Search results

1 – 10 of 50
Article
Publication date: 7 September 2012

Herman Baert and Natalie Govaerts

With the intention of detecting and describing a series of team learning patterns within a selection of organisations, an extensive exploratory and qualitative research project…

2295

Abstract

Purpose

With the intention of detecting and describing a series of team learning patterns within a selection of organisations, an extensive exploratory and qualitative research project was conducted in seven phases. The study at hand aims to report on the most recent phase, namely eight case studies in the public employment service of Flanders (Belgium) and aims to expand the provisional typology of learning patterns and to explore the strategic relevance of these learning patterns in the light of a strategic human resource development (HRD) policy.

Design/methodology/approach

A qualitative research approach with a multiple case study design served as the methodological base. A total of 22 interviews in eight cases were conducted in the competence centres of the Flemish employment service, what brings the total to 40 cases and 150 interviews.

Findings

Hitherto, five basic learning patterns and 16 variations make up the provisional typology of learning patterns. The strategic relevance of the learning patterns varies with respect to the scope of the developed competences and the degree of orientation to future of the organisation and the career expectations of the employees.

Originality/value

The provisional typology of learning patterns has proven to be useful as a tool for the identification of configurations of workplace learning in teams. The exploration of the strategic relevance provides clues for the alignment of the HRD with the organisational strategy.

Article
Publication date: 22 February 2011

Natalie Govaerts, Eva Kyndt, Filip Dochy and Herman Baert

The aim of this study is to investigate some factors that have an influence on employee retention. Based on the literature and previous research, both employee and organisational…

20762

Abstract

Purpose

The aim of this study is to investigate some factors that have an influence on employee retention. Based on the literature and previous research, both employee and organisational factors are taken into account.

Design/methodology/approach

Data were collected by means of a questionnaire that was distributed on a voluntary basis in professional organisations and among employees, both electronically and in hard‐copy, during 2008‐2009. The study sample consisted of 972 employees, mainly clerks, from diverse profit and social‐profit organisations.

Findings

The results show that when organisations want to retain their employees it is important to pay attention to the learning of employees. Letting people do more and learn more of what they are good at will encourage them to stay with the organisation. Results concerning the selected employee variables show that only age has a significant relationship with retention. Regarding the intention to stay, there exists a positive relationship between age and retention.

Research limitations/implications

A limitation of this study is that both employee as organizational factors are measured through the perceptions of employees. The response set of subjects when responding to self‐report measures could therefore be the result of a temporary mood, or could be the result of what may be considered as socially appropriate by the participants. Another limitation is that the questionnaire was voluntarily completed by the respondents; the researcher had therefore no information about the non‐respondents.

Originality/value

The paper focuses on the factors influencing employee retention.

Details

Journal of Workplace Learning, vol. 23 no. 1
Type: Research Article
ISSN: 1366-5626

Keywords

Content available
Article
Publication date: 22 February 2011

Sara Cervai and Tauno Kekale

343

Abstract

Details

Journal of Workplace Learning, vol. 23 no. 1
Type: Research Article
ISSN: 1366-5626

Content available
Article
Publication date: 7 September 2012

Jian Huang and Henning Salling Olesen

189

Abstract

Details

Journal of Workplace Learning, vol. 24 no. 7/8
Type: Research Article
ISSN: 1366-5626

Article
Publication date: 1 February 1989

E.E. Berns

Menger′s Grundsätze is explored; the Aristotelianbackground of the discourse is probed, as is the problematic image ofMenger sketched in the secondary literature as soon as it is…

Abstract

Menger′s Grundsätze is explored; the Aristotelian background of the discourse is probed, as is the problematic image of Menger sketched in the secondary literature as soon as it is confronted with this Aristotelanism and with the subjective value theory and the motif of time, error and uncertainty. The conflicting elements of this picture are pieced together.

Details

Journal of Economic Studies, vol. 16 no. 2
Type: Research Article
ISSN: 0144-3585

Keywords

Book part
Publication date: 12 September 2022

Hendrik Slabbinck and Adriaan Spruyt

The idea that a significant portion of what consumers do, feel, and think is driven by automatic (or “implicit”) cognitive processes has sparked a wave of interest in the…

Abstract

The idea that a significant portion of what consumers do, feel, and think is driven by automatic (or “implicit”) cognitive processes has sparked a wave of interest in the development of assessment tools that (attempt to) capture cognitive processes under automaticity conditions (also known as “implicit measures”). However, as more and more implicit measures are developed, it is becoming increasingly difficult for consumer scientists and marketing professionals to select the most appropriate tool for a specific research question. We therefore present a systematic overview of the criteria that can be used to evaluate and compare different implicit measures, including their structural characteristics, the extent to which (and the way in which) they qualify as “implicit,” as well as more practical considerations such as ease of implementation and the user experience of the respondents. As an example, we apply these criteria to four implicit measures that are (or have the potential to become) popular in marketing research (i.e., the implicit association test, the evaluative priming task, the affect misattribution procedure, and the propositional evaluation paradigm).

Article
Publication date: 23 March 2020

Hannah Van Borm, Marlot Dhoop, Allien Van Acker and Stijn Baert

The purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender men.

Abstract

Purpose

The purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender men.

Design/methodology/approach

The authors conduct a scenario experiment with final-year business students in which fictitious hiring decisions are made about transgender or cisgender male job candidates. More importantly, these candidates are scored on statements related to theoretical reasons for hiring discrimination given in the literature. The resulting data are analysed using a bivariate analysis. Additionally, a multiple mediation model is run.

Findings

Suggestive evidence is found for co-worker and customer taste-based discrimination, but not for employer taste-based discrimination. In addition, results show that transgender men are perceived as being in worse health, being more autonomous and assertive, and have a lower probability to go on parental leave, compared with cisgender men, revealing evidence for (positive and negative) statistical discrimination.

Social implications

Targeted policy measures are needed given the substantial labour market discrimination against transgender individuals measured in former studies. However, to combat this discrimination effectively, one needs to understand its underlying mechanisms. This study provides the first comprehensive exploration of these mechanisms.

Originality/value

This study innovates in being one of the first to explore the relative empirical importance of dominant (theoretical) explanations for hiring discrimination against transgender men. Thereby, the authors take the logical next step in the literature on labour market discrimination against transgender individuals.

Details

International Journal of Manpower, vol. 41 no. 6
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 1 January 1995

Bert Chapman

The conclusion of the Cold War's U.S.‐Soviet superpower rivalry may have ended the threat of a global nuclear military confrontation involving these powers. It did not, however…

Abstract

The conclusion of the Cold War's U.S.‐Soviet superpower rivalry may have ended the threat of a global nuclear military confrontation involving these powers. It did not, however, result in the termination of international regional conflicts or of military threats to U.S. national security. The collapse of a world political and strategic system ostensibly polarized between two ideologically contrasting superpowers has resulted in the emergence of numerous threats to regional and global order.

Details

Reference Services Review, vol. 23 no. 1
Type: Research Article
ISSN: 0090-7324

Article
Publication date: 13 June 2018

Frank Jan De Graaf

The purpose of this paper is to examine the history of the Dutch cooperative Rabobank to understand how the structure of an organisation determines how individual employees…

Abstract

Purpose

The purpose of this paper is to examine the history of the Dutch cooperative Rabobank to understand how the structure of an organisation determines how individual employees validate norms within that organisation.

Design/methodology/approach

Data over an approximately 10-year period starting 25 years ago are analysed, and the value of relating a historical analysis and narrative approach to ethical and institutional theories in economics and management science is demonstrated.

Findings

Regulation in the banking sector appears to have a strong normative aspect. The choice between state and private ownership is based on ideology. The author argues that the private ownership model was based primarily on an ideology surrounding economic efficiency, but that in fact there are other logics that also promote economic development. This contributes to the understanding of the interaction between sector standards, organisational structures and the values of organisations and individual employees. The structure of an organisation enables key employees to deviate slightly from the organisation’s prevailing norms in response to pressures from the wider environment, and those individuals thereby become symbols of that organisation.

Originality/value

The perspective on management history put forward in this paper enables assessing the distinction between normative notions in institutional environments and the organisation as a whole as represented in its governance structure and narratives that key employees disseminate about the organisation. This in turn helps us to understand the interaction between sector standards, organisational characteristics and values represented by individual employees. The author reveals the strong normative impact of banking regulation in line with an older ideological model focused on economic efficiency rather than market logics and the interests of society.

Details

Journal of Management History, vol. 24 no. 3
Type: Research Article
ISSN: 1751-1348

Keywords

Article
Publication date: 2 July 2018

Hannah Van Borm and Stijn Baert

The purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender women.

2230

Abstract

Purpose

The purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender women.

Design/methodology/approach

The authors conduct a scenario experiment in which fictitious hiring decisions are made about transgender or cisgender female job candidates. In addition, these candidates are scored on statements related to theoretical reasons for hiring discrimination given in the literature. The resulting data are analysed by means of a multiple mediation model.

Findings

The results suggest that prejudices with respect to the health of transgender individuals mediate unfavourable treatment of them. However, this mechanism is compensated by a beneficial perception concerning transgender women’s autonomy and assertiveness.

Social implications

Targeted policy measures are needed given the substantial labour market discrimination against transgender individuals measured in former studies. However, to combat this discrimination effectively, one needs to understand its underlying mechanisms. This study provides a first exploration of these mechanisms.

Originality/value

This study innovates in being the first to explore the relative empirical importance of dominant (theoretical) explanations for hiring discrimination against transgender women. Thereby, the authors take the logical next step in the literature on labour market discrimination against transgender individuals.

Details

International Journal of Manpower, vol. 39 no. 4
Type: Research Article
ISSN: 0143-7720

Keywords

1 – 10 of 50