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Article
Publication date: 10 May 2022

Russ McBride, Alireza Dastan and Poorya Mehrabinia

The authors discuss how artificial intelligence (AI) can facilitate and incentivize reform in corporate social responsibility (CSR), i.e. governance with regard to pledge for…

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Abstract

Purpose

The authors discuss how artificial intelligence (AI) can facilitate and incentivize reform in corporate social responsibility (CSR), i.e. governance with regard to pledge for socially responsible investments (SRIs).

Design/methodology/approach

The current essay examines the impacts of AI systems on the dynamics between corporate governance and financial markets in terms of promoting sustainability. Based on a qualitative review of over 100 pieces of literature, we offer an outlook into the mentioned dynamics through the lens of complex systems. Legal and ethical provisions for safe and robust AI systems are briefly discussed and integrated.

Findings

In a closed system, there is a reinforcing feedback loop between SRI and CSR. AI is a moderator to increase SRI and a mediator to incentivize CSR. If the legal and ethical provisions are involved in the AI systems, they could act as catalyst for corporate governance reform towards sustainability.

Research limitations/implications

The findings are based on a solely qualitative assessment of the prior literature in corporate governance, corporate law, AI and data governance, asset pricing, and asset allocation. The scopes and specifics of the relationship are yet to be found through quanatitative or quantitative/qualitative hybrid methods.

Originality/value

This is to certify that to the best of our knowledge, the content of this thesis is our own work. This paper has not been submitted for any degree or other purposes. The authors certify that the intellectual content of this research is the product of the authors’ own work and that all the assistance received in preparing this paper and sources have been acknowledged. Russ McBride Alireza Dastan Poorya Mehrabinia

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Managerial Finance, vol. 48 no. 8
Type: Research Article
ISSN: 0307-4358

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Article
Publication date: 13 July 2021

Salima Hamouche and Zakariya Chabani

The labor market has witnessed the increase of the new forms of employment relationship (freelancers, contingent workers, and gig workers) due to the COVID-19 outbreak, generating…

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Abstract

Purpose

The labor market has witnessed the increase of the new forms of employment relationship (freelancers, contingent workers, and gig workers) due to the COVID-19 outbreak, generating new workforce patterns that represent a significant challenge for human resource development (HRD) professionals in organizations. Studies that have addressed these new forms of employment relationship and HRD during this pandemic are sparse. This paper aims to broaden the scope of HRD research by exploring the implications of these new forms of employment relationship for HRD in the time of COVID-19. It also provides insights for HRD professionals as well as governments into how to address this challenge.

Design/methodology/approach

This paper is a viewpoint that addresses the new workforce patterns generated by the COVID-19 pandemic and their implications for HRD at the organizational, individual and national levels.

Findings

COVID-19 sheds light on the importance of atypical workers who can create a competitive advantage for organizations, ensure their continuity and significantly benefit national and societal well-being in times of health crisis. However, these atypical workers are often overlooked when it comes to training and development. Whence the importance, for HRD professionals and governments, to address their situation and to integrate them into organizational and national HRD plans and programs, by going beyond traditional models of HRD which focus mainly on standard employees.

Originality/value

This paper examines a relatively unexplored topic. Besides examining the implications of the new forms of employment relationship, for HRD, it provides insights for HRD professionals and governments into how to address the challenges related to these new forms of employment relationship.

Details

Industrial and Commercial Training, vol. 53 no. 4
Type: Research Article
ISSN: 0019-7858

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Available. Content available
Article
Publication date: 1 March 2005

Joseph E. Levangie

Many entrepreneurs want to reach high to the heavens to achieve unlimited success. These hardworking, often underappreciated, venturers often crave fame and fortune as they strive…

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Abstract

Many entrepreneurs want to reach high to the heavens to achieve unlimited success. These hardworking, often underappreciated, venturers often crave fame and fortune as they strive to create their personal business legacy. One strategic path many have wandered down is that of the Initial Public Offering (IPO), whereby shares of the company are sold to the public. The IPO has many strong attractions. Large amounts of capital can be brought into the company.The company's stock can be used as currency to acquire other companies. Early investors realize a good ROI. Employees can perceive real value in their stock options. Customers, banks, vendors, and other stakeholders pay more respect to the company. Is this truly the entrepreneurʼs nirvana? Or is it a case of “Be careful of what you wish for because it may really come true?” Read on.

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New England Journal of Entrepreneurship, vol. 8 no. 2
Type: Research Article
ISSN: 1550-333X

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Article
Publication date: 1 March 1966

AFTER some unsuccessful negotiations during the period when the first full‐time schools of librarianship were being established, the Birmingham School was founded in the autumn of…

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Abstract

AFTER some unsuccessful negotiations during the period when the first full‐time schools of librarianship were being established, the Birmingham School was founded in the autumn of 1950. Circumstances were not entirely favourable—the immediate post‐war generation of enthusiastic ex‐service students had already passed through other schools; the accommodation available was indifferent; the administrative support was bad; resources were weak, both in books and in equipment. There was, more importantly, a strong local tradition of part‐time classes in librarianship and little or no conviction that full‐time study was necessary or desirable.

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New Library World, vol. 67 no. 9
Type: Research Article
ISSN: 0307-4803

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Article
Publication date: 26 August 2024

Benedict Ogbemudia Imhanrenialena, Wilson Ebhotemhen, Emmanuel Kalu Agbaeze, Nwafor Cletus Eze and Ejike Sebastian Oforkansi

Following the renewed interest to harness the full potential of African female employees in the workplace, this paper aims to explore how patriarchal behaviors relate to career…

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Abstract

Purpose

Following the renewed interest to harness the full potential of African female employees in the workplace, this paper aims to explore how patriarchal behaviors relate to career adaptability, subjective career success and job satisfaction among women in Nigerian organizations.

Design/methodology/approach

A structured questionnaire was used in collecting quantitative data from 508 middle-level managers in Nigerian organizations. The hypotheses were tested with structural equation modeling.

Findings

Patriarchal-induced gendered work practices were found to have a significant negative influence on career adaptability among Nigerian career women. Contrary to expectations, patriarchal discrimination was found to have an insignificant negative influence on job satisfaction and subjective career success, suggesting that Nigerian career women still experience significant subjective career success and job satisfaction amid patriarchal practices in the workplace.

Practical implications

For female employees to possess significant career adaptability resources that will enable them to reconstruct their careers to match redesigned job functions in times of innovation in the workplace, organizations should reinvent their human resources (HR) policies that address patriarchal-induced gendered work practices in the workplace.

Originality/value

This current study extends research on how patriarchy affects female employees in African organizations from the traditional research focus of patriarchy and work-life balance relationships to the under-explored area of career experience among women. To the best of the authors’ knowledge, this is the first quantitative research that explores how patriarchy influences career adaptability resources, subjective career success and job satisfaction among Nigerian female employees.

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Gender in Management: An International Journal , vol. 40 no. 1
Type: Research Article
ISSN: 1754-2413

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Article
Publication date: 5 December 2019

Thomas N. Garavan, Sinead Heneghan, Fergal O’Brien, Claire Gubbins, Yanqing Lai, Ronan Carbery, James Duggan, Ronnie Lannon, Maura Sheehan and Kirsteen Grant

This monograph reports on the strategic and operational roles of learning and development (L&D) professionals in Irish, UK European and US organisations including multinational…

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Abstract

Purpose

This monograph reports on the strategic and operational roles of learning and development (L&D) professionals in Irish, UK European and US organisations including multinational corporations, small to medium enterprises, the public sector and not for profit organisations. This paper aims to investigate the contextual factors influencing L&D roles in organisations, the strategic and operational roles that L&D professionals play in organisations, the competencies and career trajectories of L&D professionals, the perceptions of multiple internal stakeholders of the effectiveness of L&D roles and the relationships between context, L&D roles, competencies/expertise and perceived organisational effectiveness.

Design/methodology/approach

The study findings are based on the use of multiple methods. The authors gathered data from executives, senior managers, line managers, employee and L&D professionals using multiple methods: a survey (n = 440), Delphi study (n = 125) and semi-structured interviews (n = 30).

Findings

The analysis revealed that L&D professionals increasingly respond to a multiplicity of external and internal contextual influences and internal stakeholders perceived the effectiveness of L&D professionals differently with significant gaps in perceptions of what L&D contributes to organisational effectiveness. L&D professionals perform both strategic and operational roles in organisations and they progress through four career levels. Each L&D role and career level requires a distinct and unique set of foundational competencies and L&D expertise. The authors found that different contextual predictors were important in explaining the perceived effectiveness of L&D roles and the importance attached to different foundational competencies and areas of L&D expertise.

Originality/value

This is one of the few studies to have investigated the L&D professional role in organisations from the perspective of multiple stakeholders using multiple research methods.

Details

European Journal of Training and Development, vol. 44 no. 1
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 22 August 2022

Radha Yadav, Narendra Singh Chaudhary, Dharmendra Kumar and Damini Saini

This study aims to perform a systematic literature review to organize the abundance of information on employee relations (ER) and sustainable organizations. Moreover, this study…

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Abstract

Purpose

This study aims to perform a systematic literature review to organize the abundance of information on employee relations (ER) and sustainable organizations. Moreover, this study identifies the research gaps by investigating the review of ER’ mediating and moderating variables and the relationship between ER and sustainable organizations.

Design/methodology/approach

This study is based on the systematic literature review methodology involving 257 studies in the final stage. The Scopus and Google Scholar databases with search criteria “employee relations” and “employee relations and sustainable organization” were used to achieve the research objective. After applying inclusion and exclusion criteria, researchers come to the distribution of the articles based on the subthemes, geographical region, types of methods, top authors with affiliation and complete research articles based on the citation. In the final stage, this study concluded with the conceptual model comprising mediators and moderators of ER as well as the mediating and moderating variables of the relationship between ER and sustainable organizations.

Findings

The reviewed literature shows that employee relation is an optimal strategy for retaining employees via proper disclosure of human resources (HRs) and ER Index. This study included the top six publishers, namely, Emerald, Elsevier, Sage, Springer, Taylor and Francis and Wiley Online Library, to do an exhaustive review on a specific topic. The findings indicate that after COVID-19, the ER index, HR disclosures and the sustainability of ER are among the new and required paradigm shifts needed to manage a crisis impact and perform productively. The mediator and moderator variables that can improve employee–employer relationships are organizational trusts, organizational justice, perceived job satisfaction, organizational structure and firm ownership. On the other hand, variables that mediate and moderate the relationship between ER and sustainable organizations are organizational climate, organization trust, organization culture, perceived organization support, psychological empowerment, firm ownership, leadership behavior and attitude, respectively. The findings concluded that harmonious and cordial ER are pertinent in building sustainable organizations and accomplishing organizational goals.

Practical implications

The mediating and moderating variables that have been identified can be helpful for enthusiastic researchers in contributing to empirical research. Practitioners and managers can use the findings in making an effective organizational model that develops good employee–employer relationships and helps create a culture of trust and harmony. This study focuses on exploring the variables of ER, which strengthens employee–employer relationships and supports organizations to stay agile and attain sustainability to endure in the future.

Originality/value

This study insights on the specific mediating and moderating variables of ER and sustainable organizations. Till date, studies exploring constructs of ER and sustainable organizations are still in deficit. Better employee relation reflects and leads to a more resilient organization. Future researchers should explore the connection between pandemics and ER which is done insufficiently in the present time.

Details

International Journal of Organizational Analysis, vol. 31 no. 7
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 3 October 2008

Grant Samkin and Annika Schneider

The purpose of this paper is to illustrate how qualitative data may be analysed using a method that can be considered as rigorous/scientific as any statistical analysis of…

2110

Abstract

Purpose

The purpose of this paper is to illustrate how qualitative data may be analysed using a method that can be considered as rigorous/scientific as any statistical analysis of quantitative data.

Design/methodology/approach

An artificial neural network programme CATPAC II™ was used to evaluate selected portions of two accounting standards: the Financial Reporting Standards Board of New Zealand's standard on consolidation; and the equivalent standard developed by the International Accounting Standards Committee and revised by the International Accounting Standards Board.

Findings

The analysis of the concepts of control in the two standards identifies the differences that exist between the two standards. These differences are illuminated through the use of a hierarchical cluster analysis of 40 unique concepts in each of the two standards and 2D representation of the concepts. The extent of the differences in the concepts was established through a rotational analysis of the two datasets.

Research limitations/implications

This research is limited to the analysis of the concept of control and associated commentary paragraphs and supporting documents associated with two accounting standards. Different results may have been obtained had the whole standard been analysed.

Practical implications

Artificial neural network software can be used to support the intuitive textual understanding of the differences that exist in qualitative data. In this paper, the differences identified in the concepts of control may result in different interpretations being taken by the accounting standard users when determining what reporting entities to include in consolidated financial statements. Some additional uses for artificial neural network software in accounting research are also identified.

Originality/value

This paper is the first in the discipline to use artificial neural network software to analyse and compare different texts.

Details

Qualitative Research in Accounting & Management, vol. 5 no. 3
Type: Research Article
ISSN: 1176-6093

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Article
Publication date: 15 September 2020

Frances Costello

Research was undertaken to understand whether taught resilience programmes which highlight the protective factors of resilience would impact individual resilience outcomes. The…

215

Abstract

Purpose

Research was undertaken to understand whether taught resilience programmes which highlight the protective factors of resilience would impact individual resilience outcomes. The research focussed on specific resilience dimensions, change agility, physical, emotional and mental resilience, purpose in life and recovery; in an attempt to bridge the gap in understanding whether it is possible through taught programmes to improve resilience through the creation of new habits.

Design/methodology/approach

The research was conducted using interpretative phenomenological analysis methods and used semi-structured interviews with 12 participants to understand participants lived experience of a one-day personal resilience programme, conducted within a private global manufacturing organisation.

Findings

The research found that all 12 participants interviewed 12–18 months post-programme made sustainable habits changes increasing personal resilience levels. Participants built new habits into their everyday lives, in the physical dimension exercising more regularly, taking breaks, changes in nutrition and creating better sleep patterns. Through increased understanding of emotional intelligence participants were able to react more favourably to adverse situations and through mental increased resilience focus achieve work and home priorities. In understanding the change journey participants found that they were able to move more quickly through the change cycle. Almost all participants found understanding their life purpose difficult and were not able to give a conclusive answer to what this might be, they found that attending the programme helped reflection in this dimension.

Originality/value

The paper includes an overview of previous resilience research but differs in its examination of the impact of a specific taught resilience programme in a large private sector organisation using IPA methodology.

Details

Continuity & Resilience Review, vol. 2 no. 2
Type: Research Article
ISSN: 2516-7502

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