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Article
Publication date: 21 March 2008

The paper aims to describe attitudes toward electronic human resource management (e‐HRM) at Philips (Electronics) Netherlands.

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Abstract

Purpose

The paper aims to describe attitudes toward electronic human resource management (e‐HRM) at Philips (Electronics) Netherlands.

Design/methodology/approach

The paper presents the results of an online questionnaire, in which 99 managers and 257 employees of the company participated. Managers and employees answered questions as to their previous experiences with regard to IT systems in general, their preferred HR roles, and their attitude to e‐HRM systems.

Findings

The paper reveals that differences in perceived usability of current IT systems, as well as the preferred HR roles of strategic partner (high preference) and employee champion (low preference), were related to a positive attitude towards e‐HRM systems. For managers, user support was also found to be a predictor of a positive attitude towards e‐HRM.

Practical implications

The paper highlights the importance of not leaving the introduction of e‐HRM to technical people alone.

Originality/value

The paper helps HR specialists in large organizations to implement e‐HRM as smoothly as possible.

Details

Human Resource Management International Digest, vol. 16 no. 2
Type: Research Article
ISSN: 0967-0734

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Article
Publication date: 6 February 2017

Frederik B.I. Situmeang, Mark A.A.M. Leenders and Nachoem M. Wijnberg

The purpose of this paper is to study the relationship between changes in relative influence between marketing and R&D and new product performance (NPP). The aim is to theorize…

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Abstract

Purpose

The purpose of this paper is to study the relationship between changes in relative influence between marketing and R&D and new product performance (NPP). The aim is to theorize and test whether relative influence changes are beneficial for NPP.

Design/methodology/approach

An international survey was sent out to pharmaceutical companies worldwide, resulting in 106 usable questionnaires from knowledgeable senior managers. A model is estimated that relates recent and historic changes in relative influence to NPP.

Findings

There is a positive relationship between recent relative influence changes and subsequent NPP. Moreover, this paper finds that having a history of adaptation with respect to relative influence can serve organizations to build up capabilities that, in turn, strengthen the positive effects of recent relative influence changes on NPP. Finally, the paper shows that relative influence changes and integration between marketing and R&D positively affect NPP jointly.

Originality/value

A core finding, that is quite counterintuitive, is that instability with respect to relative influence changes can help organizations to become more competitive in new product development.

Details

Journal of Business & Industrial Marketing, vol. 32 no. 1
Type: Research Article
ISSN: 0885-8624

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Book part
Publication date: 25 January 2023

Aina A. Kane and Line Melbøe

Work participation and work facilitation represent basic human rights for everyone. Work represents an important platform for welfare and well-being, but compared to the general…

Abstract

Work participation and work facilitation represent basic human rights for everyone. Work represents an important platform for welfare and well-being, but compared to the general workforce in Norway, persons with cognitive disabilities are severely under-represented. When workplaces locked down under the first COVID-19 outbreak spring 2020, some people were made redundant whilst many continued their work from home. The lockdown affected persons with cognitive disabilities through lockdown of workplaces, vocational training centres and even day activity centres. The scheme of working from home was not as obvious or facilitated for this group, as for other employees. When also visits were banned and common areas for socialisation were locked down, the consequences of these lockdowns were exacerbated. In this chapter we have examined and discussed the COVID-19 restrictions in Norway and how they affected the basic human rights of persons with cognitive disabilities, and also how such rights can be promoted through legislation, governance and service provision.

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Disability Welfare Policy in Europe
Type: Book
ISBN: 978-1-80382-819-0

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Book part
Publication date: 8 June 2011

Jukka-Pekka Heikkilä and Adam Smale

This chapter introduces the issue of language into the already complex nature of e-HRM system implementation in multinational corporations (MNCs). In the light of scant empirical…

Abstract

This chapter introduces the issue of language into the already complex nature of e-HRM system implementation in multinational corporations (MNCs). In the light of scant empirical research on language in international business in general and e-HRM in particular, this chapter reviews the research on language issues in the MNC context. The chapter then illustrates the challenges presented by language by reporting findings from a qualitative study into the effects of language standardization on e-HRM system acceptance and use in the foreign subsidiaries of a Finnish MNC.

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Electronic HRM in Theory and Practice
Type: Book
ISBN: 978-0-85724-974-6

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Article
Publication date: 20 June 2016

Spiros Panos and Victoria Bellou

Rapid technological changes have turned electronic-human resource management (e-HRM) into a significant academic and managerial agenda. The purpose of this paper is to examine the…

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Abstract

Purpose

Rapid technological changes have turned electronic-human resource management (e-HRM) into a significant academic and managerial agenda. The purpose of this paper is to examine the impact that different types of e-HRM goals have on distinct types of e-HRM outcomes and an explanatory mechanism, by incorporating HRM role as a mediator and IT users’ acceptance as a moderator.

Design/methodology/approach

HR managers of all organizations that adopt some form of e-HRM systems in Greece were asked to participate in the study. The responses of 80 out of 167 managers were analyzed through various methods, including exploratory factor analysis, cross-tabulations, and bootstrapping.

Findings

Evidently, regarding HRM roles and outcomes interaction, administrative experts tend to achieve primary outcomes whereas change strategists achieve transformational outcomes. Moreover, information technology (IT) users’ acceptance moderates the mediating effect of e-HRM goals on e-HRM outcomes.

Research limitations/implications

The limited sample and the cross-sectional design of the study are its key limitations.

Practical implications

The findings can facilitate HR manager’s effort to make the most out of e-HRM systems introduced, by stressing the influence of HR role adopted and IT users’ acceptance. Prior to e-HRM adoption, HR role and workforce must be prepared to fit, respectively, e-HRM goals and the expected outcomes. Additionally, apparently the outcomes to be realized through the adoption of e-HRM system may significantly differ in type, based on the goals set.

Originality/value

Albeit expected e-HRM outcomes are multiple and crucial for organizations nowadays, extant evidence is scarce. The moderated mediation model indicates that e-HRM outcomes to be realized largely depend upon other HRM role and IT users’ acceptance, rather than e-HRM goals initially set.

Details

Management Decision, vol. 54 no. 5
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 10 August 2010

Robert A. Opoku and Edem B. Williams

Given the seeming lack of research on the influence of stakeholder activities on organisations such as political parties in the online environment, the purpose of this paper is to…

467

Abstract

Purpose

Given the seeming lack of research on the influence of stakeholder activities on organisations such as political parties in the online environment, the purpose of this paper is to empirically investigate how political parties use their web sites to serve and manage their relationships with stakeholders.

Design/methodology/approach

This is a qualitative paper, in which a cross‐national comparative analysis has been conducted on four illustrative cases. Personal interviews and web site observations were used as the main data collection methods. Three concurrent flows of activities, i.e. data reduction, data display, and conclusion drawing, have been applied in the data analysis.

Findings

The paper indicate that the stakeholders served by political parties on the web sites studied can be grouped into two categories: internal and external. This paper also revealed that another very important internal stakeholder group overlooked by previous studies is that of core party members.

Originality/value

The paper provides insights and new interesting empirical material which may help to strengthen the theoretical understanding stakeholder management in cyber politics.

Details

Journal of Information, Communication and Ethics in Society, vol. 8 no. 3
Type: Research Article
ISSN: 1477-996X

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Book part
Publication date: 16 July 2018

Gary W. Florkowski

Three decades of academic and professional discourse on HR technologies (HRTs) have produced continued disagreement over construct definitions and research streams that are highly…

Abstract

Three decades of academic and professional discourse on HR technologies (HRTs) have produced continued disagreement over construct definitions and research streams that are highly fragmented. These realities suggest that greater consistency in meanings is sorely needed if we are to integrate and upgrade knowledge in this area. This chapter draws on the findings of a systematic research review to properly define the content domains of human resource information systems (HRIS), virtual human resources (virtual HR), electronic human resource management (e-HRM), and business-to-employee (B2E) systems. An integrative synthesis was performed on 242 system-level writings that appeared in the literature from 1983 to 2017. The weight of the evidence strongly supports treating HRIS, virtual HR, e-HRM, and B2E systems as independent, complimentary constructs. While the first three comprise a firm’s HRT system, the fourth construct is more appropriately positioned in the business-collaborative system. The sample was further evaluated with an analytic framework to detect patterns of practice in research designs. This revealed that much more attention has been focused on system actions and outcomes than on attitudes and system characteristics. Different units of analysis were well represented aside from trans-organizational studies. Finally, a case is made for better contextualizing HRT research by recognizing differences in assimilation stage, functional penetration, and collective proficiency. These factors are rarely mentioned, let alone studied, raising additional concerns about measurement error. Detailed suggestions are offered on ways to incorporate them. Together, these materials should promote more sophisticated and generalizable assessments of technology, improving our ability to understand its impacts.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78756-322-3

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Book part
Publication date: 29 July 2010

Wijbrandt H. van Schuur and Gerrit Voerman

Membership in political parties is declining in The Netherlands, as it is in the rest of Europe. Between 1978 and 2010 membership dropped by a third, from about 450,000 to about…

Abstract

Membership in political parties is declining in The Netherlands, as it is in the rest of Europe. Between 1978 and 2010 membership dropped by a third, from about 450,000 to about 300,000, or 2.5% of the electorate; in 2007 alone, 29,000 people left their party, whereas only 21,000 joined. This is having the effect of weakening civil society, as is manifest in declining turnouts in elections, a growing distrust of government and political leaders, and a general sense among citizens of alienation from the political process. To understand the phenomenon of declining party membership, we fielded a web survey among ex-members, members, potential members, and non-members/voters of eight Dutch political parties. This allows us to compare the motives for joining or leaving various parties among people with different distances to these parties. The presentation of our findings are primarily organized around a set of recommendations by the Dutch Council for Public Policy for how to revive political parties, but in the discussion we draw as well on two more comprehensive models that also give rise to recommendations: the general incentives model for political participation (Seyd & Whiteley, 2002) and the civic voluntarism model (Verba, Schlozman, & Brady, 1995).

Details

Democratic Paths and Trends
Type: Book
ISBN: 978-0-85724-092-7

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Book part
Publication date: 12 February 2024

Lerato Aghimien, Clinton Ohis Aigbavboa and Douglas Aghimien

The current era of the fourth industrial revolution has attracted significant research on the use of digital technologies in improving construction project delivery. However, less…

Abstract

The current era of the fourth industrial revolution has attracted significant research on the use of digital technologies in improving construction project delivery. However, less emphasis has been placed on how these digital tools will influence the management of the construction workforce. To this end, using a review of existing works, this chapter explores the fourth industrial revolution and its associated technologies that can positively impact the management of the construction workforce when implemented. Also, the possible challenges that might truncate the successful deployment of digital technologies for effective workforce management were explored. The chapter submitted that implementing workforce management-specific digital platforms and other digital technologies designed for project delivery can aid effective workforce management within construction organisations. Technologies such as cloud computing, the Internet of Things, big data analytics, robotics and automation, and artificial intelligence, among others, offer significant benefits to the effective workforce management of construction organisations. However, several challenges, such as resistance to change due to fear of job loss, cost of investment in digital tools, organisational structure and culture, must be carefully considered as they might affect the successful use of digital tools and by extension, impact the success of workforce management in the organisations.

Details

Construction Workforce Management in the Fourth Industrial Revolution Era
Type: Book
ISBN: 978-1-83797-019-3

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Book part
Publication date: 9 August 2017

Arnela Ceric

Little is known about actual organisational experiences and challenges with using e-HRM. The focus of this chapter is on the challenges that Australian HR professionals face in…

Abstract

Purpose

Little is known about actual organisational experiences and challenges with using e-HRM. The focus of this chapter is on the challenges that Australian HR professionals face in using e-HRM and achieving e-HRM outputs.

Methodology

Data were collected through semi-structured interviews with five HR professionals in different Australian organisations. Content analysis was applied to analyse the transcribed interviews.

Findings

Potential of e-HRM to bring efficiency, access to HR data, reporting, as well as contributions to the overall business strategy are thwarted by three groups of e-HRM challenges that HR professionals experience: e-HRM technical issues, HR issues, and e-HRM development issues.

Research limitations/implications

Findings are based on the five interviews with HR professionals in Australian organisations only. Line managers, employees, and managers from other business functions as well as small businesses have not been included in the research sample.

Practical implications

By addressing the e-HRM challenges, HR professionals can achieve e-HRM benefits and enhance their contribution to the overall business.

Originality/value

A major contribution is to show that the HRM literature barely considers the e-HRM challenges facing HR professionals. Another contribution is to provide an understanding of e-HRM challenges in the Australian context.

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