Martin Götz and Ernest H. O’Boyle
The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and…
Abstract
The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).
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– The aim of this paper is to discuss a unique and significant article about advertising that was published in Dublin in 1910.
Abstract
Purpose
The aim of this paper is to discuss a unique and significant article about advertising that was published in Dublin in 1910.
Design/methodology/approach
The article, entitled “The advertising problem” (reproduced in its entirety in the Appendix) is analysed and contextualised.
Findings
It is demonstrated that at least some early Irish advertising practitioners had a reflexive understanding of the tools of marketing and advertising as used then in Ireland and abroad, and that their own use of such tools served not only manufacturers and other clients, but also the ideological project of an Irish-Ireland.
Originality/value
This analysis has a particular value in rebutting clearly any possible assumption that advertising and marketing practices in Ireland in the early twentieth century were simply “quaint”.
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Kristen Gillespie-Lynch, Patrick Dwyer, Christopher Constantino, Steven K. Kapp, Emily Hotez, Ariana Riccio, Danielle DeNigris, Bella Kofner and Eric Endlich
Purpose: We critically examine the idea of neurodiversity, or the uniqueness of all brains, as the foundation for the neurodiversity movement, which began as an autism rights…
Abstract
Purpose: We critically examine the idea of neurodiversity, or the uniqueness of all brains, as the foundation for the neurodiversity movement, which began as an autism rights movement. We explore the neurodiversity movement's potential to support cross-disability alliances that can transform cultures.
Methods/Approach: A neurodiverse team reviewed literature about the history of the neurodiversity movement and associated participatory research methodologies and drew from our experiences guiding programs led, to varying degrees, by neurodivergent people. We highlight two programs for autistic university students, one started by and for autistics and one developed in collaboration with autistic and nonautistic students. These programs are contrasted with a national self-help group started by and for stutterers that is inclusive of “neurotypicals.”
Findings: Neurodiversity-aligned practices have emerged in diverse communities. Similar benefits and challenges of alliance building within versus across neurotypes were apparent in communities that had not been in close contact. Neurodiversity provides a framework that people with diverse conditions can use to identify and work together to challenge shared forms of oppression. However, people interpret the neurodiversity movement in diverse ways. By honing in on core aspects of the neurodiversity paradigm, we can foster alliances across diverse perspectives.
Implications/ Values: Becoming aware of power imbalances and working to rectify them is essential for building effective alliances across neurotypes. Sufficient space and time are needed to create healthy alliances. Participatory approaches, and approaches solely led by neurodivergent people, can begin to address concerns about power and representation within the neurodiversity movement while shifting public understanding.
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Kumar Biswas, Brendan Boyle and Sneh Bhardwaj
Using the theoretical lens of the behavioural perspective on HRM, this study examined a mediated model to understand the extent to which organisational factors such as supportive…
Abstract
Purpose
Using the theoretical lens of the behavioural perspective on HRM, this study examined a mediated model to understand the extent to which organisational factors such as supportive human resource management policies and practices (SHRPP) and organisational climate (OC) can influence the affective attitudes of HR managers towards promoting women into organisational leadership roles. Survey data collected from 182 human resource managers in Bangladesh were analysed using partial least squares–based structural equation modelling (PLS-SEM) and the PROCESS macro to test mediating effects. The results reveal that the adoption of SHRPP is positively associated with OC, which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.
Design/methodology/approach
Quantitative survey data collected from 182 human resource managers in Bangladesh were analysed using PLS-SEM and PROCESS macro.
Findings
The results reveal that the adoption of SHRPP is positively associated with OC which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.
Research limitations/implications
Self-report, cross-sectional survey data may contribute to the methodological bias such as common method bias (CMB). Harman's single-factor test revealed that no single component explained a major portion of the total variance. Furthermore, partial correlational analysis using a marker variable coupled with an assessment of social desirability indicates that common method variance is unlikely to have any CMB risks to the validity of the study results.
Practical implications
From a practical point of view, the findings of this study suggest that supportive HR practices may create a positive organisational climate that leads to creating a healthy work environment ensuring an equal opportunity for everyone to grow and excel irrespective of their socio-cultural backgrounds and gender identity; thus, facilitating the organisation to take advantage of creativity and innovation offered by their talents, a critical factor for the organisation to survive and flourish in the dynamic market.
Social implications
The study findings provide insights into why organisations should adopt fair and transparent HR policies to create a congenial work climate impacting on positive social attitudes towards acceptance of a gender-balanced empowered society.
Originality/value
To the best of author's knowledge, this is the first study that examined a mediated model to understand how organisational factors such as SHRPP and OC can impact on the affective attitudes of HR managers towards promoting women in the organisational leadership roles.
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Magdy A. Khalaf and Mohamed Yehia El Mokadem
This paper aims to empirically investigate the triadic relationship between internal integration, internal flexibility and external flexibility.
Abstract
Purpose
This paper aims to empirically investigate the triadic relationship between internal integration, internal flexibility and external flexibility.
Design/methodology/approach
This research hypothesized the mediation effect of internal flexibility on the relationship between internal integration and external flexibility. Survey data were collected and analyzed using simple and mediation regression analysis to test the study hypotheses.
Findings
The research finding reveals that machine, labor and material handling flexibilities; being as internal flexibility dimensions mediate the relationship between internal integration and volume and mix flexibilities; being as external flexibility dimensions. The results provided insufficient evidence on the mediating effect of routing flexibility on the relationship between internal integration and both volume and mix flexibilities.
Research limitations/implications
This research presents a new perspective for research studies to understand the factors that affect manufacturing flexibility. However, the nature of the surveyed sample and using of a single informant might limit the generalizability of the research findings.
Practical implications
This study provides useful insights for firms wishing to enhance their competitiveness through improving their flexibility. The companies should be aware of the importance of developing a suitable platform for coordinating inter-departmental activities to enhance its internal competencies, which, in turn, improve its customer-facing capabilities and boosts its competitiveness.
Originality/value
This paper contributes to knowledge by proposing and empirically testing the mediating effect of internal flexibility on the relationship between internal integration and external flexibility.
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Yewande Adetoro Adewunmi, Margaret Nelson, Uchendu Eugene Chigbu, Lilias Makashini-Masiba, Sam Mwando, Lerato Mompati and Uaurika Kahireke
This study aims to ascertain the forms of social enterprises created for public services and the dimensions of community-based management of public facilities. It seeks to…
Abstract
Purpose
This study aims to ascertain the forms of social enterprises created for public services and the dimensions of community-based management of public facilities. It seeks to understand how community-based facilities management (CbFM) can apply to the management of public services created by social enterprises in developing communities.
Design/methodology/approach
The study examines research studies on CbFM through a scoping review of papers published between 1997 and 2022.
Findings
The scoping review revealed that there are five dimensions of CbFM for developing communities: CbFM, urban facilities management, sustainable CbFM, urban infrastructure management and management of community hubs. It also revealed that social enterprises have been used to manage services, and for social inclusion, and to increase the efficiency of tangible infrastructure in communities.
Research limitations/implications
The scoping review included literature from 1997 to 2022 to understand the development trends in CbFM in developing communities. It is possible that literature from a broader timeframe could have produced more in-depth understanding of the subject investigated.
Practical implications
The paper articulates a framework of CbFM models for public services in developing communities and developed a database of the relevant studies, which can further guide future researchers, stakeholders and policymakers in this area.
Originality/value
The comprehensive review produced a framework for community management of public services. It also identified that there is a paucity of literature on social infrastructure. It highlighted the need for skillsets to support community-based enterprises. There are limited studies that touch on the development of performance indicators for developing communities.
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Purpose – Using sexual harassment in Japan as a case, this research illustrates how local gender culture, particularly sexual harassment consciousness, has changed since initial…
Abstract
Purpose – Using sexual harassment in Japan as a case, this research illustrates how local gender culture, particularly sexual harassment consciousness, has changed since initial local legal reform.
Design/methodology/approach – The historical analysis draws on national newspaper reporting of a fairly new concept of sexual harassment into a local society.
Findings – My findings suggest that Japanese actively engaged in, rather than rejected, the new social issue; their active response gave rise to social consciousness toward sekuhara especially and sex discrimination more generally. Broader and more inclusive definitions of sexual harassment appeared in Japan than the original international legal definitions. Local–international interactions effectively shaped such outcomes.
Originality/value – This is the first qualitative and quantitative analysis of the media's portrayals of sexual harassment in Japan.