Search results

Describes a case research study into how knowledge workers adopt telework as an alternative work arrangement. It reports how knowledge workers in two New Zealand organisations organise their workload to take advantage of the information and Internet technology available to them in their work and home environments. The findings of the study indicate that knowledge workers are inclined to use home‐based teleworking as an adjunct to the work done during normal business hours. Their preference is still to work at the office for most of their work time. Discusses the implications of the findings for practice and research.

The focus of this chapter is upon workplace coaching, one of the deepest forms of communication where true understanding is formed between two people in rich dialogue.

Two domains of personal learning are presented: the inner theatre, which includes multi-source feedback, and the outer theatre, which includes action-learning projects (Callan & Latemore, 2008).

Two transformative learning strategies are considered in detail: the therapeutic metaphor (Atkinson, 1995) and the intensive journal (Progoff, 1992). Four case studies are then examined where clients engage in transformative change.

The chapter concludes with cautions for the professional coach and insists that coaching needs to be deeply respectful. Authentic coaches facilitate change with their clients, not to do things to them.

In this paper, the authors investigate and celebrate the contributions that qualitative research has made to Career Development International (CDI) and careers scholarship over the past 25 years. The authors highlight the positive impact of understanding the “lived/emic experiences” of individual career actors using qualitative research designs and identify areas for future research.

The authors employ multiple approaches in their investigation. The authors’ enquiry is part conceptual, part critical analysis and part bibliometric visualisation of qualitative papers published in CDI.

The authors identify the underlying ontological and epistemological assumptions of qualitative research, and the key tenets and contributions of qualitative research published in CDI. Their bibliometric analysis shows the interrelatedness and frequency of topics addressed by qualitative research and published in CDI, revealing areas for further research. While identifying some of the key criteria for rigor in qualitative research, the authors also engage with emerging calls to avoid rigid templates in how qualitative research is designed and implemented. In this regard, authors echo calls for “methodological bricolage” as an approach to qualitative research in the study of careers.

This is the first bibliographic and visual analysis of qualitative research published in a single journal. The authors offer this investigation as a way of looking back and as an invitation looking forward, encouraging further qualitative research in anticipation of future theoretical developments in career scholarship.

This paper unifies previous research literature on employee participation in continuous improvement (CI) activities through the development and validation of a conceptual model. The purpose of this model is to illustrate how organizational drivers foster organizational and individual enablers which, in turn, strengthen employee participation in CI. The article also discusses the results and managerial implications.

Firstly, the article introduces the main variables affecting employee participation in CI, looking at the different possible relationships proposed in existing literature. In accordance with the Kaye and Anderson (1999) framework, these variables are categorized into organizational drivers, organizational and individual enablers and individual outcomes. Based on these categories, a model was put forward and empirically validated using data collected from three Spanish companies (n = 483) and using partial least squares structural equations modelling (PLS–SEM).

A model was put forward, proposing PIRK systems (power, information, rewards, knowledge) as the main organizational driver of employee participation in CI activities. PIRK impacts positively on social influence (organizational enabler), self-efficacy and job satisfaction (individual enablers). These enablers, together with employee intention of participating, help determine employee participation in CI activities.

Organizations with CI programmes should develop systems based on employee empowerment, information, rewards and knowledge in order to foster their self-efficacy and seek out a culture where social influence may help to improve job satisfaction. By suitably managing these organizational drivers, managers can help to further develop certain organizational and individual enablers responsible for fostering employee participation in CI activities.

By unifying different behavioural and CI-related frameworks, this paper carries out an in-depth study into the process of fostering employee participation as the key aspect in helping organizations sustain CI programmes. This paper shows the importance of managing PIRK organizational drivers as levers in the process of developing certain organizational and individual enablers, which are responsible for enhancing employee participation in CI.

The objective of this paper was to identify and analyze barriers to hiring persons with disabilities from the perspective of employers and persons with disabilities.

A scoping review was used to evaluate both evidence and grey literature. An integrative analysis was employed to explicate the most salient macro and meso level barriers that limit the hiring of persons with disabilities.

A total of 38 articles from 6,480 evidence literature and 19 documents from grey literature were included in data extraction. Barriers included: negative attitudes in society, by employers and coworkers (macro and meso); workplace barriers (meso) were about lack of employer knowledge of performance skill and capacity of persons with disabilities, and the lack of awareness of disability and the management of disability-related issues in hiring and retention; and service delivery system barriers (macro) were focused on the lack of integration of services and policies to promote hiring and retention.

Knowledge gained furthers the understanding of the breadth of social, workplace and service delivery system obstacles that restrict the entry into the labor marker for persons with disabilities.

Barriers to employment for persons with disabilities at the macro and meso level are evident in the literature and they remain persistent over time despite best efforts to promote inclusion. Findings in this review point to the need for more specific critical research on the persistence of social, workplace and service delivery system barriers as well as the need for pragmatic approaches to change through partnering and development of targeted information to support employers in hiring and employing persons with disabilities.

The purpose of this paper is to identify the main motivations that influence readers to read newspapers, and, to analyse their influence on the level of perceived substitutability between digital and traditional channels in the newspaper business.

First, qualitative studies were carried out which allowed reader motivations to be identified and the hypotheses to be established. Subsequently an online survey was applied to a representative sample of users. The scales were validated and refined, after which the hypotheses were tested by way of a structural equation model.

Results confirm that readers motivated by aspects related mainly to differential attributes of the internet versus traditional channels perceive them both as information conduits and not as substitutive products. Meanwhile, motivations that could be satisfied through both channels positively affect the level of perceived substitutability between digital and traditional newspapers. Nevertheless, readers prefer reading a newspaper in the physical medium, for entertainment.

This is one of the first studies that analyses reader behaviour on the part of the internet press readership. In this sense it provides a significant contribution because it studies reader goals from a global perspective and analyses the substitutability perceived by users. Also, the research presents some key managerial implications for multi‐channel distribution. In fact, the offer of the digital channel should provide substantially different features from that of the printed newspaper in such a way that the two products are differentiated and closely fit the preferences of different consumer groups.

The purpose of this paper is explain how the advent of the internet not only affects the way in which newspapers work, but also has an impact on readers' behavior. This research seeks to identify the readers' motivations as the key determinants of the attitude towards digital newspapers, and to analyse their impact on that attitude.

Qualitative studies are necessary to identify the motivations and establish the hypotheses, and a survey is applied to a representative sample of users. The scales are validated and refined, after which the hypotheses are tested by way of a structural equation model.

The results confirm the existence of positive significant relationships between motivations related to the knowledge of current news, search for specific information and search for updated news, with the favourable attitude to digital newspapers. However, entertainment as a motivation for reading impacts negatively on the readers' attitude. Also, habit as a motivation is more and more positively associated with the attitude towards the digital press.

The main motivations that influence the attitude to the new electronic dailies should be considered by the management with the aim of differentiating the digital channel. Thus, it could be possible to calm some fears re the cannibalism between digital and traditional channels in the journalistic sector. Accordingly this research points out that the knowledge of readers' needs and motivations could be a starting‐point for developing marketing strategies.

The research is one of the first studies that analyses internet user behavior on the part of press readership and employs the uses and gratifications theory for the journalistic business.

This chapter assesses how gender and disability status intersect to shape employment and earnings outcomes for working-age adults in the United States.

The research pools five years of data from the 2010–2015 Current Population Survey to compare employment and earnings outcomes for men and women with different types of physical and cognitive disabilities to those who specifically report work-limiting disabilities.

The findings show that people with different types of limitations, including those not specific to work, experienced large disparities in employment and earnings and these outcomes also varied for men and women. The multiplicative effects of gender and disability on labor market outcomes led to a hierarchy of disadvantage where women with cognitive or multiple disabilities experienced the lowest employment rates and earnings levels. However, within groups, disability presented the strongest negative effects for men, which created a smaller gender wage gap among people with disabilities.

This chapter provides quantitative evidence for the multiplicative effects of gender and disability status on employment and earnings. It further extends an intersectional framework by highlighting the gendered aspects of the ways in which different disabilities shape labor market inequalities. Considering multiple intersecting statuses demonstrates how the interaction between disability type and gender produce distinct labor market outcomes.

Every employee embodies manifestations of every demographic that attach to him or her different minority and majority statuses at the same time. As these statuses are often related to organizational hierarchies, employees frequently hold positions of dominance and subordination at the same time. Thus, a given individual’s coping strategies (or coping behavior) in terms of minority stress due to organizational processes of hierarchization, marginalization, and discrimination, are very often a simultaneous coping in terms of more than one demographic. Research on minority stress mostly focuses on single demographics representing only single facets of workforce diversity. By integrating the demographics of age, disability status, nationality, ethnicity, race, sexual orientation, and religion into one framework, the intersectional model proposed in this chapter broadens the perspective on minorities and related minority stress in the workplace. It is shown that coping with minority stress because of one demographic must always be interpreted in relation to the other demographics. The manifestation of one demographic can limit or broaden one’s coping resources for coping with minority stress because of another dimension. Thus, the manifestation of one demographic can determine the coping opportunities and coping behavior one applies to situations because of the minority status of another demographic. This coping behavior can include disclosure decisions about invisible demographics. Therefore, organizational interventions aiming to create a supportive workplace environment and equal opportunities for every employee (e.g., diversity management approaches) should include more demographics instead of focusing only on few.

The study aimed to investigate how Israelis and Palestinians, Jews and others from around the world present their views on boycott, divestment and sanctions (BDS) and the Palestinian Academic and Cultural Boycott of Israel (PACBI). The quality of discourse was examined along with the implications of the rhetoric for social-justice and conflict resolution frameworks.

This qualitative study analyzed 257 texts (newspaper articles, opinion pieces, YouTube videos, emails. Facebook posts, Twitter tweets, campaigns and websites) for content and quality of discourse and for their implications for social-justice and conflict resolution work.

Most texts divided into those in favor of the boycott and those opposed. The content was also polarized − most pro-BDS texts saw Israel as a settler-colonial enterprise, and emphasized issues of social-justice, whereas opponents perceived Israel as a legitimate nation and were skeptical of the human rights angle. The main types of discourse discerned included: ethnocentric talk, attack and intellectual discussion, regardless of national/ethnic origin of the writer or stance toward the boycott.

Different types of texts were analyzed, which did not always fit easily into the discourse categories. Because this was the first study of its kind and looked at limited years, results should be approached with this in mind.

The rhetoric leaves little place for dialogue between those in favor and those opposed. Specific suggestions for combining social-justice work and conflict resolution work are offered.

BDS discourse in its present form hampers finding a solution to the conflict and abuse of Palestinian rights. A new approach is needed to try to resolve these issues.

Because there are few systematic studies on BDS, this article provides insight into how people discuss the strategy and how it connects to frameworks for resolving conflicts.