This paper focuses on Ponte City, a high rise residential tower within the inner city of Johannesburg, South Africa - the highest of its kind in the southern hemisphere. This…
Abstract
This paper focuses on Ponte City, a high rise residential tower within the inner city of Johannesburg, South Africa - the highest of its kind in the southern hemisphere. This equally visually and socially notorious cylindrical building has since its erection in the 1970's become an icon and simulacrum of Johannesburg city life. It is located on the border of the suburb of Hillbrow, a restless transcendental suburb, known for its well mixed population of locals and migrant non South Africans, especially from other African countries. The inner city suburbs of Hillbrow and surround is furthermore notorious for being overcrowded and dangerous, with crime and xenophobia reaching peak statistics within the country.
Famous for its peculiar shape and size, and somehow the epitome of what has and is happening in these areas, are Ponte City. It has become the first point of arrival for thousands of migrants from the rest of Africa and functions as a beehive of tangible and non-tangible systems and myths. Although it primarily provides a big concentration of homes for many, its purpose and influence has always been about something bigger - a reference to visual and structural feat, to social elitism, to African migration, and to urban legend of both horror and delight.
The paper investigates the significance of Ponte as built form within this milieu of fear and transition. The building is seen as an urban body that has moved beyond the borders of its physical existence. It is described how it functions and exercises influence in the collective imaginations of its users and spectators. It also looks into how it asserts traditional definition and the significance of volatility in such inner-city environments. Experimental theories of homelessness, concept cities and cities with people as infrastructure are investigated and utilized in order to grasp a new understanding of the building within this unique milieu.
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Judith Plomp, Maria Tims, Jos Akkermans, Svetlana N. Khapova, Paul G.W. Jansen and Arnold B. Bakker
The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and…
Abstract
Purpose
The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and perceived health) through job crafting and career competencies. This study offers an integrated account of the pathway from proactive personality to well-being.
Design/methodology/approach
Data were collected by a cross-sectional self-report survey study among 574 employees working in various organizations.
Findings
The results of structural equation modeling analyses supported the proposed double mediation model: job crafting and career competencies both mediated the positive relationship between proactive personality and well-being. The findings suggest that proactive employees can enhance their well-being both through proactive job redesign and the development of career-related skills and abilities.
Research limitations/implications
This study precludes causal explanations. Future research should further investigate the role of employee proactivity related to contemporary work topics, including temporary contracts and self-employment.
Practical implications
Managers and HR practitioners can optimize employee well-being by focusing on HR policies related to job redesign, as well as investing in training and development of career competencies.
Originality/value
This paper integrates two research domains by exploring how proactive employees take a proactive stance toward their job as well as their career, and investigates how this proactive approach contributes to their well-being. In addition, the authors demonstrated a link between the development of career competencies and employee health.
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Lina Dagilienė, Viktorija Varaniūtė and Judith Maja Pütter
Taking into account retailers' critical position in the value chain, their sector's economic significance and environmental externalities, in addition to the institutional agenda…
Abstract
Purpose
Taking into account retailers' critical position in the value chain, their sector's economic significance and environmental externalities, in addition to the institutional agenda, this paper aims to explore the drivers influencing retailers to shift to more sustainable business models.
Design/methodology/approach
The paper utilises the institutional competing logic, including in-depth interviews with major supermarket retail chains and one expert group discussion. The data gathered in Germany and Lithuania were complemented by desk research analysis, including corporate social responsibility (CSR) reports and management reports.
Findings
The paper provides empirical insights into how multiple drivers through institutional competing logic are brought about influencing the shift to more sustainable business models. The results show that retail chains in both countries implement their sustainability based on triple environmental-legal-financial drivers. However, different types of retail chains–namely premium retailers, typical retailers and discounters–implement their sustainability discourse differently.
Research limitations/implications
Because of the chosen research approach, the results may lack generalisability. Therefore, researchers are encouraged to test the proposed propositions further.
Social implications
Interestingly, retailers “shift” their responsibility to the consumers rather than encourage themselves to make more sustainable choices. The authors observe a more passive and responsive role of retailing chains because of the inherent trade-off between revenue growth and sustainable consumption.
Originality/value
The original contribution lies in exploring how retail chains adapt institutional competing logic and are influenced by multiple drivers when implementing their sustainability activities. In addition, the authors propose a conceptual model for retailers' sustainability management, as well as formulate three research propositions.
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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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This chapter explores the courageous life of pioneering gender equality advocate and activist, Professor Dianne Bevelander.We examine Dianne’s courageous professional journey in…
Abstract
This chapter explores the courageous life of pioneering gender equality advocate and activist, Professor Dianne Bevelander.
We examine Dianne’s courageous professional journey in which she placed gender equality and diversity squarely – and unavoidably – on the agenda of a male-dominated international business school and leading to the founding of the trailblazing and award-winning Erasmus Centre for Women and Organisations(ECWO).
Dianne’s courage shines through her personal battle with terminal cancer that compelled her to climb metaphorical mountains repeatedly, while never losing sight of her limitless commitment to promoting the influence and position of women.
Dianne’s journey is a compelling case study of how high passion and high resilience increase the likelihood of achieving one’s life and career goals. It also reveals how identifying one’s passion and developing resilience lowers the stress one experiences in the pursuit of those goals. Most importantly, Dianne’s story shows how passion and resilience combine to enhance one’s capacity to overcome obstacles without burning out or giving up no matter what obstacles one faces.
Kea G. Tijdens, Judith De Ruijter and Esther De Ruijter
The purpose of this article is to evaluate a method for measuring work activities and skill requirements of 160 occupations in eight countries, used in EurOccupations, an EU‐FP6…
Abstract
Purpose
The purpose of this article is to evaluate a method for measuring work activities and skill requirements of 160 occupations in eight countries, used in EurOccupations, an EU‐FP6 project. Additionally, it aims to explore how the internet can be used for measuring work activities and skill requirements.
Design/methodology/approach
For the 160 occupations, work activities were described in approximately ten tasks. Occupational experts and jobholders were invited to rate these tasks and to indicate the skill requirements, using a multilingual web‐survey. Experts were recruited through the networks of the project partners and jobholders through frequently visited websites in the eight countries. The effectiveness of the drafting of tasks descriptions, the recruitment of raters, and the measurement of skill requirements is evaluated.
Findings
The project showed that tasks descriptions for a wide range of occupations and countries can be drafted relatively easy, using desk research. Conducting a web‐survey with a routing for 160 occupations and eight countries is viable. Recruiting experts used more resources than recruiting jobholders using the internet. Measuring skill requirements would need much more resources due to major variations within and across countries.
Research limitations/implications
The article addresses a number of areas that are potentially worthy of further empirical investigations for a Europe‐wide library of occupational titles, work activities and skill requirements.
Practical implications
The paper outlines the potential of a future method for a European library of work activities and skill requirements for occupational titles, thereby facilitating European industrial training efforts.
Social implications
Insight in the work activities and skill requirements of occupations will facilitate labour mobility and related training across EU member states.
Originality/value
This paper explores the potential for a Europe‐wide empirical underpinning of work activities and skill requirements, using a web‐survey and the internet.
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John D. Branch and Amy Gillett
This chapter delves into the concept of the “grand tour” as a precursor to modern study abroad programs, illustrating the historical importance of cultural exposure and education…
Abstract
This chapter delves into the concept of the “grand tour” as a precursor to modern study abroad programs, illustrating the historical importance of cultural exposure and education. This chapter then transitions to contemporary study abroad experiences, underscoring their role in nurturing cross-cultural competence, crucial for success in the globalized business world. This chapter introduces virtual exchanges as an innovative solution, overcoming geographical and financial barriers, and providing a flexible, inclusive alternative to traditional study abroad programs. This chapter concludes by reflecting on the broader implications of virtual exchanges for tertiary education.
Pascale Peters, Laura den Dulk and Judith de Ruijter
The purpose of this paper is to contribute to two related contemporary debates on the changing views of the employment relation and on the adoption of telework as a new work…
Abstract
Purpose
The purpose of this paper is to contribute to two related contemporary debates on the changing views of the employment relation and on the adoption of telework as a new work practice by analyzing line managers' general telework‐attitude formation processes, and possible outcomes in concrete request situations, mirroring managers' views of the employment relationship.
Design/methodology/approach
This multi‐method study among 65 managers in six financial‐sector organizations comprises two parts. The interview part focuses on managers' arguments for or against telework in their departments, and how these are weighed in the telework‐attitude formation process. In the vignette study, managers assess their attitudes towards specific, hypothetical, but realistic telework requests of fictive employees in their departments.
Findings
Combining the results of both studies, it is shown that the governance view dominates. Some managers, however, consider telework an “idiosyncratic deal.” Particularly in telework‐request situations, also the exchange view enters into the managers' perceptual frames. In order to decrease managers' ambivalence towards telework, the human resource management (HRM)‐system needs to be internally consistent and based on a view of the employment relationship which stresses commitment and trust as guiding principles, rather than control and coordination.
Originality/value
Employing a “configurational approach to strategic HRM,” this paper focuses on the importance of the “embeddedness” of telework practices in larger HRM‐systems in general, and the role of cultural obstacles in particular. Telework arguments are considered the HR principles guiding the telework‐attitude formation process, and mirroring managers' views of the employment relationship as part of their workforce philosophies.