Two New I.C.I. Directors G. K. HAMPSHIRE, chairman of Imperial Chemical Industries Ltd.'s general chemical division, and DR. J. S. GOURLAY, chairman of the paints division, have…
Abstract
Two New I.C.I. Directors G. K. HAMPSHIRE, chairman of Imperial Chemical Industries Ltd.'s general chemical division, and DR. J. S. GOURLAY, chairman of the paints division, have been appointed to the board of I.C.I.
THE phenomenon of curling of systems comprising colloids such as cellulose nitrate, deposited on non‐rigid substrates such as paper or fabric, has been known for nearly a century…
Abstract
THE phenomenon of curling of systems comprising colloids such as cellulose nitrate, deposited on non‐rigid substrates such as paper or fabric, has been known for nearly a century. There is, however, no indication in the literature of any attempt to correlate this behaviour with, for example, the phenomenon of the bending of plates. The present investigation presents certain analogies, which enable us to interpret much of the behaviour of these colloid systems on substrates.
Rick Holden and Victoria Harte
If a key purpose of higher education is the development of students into ”critical lifelong learners” then first destination employment for graduates choosing…
Abstract
If a key purpose of higher education is the development of students into ”critical lifelong learners” then first destination employment for graduates choosing professionally‐oriented careers provides the initial ”testing ground” for its application/practice through ongoing “professional development“. It is principally the workplace that provides the context in which the graduate must now learn and develop. At the heart of the issue is ”professional learning” yet the processes and the complexities of this in respect of new graduates remain unresearched and problematic. The paper reports on the development and design of an exploratory study addressing new graduate engagement with professional development in order to find more adequate ways to conceptualise this process and sharpen the research agenda. It seeks to generate discussion and feedback to assist the further progress of the research project.
Details
Keywords
Jean Woodall, William Scott‐Jackson, Timothy Newham and Melanie Gurney
The purpose of this paper is to explore and describe how the decision to outsource human resources was made by 12 large and five small organisations.
Abstract
Purpose
The purpose of this paper is to explore and describe how the decision to outsource human resources was made by 12 large and five small organisations.
Design/methodology/approach
Desk research and key informant interviews with senior HR staff who lead the decision to outsource human resources in a purposive sample of organisations identified through an initial search of the professional literature and nomination by an expert panel.
Findings
The research identifies a number of drivers that lead organisations to consider outsourcing their HR. In large organisations cost considerations are dominant, but other factors arise out of the organisational history and context, and very often, senior managers from outside the HR function are very influential. For most organisations, paradoxically, the decision to outsource appears not to be made on the basis of a thorough analysis of costs, with consequences for the quality of HR service offered to line managers, and also for the career paths and skill sets required from HR staff.
Research limitations/implications
This study focuses upon the perceptions and experiences of senior HR managers, but excludes the perceptions and experiences of all staff employed in the HR function. Also, while the use of a qualitative research design makes it possible to uncover the individual perceptions and motivations of the key informants in the sample, there are obvious limitations in respect of statistical generalisation.
Practical implications
The findings relate mainly to the future shape of the HR function in organisations where HR activity is outsourced, with consequent implications for the skill sets and career paths for HR professionals.
Originality/value
The views of HR directors and senior managers have provided a valuable insight into the strategic decision to outsource HR activity and will be of interest to those involved in the same field.
Details
Keywords
Daniel A. Verreault and MaryAnne Hyland
To communicate the development and results of strategic human resource management (HRM) research to the audit research community in order to stimulate audit research specific to…
Abstract
Purpose
To communicate the development and results of strategic human resource management (HRM) research to the audit research community in order to stimulate audit research specific to HRM audits.
Design/methodology/approach
Prior research that served as impetus for this paper is discussed. The findings of other studies are presented to make a case for the business impact of strategic human resource management practices.
Findings
Studies on the competitive environment of firms, theoretical development in HRM, empirical work on the link between HRM practice and firm performance, and emerging models based on intellectual capital, suggest that there are compelling reasons for internal audit to devote substantial resources to the evaluation of strategic risk in HRM audits.
Research limitations/implications
The literature is still developing. The literature presented here is not an exhaustive list and does not include all findings, but rather what we perceive to be the most important findings.
Practical implications
Both “high performance work systems” and “strategic fit” should guide internal audit in planning, designing audit programs, and executing strategic audits of human resources consistent with the risk management paradigm.
Originality/value
This paper bridges a gap between the human resource management literature and the internal auditing literature.
Details
Keywords
Since the late 1970s, the study of the role, structure and functions of personnel management in the United Kingdom has been greatly facilitated by surveys emerging from a number…
Abstract
Since the late 1970s, the study of the role, structure and functions of personnel management in the United Kingdom has been greatly facilitated by surveys emerging from a number of large‐scale surveys. A major interest in interpreting the data from these surveys has been to evaluate the impact of recession, and, latterly, recovery on the power, structure and roles of personnel departments and personnel specialists in recent years. The survey data are used comparatively to evaluate the empirical plausibility of the different scenarios which have arisen, and to account for the results that emerge.
Ifeyimika O. Ajaiyeoba and Matthew J. Aplin-Houtz
This paper investigates the relationship between workplace incivility (WI) and nurses’ job and vocational turnover intentions. We introduce two moderators, organizational efficacy…
Abstract
Purpose
This paper investigates the relationship between workplace incivility (WI) and nurses’ job and vocational turnover intentions. We introduce two moderators, organizational efficacy (OE) and calling and investigate their influence on the relationship between WI and turnover intentions.
Design/methodology/approach
We surveyed 187 nurses in the Southwest US, currently employed in a clinical setting. We tested the hypothesized model using PLS-SEM for data analysis.
Findings
The results show that WI influences job turnover intentions but not vocational turnover intentions. OE and Calling both uniquely moderate the relationship between specific sources of WI and nurses’ turnover intentions.
Research limitations/implications
We offer insights into the effect various sources of WI have on nurses’ turnover intentions. Our findings imply that WI is less impactful on vocational turnover than job turnover. Also, OE and calling can be utilized to moderate the negative effects of WI.
Practical implications
Healthcare organizations should implement strategies that promote a positive work environment for all employees, particularly nurses. They should also strive to build a workplace culture that fosters calling among nurses.
Originality/value
The paper examines the differential impact of various sources of WI on two forms of turnover intentions, prominent and relevant in the nursing work environment. In addition, we introduce two new moderators – OE and calling – that significantly influence the relationship between WI and turnover intentions.
Details
Keywords
Fazeelath Tabassum and Nitu Ghosh
This paper aims to explore the role of retention strategies and psychological contract (PC) factors in private hospitals.
Abstract
Purpose
This paper aims to explore the role of retention strategies and psychological contract (PC) factors in private hospitals.
Design/methodology/approach
The current study is an empirical research. The study was conducted by receiving responses from a sample size of 190 respondents who participated in the Doctors and Nurses’ survey.
Findings
The study results show the relationship between PC and the retention strategies of employees in hospitals. The research found that employees try to be committed to the hospital due to the image of the hospital and career development opportunities. Creating a sense of commitment among the employees towards their job and organisation, making to feel pride in the job, creating an attitude among the employees, a willingness to advocate the benefits and advantages and satisfaction among the employee towards the job and organisation.
Research limitations/implications
With a population of more than one million employees (Doctors and Nurses) in the Indian health-care sector, the sample needs to be more adequate. However, these limitations present scope for future studies on this topic bearing on the aspiration for generalisation of the findings on the entire population.
Practical implications
The study has strong practical implications in strengthening the relationships by identifying the factors of PC and influencing the retention strategies of health-care professionals in the hospital.
Originality/value
This research explores the changing dynamics of the Indian health-care sector. Health-care professionals may perceive and react differently to the retention strategies and policies of the HR system in the health-care sector and have more expectations of PC fulfilment that enhance their capability to use professional skills and resources in the realisation of their organisational goals.
Details
Keywords
Catarina Tomé Pires, Genta Kulari, Luísa Ribeiro and Tito Laneiro
This paper aims to explore how nurses stay engaged in their work with the impact of structural empowerment and civility. It delves deeper into how kind, empathetic and respectful…
Abstract
Purpose
This paper aims to explore how nurses stay engaged in their work with the impact of structural empowerment and civility. It delves deeper into how kind, empathetic and respectful behaviours (civility) among colleagues influence the link between structural empowerment and nurses’ engagement.
Design/methodology/approach
Data was collected from 580 nurses working in a Public Hospital in the metropolitan area of Lisbon. Self-report questionnaires measuring civility, structural empowerment and engagement were administered. Hayes’ PROCESS macro for mediation analysis in SPSS was used to test the hypothesised model.
Findings
Results demonstrated that civility and structural empowerment were positively associated (r = 0.491, p < 0.01) also showing a positive influence on nurses’ engagement (r = 0.492, p < 0.01; r = 0.485, p < 0.01, respectively). Civility was found to partially mediate the association between structural empowerment and engagement (ß = 0.315, 95% CI [0.222, 0.417], 5,000 bootstrap resamples).
Practical implications
Findings from this study may be used for health-care employees and organisations, implying that when nurses perceive themselves as structurally empowered at work within a respectful environment, they experience an enhanced sense of community and involvement in their organization.
Originality/value
To the best of the authors’ knowledge, this is the first attempt in exploring the relationship of combined workplace civility, structural empowerment and engagement in a sample of Portuguese nurses. Future research could substantially increase our understanding of how civility contributes to a positive workplace.
Propósito
Este artículo explora cómo las enfermeras se mantienen comprometidas (work engagement) en su trabajo con el impacto del empoderamiento estructural y la civilidad. Profundiza en cómo los comportamientos amables, empáticos y respetuosos (civilidad) entre colegas influyen en el vínculo entre el empoderamiento estructural y el work engagement de las enfermeras/os.
Diseño/metodología/enfoque
Se recogieron datos de 580 enfermeras que trabajaban en un hospital público del área metropolitana de Lisboa. Se administraron cuestionarios de autoinforme que medían la civilidad, el empoderamiento estructural y el work engagement. Se utilizó la macro PROCESS de Hayes para el análisis de mediación en SPSS con el fin de probar el modelo hipotetizado.
Resultados
Los resultados demostraron que la civilidad y el empoderamiento estructural estaban positivamente asociados (r = 0.491, p < 0.01) mostrando también una influencia positiva en el work engagement de las enfermeras (r = 0.492, p < 0.01; r = 0.485, p < 0.01, respectivamente). Se observó que la civilidad mediaba parcialmente la asociación entre el empoderamiento estructural y el work engagement (β = 0.315, 95% CI [0.222, 0.417], 5,000 resamples bootstrap).
Implicaciones prácticas
Los resultados de este estudio pueden ser utilizados por los empleados y las organizaciones sanitarias, ya que implican que cuando las enfermeras se perciben a sí mismas como estructuralmente empoderadas en el trabajo dentro de un entorno respetuoso, experimentan un mayor sentido de comunidad e implicación en su organización.
Originalidad/valor
Hasta donde sabemos, este es el primer intento de explorar la relación entre la civilidad en el lugar de trabajo, el empoderamiento estructural y el work engagement en una muestra de enfermeras portuguesas. Futuras investigaciones podrían aumentar sustancialmente nuestra comprensión de cómo el civismo contribuye a un lugar de trabajo positivo.
Propósito
Este documento explora a forma como os enfermeiras/os se mantêm empenhados e envolvidos (work engagement) no seu trabalho, tendo em conta o impacto do empoderamento estrutural e da civilidade. Aprofunda a forma como os comportamentos de gentileza, empatia e respeito (civilidade) entre colegas influenciam a relação entre o empoderamento estrutural e o work engagement dos enfermeiros.
Desenho/metodologia/abordagem
Foram recolhidos dados de 580 enfermeiros de um Hospital Público da área metropolitana de Lisboa. Foram aplicados questionários de auto-relato para avaliar a civilidade, o empoderamento estrutural e o work engagement. A macro PROCESS de Hayes para análise de mediação no SPSS foi utilizada para testar o modelo hipotético.
Resultados
Os resultados demonstraram que a civilidade e o empoderamento estrutural estavam positivamente associados (r = 0.491, p < 0.01), mostrando também uma influência positiva no work engagement dos enfermeiros (r = 0.492, p < 0.01; r = 0.485, p < 0.01, respetivamente). Verificou-se que a civilidade medeia, parcialmente, a associação entre a empoderamento estrutural e o work engagement (β = 0.315, 95% CI [0.222, 0.417], 5,000 resamples bootstrap).
Implicações práticas
Os resultados deste estudo podem ser uteis para os trabalhadores e organizações de cuidados de saúde, implicando que, quando os enfermeiros se consideram estruturalmente capacitados no trabalho num ambiente de respeito, experimentam um maior sentido de comunidade e envolvimento na sua organização.
Originalidade/valor
Até à data, esta é a primeira tentativa de explorar a relação entre civilidade no local de trabalho, empoderamento estrutural e work engagement numa amostra de enfermeiros portugueses. Futuras investigações poderão aumentar substancialmente a nossa compreensão de como a civilidade contribui para um ambiente laboral positivo.
Details
Keywords
The monograph analyses (a) the potential impact of informationtechnology (IT) on organisational issues that directly concern thepersonnel function; (b) the nature of personnel’s…
Abstract
The monograph analyses (a) the potential impact of information technology (IT) on organisational issues that directly concern the personnel function; (b) the nature of personnel’s involvement in the decision making and activities surrounding the choice and implementation of advanced technologies, and (c) their own use of IT in developing and carrying out their own range of specialist activities. The monograph attempts to explain why personnel’s involvement is often late, peripheral and reactive. Finally, an analysis is made of whether personnel specialists – or the Human Resource Management function more generally – will play a more proactive role in relation to such technologies in the future.