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This chapter explores the nature of disengagement and the role played by emotions while disentangling the overlapping theories and definitions of both engagement and…
This chapter explores the nature of disengagement and the role played by emotions while disentangling the overlapping theories and definitions of both engagement and disengagement. We carried out two related studies exploring engagement and disengagement in 10 large UK public and private sector organisations. Both studies used an interpretive approach involving 75 managers and employees. The chapter suggests that emotions play a mediating role in the process of disengagement and the emotional reaction involved provides a distinction to being ‘not engaged’. It highlights the confusion that different approaches bring to distinguishing engagement and disengagement from other job attitudes.
This chapter explores the effect of service employees’ trait authenticity on customer satisfaction as mediated by work engagement, surface acting, and perceived…
This chapter explores the effect of service employees’ trait authenticity on customer satisfaction as mediated by work engagement, surface acting, and perceived authenticity. Data were collected from service employee–customer dyads. The results indicate that employees’ work engagement and surface acting mediate the effect of trait authenticity on customers’ satisfaction and perception of authenticity. Trait authenticity is positively related to work engagement and negatively related to surface acting. Evidence that authenticity is desirable in service roles suggests that organizations should consider this characteristic as a significant factor in selection and placement of service employees.
Business leaders can face unique challenges in attracting, retaining, and developing an engaged workforce in today's global organizations. However, insights can be…
Business leaders can face unique challenges in attracting, retaining, and developing an engaged workforce in today's global organizations. However, insights can be provided by examining a firm's Employee Value Proposition (EVP) as seen by employees, as well as carefully exploring drivers of employee engagement to equip executives and managers to overcome these challenges. This chapter uses results from Valtera's Annual Global Employee Survey to highlight the potential for leveraging survey data, analyzed at the country level, to best align and tune their human capital strategy and programs to operations and labor markets around the world. Examples of unique EVP profiles and key drivers of engagement from six countries in Asia, Europe, and Latin America are provided to illustrate important differences organizations need to consider in optimizing their approach to global human capital management.
Using semantic differential ratings of evaluation, potency and activity of American and German undergraduates, I will test the general hypothesis that if both cultures…
Using semantic differential ratings of evaluation, potency and activity of American and German undergraduates, I will test the general hypothesis that if both cultures agree on the sexual‐ erotic denotation of sentiments, sentiments will differ disproportional in their affective representations. It will be demonstrated that there is an interconnection of role‐identities and emotions. Affective representation between sexual role‐ identities differs in German and American culture. Emotions associated with sexual‐erotic role‐identities have a deviant and violent quality for Americans. The same role‐identities associate with emotions of impression and passion for German subjects.
Heterogeneous employee preferences may encumber employers' attempts to standardize expatriate compensation packages. The purpose of this paper is to outline an empirical…
Heterogeneous employee preferences may encumber employers' attempts to standardize expatriate compensation packages. The purpose of this paper is to outline an empirical approach that informs employers about their employees' preferences concerning an international assignment.
Utility theory and conjoint measurement techniques are applied. Employees, it is argued, derive utility from the multiple characteristics of the assignment in terms of working conditions, career prospects, and living conditions. Employees perceive that utility relative to their country‐specific status quo. Such preferences may be measured with conjoint analysis.
To illustrate the methodology, German and Spanish employees in one company were given the scenario of an assignment in the USA. Measured preferences, though partly heterogeneous, were systematically related to the home country's institutional and cultural environment (societal effect).
More countries should be included in future studies. Studies of this kind may be related to the concepts of institutional and cultural distance.
Based on these findings, worldwide policies and procedures on expatriate compensation packages may be formulated to strike a better balance between standardization and the needs of a heterogeneous global workforce.
The paper presents a first systematic model of the preferences that guide the employee decision to accept or decline an international assignment, and it illustrates how these preferences can be measured.
The development in the German-speaking countries of International Management (IM) as an academic discipline is analyzed both from a research-oriented and an institutional…
The development in the German-speaking countries of International Management (IM) as an academic discipline is analyzed both from a research-oriented and an institutional standpoint. This development is characterized by a relatively long run-up after early beginnings in the 1920s and a steep jump during the past 15–20 years. Business Administration and Strategic Management rather than Economics have influenced the IM field which is now an established subject in its own right. The resulting discipline is well on its way to overcoming an alleged “black hole-image” of international isolation on the part of German-speaking countries’ scholars.
The purpose of this paper is to examine the challenges faced by an Australian accounting academic, R. J. Chambers, in the 1950s, in breaking into the accounting research…
The purpose of this paper is to examine the challenges faced by an Australian accounting academic, R. J. Chambers, in the 1950s, in breaking into the accounting research community, at that time, almost entirely located in the USA and the UK. For academics outside the networks of accounting research publication in these countries, there were significant, but not insurmountable obstacles to conducting and publishing accounting research. We examine how these obstacles could be overcome, using the notion of “trials of strength” to trace the efforts of Chambers in wrestling with intellectual issues arising from post-war inflation, acquiring accounting literature from abroad and publishing his endeavours.
The article uses actor-network theory to provide an analytical structure for a “counter-narrative” history firmly grounded in the archives.
Documents from the R. J. Chambers Archive at the University of Sydney form the empirical basis for a narrative that portrays accounting research as a diverse process driven as much by circumstances – such as geographical location, access to accounting literature and personal connections – as the merits of the intellectual arguments.
Although the historical details are specific to the case being studied, the article provides insights into the challenges faced by researchers on the outside of international research networks in achieving recognition and in participating in academic debates.
The findings of this article can provide guidance and inspiration to accounting researchers attempting to participate in wider academic communities.
The article uses documents from perhaps the most extensive archive relating to an individual accounting academic. It examines the process of academic research in accounting in terms of the material context in which such research takes place, whereas most discussions have focussed on the underlying ideas and concepts, abstracted from the context in which they emerge.
The information technology (IT) sector has gained prominence since 1990. However, studies on the human resource management (HRM) policies and practices of multinational…
The information technology (IT) sector has gained prominence since 1990. However, studies on the human resource management (HRM) policies and practices of multinational corporations (MNCs) have been few and far between. In this paper we study the Indian IT sector using both qualitative and quantitative approaches. For the quantitative research design, we used structured measurement tools developed by the Global HRM Project. Data were collected from 36 IT MNCs of Indian and foreign origin (U.S. and European) located in Bangalore and Hyderabad in India. We tested four hypotheses that were verified using the Mann–Whitney test of mean rank. We assessed the flow of HRM practices and the differences in HR practices between Indian and foreign MNCs. For the qualitative design we used an unstructured approach to gather secondary data sources and used anecdotal data gathered over a decade through our interactions with the Indian IT industry. We used the narrative style to show past and current Indian business culture, level of technology, and implications for foreign direct investment in the Indian IT sector. We state two qualitative hypotheses for this part of the research study. We find the current business culture and level of technology of Indian IT MNCs moderately similar to those of foreign MNCs, and more so U.S. MNCs. We find no differences between Indian and foreign MNCs in HRM practices. We assume that the unexpected similarity in international human resource management (IHRM) practices is probably due to: (1) the nature of information technology, (2) closing levels of R&D between Indian and foreign MNCs, and (3) similar business cultures of Indian and foreign MNCs. IT-intensive global organizations are likely get a step closer to global IHRM standardization.
This paper analyzes the careers of 230 professional judges in the German labor court system. Judges who are promoted early for the first time – “fast starters” – are more likely to be promoted for the second time. Fast starters, however, do not achieve a second promotion earlier – there is no evidence of a fast career track. Furthermore, judges who publish scientific books or papers are more likely to be promoted for the second time. Hence, careers neither are random nor do they follow bureaucratic criteria such as seniority. They can be understood as the outcome of a succession of tournaments for promotion that sustains career prospects both for “fast starters” and for “late bloomers”. Implications for judicial incentives and the quality of matching of judges with judicial offices are inferred.
This paper was written to show that what has come to be called the social model of disability appeared as the primary analytical framework in research published by…
This paper was written to show that what has come to be called the social model of disability appeared as the primary analytical framework in research published by sociologists in the 1960s and 1970s. Although the name and constructs of the model have changed over the years, its roots are clearly present in the earlier sociological literature. The author looked for evidence of these roots.
The paper’s findings are based on a literature review and synthesis. For illustrative purposes, four publications were selected as case examples.
All of the components of the social model – locus of the problem in society, activism as a solution, and consumer control – appeared in the earlier literature. In addition, these studies conducted in the 1970s and earlier distinguished between the individual and social model, although they used different terminology.
Researchers need to go beyond simple electronic literature searches in order to find books and articles written prior to 1980. Otherwise, they may be “reinventing the wheel.”
Most recent literature in disability studies acknowledges a debt to the social model theorists of the 1990s. This paper suggests that their debt extends back much further and that the social model is part of a long tradition of sociological thinking.