Search results

1 – 7 of 7
Per page
102050
Citations:
Loading...
Access Restricted. View access options
Article
Publication date: 8 January 2018

Jakob Mainert, Christoph Niepel, Thomas Lans and Samuel Greiff

This study aims at the employees’ view on organizational learning (OL). OL is originally assessed in the Strategic Learning Assessment Map (SLAM) at the level of the firm by…

694

Abstract

Purpose

This study aims at the employees’ view on organizational learning (OL). OL is originally assessed in the Strategic Learning Assessment Map (SLAM) at the level of the firm by addressing managers, who rated OL in the SLAM on five dimensions of individual, group, organizational, feed-forward and feedback learning. However, as employees are getting their jobs done discretely and are increasingly making their own decisions, their perspective on OL genuinely matters. Hence, the authors assessed OL at the level of the individual by addressing employees on all levels, who rated OL in a short form of the SLAM (SF-SLAM).

Design/methodology/approach

In this paper, the authors focused on the construct validity of this SF-SLAM by investigating its reliability, factorial validity and nomological network. First, they asked whether the SF-SLAM reliably measures OL on five dimensions of individual, group, organizational, feed-forward and feedback learning. Next, they asked whether the SF-SLAM was associated with its nomological network of engaging in innovation-related learning activities, behaving innovatively on the job and showing higher educational levels, intelligence and individual job performances. They used a diverse German employee sample of skilled and unskilled workers and managers (N = 434) and analyzed the data with structural equation modeling.

Findings

The SF-SLAM was reliable, but revealed both constrained factorial validity and validity on the basis of its nomological network. First, five dimensions found support in the employee sample, but their correlations were high or very high, except for individual learning. Second, the SF-SLAM showed only few differential relations with variables from its nomological network.

Originality/value

Taken together, the SF-SLAM is short, reliable and only valid for examining individual learning.

Details

Journal of Knowledge Management, vol. 22 no. 1
Type: Research Article
ISSN: 1367-3270

Keywords

Access Restricted. View access options
Article
Publication date: 20 July 2021

Sonia Schifano, Andrew E. Clark, Samuel Greiff, Claus Vögele and Conchita D'Ambrosio

The authors track the well-being of individuals across five European countries during the course of the coronavirus disease 2019 (COVID-19) pandemic and relate their well-being to…

2329

Abstract

Purpose

The authors track the well-being of individuals across five European countries during the course of the coronavirus disease 2019 (COVID-19) pandemic and relate their well-being to working from home. The authors also consider the role of pandemic-policy stringency in affecting well-being in Europe.

Design/methodology/approach

The authors have four waves of novel harmonised longitudinal data in France, Italy, Germany, Spain and Sweden, covering the period May–November 2020. Well-being is measured in five dimensions: life satisfaction, a worthwhile life, loneliness, depression and anxiety. A retrospective diary indicates whether the individual was working in each month since February 2020 and if so whether at home or not at home. Policy stringency is matched in per country at the daily level. The authors consider both cross-section and panel regressions and the mediating and moderating effects of control variables, including household variables and income.

Findings

Well-being among workers is lower for those who work from home, and those who are not working have the lowest well-being of all. The panel results are more mitigated, with switching into working at home yielding a small drop in anxiety. The panel and cross-section difference could reflect adaptation or the selection of certain types of individuals into working at home. Policy stringency is always negatively correlated with well-being. The authors find no mediation effects. The well-being penalty from working at home is larger for the older, the better-educated, those with young children and those with more crowded housing.

Originality/value

The harmonised cross-country panel data on individuals' experiences during COVID-19 are novel. The authors relate working from home and policy stringency to multiple well-being measures. The authors emphasise the effect of working from home on not only the level of well-being but also its distribution.

Details

Information Technology & People, vol. 36 no. 5
Type: Research Article
ISSN: 0959-3845

Keywords

Access Restricted. View access options
Book part
Publication date: 13 August 2018

Robert L. Dipboye

Abstract

Details

The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

Access Restricted. View access options
Article
Publication date: 25 January 2024

Samuel Farley, Rebecka Cowen Forssell, Kristoffer Holm and Hanne Berthelsen

With greater numbers of employees using computer-mediated communication, cyberaggression is becoming a more pressing problem for employees and their organizations. However, while…

129

Abstract

Purpose

With greater numbers of employees using computer-mediated communication, cyberaggression is becoming a more pressing problem for employees and their organizations. However, while a growing body of research illustrates its harmful effects, little is known about the factors that drive its occurrence. The authors therefore sought to identify factors that increase the risk of cyberaggression among employees.

Design/methodology/approach

A random sample of the Swedish working population (N = 11,556) was surveyed via Statistics Sweden (SCB), which produced a final sample of N = 2,847 (response rate = 24.6%).

Findings

Logistic regression analysis showed that emotionally demanding work, availability expectations, low perceived work quality, public sector work and being in a managerial position were related to higher levels of experienced cyberaggression. In addition, exploratory analyses indicated that some of these factors were more strongly related to cyberaggression enacted by organizational insiders compared to organizational outsiders.

Originality/value

Together, the authors' findings suggest that situational factors are stronger antecedents of cyberaggression victimization than personal factors. This has implications for organizations, as practical steps can be taken to reduce cyberaggression among employees.

Details

International Journal of Workplace Health Management, vol. 17 no. 1
Type: Research Article
ISSN: 1753-8351

Keywords

Access Restricted. View access options
Article
Publication date: 11 May 2023

Jordan Platts, Iain Coyne and Samuel Farley

Research comparing offline and cyberbullying is relatively sparse, with scholars suggesting the need for empirical investigations to clarify whether cyberbullying and offline…

449

Abstract

Purpose

Research comparing offline and cyberbullying is relatively sparse, with scholars suggesting the need for empirical investigations to clarify whether cyberbullying and offline bullying are similar or different constructs.

Design/methodology/approach

Using an experimental vignette methodology, the current study of 163 working participants obtained via social media examines the effect of medium (offline vs cyberbullying), type (person-related vs work-related) and the interaction between medium and type on perceptions of definitional criteria (severity, frequency, power and intent) and outcomes (negative emotion, fairness, job satisfaction and turnover intention).

Findings

Significant differences between offline and cyberbullying were seen only for ratings of severity, job satisfaction and turnover intention, with cyberbullying perceived as more severe and as having a more detrimental impact on job satisfaction and turnover intention. Stronger effect sizes emerged for type of bullying, with person-related bullying having a stronger negative impact on definitional criteria and outcomes than work-related bullying. Moreover, interaction effects suggested differences between the two media were dependent on type of act – with person-related/cyberbullying acts seen more negatively than other acts.

Originality/value

This paper is the first to use a vignette approach to test the similarity or difference hypothesis between offline and cyberbullying. Overall, limited support is seen for the notion that offline bullying and cyberbullying are perceived as different constructs, with type of behaviour suggesting a more complex relationship between the two.

Details

International Journal of Workplace Health Management, vol. 16 no. 2/3
Type: Research Article
ISSN: 1753-8351

Keywords

Access Restricted. View access options
Article
Publication date: 2 January 2024

Sateesh V. Shet

The author aims to develop an employee competency framework for a volatility, uncertainty, complexity and ambiguity (VUCA) environment and propose learning and development (L&D…

1282

Abstract

Purpose

The author aims to develop an employee competency framework for a volatility, uncertainty, complexity and ambiguity (VUCA) environment and propose learning and development (L&D) interventions for organisations and employees to develop competencies for thriving in a VUCA environment.

Design/methodology/approach

The framework synthesis method was used to determine employee competencies that are essential in a VUCA world.

Findings

The author identified 10 competencies that are essential for employee development in a VUCA world. The author categorised these employee competencies as cognitive (cognitive flexibility, agility mindset and personal ambidexterity), cross-cultural (cross-cultural intelligence and cross-cultural collaboration), analytical (creativity and complex problem solving) and personal effectiveness competencies (personal resilience, continuous learning and adaptive mindset).

Practical implications

The proposed competencies could be used for the personal development of employees and organisations. The VUCA competency framework developed in this study includes behavioural dimensions for each competency, which could be used in self-assessment, recruitment and selection and talent and performance management. Furthermore, the author proposes L&D interventions required for developing these competencies. Overall, this study contributes to human resources (HR) development in the VUCA era by proposing the development of specific individual competencies as necessary conditions for survival and growth.

Originality/value

VUCA competencies empower employees to not only survive but also thrive in an unpredictable and rapidly changing world. By incorporating these competencies in L&D interventions, organisations can help employees develop the necessary competencies to thrive in a VUCA environment, thus contributing to their personal and organisational success.

Details

Personnel Review, vol. 53 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Access Restricted. View access options
Book part
Publication date: 7 November 2011

Lyn S. Graybill

Sierra Leone established two post-conflict institutions to address the crimes committed during its decade long civil war which officially ended in 2002. The Special Court for…

Abstract

Sierra Leone established two post-conflict institutions to address the crimes committed during its decade long civil war which officially ended in 2002. The Special Court for Sierra Leone (SCSL) was established to promote justice by trying “persons who bear the greatest responsibility” (Statute of the Special Court for Sierra Leone, 2002, Article 1) for war crimes, crimes against humanity, and other serious violations of international humanitarian law, while the Sierra Leone Truth and Reconciliation Commission (SLTRC) was mandated to offer a forum for victims and perpetrators alike to tell their wartime stories in an effort to promote reconciliation. How were women's expectations for justice and reconciliation met through the two transitional justice mechanisms? Although both institutions made notable attempts to include gender-specific crimes as an important component of their work, the all-important third ingredient in the “toolkit” of transitional justice – reparations and reforms – remained underutilized, and would have had a more positive impact on women's lives than the two institutions. This chapter highlights some of the achievements of the Court and Truth Commission, which were arguably superior to earlier transitional justice institutions, such as the International Criminal Tribunal for Rwanda (ICTR) and the South African Truth and Reconciliation Commission (SATRC) in addressing women's needs, but concludes that unless social, political, and economic improvements are made that empower women, women will remain vulnerable to sexual and other human rights abuses not only in times of war but in peace time as well.

Details

Critical Aspects of Gender in Conflict Resolution, Peacebuilding, and Social Movements
Type: Book
ISBN: 978-0-85724-913-5

1 – 7 of 7
Per page
102050