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1 – 10 of 11
Article
Publication date: 1 December 2004

Shannon L.L. Lloyd and Charmine E.J. Härtel

International human resource management (IHRM) is becoming increasingly fundamental to organisational success, as globalisation forces demand organisations to design and implement…

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Abstract

International human resource management (IHRM) is becoming increasingly fundamental to organisational success, as globalisation forces demand organisations to design and implement a global strategy. One of the most critical choices faced by IHRM practitioners is whether and when an organisation should adapt its human resource policies and practices to the local context (localisation). A typology of International Human Resource Management Orientations (IHRMO) that clarifies what IHRMO’s are and what they entail is developed from a review of the literature on localisation and globalisation, convergence and divergence and Perlmutter’s management typology. Additionally, two theoretical models are developed that predict which IHRM orientation identified in the typology should be adopted. The article takes a step towards elucidating effective IHRM strategy and practice decision‐making by showing that culture and institutional pressures, amongst other tings, do make a difference.

Details

Cross Cultural Management: An International Journal, vol. 11 no. 4
Type: Research Article
ISSN: 1352-7606

Keywords

Open Access
Book part
Publication date: 6 May 2019

Mitch Blair, Mariana Miranda Autran Sampaio, Michael Rigby and Denise Alexander

The Models of Child Health Appraised (MOCHA) project identified the different models of primary care that exist for children, examined the particular attributes that might be…

Abstract

The Models of Child Health Appraised (MOCHA) project identified the different models of primary care that exist for children, examined the particular attributes that might be different from those directed at adults and considered how these models might be appraised. The project took the multiple and interrelated dimensions of primary care and simplified them into a conceptual framework for appraisal. A general description of the models in existence in all 30 countries of the EU and EEA countries, focusing on lead practitioner, financial and regulatory and service provision classifications, was created. We then used the WHO ‘building blocks’ for high-performing health systems as a starting point for identifying a good system for children. The building blocks encompass safe and good quality services from an educated and empowered workforce, providing good data systems, access to all necessary medical products, prevention and treatments, and a service that is adequately financed and well led. An extensive search of the literature failed to identify a suitable appraisal framework for MOCHA, because none of the frameworks focused on child primary care in its own right. This led the research team to devise an alternative conceptualisation, at the heart of which is the core theme of child centricity and ecology, and the need to focus on delivery to the child through the life course. The MOCHA model also focuses on the primary care team and the societal and environmental context of the primary care system.

Details

Issues and Opportunities in Primary Health Care for Children in Europe
Type: Book
ISBN: 978-1-78973-354-9

Keywords

Article
Publication date: 1 April 1986

Robert Goffee and Richard Scase

The manager was once depicted as the “organisation man”. Managers, it was claimed, regarded their work and careers as central life interests around which other activities and…

Abstract

The manager was once depicted as the “organisation man”. Managers, it was claimed, regarded their work and careers as central life interests around which other activities and relationships were structured. If families and friends were not entirely neglected, they were nonetheless, regarded as secondary to career progress. Within organisations, managers were seen as the creators, custodians and, in career terms, the prime beneficiaries of hierarchical authority structures. If corporate expansion and economic growth during the 1950s and 60s underpinned this view, contraction and recession in the 70s and 80s have begun to undermine it.

Details

Personnel Review, vol. 15 no. 4
Type: Research Article
ISSN: 0048-3486

Article
Publication date: 1 March 2000

Thomas N. Garavan, Patrick Gunnigle and Michael Morley

Addresses some of the key debates within the HRD literature and considers the extent to which HRD can be described as a field of study. The paper addresses the issues raised in…

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Abstract

Addresses some of the key debates within the HRD literature and considers the extent to which HRD can be described as a field of study. The paper addresses the issues raised in the contributions that make up this special issue and identifies a broad range of methodologies and use of research methods. It argues that all of the contributions fit into at least one theoretical perspective: capabilities, psychological contacts and the learning organization/organizational learning. The paper concludes with a consideration of the prescriptions which the perspectives advocate for HRD in organizations.

Details

Journal of European Industrial Training, vol. 24 no. 2/3/4
Type: Research Article
ISSN: 0309-0590

Keywords

Article
Publication date: 1 March 1985

Nigel Holden

In October 1982 I was invited to teach Japanese to the managing director of a high‐tech company based in the North West of England. It meant in fact devising a specific 40‐hour…

Abstract

In October 1982 I was invited to teach Japanese to the managing director of a high‐tech company based in the North West of England. It meant in fact devising a specific 40‐hour course for him from scratch at the Manchester Business School. There were a number of reasons for this necessity. First, there was not (nor is there still) a satisfactory short introductory course on Japanese which caters for businessmen, secondly, Japanese was, in my opinion, not a language that readily lends itself to the so‐called direct method of tuition: hence I had to invent a way of teaching it so that the managing director — I will call him Ted — gained insights into the nature of Japanese as a decidedly non‐European human communication system|2|; further, I had to take account of Ted's own relationships with his agent and his customers in Japan. A final consideration was this: I could scarcely speak a word of Japanese myself!

Details

Journal of European Industrial Training, vol. 9 no. 3
Type: Research Article
ISSN: 0309-0590

Article
Publication date: 25 July 2023

Adnan Fateh, Muhammad Zia Aslam and Fakhar Shahzad

The purpose of the study was to determine the relationship between personal mastery orientation and employee creativity through internalized extrinsic motivation (identified…

Abstract

Purpose

The purpose of the study was to determine the relationship between personal mastery orientation and employee creativity through internalized extrinsic motivation (identified regulation) and intrinsic motivation while testing job complexity as a boundary condition.

Design/methodology/approach

The authors tested this study model using a cross-sectional design with a sample of (N = 361). The study population was software developers from across different cities of Pakistan. Respondents were asked to rate themselves on creative behavior. Partial least square structural equation (PLS-SEM) and PROCESS macro were used for data analysis.

Findings

The results of the study confirm that personal mastery orientation positively affects employee creativity. Furthermore, both identified regulation and intrinsic motivation mediate the relationship between personal mastery and employee creativity. Job complexity was shown to moderate the direct relationship between personal mastery, identified regulation and intrinsic motivation such that for higher job complexity levels, the relationship between personal mastery and both types of motivation (identified and intrinsic) becomes stronger. The authors confirm that the indirect relationship between personal mastery and employee creativity through identified regulation was contingent upon job complexity level. In comparison, the indirect relationship between personal mastery and employee creativity through intrinsic motivation is not contingent upon the level of job complexity.

Research limitations/implications

There are a few limitations to the authors' study. The current study is based on a cross-sectional design; therefore, this is of limited causal value. The authors suggest the studies examining similar relations to this study model use a longitudinal design. The incumbent of the job reports creative behavior; therefore, this is susceptible to common method bias (CMB). A peer-reported or supervisor-reported creative behavior should be used to eliminate the CMB in future studies.

Practical implications

The authors' study provides valuable input in identifying the complex mechanism through which creative behavior is induced involving individual personality disposition, job attributes and various types of motivations. In this study, the authors tried to reveal the mechanism through which personal mastery orientation predicts creative behavior. In the authors' endeavor of testing the motivational paths through which personal mastery orientation predicts creative behavior, the authors confirmed the efficacy of autonomous-complex motivation based on the self-determination framework. The authors' findings add to the evidence of the importance of intrinsic motivation in inducing creative behavior and recommend that the researcher should not ignore intrinsic motivation when exploring the effectiveness of extrinsic motivation.

Originality/value

The study's findings strengthen the argument of the continuum-like structure of the motivation types under self-determination theory(SDT). The authors argued that intrinsic motivation is a relatively stable type of motivation when creative behavior is involved and is not contingent upon the job attributes. These findings add to the evidence that intrinsic motivation is stable compared to extrinsic motivation. Another important contribution of this study is that the authors identified a boundary condition for the internalized extrinsic motivation when serving as creativity predicting mechanism and ruled the presence of a conditional effect when intrinsic motivation is involved.

Details

Kybernetes, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0368-492X

Keywords

Article
Publication date: 28 February 2020

Pamela Lockhart, Nusrat Khan Shahani and Ramudu Bhanugopan

The purpose of this paper is to examine the impact of high-performance human resource management practices (HPHRMPs) on organisational citizenship behaviour (OCB) and the…

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Abstract

Purpose

The purpose of this paper is to examine the impact of high-performance human resource management practices (HPHRMPs) on organisational citizenship behaviour (OCB) and the influences of national culture (NC) and organisational culture (OC) on this relationship.

Design/methodology/approach

Using a self-administered survey, data were collected from a sample of 420 public sector employees. The hypotheses were tested using structural equation modeling and hierarchical regression analysis.

Findings

The findings of this study offer new insights into the ability to improve OCB through greater consideration of NC and OC in the design of HPHRMP. The results indicated that NC fully mediates the relationship between HPHRMP and OCB, whilst OC has a partial mediating influence.

Research limitations/implications

HPHRMP includes a wide variety of functional areas; however, this study has only examined three (reward management, performance appraisal and promotion practices) and contributes to understanding the importance of institutional theory in HRM.

Practical implications

This study highlights the need for HR professionals to ensure that they consider the impact of cultural differences (national and organisational) on how these HR practices will be perceived by employees.

Originality/value

The present study seeks to extend research into the link between cultural context and HPHRMP and posits that culture plays a crucial role in this relationship.

Details

International Journal of Manpower, vol. 41 no. 8
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 1 April 1994

Abraham B. Shani and Martin Rogberg

Quality programmes have become an increasingly popular arena fororganizational and managerial practice. Some attribute this growingfocus to the notion that quality programmes are…

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Abstract

Quality programmes have become an increasingly popular arena for organizational and managerial practice. Some attribute this growing focus to the notion that quality programmes are, and will be, key competitive determinants of the 1990s. Yet, relatively little scientific knowledge can be found in the literature. Reviews and summarizes nine quality programmes. The comparative review of the studies supports the notion that while diverse visions, guiding philosophies, and implementation practices are utilized, the key features that seem fundamental to quality programmes are their strategic character and structural configuration. Identifies and discusses directions for future research.

Article
Publication date: 19 May 2020

Tauchid Komara Yuda

Political analyses of the East Asian welfare state development often stress the importance of the power resource model, in which vibrant coalitions between the leftist party…

Abstract

Purpose

Political analyses of the East Asian welfare state development often stress the importance of the power resource model, in which vibrant coalitions between the leftist party, interest groups, civil society and working-class unions have become driving factors in producing generous welfare outcomes. Challenging such analyses, this article discusses the convergence of the political attitude between political actors who are increasingly homogeneous (supportive) when it comes to the universal welfare state notion by focussing on childcare in South Korea.

Design/methodology/approach

By using desk review of the peer-reviewed literature and reports, this article investigates the causation for why political parties with different political ideologies were keen on extending childcare programs and its outcome in addressing the existing demographic problems in Korea.

Findings

Although the collective movement, especially in the 1990s and 2000s, had given important contributions to the early development of childcare in South Korea, more breakthroughs in childcare features were precisely and rapidly developed after politicians from different spectrums of political affiliations converged in their supportive attitude of the universal welfare. The driving factors of political convergence itself are not merely due to electoral competition or political activism; furthermore, it can be linked to the increased global institution involvement in domestic policy with extensive permeability, which, have ruined domestic policy development maintained for ideological reasoning and bring in more popular policy setting.

Originality/value

This article contributes to the growing literature on the political aspect of East Asian social policy studies, which goes beyond the traditional power resource analysis and makes a novel contribution to the childcare policy studies.

Details

International Journal of Sociology and Social Policy, vol. 40 no. 7/8
Type: Research Article
ISSN: 0144-333X

Keywords

Article
Publication date: 14 May 2009

Jessica Li, Gary Brake, Angeline Champion, Tony Fuller, Sandy Gabel and Lori Hatcher‐Busch

The purpose of this paper is to examine how knowledge management systems have been used by the studied organizations to improve knowledge accessibility and knowledge sharing in…

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Abstract

Purpose

The purpose of this paper is to examine how knowledge management systems have been used by the studied organizations to improve knowledge accessibility and knowledge sharing in order to increase workplace learning.

Design/methodology/approach

The study relies on a qualitative multisite case study method. Data were obtained from five organizations at a southern state in the USA. Multiple interviews, onsite observation, and documentation analyses were conducted at each studied organization. Data analysis used open coding and thematic analysis. Results were triangulated based on multiple data sources.

Findings

The findings revealed that the learning environment of an organization is important for workplace learning. All studied organizations share a need for a conversion of tacit to explicit knowledge in order to facilitate effective informal learning in the workplace. This research concludes that engineering the learning environment through effective knowledge management should be a cohesive effort of the entire organization and demands congruent support from all levels of the organization.

Originality/value

The study expands the understanding of issues related to workplace learning through knowledge accessibility in both business and academic settings. To improve workplace learning, one should not just stipulate technology interventions; other factors, such as the organization's design, work design, and the culture/vision of the organization, all play important roles in the creation of a learning organization that will induce informal learning in the workplace.

Details

Journal of Workplace Learning, vol. 21 no. 4
Type: Research Article
ISSN: 1366-5626

Keywords

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