Search results

This paper explores the themes and implications, concerning the role of the supervisor as a facilitator of knowledge sharing in teams. After describing the strategic context for devolving human resource responsibilities to line managers, the paper defines and discusses the line manager/supervisor role. The barriers to learning in the workplace are considered. It is suggested that supervisors, through their devolved responsibility for people (which, by implication, includes learning and development) have an influence as facilitators promoting knowledge sharing within their teams. The paper examines whether the supervisor's intervention as a facilitator, could provide the important link leading to the sharing of individual and collective tacit knowledge in teams.

This study aims to explore barriers and pathways to a whole-institution governance of sustainability within the working structures of universities.

This paper draws on multi-year interviews and hierarchical structure analysis of ten universities in Canada, the USA, Australia, Hong Kong, South Africa, Brazil, the UK and The Netherlands. The paper addresses existing literature that championed further integration between the two organizational sides of universities (academic and operations) and suggests approaches for better embedding sustainability into four primary domains of activity (education, research, campus operations and community engagement).

This research found that effective sustainability governance needs to recognise and reconcile distinct cultures, diverging accountability structures and contrasting manifestations of central-coordination and distributed-agency approaches characteristic of the university’s operational and academic activities. The positionality of actors appointed to lead institution-wide embedding influenced which domain received most attention. The paper concludes that a whole-institution approach would require significant tailoring and adjustments on both the operational and academic sides to be successful.

Based on a review of sustainability activities at ten universities around the world, this paper provides a detailed analysis of the governance implications of integrating sustainability into the four domains of university activity. It discusses how best to work across the operational/academic divide and suggests principles for adopting a whole institution approach to sustainability.

As human resource management (HRM) and knowledge management are still new areas of research, if we assume the co‐existence of strategic integration, and devolution of HRM responsibilities to line managers, then we can see that an organisation's strategic intent could be to maximise the contribution of employee's knowledge and skills, through creating competitive advantage by utilising human capital. The challenge of “capturing” employee's tacit knowledge, to facilitate its transfer into organisational competence for today's organisations remains paramount. Competitive business pressures are leading to streamlined organisational structures, flatter management layers, adoption of team‐working processes and employee empowerment, which offers line managers a key role in contributing to strategic HRM outcomes by encouraging knowledge sharing in teams. Reviews and discusses the impact of such devolved HR responsibilities on the role of line managers. Intends to: explore the role of line managers facilitating creation and transfer of tacit knowledge in teams; summarise barriers concerning the transfer of tacit knowledge between individuals and teams; and finally outline the importance of developing line managers as facilitators. Aims to construct an agenda outlining future research in this field.

This paper explores the importance of enhancing the facilitation skills of line managers at a supervisory level, and suggests that they can then promote a positive learning environment for informal learning within their work teams. Supervisors are important to their firms, because they are at the interface between the organisation and its work teams. The paper proposes that supervisors who are effective facilitators will utilise their own learning and interpersonal skills to encourage informal learning opportunities through knowledge‐sharing in their work teams, thus improving the team’s performance. The ideas outlined in the paper are intended to make a contribution to a discussion which advances a conceptual argument, and will form the basis of future empirical research.

The purpose of this paper is to further critique diversity management initiatives, underpinned by a “business case/best practice” rationale, drawing on a wider investigation into changing recruitment practices aimed at increasing the gender diversity within information technology, electronics and computing (ITEC) organizations.

Based on the premise that human resource management practices are an essential lever in a diversity management approach this paper revisits organizational accounts of recruitment initiatives adopted, but presented through a more critical lens than in the initial investigation. These accounts were gathered from interviews with human resources (HR) and hiring managers in 18 organizations (12 private, and six public, sector).

These refer to two specific recruitment initiatives introduced with the assumption that these would enable organizations to build a more gender diverse workforce: revisiting job requirements to make them more appealing/accessible to women and the adoption of competency frameworks, assumed to be “gender neutral”.

In providing further insights into the limitations of diversity “business case/best practice” change, supported by accounts of organizational practices drawn from a specific industry sector, it is hoped that this will provide a reflective lens for those in positions to influence policies aimed at addressing issues of gender inequality.

Drawing on the concept of “ideological cover” this paper offers an alternative theoretical lens from which to critique the underpinning rationale and assumptions held about recruitment practices, thus questioning organizational claims that these are “gender neutral”.

Many hospitality programs have developed their own career and placement services to assist students in job searching efforts. The purpose of this paper is to identify factors that are important for the success of career and placement services offered by hospitality programs, from the industry's perspectives.

Data were collected through an online survey from hospitality recruiters and human resources managers. Descriptive statistics were applied for the data analysis.

Internship requirement was found to be the most important factor for the success of career services, followed by faculty industry experience and quality of student preparation for job/internship interviews. These were followed by reputation of the program and quality of educational curriculum and courses taught.

The important implications drawn in this paper could assist hospitality schools to allocate limited resources to help create excellent career and placement services.

Cookery has been identified as an occupation with skills shortages, at least in the developed world. There is currently a dearth of research into the cookery labour market, its occupational culture and characteristics. This paper seeks to address this issue.

The study utilised a tracking approach to collate and investigate aspects of electronically‐listed job advertisements for cookery‐related vacancies in Australia's northern state of Queensland. Content analysis of advertised employment vacancies has previously been utilised as a method in tourism and hospitality research.

The findings support the proposition that industry demand exceeds labour supply. Moreover, the content analysis of the vacancies' characteristics suggest that a range of job advertisement details, including remuneration, is infrequently supplied.

The study was limited in scope to cookery‐related vacancies and to those advertised for Queensland. Accounting for vacancy duplications and consequential vacancies were the two key analytical challenges. Future research with refined instruments and more generalisable samples is invited.

The study reveals that the increased electronicisation of information facilitates both the collection and generation of labour market research.

The purpose of this paper is to comprehensively identify and synthesize the mental health care provided through diverse community schools implemented in the USA.

Using PubMed, community school model websites and Google Search, we identified 21 community school models that publicly reported outcomes and conducted full review of these models. The authors also conducted e-mail and telephone communication with ten program directors and evaluators to gain insights into successes and lessons learned through implementing community school models based on community partnership.

Provision of mental health care though community schools leads to reducing school suspensions, disciplinary referrals, problem presentation, and risk behaviors, and improving school grades, personal responsibility, future aspiration, and family engagement.

Developing standardized outcome measure for the evaluation of mental health care provided through community school models is important to establish evidence that leads policymakers and practitioners into action. Information toolbox to guide mental health administrators and practitioners about future funding and partnership mechanisms for successful implementation and sustained mental health care through community school models can be useful.

This systematic literature review provides insights into the current practice and future direction in the provision and evaluation of mental health care through community school models and addresses concrete research and practical implications to guide mental health professionals.

LOCAL history achieved academic respectability in 1947 with the establishment of the Department of Local History at the University of Leicester. No longer need the local historian feel ashamed of his craft or regard himself as a writer of footnotes to another's history.

In this paper, the authors propose and empirically test an integrated model which investigates the relationship between POS-E (perceived organizational support for the environment) and employee outcomes, which are employee eco-initiatives (the first category of OCBE), employee psychological capital and alienation. Meaningful work as a mediator between POS-E and employee outcomes was also investigated.

The study utilized a survey method to empirically test the hypothesized relationships on a sample of 303 respondents. For testing, Confirmatory factor analysis for the proposed and alternative models, Structural Equation Modeling (SEM) based on software AMOS, version 20.0 was used. This was to ensure validity and construct distinctiveness among the variables in the study and to evaluate the fit of the hypothesized measurement model in comparison to several alternate models. To estimate the effects of meaningful work (as a mediator) on the association between POS-E and eco-initiatives, psychological capital and alienation, the authors administered Sobel test.

The present research augments the contemporary research on environmental sustainability and employee outcomes by further developing the emerging constructs of perceived organizational support of the environment (POS-E) and organized citizenship behavior toward the environment (OCBE), which is measured by eco-initiatives. The results imply that POS-E is positively associated with eco-initiatives and employee psychological capital and is negatively associated with alienation. The findings further suggest that meaningful work mediates the association between POS-E and all the outcome variables which are: employee-eco-initiatives, psychological capital and alienation.

The findings confirm the desired direction of research and accomplished the research objective of the study. As the consequences of POS-E imply immense value for all stakeholders, decision-makers must also reflect on the means of enhancing employees' understanding. Further, it is imperative, that the organization supports their environmental goals and values, and their green engagement.

Results of the present study exhibit wide practical inferences for the managers. HR managers need to organize the passion for green behavior and work on intrinsic drivers of employee green engagement to let it sustain over a period of time. As society gradually expects increased organizational contributions towards environmental sustainability, this paper indicates that those employees who get an opportunity to act in coordination with environmental objectives will engage in eco-initiatives, exhibit higher psychological capital, and be less likely to feel alienated. The results imply that leaders should examine a diversity of probable interventions to enhance POS-E in order to gain from the initial rise in perceived meaningful work, employee eco-initiatives, increased psychological capital and reduced alienation. These interventions may lead to higher passion for sustainability and green behavior.

Further, this work supports the work of Toffel and Schendler (2013), whose study states that organizations should market their environment and climate initiatives, climate activism, such that customers and suppliers appreciate their leadership, and understands what matters. This work supports the work of Turaga et al. (2010), whose study states that for pro-environment behavior, environment passion is an intrinsic behavior which is needed (see Afsar et al., 2016). The current study enhances the need to trigger employee's sense of pro-environment passion at work place for significant results.

This is a pioneer study, in India which confirms and extends the construct of POS-E using Social Exchange theory as an underpinning theory. We found that POS-E was linked with previously untested employee consequences, like employee eco-initiatives and psychological capital and that it was negatively associated with alienation. Our study confirmed mediator variable to be meaningful work in the relationship between POS-E and psychological capital, alienation and eco-initiatives