Search results

1 – 10 of 204
Article
Publication date: 5 April 2013

Gerard Brekelmans, Rob F. Poell and Kees van Wijk

The aim of this paper is to present an inventory of expert opinions on the factors that influence the participation of registered nurses in continuing professional development…

6373

Abstract

Purpose

The aim of this paper is to present an inventory of expert opinions on the factors that influence the participation of registered nurses in continuing professional development (CPD) activities.

Design/methodology/approach

A Delphi study was conducted among 38 Dutch experts (nursing employers, managers, education institutions, and professional associations). Data collection comprised three rounds: experts completed two consecutive rounds of questionnaires and participated in a discussion meeting.

Findings

Main influencing factors were: a CPD registration system, the attractiveness of the nursing profession, nurses ' identification with the nursing profession, opportunities for workplace learning, the line manager as role model, and attractive education programs.

Research limitations/implications

Being part of a larger study, for the present paper only nursing experts were asked their opinion about shaping CPD for nurses. Further research should bring in the views of nurses themselves and investigate how the wider environment influences CPD participation.

Practical implications

As all stakeholders were found to have their own roles in the CPD process, collaboration among employers, managers, education institutions, and professional associations will be crucial to create a conducive learning climate for nurses. HRD practitioners in healthcare can use the study findings to advise hospitals about implementing the right conditions to support CPD for nurses.

Originality/value

A qualitative study using the Delphi method to discover factors influencing CPD in nursing had not been conducted before. Unlike many studies looking essentially at formal education, the present paper takes into account workplace learning among nurses as well.

Details

European Journal of Training and Development, vol. 37 no. 3
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 1 January 1988

W.S. Siebert

The study is concerned with contrasting and explaining the influence of family background on pay in America and Britain. A particular concern of the study is whether Britain is…

Abstract

The study is concerned with contrasting and explaining the influence of family background on pay in America and Britain. A particular concern of the study is whether Britain is too “difficult” for those without family connections in the business world to become managers.

Details

Management Research News, vol. 11 no. 1/2
Type: Research Article
ISSN: 0140-9174

Keywords

Article
Publication date: 1 December 2005

Martyn Sloman

To highlight the shift from training to learning.

3987

Abstract

Purpose

To highlight the shift from training to learning.

Design/methodology/approach

This was case‐study driven.

Findings

There has been a shift from training to learning.

Practical implications

It is about how the individual learns. The type of training or learning must meet the needs of both the individual and the organization.

Originality/value

This is valuable to trainers, employers, managers and staff.

Details

Development and Learning in Organizations: An International Journal, vol. 19 no. 6
Type: Research Article
ISSN: 1477-7282

Keywords

Book part
Publication date: 30 January 2013

Delma Byrne and Selina McCoy

In an examination of class inequality in education in the Republic of Ireland over the period from the late 1990s to the mid 2000s, this chapter reveals class inequality in…

Abstract

In an examination of class inequality in education in the Republic of Ireland over the period from the late 1990s to the mid 2000s, this chapter reveals class inequality in educational outcomes within social groups as well as across social groups, and places particular attention on the non-manual group. Within this group, a clear distinction can be made between those classified as having an ‘intermediate non-manual’ position and those classified as holding an ‘other (lower) non-manual’ position in terms of their educational performance at secondary education and subsequent access to higher education, which persists over the period. This finding has been revealed by disaggregating the non-manual group into the ‘intermediate non-manual’ and ‘other (lower) non-manual’ groups, a practice that has not been used by analysts in the past in the Irish context. In this chapter, we engage with theories of class which offer a framework for understanding educational inequality and in particular, why members of the same social class groups experience different educational outcomes.

Details

Class and Stratification Analysis
Type: Book
ISBN: 978-1-78190-537-1

Keywords

Article
Publication date: 17 May 2022

Jane Parker, James Arrowsmith, Amanda Young-Hauser, Darrin Hodgetts, Stuart Colin Carr, Jarrod Haar and Siatu Alefaio-Tugia

The study maps workplace stakeholders’ perceptions of living wage (LW) impacts in New Zealand. Empirical findings inform an inaugural model of LW impacts and contingent factors at…

Abstract

Purpose

The study maps workplace stakeholders’ perceptions of living wage (LW) impacts in New Zealand. Empirical findings inform an inaugural model of LW impacts and contingent factors at individual, organisation, sector/industry and national levels.

Design/methodology/approach

Data from a national employee survey, semi-structured interviews with business sector representatives, and staff in two LW organisation cases were subjected to thematic content analysis.

Findings

Informants emphasised anticipated LW impacts amid complex workplace and regulatory dynamics. Employers/managers stressed its cost effects. However, employees, human resource (HR) advocates and other LW proponents highlighted employee “investment” impacts that improve worker productivity and societal circumstances.

Research limitations/implications

This study highlights the need for further context-sensitive LW analysis. An initial model of LW impacts provides a framework for comparative and longitudinal work in other national contexts.

Practical implications

The proposed model categorises perceived LW effects and can inform policy development. Findings also stress a need for cross-agency initiatives to address LW concerns, including a key role for HR.

Social implications

The findings highlight perceptions of a LW impacting within and beyond the workplace. Whilst higher-quality management is seen to encourage better-informed decisions about “going living wage”, a LW's positive socio-economic impacts require multi-lateral initiatives, suggesting that those initiatives are is part of wider obligations for policy makers to encourage decent living standards.

Originality/value

This study provides a much-needed and inaugural focus on the intertwined workplace and wider impacts of a LW, extending extant econometric analyses. The paper also synthesizes different data sources to develop an inaugural, context-sensitive model of perceived LW effects.

Details

Personnel Review, vol. 52 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 1 February 1998

Jenni Gilleard

Trainers are no longer mere providers of activities; their role is increasingly to add value to organizational learning as the foundation for future competitiveness. However some…

3471

Abstract

Trainers are no longer mere providers of activities; their role is increasingly to add value to organizational learning as the foundation for future competitiveness. However some trainers may feel inadequately empowered to do so. This paper considers how the attitudes, feelings, and experiences of three trainers affected their role of change‐maker, within one particular training program. These issues were explored through a questionnaire completed at the end of the delivery cycle. The results suggest more account of trainers’ belief systems may be necessary if change management objectives are to be credibly and consistently achieved. As such employers, managers, and peers, as well as the individual all have a part to play in enabling trainer empowerment as a bedrock for organizational change‐making, but strategies must take account of the cultural environment within which the organization is located.

Details

Empowerment in Organizations, vol. 6 no. 1
Type: Research Article
ISSN: 0968-4891

Keywords

Article
Publication date: 1 August 2005

Frank Mueller and Chris Carter

This paper aims to present a detailed examination of the relationship and debate between realist understandings of HRM, on the one hand, and discourse‐based notions of HRM, on the…

3133

Abstract

Purpose

This paper aims to present a detailed examination of the relationship and debate between realist understandings of HRM, on the one hand, and discourse‐based notions of HRM, on the other. The objective is to provide a basis for a possible debate between these, seemingly contradictory, perspectives.

Design/methodology/approach

The paper argues that these perspectives can be integrated if one adopts a perspective that overcomes this dualism by thinking of HRM as a “project” where speech acts and non‐linguistic forms of action are seen as interdependent. The paper uses interview extracts in order to illustrate how the HRM Project gets constituted but also resisted in the context of a post‐privatisation electricity company.

Findings

This paper is predicated on the notion that the discourse of HRM is closely intertwined with the shift in power relations between employers, managers, employees and trade unions from the early 1980s onwards. In order to capture the broader context of the discourse it is suggested that the notion of an “HRM Project” includes not only language but also practices, boundary‐spanning linkages, and external agents such as regulators and financial institutions.

Originality/value

Builds on the notion of discourse as a strategic resource.

Details

Journal of Organizational Change Management, vol. 18 no. 4
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 23 November 2012

Graham Durcan

Around 90 per cent of offenders have a mental health problem, personality disorder or addiction, and most have two or more such problems. One of the most effective ways of…

322

Abstract

Purpose

Around 90 per cent of offenders have a mental health problem, personality disorder or addiction, and most have two or more such problems. One of the most effective ways of preventing reoffending and improving the life chances of an offender is through achieving and maintaining employment, however very few people leaving prison will have employment on release from prison. This paper aims to focus on these issues.

Design/methodology/approach

The paper describes an investigation conducted by the Centre for Mental Health into employment opportunities for offenders with mental health problems on release from prison.

Findings

The investigation revealed that, although offenders with mental health problems are less likely than other prisoners to be included in employment programmes, evidenced‐based approaches such as individual placement and support offer huge potential. The investigation identified five principles for employment programmes supporting this group: employers should play an instrumental role in creating opportunities; recruitment should be pragmatic, based on attitude and “character” rather than qualifications or health status; support should be offered to employees and their employers/managers for as long as they need it; opportunities for “pre‐ employment” and “in work” skills development should be linked to real employment opportunities; and criminal justice and other statutory agencies should facilitate effective pathways to real work and skills development.

Practical implications

There is a need to develop more employment programmes for offenders with mental health problems that incorporate evidenced‐based approaches such as individual placement and support, and a number of key principles identified in this investigation.

Originality/value

The investigation that this paper describes is the first to consider as its main focus evidence‐based employment interventions for people with mental health problems leaving prison or engaged with other parts of the criminal justice system.

Details

Mental Health and Social Inclusion, vol. 16 no. 4
Type: Research Article
ISSN: 2042-8308

Keywords

Article
Publication date: 9 July 2020

Yasuhiro Kotera, Michelle Van Laethem and Remi Ohshima

The primary purpose of this descriptive study was to compare the levels of, and relationships among mental health problems, mental health shame, self-compassion, work engagement…

2457

Abstract

Purpose

The primary purpose of this descriptive study was to compare the levels of, and relationships among mental health problems, mental health shame, self-compassion, work engagement and work motivation between workers in Japan (collectivistic and success-driven culture) and the Netherlands (individualistic and quality-oriented culture).

Design/methodology/approach

A cross-sectional design, where convenience samples of 165 Japanese and 160 Dutch workers completed self-report measures about mental health problems, shame, self-compassion, engagement and motivation, was used. Welch t-tests, correlation and regression analyses were conducted to compare (1) the levels of these variables, (2) relationships among these variables and (3) predictors of mental health problems, between the two groups.

Findings

Dutch workers had higher levels of mental health problems, work engagement and intrinsic motivation, and lower levels of shame and amotivation than Japanese workers. Mental health problems were associated with shame in both samples. Mental health problems were negatively predicted by self-compassion in Japanese, and by work engagement in Dutch employees.

Originality/value

The novelty of this study relates to exploring differences in work mental health between those two culturally contrasting countries. Our findings highlight potential cultural differences such as survey responding (Japanese acquiescent responding vs Dutch self-enhancement) and cultural emphases (Japanese shame vs Dutch quality of life). Job crafting, mindfulness and enhancing ikigai (meaningfulness in life) may be helpful to protect mental health in these workers, relating to self-compassion and work engagement. Findings from this study would be particularly useful to employers, managers and staff in human resources who work with cross-cultural workforce.

Details

Cross Cultural & Strategic Management, vol. 27 no. 3
Type: Research Article
ISSN: 2059-5794

Keywords

Article
Publication date: 7 September 2023

Murat Atalay and Umut Dağıstan

Just as the Covid-19 pandemic has hit all areas of life, it has also hit the working life. Towards the end of the pandemic period, the concept of quiet quitting entered people's…

1758

Abstract

Purpose

Just as the Covid-19 pandemic has hit all areas of life, it has also hit the working life. Towards the end of the pandemic period, the concept of quiet quitting entered people's lives. The phenomenon of quiet quitting has been introduced as a brand new concept in the mainstream media and social media in general. The primary objective of this study is to investigate and define the emerging phenomenon of quiet quitting. Furthermore, this study aims to compare this novel phenomenon with other established theoretical approaches in the field of management.

Design/methodology/approach

This review study specifically examines the concept of quiet quitting, aiming to gain a deeper understanding of this phenomenon.

Findings

Contrary to popular belief, the phenomenon of “quiet quitting” is not a recent or trendy occurrence. Instead, it has persisted for numerous years and is intertwined with various theories such as motivation, commitment, engagement and social exchange theory.

Practical implications

This study provides employers, managers, HR practitioners with recommendations on how to address the employee's quiet quitting behavior.

Originality/value

This study represents a pioneering work that explores an uncharted territory, the phenomenon of quiet quitting. The authors demonstrated and relate the historical processes of management theories to the phenomenon of quiet quitting, which is a concept that appears to lack roots.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

1 – 10 of 204