The aim of this article is to extend current debates on organizational equality, diversity and inclusion to a consideration of neurodivergence in the remote workplace context.
Abstract
Purpose
The aim of this article is to extend current debates on organizational equality, diversity and inclusion to a consideration of neurodivergence in the remote workplace context.
Design/methodology/approach
Drawing on the ability, motivation, and opportunity (AMO) model and an emerging strength-based approach to neurodiversity, this conceptual paper integrates research on neurodiversity at work and remote working to provide a novel AMO model for a neuro-inclusive remote workplace.
Findings
Through a theoretically informed discussion of barriers to effective remote work from the perspective of neurominorities, the AMO model for the neuro-inclusive remote workplace is offered to assist organizations in creating an inclusive remote work environment where both neurominorities and neurotypicals can equally contribute to organizational success. Specific examples of how certain barriers to effective remote work can be mitigated are outlined and explained.
Practical implications
The conceptual model presented in this paper can assist HR practitioners in developing a comprehensive approach to skill, motivation, and opportunity-enhancing practices that are tailored to the unique needs of neurominorities in a specific context of remote work to generate mutual gains.
Originality/value
The model of interactions between individual and system factors offered enables a better theoretical understanding of the conditions under which high performance of neurodivergent individuals could be achieved with an associated positive impact on their well-being. The paper contributes to recent calls for more equitable and empathetic approaches to investing in employees with different cognitive profiles and does so in the underexplored context of remote work.
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Marc Bogdanowicz and Joe Leyten
Information and communications technologies are encroaching on every sphere of modern life. New modes of networking and cross‐referencing are revolutionizing our management of…
Abstract
Information and communications technologies are encroaching on every sphere of modern life. New modes of networking and cross‐referencing are revolutionizing our management of data and thus the concept of knowledge itself. Now the advent of embedded technology and artificial intelligence promise to re‐open the debate about whether we are becoming masters of technology or its slaves. Co‐ordinating public policy with product‐oriented R&D has never been more important, for either the economic or cultural future of Europe.
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James Gavigan, Mario Zappacosta, Ken Ducatel, Fabiana Scapolo and Paola di Pietrogiacomo
A review of recent foresight exercises reveals some important drivers of research in Europe. In this editorial, we introduce five main areas where science and technology will be…
Abstract
A review of recent foresight exercises reveals some important drivers of research in Europe. In this editorial, we introduce five main areas where science and technology will be required to deliver tangible gains for society and the economy in the coming years. It is no longer enough for research agendas to be dictated by the supply of expertise from the science base. Increasingly, they must respond to social values like access and sustainability, and humanize the interface between technology and people.
K. Ducatel, J.‐C. Burgelman and M. Bogdanowicz
Reports on a scenario exercise regarding the impact of digitisation on European media content industries, focusing on employment trends and changing skills. Concludes that the…
Abstract
Reports on a scenario exercise regarding the impact of digitisation on European media content industries, focusing on employment trends and changing skills. Concludes that the Internet will profoundly restructure but not destroy, existing industries. Highlights the needs for multidisciplinary and multimedia training programmes for the new digital age.
This research explores perceptions of knowledge management processes held by managers and employees in a service industry. To date, empirical research on knowledge management in…
Abstract
This research explores perceptions of knowledge management processes held by managers and employees in a service industry. To date, empirical research on knowledge management in the service industry is sparse. This research seeks to examine absorptive capacity and its four capabilities of acquisition, assimilation, transformation and exploitation and their impact on effective knowledge management. All of these capabilities are strategies that enable external knowledge to be recognized, imported and integrated into, and further developed within the organization effectively. The research tests the relationships between absorptive capacity and effective knowledge management through analysis of quantitative data (n = 549) drawn from managers and employees in 35 residential aged care organizations in Western Australia. Responses were analysed using Partial Least Square-based Structural Equation Modelling. Additional analysis was conducted to assess if the job role (of manager or employee) and three industry context variables of profit motive, size of business and length of time the organization has been in business, impacted on the hypothesized relationships.
Structural model analysis examines the relationships between variables as hypothesized in the research framework. Analysis found that absorptive capacity and the four capabilities correlated significantly with effective knowledge management, with absorptive capacity explaining 56% of the total variability for effective knowledge management. Findings from this research also show that absorptive capacity and the four capabilities provide a useful framework for examining knowledge management in the service industry. Additionally, there were no significant differences in the perceptions held between managers and employees, nor between respondents in for-profit and not-for-profit organizations. Furthermore, the size of the organization and length of time the organization has been in business did not impact on absorptive capacity, the four capabilities and effective knowledge management.
The research considers implications for business in light of these findings. The role of managers in providing leadership across the knowledge management process was confirmed, as well as the importance of guiding routines and knowledge sharing throughout the organization. Further, the results indicate that within the participating organizations there are discernible differences in the way that some organizations manage their knowledge, compared to others. To achieve effective knowledge management, managers need to provide a supportive workplace culture, facilitate strong employee relationships, encourage employees to seek out new knowledge, continually engage in two-way communication with employees and provide up-to-date policies and procedures that guide employees in doing their work. The implementation of knowledge management strategies has also been shown in this research to enhance the delivery and quality of residential aged care.
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Syed Omar Sharifuddin Syed‐Ikhsan and Fytton Rowland
Relatively little study has been performed on knowledge management and knowledge transfer in the public sector, and even less in the developing countries. This paper investigates…
Abstract
Relatively little study has been performed on knowledge management and knowledge transfer in the public sector, and even less in the developing countries. This paper investigates the relationship between organizational elements and the performance of knowledge transfer. Five main independent variables were identified – organizational culture, organizational structure, technology, people/human resources and political directives – and these were tested against creation of knowledge assets and knowledge transfer performance using the Spearman rank test. Tacit and explicit knowledge were also tested against knowledge transfer performance. To achieve an in‐depth empirical study, the Ministry of Entrepreneur Development of Malaysia was chosen for a case study. The findings are based on replies to a questionnaire survey done from September to December 2001. The results reveal that there are significant relationships between some of the variables and either the creation of knowledge assets or the performance of knowledge transfer. Therefore, it is necessary for organizations to consider some of the elements that show a relationship between the tested variables in implementing a knowledge management strategy in an organization. However, certain variables that did not show any relationship should not be ignored totally, as they are still very important for some organizations.
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With the proliferation of electronic information via the web a further distension of the unique characteristics of information has been witnessed. With seismic developments…
Abstract
Purpose
With the proliferation of electronic information via the web a further distension of the unique characteristics of information has been witnessed. With seismic developments occurring in such a short period of time, it seems prudent to consider the very nature of information and to assess whether this accelerated growth has implications for the work of the informatics community and the information society.
Design/methodology/approach
The paper begins by revisiting and refreshing the unique characteristics of information via a reappraisal of the relevant literature. These characteristics are then contextualised within the new economy and traditional economic theory. Once these unique characteristics have been examined, the author discusses how the nature of information in the twenty‐first century presents the informatics community with new and difficult challenges.
Findings
The challenges posed by the unique nature of information demand a definite response on the part of the informatics community, including the creation of innovative new models to accommodate information's inherent characteristics. Additionally, as the nature of information evolves yet further and ICT innovations accelerate, ever more adaptable skills will be required by the end user in order that value be derived from information.
Practical implications
Outcomes and conclusions addressed in the paper may inform the informatics community generally, but will specifically inform the practice of information managers and librarians, and offer ways of assisting them in arriving at holistic decisions with respect to service provision.
Originality/value
The paper is a contribution to the debate on the precise nature of information and offers new perspectives on how the informatics community should view information in the twenty‐first century.
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Juan-Gabriel Cegarra-Navarro, Gabriel Cepeda Carrión and Anthony Wensley
People live and work in a world where they do not have complete knowledge and, as a result, they make use of rumours, beliefs and assumptions about relevant areas of concern. The…
Abstract
Purpose
People live and work in a world where they do not have complete knowledge and, as a result, they make use of rumours, beliefs and assumptions about relevant areas of concern. The term counter-knowledge has been used to refer to knowledge created from unverified sources. The purpose of this paper is to examine the relationship between counter-knowledge and human capital (HC) as well as investigating interactions between absorptive capacity (ACAP) and HC.
Design/methodology/approach
A model is tested to examine the relationship between counter-knowledge, HC and the financial performance of 112 companies listed on the Spanish Stock Exchange.
Findings
The results are calculated using structural equation modelling. This leads to the main conclusion that while the increasing presence of counter-knowledge leads to a reduction of ACAP and, by extension with HC. However, in the context of the sample, HC has positive effects on firms’ performance. Therefore, consideration must be given to the evaluation of the real cost of counter-knowledge or inappropriate assumptions on HC.
Practical implications
The key managerial implication of this paper is that management should actively develop an organizational culture which questions the source of any knowledge and favours evidence-based reasoning over reasoning based on “gut instinct”, what has worked in the past and reasoning based on rumours and gossip.
Originality/value
This paper provides empirical support for the argument that the all so-called “knowledge” generated from the sharing of unverified news is not necessarily good knowledge. Rumours or gossip shared thanks to unverified sources are some examples that illustrate people possibility to create inappropriate or false beliefs via unsupported explanations and justifications.
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Marilyn Clarke and Margaret Patrickson
Changing career patterns and the erosion of job security have led to a growing emphasis on employability as a basis for career and employment success. The written and…
Abstract
Purpose
Changing career patterns and the erosion of job security have led to a growing emphasis on employability as a basis for career and employment success. The written and psychological contracts between employer and employer have become more transactional and less relational, and loyalty is no longer a guarantee of ongoing employment. Individuals are thus expected to take primary responsibility for their own employability rather than relying on the organisation to direct and maintain their careers. The purpose of this paper is to identify and examine the assumptions underpinning the concept of employability and evaluate the extent to which employability has been adopted as a new covenant in the employment relationship.
Design/methodology/approach
Through a review of relevant literature the paper discusses current research on careers and employability and examines the available evidence regarding its adoption as a basis for contemporary employment relationships.
Findings
The paper finds that the transfer of responsibility for employability from organisation to individual has not been widespread. There is still an expectation that organisations will manage careers through job‐specific training and development. Employability has primarily benefited employees with highly developed or high‐demand skills. Employability is not a guarantee of finding suitable employment.
Practical implications
Employers can assist their employees by clarifying changes to the psychological contract, highlighting the benefits of career self‐management, and providing training and development in generic employability skills.
Originality/value
The paper questions underlying assumptions about employability and explores issues of relevance to human resource managers, policy‐makers, employers and employees.
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Antigone G. Kyrousi, Eugenia Tzoumaka and Stella Leivadi
The paper aims to explore employability in business as perceived by Generation Z (late millennials) business students and faculty. It focuses on perceptions regarding necessary…
Abstract
Purpose
The paper aims to explore employability in business as perceived by Generation Z (late millennials) business students and faculty. It focuses on perceptions regarding necessary employability skills from the diverse standpoints of two different groups of stakeholders within one Higher Education Institution.
Design/methodology/approach
The paper uses a Mixed Qualitative Design approach including a core and a supplementary component; Generation Z student perceptions are initially identified through a thematic analysis of students’ research reports on employability. These perceptions are then further contextualized through findings from a series of personal interviews conducted with Generation X academics in the same institution.
Findings
The findings support the two basic dimensions of perceived employability, work readiness and employability skills, for which students and educators hold similar notions. Both stakeholders distinguish between “hard” and “soft” skills, but filter their relative importance through a generational lens. An emerging finding was the link between personality traits and perceived employability skills.
Originality/value
The paper examines the much-debated issue of perceived employability through the eyes of Generation Z students; research on employability perceptions of Generation Z is, to date, limited. The topic is timely, as Generation Z is the newest generation entering the business job market. In addition, the paper adds to the emerging contemporary stream of literature exploring employability in the field of business education.