Search results

An increasing number of students delay graduation or graduate without a job, because they are not ready to make a career decision. In addition, the growing number of young adults who are not in education, employment or training (NEET) has become a social concern in South Korea. To facilitate career decision-making of undergraduates, this study examined the effects of work value orientation and academic major orientation on career decision-making self-efficacy (CDMSE). The purpose of this paper is to examine the relationships among South Korean undergraduates’ intrinsic work value orientation, extrinsic work value orientation, academic major satisfaction and CDMSE.

Based on the literature review, this study tested a research model using structural equation modeling with survey results of 217 undergraduates.

The research results indicated that intrinsic work value orientation influenced academic major satisfaction and CDMSE. However, extrinsic work value orientation turned out to influence neither academic major satisfaction nor CDMSE. Academic major satisfaction also seemed to affect the CDMSE of the students in this study.

This study contributes to the field of career development by explaining the significance of undergraduates’ intrinsic work value orientation and academic major satisfaction on career decision-making. Whereas most research has focused on the effects of CDMSE, this study investigated the factors that influence undergraduates’ CDMSE.

Although the field of neuroscience has evolved dramatically, little research has attempted to conceptualize the impact of neuroscience on the field of human resource development (HRD). The purpose of this study is an integrative review of the influential relationship between neuroscience and workplace learning including applicable implications for HRD research and practice.

By reviewing 93 studies on neuroscience and brain-based learning published between 1995 and 2017, the authors synthesized their findings.

This study discusses the basic concepts of neuroscience such as the structure and functions of the brain, neuroscientific findings about memory and cognition, the effect of neural transmitters on memory and cognition and the neuroscience of learning. This study also illustrates brain-based learning styles affecting learning and describes various neuroscientific learning principles and models that can be applied to practical planning and the delivery of workplace learning and HRD activities.

This study concludes with brain-based learning principles called neuroscientism compared with traditional learning theories. It also includes several brain-based learning cases from workplace settings and implications for future research and further HRD practices.

The purpose of this study is to investigate the structural relationships among organizational culture, human resources (HR) practices and female managers’ organizational commitment and job satisfaction in South Korea.

Using data obtained from the Korean Women Manager Panel, 230 responses were analyzed using structural equation modeling.

The findings indicated that organizational culture directly affected HR practices and indirectly affected job satisfaction and organizational commitment. In addition, HR practices directly influenced job satisfaction and organizational commitment and indirectly affected organizational commitment through job satisfaction. Finally, job satisfaction had a direct and significant effect on organizational commitment.

The authors provide an empirical analysis of how organizational culture and functional factors influence organizational commitment and job satisfaction for female managers in the Korean context. The findings of this paper are expected to encourage scholars to pay more attention to the connection between organizational support and HR interventions to improve female managers’ commitment and satisfaction within organizations by emphasizing the alignment between organizational culture and HR practices.

Firm performance can be optimized when job satisfaction and organizational commitment among employees is high. Companies can help increase levels by developing a supportive workplace culture and introducing appropriate HR practices that serve to motivate and inspire.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Firm performance can be optimized when job satisfaction and organizational commitment among employees is high. Companies can help increase levels by developing a supportive workplace culture and introducing appropriate HR practices that serve to motivate and inspire.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The purpose of this study is to identify to what extent individual-level factors (age, gender, participation in formal and non-formal education and levels of skills use at work) and country-level factors (social capital factors, national competitiveness and gross domestic product [GDP]) have contributed to older generations’ earnings in developed countries.

Utilizing the data from the Organizational Economic Co-operation and Development Skills Outlook 2013 survey, GDP and the World Economic Forum’s annual Global Competitiveness Report, this study adopted a multilevel path analysis method to measure cross-country-level effect of the study variables on older workers’ earnings.

Study results indicated that age, gender, non-formal education, use of influencing and task discretion skills at work at the individual level, and GDP, social trust, and higher education and training at the country level were identified as influential factors for older workers’ monthly earnings.

With more aging societies worldwide, the traditional view of the aging workforce has been affected by the desires and needs of the elderly. This study contributes to the literature by identifying what individual- and country-level factors should be considered for policymakers to improve the economic benefits of older generations living in developed countries.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

Over the past decade, gamification’s popularity has broadened into many industries and has become embedded in consumers’ lives. As privacy protection and how firms utilize users’ data has been at the forefront of consumers’ minds, practitioners and academics alike need to understand consumers’ perceptions of the ethics of gamification. This paper aims to explore and provide preliminary evidence on young consumers’ perceptions of gamification and the ethics involved in these strategies used by firms.

The authors conducted two studies using a mixed-methods approach to gain a foundational understanding of young consumers’ perceptions of gamification. In Study 1, interviews provided initial insights and helped inform an exploratory survey administered in Study 2 to 161 young consumers attending a university in the southwest region of the USA.

The findings indicate that consumers have positive attitudes toward gamification tactics as long as the rewards are sufficient. Further, consumers do not find gamification as unethical as long as they have control over having the ability to opt-in.

Previous research has examined gamification from several contexts including health care, education and the workplace. However, there is little research that focuses on gamification from the consumers’ perspective, specifically the young consumer. As more firms are using gamification tactics such as on their mobile applications, it is critical to understand how young consumers perceive gamification and how that can impact the consumer-brand relationship. This research offers two studies as a first step in investigating young consumers’ perceptions of gamification tactics firms use and offers several future directions.

The Independent Television Commission (ITC) regulates all commercial television in the UK, with the exception of S4C in Wales. Where the younger audience is concerned, it has a special duty to ensure that “material unsuitable for children must not be broadcast at times when large numbers of children may be expected to be watching”.

Massive open online courses (MOOCs) are among the most recent e-learning initiatives to gain widespread acceptance among universities. However, despite MOOCs' “much-documented” benefits, many questions are being raised late regarding the long-term sustainability of the open online teaching e-learning model. With high dropout rates in MOOCs courses, recent research has focused on the challenges limiting MOOCs’ growth. But most of the research is directed toward students’ perspectives, leaving the instructors’ perspective. One of the most important aspects of instructors’ perspective is the motivation for MOOCs' development and delivery.

The present study collected the data from 25 MOOC developers of Indian origin. To prioritize or rank the motivational factor behind developing a MOOC, a fuzzy-analytical hierarchical process (F-AHP) technique was applied to the data set. The primary motivational factors considered for the study were professional development, altruism, personal development, institutional development, intrigue, monetary benefits and peer influence.

The results showed that professional development and personal development are two prime motives that drive MOOCs development. Monetary benefits and peer influence were the least important factors among all the factors considered for the study.

Previous studies have identified and modeled the motivational factors that contribute toward developing MOOCs. However, there was little knowledge about the hierarchy among the motivating factors. The present study fills this gap by establishing the ranking of motivational factors responsible for MOOCs development.

The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-04-2021-0205.

It is important for restaurants’ social networking sites (SNSs) to provide a flow experience because it encourages positive brand responses and attracts consumers. However, there is a paucity of research on SNS flow experience in the restaurant industry, and more importantly, most of the research is focused only on online behavior. Therefore, this study aims to investigate how SNS flow antecedents (skill, challenge, telepresence and time distortion) influence overall flow, SNS satisfaction and offline restaurant purchase intentions. In addition, this study examined the mediating role of SNS satisfaction between flow and offline purchase intentions.

An online survey was carried out to examine the patron’s flow experiences. 517 valid responses were analyzed to test hypotheses using structural equation model.

The results indicated that four antecedents of SNS flow positively influenced overall flow. Specifically, time distortion was the most influential antecedent. Overall flow positively influenced SNS satisfaction and offline purchase intentions. Furthermore, SNS satisfaction acted as a mediator between overall flow and offline purchase intentions.

The findings provide not only new insights for restaurant managers to implement SNS marketing but also several strategies to encourage consumer’s flow on restaurant SNS.

This study investigated the theoretical framework of flow experience more in depth than previous research as dealing with four dimensions of SNS flow antecedents: skill, challenge, telepresence and time distortion.