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Article
Publication date: 1 June 2004

Kimberly A. Eddleston, David C. Baldridge and John F. Veiga

Although research has uncovered important predictors of managerial career success, the causal relationships between these predictors has not been fully explored. Accordingly, we…

3542

Abstract

Although research has uncovered important predictors of managerial career success, the causal relationships between these predictors has not been fully explored. Accordingly, we propose and test a model that establishes a link between individual differences, salient career‐related beliefs, career enhancing outcomes and managerial career success. Using path analysis, we found that education and career impatience directly affected willingness to relocate and perceived marketability, which in turn led to more promotions offered and greater exposure to powerful networks. Finally, the number of promotions offered directly affected management level, which in turn affected compensation level. With respect to gender differences, we found that beliefs regarding the efficacy of mentoring positively influenced a woman's sense of marketability, and like her male counterpart, exposure to powerful networks. However, we also found that for women managers, unlike men, such exposure did not affect the number of promotions they were offered.

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Journal of Managerial Psychology, vol. 19 no. 4
Type: Research Article
ISSN: 0268-3946

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Book part
Publication date: 20 July 2017

Angela Hall, Stacy Hickox, Jennifer Kuan and Connie Sung

Barriers to employment are a significant issue in the United States and abroad. As civil rights legislation continues to be enforced and as employers seek to diversify their…

Abstract

Barriers to employment are a significant issue in the United States and abroad. As civil rights legislation continues to be enforced and as employers seek to diversify their workplaces, it is incumbent upon the management field to offer insights that address obstacles to work. Although barriers to employment have been addressed in various fields such as psychology and economics, management scholars have addressed this issue in a piecemeal fashion. As such, our review will offer a comprehensive, integrative model of barriers to employment that addresses both individual and organizational perspectives. We will also address societal-level concerns involving these barriers. An integrative perspective is necessary for research to progress in this area because many individuals with barriers to employment face multiple challenges that prevent them from obtaining and maintaining full employment. While the additive, or possibly multiplicative, effect of employment barriers have been acknowledged in related fields like rehabilitation counseling and vocational psychology, the Human Resource Management (HRM) literature has virtually ignored this issue. We discuss suggestions for the reduction or elimination of barriers to employment. We also provide an integrative model of employment barriers that addresses the mutable (amenable to change) nature of some barriers, while acknowledging the less mutable nature of others.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78714-709-6

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Article
Publication date: 7 October 2022

Mukta Kulkarni, David Baldridge and Michele Swift

The provision of accommodation devices is said to aid organizational inclusion of employees with a disability. However, devices that are meant to enable might only partially…

217

Abstract

Purpose

The provision of accommodation devices is said to aid organizational inclusion of employees with a disability. However, devices that are meant to enable might only partially facilitate productivity, independence, and social inclusion if these devices are not accepted by the user's workgroup. The authors outline a conceptual model of accommodation device acceptance through a sociomaterial lens to suggest conditions influencing workgroup device acceptance.

Design/methodology/approach

To build the model, the authors draw upon the sociomateriality and disability literature to frame accommodation devices as experienced in ongoing interactions, representing the goals, feelings, and interpretations of specific workgroups. The authors also unpack attributes of devices—instrumentality, aesthetics, and symbolism—and propose how each of these can pattern social conduct to influence device acceptance. The authors then draw upon the disability literature to identify attributes of workgroups that can be expected to amplify or diminish the effect of device attributes on device acceptance in that workgroup.

Findings

The conceptualization, which the authors illustrate with examples particular to visual impairment, presents implications for who and what serves as a gatekeeper to accommodation device acceptance and thereby workgroup inclusion.

Originality/value

Prior research has focused on conditions under which devices are requested by users or made available by organizations, undergirded by the assumption that devices are well-specified once provided and that they operate relatively predictably when used in various workgroups. The authors focus instead on what happens after the device is provided and highlight the complex and dynamic interaction between an accommodation device and the workgroup, which influences device and user acceptance.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 42 no. 2
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 22 March 2022

Yang Yang, Mukta Kulkarni, David Baldridge and Alison M. Konrad

Persons with disabilities (PWD) are among the largest and most diverse minority groups and among the most disadvantaged in terms of employment. Entrepreneurial pursuit is often…

444

Abstract

Purpose

Persons with disabilities (PWD) are among the largest and most diverse minority groups and among the most disadvantaged in terms of employment. Entrepreneurial pursuit is often advocated as a path toward employment, inclusion, and equality, yet few studies have investigated earning variation among PWD.

Design/methodology/approach

The authors draw on social cognitive career theory (SCCT), and the disability employment and entrepreneurship literature to develop hypotheses about who among PWD are likely to earn more (less) from entrepreneurial pursuits. The authors then conduct analyses on the nationally representative sample of the Canadian Survey on Disability (CSD) by including all PWD engaged in entrepreneurial pursuit, and matching each to an organizationally employed counterpart of the same gender and race and of similar age and disability severity (n ≈ 810).

Findings

Entrepreneurial pursuit has a stronger negative association with the earnings of PWD who experience earlier disability onset ages, those who report more unmet accommodation needs, and those who are female.

Originality/value

First, this study applies SCCT to help bridge the literature on organizational employment barriers for PWD and entrepreneurs with disabilities. Second, we call into question the logic of neoliberalism about entrepreneurship by showing that barriers to organizational employment impact entrepreneurial pursuit decisions and thereby earnings. Third, we extend the understanding of entrepreneurial earnings among PWD by examining understudied disability attributes and demographic attributes. Lastly, this study is among the first to use a matched sample to empirically test the impact of entrepreneurial pursuit on the earnings of PWD.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 41 no. 6
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 15 May 2017

David Baldridge, Alison M. Konrad, Mark E. Moore and Yang Yang

Persons with childhood-onset disabilities are among the most marginalized populations, often unemployed or underemployment in jobs providing neither adequate hours for financial…

425

Abstract

Purpose

Persons with childhood-onset disabilities are among the most marginalized populations, often unemployed or underemployment in jobs providing neither adequate hours for financial self-sufficiency nor fulfillment through skill-utilization. The purpose of this paper is to examine the extent to which social capital in the form of strong ties with family and friends is associated with enhanced employment outcomes for persons with childhood-onset disabilities.

Design/methodology/approach

Questioning the current theoretical consensus that strong social ties are unimportant to employment quality, the authors draw on disability research and opportunity, motivation and ability social capital theory to propose a model of the impact of strong ties with family and friends on paid-work-hours and skill-utilization as well as the potential moderating role of gender and disability severity. The authors then test this model using data from 1,380 people with childhood-onset disabilities and OLS regression analysis.

Findings

As theorized, family-of-origin-size is positively associated with hours worked. Family-of-origin-size is also associated with having more close friends and children. These strong ties, in turn, are positively associated with hours worked. The impact of having more children on hours worked and skill-utilization, however, is positive for men but non-significant for women.

Originality/value

This study breaks new ground by focusing on the association between strong ties with family and friends and employment quality for people with childhood-onset disabilities – a marginalized and understudied group. Findings further indicate the particular vulnerability of women with disabilities.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 36 no. 4
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 7 October 2019

Tachia Chin, Genyi Li, Hao Jiao, Frederick Addo and I.M. Jawahar

Given advances in digitalization and automation, manufacturing employees are facing the increasing threat of being substituted by smart machines and robots. The purpose of this…

2354

Abstract

Purpose

Given advances in digitalization and automation, manufacturing employees are facing the increasing threat of being substituted by smart machines and robots. The purpose of this paper is to propose a framework that explains as well as can be used to study career sustainability of workers in the fast-paced, continuously changing manufacturing landscape.

Design/methodology/approach

After tracing the evolution of manufacturing sector in China, the authors review existing literature on career sustainability and then propose a new framework. The authors then describe two fictive cases and illustrate the applicability of the four-dimensional framework in helping understand the lived experience of objects in these fictive cases.

Findings

The proposed dynamic framework of career sustainability constituted by four intricately interconnected dimensions (i.e. resourceful, flexible, renewable and integrative) is useful in understanding the fictive cases and hopefully will guide future research on career sustainability in manufacturing or similarly fast-past, dynamically changing environments.

Practical implications

The framework of career sustainability facilitates manufacturing employees to accurately evaluate the sustainability of their careers, whereby they can choose to continue, shift or re-orient their career paths during the transitional period toward digitalized manufacturing; it also enlightens employers to think about how to enhance the job security and engagement of workers by helping prolong their careers and re-design their career plans.

Originality/value

This paper proposes a novel yet context-specific framework to understand and study sustainability of careers. In addition to helping us understand how careers evolve during transformational periods, it also offers fruitful avenues for further research.

Details

Career Development International, vol. 24 no. 6
Type: Research Article
ISSN: 1362-0436

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Book part
Publication date: 30 September 2021

Nicolas Tichy and Ingo Weller

The authors review the German voluntary turnover literature and examine how it reflects and extends the overall knowledge of employee turnover. First, the authors describe legal…

Abstract

The authors review the German voluntary turnover literature and examine how it reflects and extends the overall knowledge of employee turnover. First, the authors describe legal, institutional, and cultural influences specific to Germany that may affect voluntary turnover and its relationships with antecedents and outcomes. The authors then explain how research paradigms, which in German turnover research are primarily embedded in sociology and labor economics and to a lesser degree psychology and management, affect the lens by which voluntary turnover is examined. For instance, the variety of research perspectives leads to a variety of research questions, theories, data, and methodological approaches. Using these diverse perspectives, the authors explain how measurement and data quality concerns may hamper the understanding of turnover in cross-country/cross-cultural comparisons. This review further reveals many similarities with US-based turnover research, regarding the theories, methods, and results. The authors also find that turnover levels are, on average, considerably lower in Germany than in Anglo-Saxon labor markets. The authors suggest that the industry structure in Germany, coined by its strong and traditionally organized “Mittelstand” companies, may partly drive these findings. The authors close by identifying several research opportunities, available through advances in technology to improve the matching process, nonstandard work arrangements (such as in the gig economy), and a broader perspective on institutional peculiarities.

Details

Global Talent Retention: Understanding Employee Turnover Around the World
Type: Book
ISBN: 978-1-83909-293-0

Keywords

Available. Open Access. Open Access

Abstract

Collegiality is the modus operandi of universities. Collegiality is central to academic freedom and scientific quality. In this way, collegiality also contributes to the good functioning of universities’ contribution to society and democracy. In this concluding paper of the special issue on collegiality, we summarize the main findings and takeaways from our collective studies. We summarize the main challenges and contestations to collegiality and to universities, but also document lines of resistance, activation, and maintenance. We depict varieties of collegiality and conclude by emphasizing that future research needs to be based on an appreciation of this variation. We argue that it is essential to incorporate such a variation-sensitive perspective into discussions on academic freedom and scientific quality and highlight themes surfaced by the different studies that remain under-explored in extant literature: institutional trust, field-level studies of collegiality, and collegiality and communication. Finally, we offer some remarks on methodological and theoretical implications of this research and conclude by summarizing our research agenda in a list of themes.

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Article
Publication date: 1 March 1989

Kay M. Harman

How the concept of organisational culture was applied to a recentstudy of academic organisations in an Australian university is thethrust of this article. Rather than use the more…

1230

Abstract

How the concept of organisational culture was applied to a recent study of academic organisations in an Australian university is the thrust of this article. Rather than use the more traditional approach of analysing functions and formal structures, the study added a different perspective by applying a cultural framework adapted chiefly from the works of three noted scholars of higher education. It examined academic culture, namely, the symbolic dimension of academic organisation embodying the traditions, myths, rituals, occupational beliefs and values and other forms of expressive symbolism that have grown up about universities and the life and work of academics. Different levels of culture are revealed, bases of conflict and aspects of a common culture are elucidated, their organisational implications are discussed and the value of a cultural perspective is addressed.

Details

Journal of Educational Administration, vol. 27 no. 3
Type: Research Article
ISSN: 0957-8234

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Article
Publication date: 27 April 2010

Chin S. Ou, Fang C. Liu, Yu C. Hung and David C. Yen

The purpose of this paper is to examine the relationships among supply chain management (SCM) practices and their impacts on firm financial and non‐financial performance. This…

7974

Abstract

Purpose

The purpose of this paper is to examine the relationships among supply chain management (SCM) practices and their impacts on firm financial and non‐financial performance. This paper contributes to SCM literature by exploring a structural model connecting the relationships among external customer‐firm‐supplier integration, internal SCM contextual factors, and various dimensions of firm performance.

Design/methodology/approach

In order to understand the interactions between SCM practices and firm performance, this paper considers four internal contextual factors, namely: human resource management, quality data and reporting, design management, and process management. Three levels of firm performance are also examined in this paper, including internal operational performance, external customer satisfaction, and firm financial performance. A structural model was further constructed by integrating external SCM, internal SCM contextual factors, and firm performance. The sample data were collected from Taiwan information‐related industries, where firms are facing increased global competitive pressure and heavily utilize SCM to retain their competitive advantages.

Findings

The results presented in this paper show that external customer‐firm‐supplier relation management positively impacts firm internal contextual factors, which in turn have positive effects on firm performance. This finding suggests that a successful implementation of SCM not only directly improves operational performance, but also indirectly enhances customer satisfaction and financial performance. In addition, higher financial performance is also attributable to better customer value resulting from the achievement of better customer satisfaction.

Originality/value

This paper provides empirical evidence on the relationships among SCM practices and how they affect various levels of firm performance, which in turn, provides strategic insights on the relationship between SCM practices and firm performance.

Details

International Journal of Operations & Production Management, vol. 30 no. 5
Type: Research Article
ISSN: 0144-3577

Keywords

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