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1 – 4 of 4Rita Bissola and Barbara Imperatori
This study adopts the popular culture lens to investigate the collective understanding behind the human resources (HR) occupations.
Abstract
Purpose
This study adopts the popular culture lens to investigate the collective understanding behind the human resources (HR) occupations.
Design/methodology/approach
The empirical study analyzes 129 characters from 87 movies, television (TV) series, books and comics. The measurement model was tested using structural equation modeling and cluster analysis identified five HR representations in the popular culture.
Findings
Popular culture reflects five HR representations: The Executor, the Hero, the Buddy, the Bore, and the Good-time person. Results suggest that public opinion pays scarce attention to the so-called HR “strategic position” while underlining the need for a more socially responsible HR approach.
Originality/value
The authors' study serves as a means for integrating past research on HR role and reputation, occupational image, self-identity and popular media. While most scholars have addressed popular culture as a single case and paid almost no attention to the HR domain, this article complements the literature by offering a fruitful way to distil HR summative popular culture representations, thus advocating for both a theoretical and a methodological contribution.
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Haya Al-Dajani, Nupur Pavan Bang, Rodrigo Basco, Andrea Calabrò, Jeremy Chi Yeung Cheng, Eric Clinton, Joshua J. Daspit, Alfredo De Massis, Allan Discua Cruz, Lucia Garcia-Lorenzo, William B. Gartner, Olivier Germain, Silvia Gherardi, Jenny Helin, Miguel Imas, Sarah Jack, Maura McAdam, Miruna Radu-Lefebvre, Paola Rovelli, Malin Tillmar, Mariateresa Torchia, Karen Verduijn and Friederike Welter
This conceptual, multi-voiced paper aims to collectively explore and theorize family entrepreneuring, which is a research stream dedicated to investigating the emergence and…
Abstract
Purpose
This conceptual, multi-voiced paper aims to collectively explore and theorize family entrepreneuring, which is a research stream dedicated to investigating the emergence and becoming of entrepreneurial phenomena in business families and family firms.
Design/methodology/approach
Because of the novelty of this research stream, the authors asked 20 scholars in entrepreneurship and family business to reflect on topics, methods and issues that should be addressed to move this field forward.
Findings
Authors highlight key challenges and point to new research directions for understanding family entrepreneuring in relation to issues such as agency, processualism and context.
Originality/value
This study offers a compilation of multiple perspectives and leverage recent developments in the fields of entrepreneurship and family business to advance research on family entrepreneuring.
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This study aims to investigate the research question: how do women leaders in the professional business services (PBS) sector develop and approach workplace (in)authenticity?
Abstract
Purpose
This study aims to investigate the research question: how do women leaders in the professional business services (PBS) sector develop and approach workplace (in)authenticity?
Design/methodology/approach
Ten senior women leaders in the Midlands region of the UK were purposefully selected and interviewed. A semi-structured approach meant that the author adopted a social constructionist paradigm and feminist interpretation. Questions were designed to elicit rich descriptions from the participants. An inductive thematic analysis was conducted to address the study’s purpose.
Findings
Four themes were important to women when they developed and approached workplace (in)authenticity: (1) Power Structures, (2) Fit to Belong, (3) Influential Femininity and (4) Through Her Evolution. Women described masculine-majority organisations exerting power. They were pressured into altering their behaviours to “fit” into workplaces. When women had the latitude to be themselves, their leadership excelled. Women’s authenticity developed through increased self-knowledge, helping them to overcome workplace challenges. The study concluded that women face complexities when developing and approaching their constructions of authenticity, namely in the barriers and ramifications they face.
Practical implications
The study suggests several implications for practice and theory concerning enablers and barriers to women leaders' workplace authenticity. The link between authenticity and workplace gender equity needs to be investigated.
Originality/value
The study provides evidence that women are challenged when becoming authentic, therefore, altering their careers irrecoverably in some cases.
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Siva Shaangari Seathu Raman, Anthony McDonnell and Matthias Beck
Society is critically dependent on an adequate supply of hospital doctors to ensure optimal health care. Voluntary turnover amongst hospital doctors is, however, an increasing…
Abstract
Purpose
Society is critically dependent on an adequate supply of hospital doctors to ensure optimal health care. Voluntary turnover amongst hospital doctors is, however, an increasing problem for hospitals. The aim of this study was to systematically review the extant academic literature to obtain a comprehensive understanding of the current knowledge base on hospital doctor turnover and retention. In addition to this, we synthesise the most common methodological approaches used before then offering an agenda to guide future research.
Design/methodology/approach
Adopting the PRISMA methodology, we conducted a systematic literature search of four databases, namely CINAHL, MEDLINE, PsycINFO and Web of Science.
Findings
We identified 51 papers that empirically examined hospital doctor turnover and retention. Most of these papers were quantitative, cross-sectional studies focussed on meso-level predictors of doctor turnover.
Research limitations/implications
Selection criteria concentrated on doctors who worked in hospitals, which limited knowledge of one area of the healthcare environment. The review could disregard relevant articles, such as those that discuss the turnover and retention of doctors in other specialities, including general practitioners. Additionally, being limited to peer-reviewed published journals eliminates grey literature such as dissertations, reports and case studies, which may bring impactful results.
Practical implications
Globally, hospital doctor turnover is a prevalent issue that is influenced by a variety of factors. However, a lack of focus on doctors who remain in their job hinders a comprehensive understanding of the issue. Conducting “stay interviews” with doctors could provide valuable insight into what motivates them to remain and what could be done to enhance their work conditions. In addition, hospital management and recruiters should consider aspects of job embeddedness that occur outside of the workplace, such as facilitating connections outside of work. By resolving these concerns, hospitals can retain physicians more effectively and enhance their overall retention efforts.
Social implications
Focussing on the reasons why employees remain with an organisation can have significant social repercussions. When organisations invest in gaining an understanding of what motivates their employees to stay in the job, they are better able to establish a positive work environment that likely to promote employee well-being and job satisfaction. This can result in enhanced job performance, increased productivity and higher employee retention rates, all of which are advantageous to the organisation and its employees.
Originality/value
The review concludes that there has been little consideration of the retention, as opposed to the turnover, of hospital doctors. We argue that more expansive methodological approaches would be useful, with more qualitative approaches likely to be particularly useful. We also call on future researchers to consider focussing further on why doctors remain in posts when so many are leaving.
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