Search results
1 – 10 of over 5000Dilek G. Yunlu, Hong Ren, Katherine Mohler Fodchuk and Margaret Shaffer
The purpose of this paper is to propose a model that examines the influences of expatriate community relationship building behaviors on community embeddedness and community…
Abstract
Purpose
The purpose of this paper is to propose a model that examines the influences of expatriate community relationship building behaviors on community embeddedness and community embeddedness on expatriate retention cognitions. The authors further investigate the moderating role of organizational identification.
Design/methodology/approach
Survey data from 127 expatriates in the USA were collected and analyzed. The authors used multiple (moderator) hierarchical regression analyses to test the hypotheses. In addition, simple slopes analyses were conducted to further understand the interaction effects.
Findings
The results demonstrate that community relationship building behaviors positively influence expatriate community embeddedness, and the latter is associated with stronger retention cognitions. In addition, the paper finds that, for individuals who have lower levels of organizational identification, community embeddedness is particularly important.
Research limitations/implications
This study is based on cross-sectional and self-report data, which limits the ability to draw definitive conclusions about causality. Thus, more multi-source and longitudinal data from different expatriate populations would increase the validity and the generalizability of findings. The theory and empirical evidence indicate the importance of community embeddedness, particularly when organizational identification is low, for expatriates’ retention cognitions.
Practical implications
This study examines the important role of community relationship building behaviors on community embeddedness, and the role of community embeddedness in expatriates’ intention to stay.
Originality/value
This paper integrates the unique view of personal resources associated with different social contexts (i.e. community and organizational contexts) in expatriate studies.
Details
Keywords
While many studies have focussed on web site stickiness, little is known about the antecedents of blog stickiness such as visit duration and user retention. How demographic…
Abstract
Purpose
While many studies have focussed on web site stickiness, little is known about the antecedents of blog stickiness such as visit duration and user retention. How demographic differences affect the antecedents of blog stickiness is another research question. Based on social cognitive theory, the IS success model and individual differences theory, this study aims to explore blog quality, the need for cognition, and social influence as the antecedents of blog stickiness.
Design/methodology/approach
The subjects of this study were users who had blog reading experience. The structural equation modelling (SEM) approach was used to evaluate the research model.
Findings
After surveying 231 blog users, the results demonstrate that content is still king in the blog environment. Social influence affects the duration of visits to a blog, but not the retention to the blog. Female readers are mainly interested in content, while males are more interested in system quality and social influence. While blog veterans or heavy users care about content and social influence, blog “newbies” care about context and system quality. Students and non‐students also have different antecedents of blog stickiness.
Originality/value
This study increases understanding of blog stickiness and suggests avenues for future research.
Kathryn Gow, Chantelle Warren, David Anthony and Connie Hinschen
In response to both the increasing concern of the declining rates of apprentices and the limited research in this area, the purpose of this paper is to investigate the individual…
Abstract
Purpose
In response to both the increasing concern of the declining rates of apprentices and the limited research in this area, the purpose of this paper is to investigate the individual processes involved in apprentices' decisions to remain in their apprenticeship.
Design/methodology/approach
Specifically, five individual domains were investigated: motivation style (intrinsic and extrinsic motivation); coping style (emotion‐focused and problem‐focused); apprentice experiences (satisfaction, work conditions, expectations, formal training and recognition); financial responsibility; and demographic factors (age, geographic location, education/training and organisational tenure). Three measures were used to assess these five domains: the work preference inventory, the brief cope and the apprentice experience questionnaire. A total of 326 male participants were recruited from Victoria and Queensland.
Findings
Logistic regression was performed to determine if motivation style, coping style, apprentice experiences and demographic factors could predict thoughts towards remaining in an apprenticeship. A Chi‐square test was conducted to determine if financial responsibility had an impact on thoughts towards remaining in a trade. Overall results suggested that intrinsic motivation, satisfaction, working conditions and geographic location could predict apprentices' thoughts towards staying in an apprenticeship.
Research limitations/implications
The results can only be generalised to those who were currently undertaking an apprenticeship and not those who had already left. Furthermore, the outcome variable in this study was “thoughts towards quitting” and not actual quitting per se; however, social desirability effects may have influenced the responses somewhat.
Originality/value
By utilising this data, educators and employers alike could now be one step closer to retaining the much‐needed apprentices of Australia and it may be that other countries such as Germany, India, France, Turkey, the USA, and the UK may pool informational research resources to counter the global downturn in apprentices' availability.
Details
Keywords
Christopher Richardson and Hsin-Wei Wong
Existing studies on expatriate academics (EAs) are primarily set in advanced-country settings, thus overlooking the EA experience in developing and emerging markets. With this in…
Abstract
Purpose
Existing studies on expatriate academics (EAs) are primarily set in advanced-country settings, thus overlooking the EA experience in developing and emerging markets. With this in mind, the purpose of this paper is to investigate the motivating factors behind EAs taking up jobs in Malaysia, and their adjustment and retention experiences in their host country.
Design/methodology/approach
The authors conducted semi-structured interviews with 17 EAs working in four public universities in Malaysia.
Findings
Among the chief motivating factors for expatriation were familiarity with the country, the perceived desirable cultural/religious environment, and favourable research environment. Adjustment-wise, there was something of a mixed experience, with most adjusting well socially, but many citing disappointment with work. Such sentiment has contributed to reducing retention plans among several of the respondents.
Originality/value
The study explores the EA experience in the context of an emerging market. At present much of the literature focuses on EAs working in advanced economies. This paper indicates that the motivation, adjustment, and retention cognition of EAs in emerging markets may not be entirely consistent with what previous studies have suggested.
Details
Keywords
David A Harrison, Margaret A Shaffer and Purnima Bhaskar-Shrinivas
We review 25 years of research on expatriate experiences concentrating on expatriate adjustment as a central construct, and relying on a general stressor-stress-strain framework…
Abstract
We review 25 years of research on expatriate experiences concentrating on expatriate adjustment as a central construct, and relying on a general stressor-stress-strain framework. First, we consider who expatriates are, why their experiences differ from domestic employees, and what adjustment is. Conceptualizing (mal)adjustment in terms of stress, we next review the stressors and strains associated with it. Consolidating the wide range of antecedents (anticipatory and in-country) that have been studied to date, we note major patterns of effects and their implications for how HR managers can facilitate adjustment. Although relatively less research has focused on the consequences of adjustment, enough evidence exists to establish a bottom-line impact of poor adjustment on performance. To stimulate future efforts to understand the experiences of expatriates, we discuss the challenges and opportunities of continuing down this road of research.
Doo Hun Lim, Dae Seok Chai, Sunyoung Park and Min Young Doo
Although the field of neuroscience has evolved dramatically, little research has attempted to conceptualize the impact of neuroscience on the field of human resource development…
Abstract
Purpose
Although the field of neuroscience has evolved dramatically, little research has attempted to conceptualize the impact of neuroscience on the field of human resource development (HRD). The purpose of this study is an integrative review of the influential relationship between neuroscience and workplace learning including applicable implications for HRD research and practice.
Design/methodology/approach
By reviewing 93 studies on neuroscience and brain-based learning published between 1995 and 2017, the authors synthesized their findings.
Findings
This study discusses the basic concepts of neuroscience such as the structure and functions of the brain, neuroscientific findings about memory and cognition, the effect of neural transmitters on memory and cognition and the neuroscience of learning. This study also illustrates brain-based learning styles affecting learning and describes various neuroscientific learning principles and models that can be applied to practical planning and the delivery of workplace learning and HRD activities.
Originality/value
This study concludes with brain-based learning principles called neuroscientism compared with traditional learning theories. It also includes several brain-based learning cases from workplace settings and implications for future research and further HRD practices.
Details
Keywords
Each of the four objectives can be applied within the military training environment. Military training often requires that soldiers achieve specific levels of performance or…
Abstract
Each of the four objectives can be applied within the military training environment. Military training often requires that soldiers achieve specific levels of performance or proficiency in each phase of training. For example, training courses impose entrance and graduation criteria, and awards are given for excellence in military performance. Frequently, training devices, training media, and training evaluators or observers also directly support the need to diagnose performance strengths and weaknesses. Training measures may be used as indices of performance, and to indicate the need for additional or remedial training.
Noor e Sahar, Dahlia Zawawi, Nor Siah Jaharuddin and Munir A. Abbasi
This study aims to use stewardship theory to investigate the effect of responsible leadership (RL) on organisational citizenship behaviour for the environment (OCBE) through the…
Abstract
Purpose
This study aims to use stewardship theory to investigate the effect of responsible leadership (RL) on organisational citizenship behaviour for the environment (OCBE) through the mediatory role of environmental corporate social responsibility (ECSR).
Design/methodology/approach
Data was collected from a sample of 224 individuals employed in the manufacturing sector of Pakistan. The study used partial least squares structural equation modelling to estimate the relationships within the model.
Findings
The findings indicate that RL positively impacts OCBE, and ECSR is a partial mediator that mediates the relationship between RL and OCBE.
Practical implications
This research offers novel perspectives for organisational leaders, highlighting the significance of RL quality for instilling OCBE among the employees of manufacturing sectors. Organisational leaders must prioritise ECSR in their CSR initiatives.
Originality/value
This study’s novelty lies in confirming the mediating role of ECSR to drive the positive impact of RL on OCBE through stewardship theory.
Details