has a positive influence on firms’ RIC, but network inertia (NI) has a negative influence on RIC. CI also has a significant moderating effect on the relationship between inbound open innovation and RIC, but NI only has a significant moderating effect on the relationship between open search breadth and RIC. Inbound open innovation directly affects RIC.
The authors collected the patent data of this study within the single industry and excluded other types of industries. And it may limit the generalization of the findings.
The paper includes implications for adopting an appropriate open search strategy and developing a better understanding of organizational inertia on firms’ radical innovation behavior. The findings suggest future directions to technology intensive industries for improving their RIC.
This study contributes to the relationship between organizational inertia and RIC within the framework of inbound open innovation.