Anne L.L. Tang, Vincent Tung and Tiffany Cheng
This paper aims to examine the relationships between undergraduate management students’ emotional interest (EI) and cognitive interest (CI) in research methods (RMs), the…
Abstract
Purpose
This paper aims to examine the relationships between undergraduate management students’ emotional interest (EI) and cognitive interest (CI) in research methods (RMs), the perceived applicability of RMs to future careers and motivation to study RMs within the Asian higher education context. This draws implications for better pedagogical approaches to motivating them to study RMs.
Design/methodology/approach
A pre–post-semester cohort study design was conducted with 172 undergraduate management students enrolled on an RMs subject by means of a self-administrated online survey using Qualtrics. A total of 170 students responded to the pre-semester survey and 116 students to the post-semester one. The main instrument was adapted from Mazer’s (2012) study interest scale. Regression analysis was applied to investigating the relationship between students’ EI and CI in RMs with perceived applicability of RMs to future careers and their motivation to study RMs.
Findings
The findings have shown that there was a significant relationship between undergraduate management students’ CI and EI and perceived applicability of RMs to future careers and their study motivation towards RMs. The regression model built on the two independent variables of students’ EI in RMs and their perceived applicability of RMs to future careers served to have higher accuracy in predicting their study motivation.
Originality/value
This paper contributes to enriching the conceptual understanding of the conflating influences of undergraduate management students’ intrinsic and extrinsic motivation levels on studying RMs within the Asian higher education context. Practically, this study explores different pedagogical approaches to better motivating students to study RMs.
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Khawla Ali Al Hosani, Anne Rienke van Ewijk and Matloub Hussain
Service levels between public organizations in the United Arab Emirates (UAE) differ and fluctuate. Service levels were found to increase with the level of employee creative…
Abstract
Purpose
Service levels between public organizations in the United Arab Emirates (UAE) differ and fluctuate. Service levels were found to increase with the level of employee creative behavior (ECB), which is currently a focal point in organizational policies by the federal UAE government. While the literature presents an ample array of determinants of ECB, local context typically influences which determinants provide more leverage than others. Therefore, this research aims to present a customized ranking of determinants that enables managers in the UAE public sector to successfully stimulate ECB.
Design/methodology/approach
Through a systematic literature review, this study identified 21 determinants at four different levels and subsequently utilized the analytic hierarchical process (AHP) to map their relative importance. Data were attained from 33 experts: managers and senior employees from different organizations.
Findings
Findings indicate that, overall, the individual level is seen as the most important leverage point to stimulate ECB, followed by the team level. Comparing the determinants under each level, management support (organizational level) is perceived as the most impactful, followed by coworker support (team level), and enhancing creative self-efficacy (individual level).
Originality/value
This study compares obtained levels from other studies with new levels in building the AHP model. These insights guide managers in the UAE public sector who aim to enhance ECB, which will contribute to increased service quality. The study introduced a comprehensive ECB framework of 21 determinants. Even though many ECB studies applied in different countries and industries, but to researchers' knowledge, this is the first ECB study that applied at the UAE's public sector using the AHP model.
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Katarzyna Czernek-Marszałek, Patrycja Klimas, Patrycja Juszczyk and Dagmara Wójcik
Social relationships play an important role in organizational entrepreneurship. They are crucial to entrepreneurs’ decisions because, despite the bleeding-edge technological…
Abstract
Social relationships play an important role in organizational entrepreneurship. They are crucial to entrepreneurs’ decisions because, despite the bleeding-edge technological advancements observed nowadays, entrepreneurs as human beings will always strive to be social. During the COVID-19 pandemic many companies moved activities into the virtual world and as a result offline Social relationships became rarer, but as it turns out, even more valuable, likewise, the inter-organizational cooperation enabling many companies to survive.
This chapter aims to develop knowledge about entrepreneurs’ SR and their links with inter-organizational cooperation. The results of an integrative systematic literature review show that the concept of Social relationships, although often investigated, lacks a clear definition, conceptualization, and operationalization. This chapter revealed a great diversity of definitions for Social relationships, including different scopes of meaning and levels of analysis. The authors identify 10 building blocks and nine sources of entrepreneurs’ Social relationships. The authors offer an original typology of Social relationships using 12 criteria. Interestingly, with regard to building blocks, besides those frequently considered such as trust, reciprocity and commitment, the authors also point to others more rarely and narrowly discussed, such as gratitude, satisfaction and affection. Similarly, the authors discuss the varied scope of sources, including workplace, family/friendship, past relationships, and ethnic or religious bonds. The findings of this study point to a variety of links between Social relationships and inter-organizational cooperation, including their positive and negative influences on one another. These links appear to be extremely dynamic, bi-directional and highly complex.
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Kristine M. Kuhn, Jeroen Meijerink and Anne Keegan
This work examines the intersection between traditional human resource management and the novel employment arrangements of the expanding gig economy. While there is a substantial…
Abstract
This work examines the intersection between traditional human resource management and the novel employment arrangements of the expanding gig economy. While there is a substantial multidisciplinary literature on the digital platform labor phenomenon, it has been largely centered on the experiences of gig workers. As digital labor platforms continue to grow and specialize, more managers, executives, and human resource practitioners will need to make decisions about whether and how to utilize gig workers. Here the authors explore and interrogate the unique features of human resource management (HRM) activities in the context of digital labor platforms. The authors discuss challenges and opportunities regarding (1) HRM in organizations that outsource labor needs to external labor platforms, (2) HRM functions within digital labor platform firms, and (3) HRM policies and practices for organizations that develop their own spin-off digital labor platform. To foster a more nuanced understanding of work in the gig economy, the authors identify common themes across these contexts, highlight knowledge gaps, offer recommendations for future research, and outline pathways for collecting empirical data on HRM in the gig economy.
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Melody L. Wollan, Mary F. Sully de Luque and Marko Grunhagen
This paper suggests that motives for engaging in affiliative‐promotive “helping” extra‐role behavior is related to cross‐cultural differences. The cultural dimensions of in‐group…
Abstract
This paper suggests that motives for engaging in affiliative‐promotive “helping” extra‐role behavior is related to cross‐cultural differences. The cultural dimensions of in‐group collectivism, uncertainty avoidance, performance orientation, and humane orientation, and their differential effect on helping extra‐role behavior in a diverse workforce are examined. Theoretical implications provide guidance for future empirical research in this area, and provide managers with more realistic expectations of employee performance in the workplace.
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Giovanni Anggasta, Iwan Halim Sahputra and Debora Anne Yang Aysia
The objective of this research is to systematically compare two methods of wicking test for evaluating the quality of the non-medical-mask fabric, i.e. its absorbency property at…
Abstract
Purpose
The objective of this research is to systematically compare two methods of wicking test for evaluating the quality of the non-medical-mask fabric, i.e. its absorbency property at various conditions, using a design of experiment approach. This research also evaluates the suitability of several fabrics to be used for non-medical masks.
Design/methodology/approach
Horizontal and vertical wicking tests were selected to evaluate the absorbency property of five fabrics commonly used for the non-medical mask. The tests were performed at three temperatures and using two types of liquid. The design of experiment approach was employed to determine the relationship between the path length of liquid movement in fabric and type of test method, temperature and type of liquid.
Findings
Both vertical and horizontal wicking tests show the same order of fabrics according to their absorbency. The order is cotton twill, local cotton, Japanese cotton, Oxford and Scuba, where the first in the order has the lowest absorbency and the last has the highest absorbency. Based on the analysis of variance (ANOVA), the range of temperature and types of liquid employed in this research do not affect the path length of the liquid movement in the fabric.
Originality/value
This research proposes horizontal and vertical wicking tests as a practical tool to evaluate absorbency property of fabric for the non-medical mask. This research also presents a design of experiment approach to evaluate the effect of the test method, temperature and type of liquid on the path length of the liquid movement in the fabric.
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Daniel Spurk, Annabelle Hofer, Anne Burmeister, Julia Muehlhausen and Judith Volmer
The purpose of this review is to integrate and organize past research findings on affective, normative and continuance occupational commitment (OC) within an integrative framework…
Abstract
Purpose
The purpose of this review is to integrate and organize past research findings on affective, normative and continuance occupational commitment (OC) within an integrative framework based on central life span concepts.
Design/methodology/approach
The authors identified and systematically analyzed 125 empirical articles (including 138 cases) that examined OC with a content valid measure to the here applied definition of OC. These articles provided information on the relationship between OC and four distinct life span concepts: chronological age, career stages, occupational and other life events, and occupational and other life roles. Furthermore, developmental characteristics of OC in terms of construct stability and malleability were reviewed.
Findings
The reviewed literature allowed to draw conclusions about the mentioned life span concepts as antecedents and outcomes of OC. For example, age and tenure is more strongly positively related to continuance OC than to affective and normative OC, nonlinear and moderating influences seem to be relevant in the case of the latter OC types. The authors describe several other findings within the results sections.
Originality/value
OC represents a developmental construct that is influenced by employees’ work- and life-related progress, associated roles, as well as opportunities and demands over their career. Analyzing OC from such a life span perspective provides a new angle on the research topic, explaining inconsistencies in past research and giving recommendation for future studies in terms of dynamic career developmental thinking.
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Damian Tago, Henrik Andersson and Nicolas Treich
This study contributes to the understanding of the health effects of pesticides exposure and of how pesticides have been and should be regulated.
Abstract
Purpose
This study contributes to the understanding of the health effects of pesticides exposure and of how pesticides have been and should be regulated.
Design/methodology/approach
This study presents literature reviews for the period 2000–2013 on (i) the health effects of pesticides and on (ii) preference valuation of health risks related to pesticides, as well as a discussion of the role of benefit-cost analysis applied to pesticide regulatory measures.
Findings
This study indicates that the health literature has focused on individuals with direct exposure to pesticides, i.e. farmers, while the literature on preference valuation has focused on those with indirect exposure, i.e. consumers. The discussion highlights the need to clarify the rationale for regulating pesticides, the role of risk perceptions in benefit-cost analysis, and the importance of inter-disciplinary research in this area.
Originality/value
This study relates findings of different disciplines (health, economics, public policy) regarding pesticides, and identifies gaps for future research.
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Kumar Shalender and Naman Sharma
Purpose: This research aims to provide a conceptual framework that will help organisations address the skill shortages and gaps in their current business model. The study also…
Abstract
Purpose: This research aims to provide a conceptual framework that will help organisations address the skill shortages and gaps in their current business model. The study also aims to fulfil the literature gap by offering three strategies that can help firms across industries in the international arena to upskill and reskill their talent pool.
Design/Methodology/Approach: Using real-world cases and statistics, the research offers a conceptual framework along with the three strategies, that is, revisiting skills requirements, continuous training and development, and partnership across ecosystems for addressing the critical challenge of skill gap and shortage that is prevailing across industries today.
Findings: The findings of the research show that by involving employers, employees, and policymakers, an effective conceptual framework can be made that will help organisations to serve their target customers more effectively and efficiently. The study also results in the formation of three strategies to help the company address the talent shortage and gap in their organisation.
Research Limitations/Implications: The research has wide implications for a variety of stakeholders and especially for the companies, employees, and policymakers. This will prove instrumental in handling the shortcoming of the talents prevailing in today’s business environment.
Originality/Value: The study is unique in offering a framework and giving three operational strategies: revisiting skills requirements, continuous training and development, and partnership across ecosystems for building and managing the talent pool in the company.