bluuebunny/crossref_metadata_2025 huggingface dataset:
Determinants of FDI in emerging markets: evidence from Brazil
Authors: Felisoni de Angelo Claudio , Eunni Rangamohan V. , Manoel Martins Dias Fouto Nuno
Published: September 2010

Purpose

The paper aims to evaluate the relative importance of various factors that influenced the flow of foreign direct investment (FDI) into Brazil in recent years. Analysis of empirical data indicates that evolution of the consumer market and strength of consumer sales are more important in explaining capital movements into Brazil than other frequently offered explanations such as exchange rates and country risk.

Design/methodology/approach

The paper uses two‐stage least squares regression to estimate the coefficients of a system of simultaneous equations relating FDI flows into Brazil to various influential factors.

Findings

The results indicate that internal market growth represented by aggregate consumer sales was a significant determinant of FDI into Brazil. Increase in interest rate on consumer financing was negatively related and the attractiveness of the Brazilian market had no impact on FDI flows during the captioned period.

Research limitations/implications

While factors such as inflation and exchange rates might be more important for smaller, less stable markets, in the case of larger emerging markets such as Brazil, multi‐national firms might be less concerned with short‐term fluctuations and more guided by internal market growth that affords greater opportunities to achieve economies of scale and scope.

Practical implications

The findings suggest that policy planners in big emerging markets should try to stimulate their internal markets rather than tweak fiscal and monetary policies to attract FDI.

Originality/value

The paper extends and expands the knowledge of international capital flows and provides a more nuanced understanding of the importance of internal market dynamism in attracting FDI into emerging markets.
Devolution of HRM and organizational performance: evidence from India
Authors: Tabassum Azmi Feza
Published: September 2010

Purpose

Devolution of human resource management to the line managers is an area that has received ample research attention, yet it remains a relatively unexplored area in the Indian context. Some researchers have examined the nature of devolution in India, but there is still a dearth of studies that establish the devolution‐organizational performance link. Thus, this paper study is carried out to explore the above link in the Indian context.

Design/methodology/approach

The paper is based on primary data obtained through a structured research instrument from senior human resource executives of top ranking companies in India. Scale unidimensionality, reliability, and validity were assessed.

Findings

The structural equation modeling capabilities of LISREL 8.50 are employed to assess the relationship between devolution and organizational performance. It is found that the structural model fits the data well. The model shows that devolution has a significant direct and positive impact on organizational performance.

Research limitations/implications

The research instrument developed for the above study has been tested in the Indian context only. It needs to be tested and cross‐validated on other samples indifferent settings, cultures, and countries to further test its unidimensionality, reliability, and validity.

Practical implications

The paper has implications for both academicians and practitioners because it explores a largely untouched upon area in the Indian context.

Originality/value

The paper is unique in the sense that it develops a reliable and valid instrument for measuring devolution and then explores the devolution‐performance link.
Can strategic human resource management enable gross national happiness?
Authors: Blackman Deborah , O'Flynn Janine , Mishra D.P.
Published: September 2010

Purpose

This is a theoretical paper, which aims to consider the role of strategic human resource management (SHRM) in the development of “gross national happiness” (GNH) in Bhutan.

Design/methodology/approach

The paper initially examines the question of what is strategic capacity building and its importance for developing nations. It then considers the story of Bhutan where the idea of GNH forms the development philosophy and approach to attaining the long‐term visions and goals for the country. Different models and structures for SHRM in Bhutan are discussed in order to determine whether it can be applied to a nation effectively and, if so, whether it will enable the attainment of GNH and the performance desired by the government.

Findings

A link between SHRM and the achievement of Bhutan's 2020 vision is identified as, if Bhutan is to achieve its national capacity, it must identify the capabilities that it needs and then the strategies to support such developments. All four of Ulrich's HRM types will be required and this will need careful management, as there is a tendency to move towards one or other within an organization. Bhutan is going through a period of extensive change and the values will be changing. What is recognized here is that not only must the SHRM develop appropriate people management strategies, it must also acknowledge its crucial role in the recognition and maintenance of appropriate value sets.

Research limitations/implications

The proposed framework is currently limited to a theoretical application for Bhutan because, it is argued, that an appropriate model of SHRM will support the desired attainments, but that to do so the specific values of Bhutan will need to be identified and integrated into policy development.

Practical implications

The role of SHRM in supporting or driving change is considered and a potential framework for SHRM in Bhutan is proposed. There is potential to apply these ideas more widely.

Originality/value

This paper identifies a role for SHRM in the attainment of GNH for Bhutan, which is important in helping Bhutan to achieve its national capability.
Towards a two‐factor theory of interpersonal trust: a focus on trust in leadership
Authors: Zeffane Rachid
Published: September 2010

Purpose

The paper attempts to develop an approach to “trust” in leadership based on Herzberg's two‐factor theory.

Design/methodology/approach

The paper focuses on thoughts and current knowledge on leadership in organizations.

Findings

Challenging the orthodox view of leadership and charisma, the paper argues that leaders' “traits” (or values) matter significantly and do have a significant effect on “trustworthiness.” Their presence would then lead followers to evaluate “behaviors.” Their absence would trigger initial “mistrust.” This reinforces the significance of expected types of certain behaviors as determinants of trust in leadership. The paper culminates with a general hypothetical model justified through anecdotal considerations.

Originality/value

The paper lays the foundations for future empirical research aimed at testing the model.
Understanding the factors driving m‐learning adoption: a literature review
Authors: Liu Yong , Han Shengnan , Li Hongxiu
Published: September 2010

Purpose

By surveying current literature, the purposes of this paper are twofold: to identify current situation of mobile learning (m‐learning) adoption and specify the challenges and to identify the factors driving m‐learning adoption.

Design/methodology/approach

The paper reviews literature related to: m‐learning applications and challenging issues and adoption researches on m‐learning and related topics. A reflection on the unique nature of m‐learning adoption building upon the literature reviewed contributes to a new conceptual model.

Findings

Even if m‐learning is fast evolving, the review of literature reveals a challenge as to how to promote m‐learning adoption. In this light, the paper extends the scope of literature reviewed to the theories and factors relating to different roles m‐learning users have into consideration, namely, technology user, consumer and learner, in an attempt to offer a more complete understanding of m‐learning adoption. Insights are drawn from the proposed model.

Practical implications

A number of m‐learning projects have been initiated worldwide while guidelines drawing from m‐learning adoption research are in short supply. A research in this regard will contribute to a better understanding of developing acceptable m‐learning service.

Originality/value

Based on a literature review, the paper not only specifies the current situation of m‐learning adoption, but also develops factors influencing m‐learning adoption to enrich our understanding of m‐learning adoption – which help to facilitate and promote future empirical research.
Expert concept mapping study on mobile learning
Authors: Börner Dirk , Glahn Christian , Stoyanov Slavi , Kalz Marco , Specht Marcus
Published: September 2010

Purpose

The present paper introduces concept mapping as a structured participative conceptualization approach to identify clusters of ideas and opinions generated by experts within the domain of mobile learning. Utilizing this approach, the paper aims to contribute to a definition of key domain characteristics by identifying the main educational concepts related to mobile learning.

Design/methodology/approach

A short literature review points out the attempts to find a clear definition for mobile learning as well as the different perspectives taken. Based on this an explorative case study was conducted, focusing on the educational problems that underpin the expectations on mobile learning. Using the concept mapping approach the study identified these educational problems and the related domain concepts. The respective results were then analyzed and discussed.

Findings

The chosen approach produced several means to interpret the experts' ideas and opinions, such as a cluster map illustrating and structuring substantial accordances. These means help to gain new insights on the emphasis and relation of the core educational concepts of mobile learning. The core educational concepts of mobile learning identified are: “access to learning”, “contextual learning”, “orchestrating learning across contexts”, “personalization”, and “collaboration”.

Originality/value

The paper is original as it uses a unique conceptualization approach to work out the educational problems that can be addressed by mobile learning and thus contributes to a domain definition based on identified issues, featured concepts, and derived challenges. In contrast to existing approaches for defining mobile learning, the present approach relies completely on the expertise of domain experts.
Plasticity
Authors: Greener Susan L.
Published: September 2010

Purpose

“I can't do online learning”. This is a surprisingly common response from professional postgraduate students who have a narrow view of what online learning might comprise. Images of screen‐gazing at mega‐bytes of text or childish multi‐choice quizzes on CD‐ROMs have encouraged strange reactionary responses from many otherwise engaged learners. This paper aims to address these issues.

Design/methodology/approach

This paper reports a qualitative study which, among other things, aimed to explore the views of higher education (HE) teachers experienced in the use of virtual learning environments (VLEs) about the variation and value of specific learning styles and approaches in relation to effective learning in those online environments. University teachers speak readily about learning style preferences, cognitive strategies and andragogical principles (based on Knowles) of self‐directed or self‐managed learning, but often in terms which suggest that VLEs favour certain individual styles.

Findings

The findings from a detailed grounded analysis of interview data from ten enthusiasts for online learning suggest a potential plasticity of online learning environments which can accommodate any style or strategy. There was a sense in the transcripts of a different kind of learning space, which could mould itself to these differences in a way which could not be achieved in a traditional classroom. Some authors, including Palloff and Pratt, identify the importance of differing learning styles and approaches to learning in HE and tackle the issue of how to accommodate such differences online.

Research limitations/implications

This research suggested that the plasticity of the online learning environment compensated for such variety of style, without the need for engineering learning activities online to cater for specific styles. Online, the time flexibility and potential for learner control can support multiple styles and strategies, provided the teacher has designed the environment to allow this, and of course that the relevant technologies are available to the teacher.

Practical implications

So, rather than the environment dictating design, within the limits of available technologies, the teacher's approach to design may dictate the degree to which the plastic potential of the online environment is available to the learner.

Originality/value

The concept of plasticity is borrowed from other scientific disciplines. Applying this to the virtual learning space opens up the pedagogical perspective.
Mobile phone appropriation of students and staff at an institution of higher learning
Authors: Shahriza Abdul Karim Nor , Oyefolahan Oyebisi Ishaq , Mahmud Murni
Published: September 2010

Purpose

The purpose of this paper is to investigate the adoption and appropriation of mobile phone (MP) technologies by building on the technology appropriation theories. The paper also looks into the choice of MP use through various attractors, the purposes of MP use and the extent of use of various MP applications and features by the targeted users. This paper also explores the influences of age, gender, and occupation type on MP appropriation.

Design/methodology/approach

The paper used a survey method in order to achieve the intended objectives. The staff (academic and non‐academic) and students of three academic faculties of a university in Malaysia were used as the study's population. A sample of 201 was selected and used for the purpose of this paper.

Findings

The result of the paper allows us to describe important elements of MP appropriation and explore the influence of individual characteristics such as gender, age and occupation on different patterns of MP use through our conceptualization of appropriation. It is found that all of the individual characteristics investigated were significantly related with the MP appropriation and use.

Research limitations/implications

Limitations in this paper are related to the ability of the result to be generalized to other user groups as well as other user groups at other institution of higher learning. More research needs to be conducted to ensure the robustness of the findings by comparing with other users.

Practical implications

The results of the paper are expected to assist in understanding the use of MPs across different ages and occupation and serve as a mechanism in guiding the development of MP applications and design by service providers and manufacturers, respectively; as well as in aiding policy formulation on MP use at the work place.

Originality/value

The paper has taken a different approach from the commonly applied IT adoption and acceptance model in understanding MP use. The rationale for the use of appropriation theory from the study can contribute to similar areas with similar types of technology applications.
Teledeliberative democratic discourse: a case study of high school students' use of Web 2.0
Authors: Wylie Scott , Marri Anand R.
Published: September 2010

Purpose

The paper aims to examine high school students' use of social networking to participate in teledeliberative democratic dialogue and explicates the implications of this dialogue for democratic education that is inclusive of all students.

Design/methodology/approach

The case study analyzes the comments of 111 high school students over ten days following what they perceived to be an injustice committed by the administration against one of their fellow classmates.

Findings

Analysis of student commentary led to the development of three categories of teledeliberative citizenship: the demagogue, the proselyte, and the egalitarian. Together, these categories serve as a spectrum of sophistication along which democratic discourse can be classified.

Research limitations/implications

The primary limitation of this research is a product of the online medium in which it occurs. Though “observing” students' interactions on Web 2.0 application was beneficial for cataloguing conversations, social cues like body language and tone of voice had to be inferred.

Practical implications

Web 2.0 provides students with an opportunity to build a community of shared belief that crosses gender, racial, religious, and cultural divisions.

Originality/value

Teachers could use Web 2.0 as a forum for teledeliberative democratic dialogue in a multicultural democratic educational framework to engage students and encourage a sophisticated, active citizenship.
The Wizard of Oz Effect and a new Emerald City
Authors: Villano Paul
Published: September 2010

Purpose

The purpose of this paper is to develop three key concepts to the future of knowledge work: knowledge work is a natural, ever‐changing process – not something that can be certified; open education, connection and interaction are the way of the future; and the future of knowledge work hinges on enabling shared practical knowledge globally.

Design/methodology/approach

The paper is filled with metaphor mixed with research from recognized knowledge management (KM) experts as well as extensive social media sources such as Wikipedia. The intent is to demonstrate as well as describe the natural process and potential of global connection and interaction.

Findings

Knowledge can be found in one's own back yard (or as close as one's pocket) and one's ability to connect to the world. Open education will be increasingly available to support community‐generated certification of knowledge workers.

Originality/value

The paper uses a unique approach to forward a new, inclusive way of looking at knowledge worker certification. It also suggests pragmatic approaches for accomplishing community‐generated certification.
Knowledge work 2020: thinking ahead about knowledge work
Authors: Holtshouse Dan
Published: September 2010

Purpose

This is the knowledge age and, to put it in Peter Drucker's language, knowledge workers and their knowledge are a vital component of this economy. Yet, so little is really known about these workers. New research is needed to better understand the issues surrounding the recruitment, productivity, deployment, and retention of these workers. This research aims to address this issue.

Design/methodology/approach

The research was conducted through a 35‐part questionnaire administered in mid‐2008 to 125 business and government executives/professionals located in North America, Europe, and South America.

Findings

The research delineates two major work groups by age: 25 years old; and 26‐40 years old. The top two preference findings for 25‐year olds include: recruitment – flexi‐work and cultural diversity; retention – education/training and communities and networks; valued skills – team/collaboration and specialized technical; and technologies – collaboration tools and e‐mail, search, portals. The top two preference findings for 26‐40‐year olds include: recruitment – flexi‐work and job security; retention – communities and networks and documentation; valued skills – project management and strategic thinking; and technologies – collaboration tools and e‐mail, search, portals. Finally, measuring performance improvement metrics for these workers were: improved quality of output, task execution speed, and high‐impact innovation (as opposed to cost reduction and work elimination); innovation (25 years); and superior decision‐making/risk assessment capabilities (26‐40 years)

Originality/value

This field research provides a management framework for helping organizational leadership to make strategic decisions on how to build a more competitive and attractive workplace over the next ten years.
Knowledge has legs: personal knowledge strategies shape the future of knowledge work and knowledge management
Authors: McLaughlin Gabriele , Stankosky Michael
Published: September 2010

Purpose

The purpose of this paper is to mobilize organizations to look at knowledge management through the lens of the individuals whose knowledge they covet and to seek to leverage in order to establish a faster, more flexible and mutually supportive conduit to relevant knowledge and more sustainable knowledge contributions.

Design/methodology/approach

This is a discussion paper based on the authors' recent dissertation thesis: “A theoretical model of knowledge strategies for professionals in volatile business settings”.

Findings

Organizations can no longer promise lifelong employment even to their best employees. Striving to safeguard employability instead, organizations and individuals can recalibrate the contributive value of their knowledge in a mutually‐ beneficial way even in short‐term, medium‐term or highly volatile employment settings. The resulting bottom‐up approach for managing personal knowledge reduces the friction and mistrust often associated with top‐down knowledge management. It sets the stage for an environment that manages for knowledge, both individually and collectively.

Originality/value

Some individuals have learned to navigate the emerging knowledge economy successfully and craft sustainable value propositions for themselves based on what they know. The research identified the concept of knowledge empowerment and six knowledge strategies and their supporting elements as key enablers for this success. One of these strategies – Lifelong Learning – is explored in detail to demonstrate the transformational power of an additional vantage point that considers individuals as stakeholders and not just as contributors in the knowledge quest. This resets the responsibility for knowledge acquisition, creation and leverage and establishes the need for more extensive personal knowledge management as a subset of organizational knowledge management. This aspect of knowledge management has only been marginally explored in the knowledge management literature to date.
The emotionally intelligent leader, the dynamics of knowledge‐based organizations and the role of emotional intelligence in organizational development
Authors: Hess James D. , Bacigalupo Arnold C.
Published: September 2010

Purpose

The leader of the knowledge‐based organization is faced with the continuing dilemma of delivering the highest quality and most technologically innovative products or services at the lowest possible cost in a rapidly changing environment. This paper aims to start with the identification of the complexities of managing the knowledge‐based organization, using emotional intelligence to balance the interests of the individual and organization, and it may also be redefined as an organizational development process rather than an outcome.

Design/methodology/approach

In order to be effective the knowledge‐based leader must possess the characteristics most often associated with the description of emotional intelligence and must also be effective at injecting these same characteristics throughout the organization. Utilizing the premises of Stewart's intellectual economy and adapting the work of Buckingham and Coffman to the knowledge‐based organization, a series of questions is outlined to assist leaders, managers and workers in the improvement of emotional intelligence awareness and the utilization of emotional intelligence as an organizational development process.

Findings

Knowledge‐based organizations may benefit from the utilization of behaviors most often attributed to emotional intelligence, and emotional intelligence may be redefined as a process rather than an outcome for organizational development.

Originality/value

The knowledge working environment must utilize innovative processes to maintain the engagement and effectiveness of the workforce. Applying emotional intelligence as an organizational development process rather than an outcome, it becomes a strategy for the development of the individual and the organization concurrently rather than treating them as opposing interests.
Knowledge workers, servant leadership and the search for meaning in knowledge‐driven organizations
Authors: Correia de Sousa Milton , van Dierendonck Dirk
Published: September 2010

Purpose

The purpose of this paper is to present a meaning‐based framework to understand the motivation of knowledge workers and an effective leadership model that suits that framework.

Design/methodology/approach

Definitions of knowledge worker, meaning, complex adaptive systems and leadership are provided. The concept of meaning in work is explored through the constructs of work orientation and identity. Based on that, a global meaning framework for knowledge workers is outlined. Additionally, the servant leadership model is detailed and analyzed in light of the global meaning framework for knowledge workers and the need for complex adaptive behavior in successful knowledge‐based organizations.

Findings

The motivation of knowledge workers can be well understood from a meaning perspective, taking two constructs into account: work orientation and identity. The global meaning framework of knowledge workers is based on three main characteristics: work as a calling, need for a strong membership association with peers, and need for autonomy. Servant leadership is a model that fits well with those characteristics, potentially enabling the creation of a sense of meaning and purpose and consequently inducing the intrinsic motivation of knowledge workers. As a side‐effect, complex adaptive behavior will emerge, leading to both organizational and social performance.

Originality/value

The proposed model combines a meaning perspective with servant leadership theory to provide insight into the motivation of knowledge workers. This is posited in the context of complex adaptive behavior.
Multidimensionality: building the mind/brain infrastructure for the next generation knowledge worker
Authors: Bennet Alex , Bennet David
Published: September 2010

Purpose

The purpose of this paper is to develop a new understanding of the multidimensionality of the knowledge worker of the future, and develop an approach to building the mind/brain infrastructure in support of sustainability.

Design/methodology/approach

The many dimensions of the mind/brain are explored as they specifically relate to knowledge work in a changing, uncertain, complex, anxious (CUCA) environment. Along the way four tenets are forwarded that directly impact the knowledge worker, leading to a discussion of building the infrastructure (capacities) of the mind/brain in support of sustainability.

Findings

As the close relationship among the characteristics of the Net Generation and those characteristics that support survival in a CUCA world is looked at, it appears that the future of knowledge work is close at hand and in the right hands. There is already a level of co‐evolving with the environment that is occurring in the Net Generation. Four tenets are forwarded and supported: in a CUCA environment capacity is more important than capability for sustainability over time; through continuous connectivity and engagement in conversation and dialogue (a search for meaning), the Net Generation is developing a wide array of shallow knowledge; knowledge workers coming of age in the global world are mentally stimulated by interactions involving diverse views, perspectives, concepts and cultures and are not bounded by local ideas; and thoughts and feelings can nurture, develop, and change the infrastructure of the mind/brain/body system. Eight capacities that support sustainability are introduced.

Originality/value

The paper looks at the new (Net) generation of knowledge workers from the viewpoint of the mind/brain. It introduces the idea of capacities in support of building the mind/brain infrastructure.
Values as knowledge: a new frame of reference for a new generation of knowledge workers
Authors: Avedisian Joyce , Bennet Alex
Published: September 2010

Purpose

From the frame of reference reflecting on values as knowledge, this paper aims to explore future organizational values that resonate with characteristics of a increasing change, rising uncertainty, growing complexity and ubiquitous anxiety (CUCA) environment and a new generation of knowledge workers.

Design/methodology/approach

The paper shifts the frame of reference to reflect on values as knowledge, and from that viewpoint explores future organizational values that resonate with characteristics of a CUCA environment and a new generation of knowledge workers. It lays the groundwork by first clearly defining knowledge and aspects of knowledge, and values. It then takes a closer look at the relationship between knowledge and values, values in organizations, and aligning values.

Findings

Exploring values as knowledge offers the opportunity for a deeper understanding of the relationships among values. The eight proposed values (integrity, empathy, transparency, participation, collaboration, contribution, learning, and creativity) are somewhat interdependent, consistent with working in a CUCA environment, and appear to resonate with the Net Generation.

Originality/value

The paper provides a new frame of reference for understanding values. It proposes eight values in resonance with a new generation of knowledge workers.
Future leaders: putting learning and knowledge to work
Authors: Garrity Rudolph
Published: September 2010

Purpose

The purpose of this paper is to share findings and offer insight on putting organizational learning and knowledge to work in future organizations.

Design/methodology/approach

The need for “adaptive leadership” is stressed in managing organizational change. The characteristics of those leaders are identified and shown to be essential in implementing knowledge management and achieving organizational results.

Findings

Competent and trustworthy leaders, applying learning and facilitation skills as they encourage workforce conversation and dialogue, will be better able to maintain organizational support and customer attention in matters of concern to their organizations.

Social implications

Leaders who embrace and demonstrate skills in organizational learning, knowledge management, and who are adaptive to changing situations are more likely to empower their workforce in a manner consistent with the expectations of tomorrow's workforce.

Originality/value

While there is no model to fully represent the respective interests and motivations of the future organization and its workforce, common expectations regarding the need for social system integration and teamwork is well established. Leaders who use learning and knowledge management to clarify and stimulate organizational action toward customer requirements and satisfaction are models of high performance.
Literature review: a representation of how future knowledge worker is shaping the twenty‐first century workplace
Authors: Acsente Diana
Published: September 2010

Purpose

The purpose of this paper is to share findings from a literature review conducted during ongoing scholarly research on the characteristics of knowledge workers. This paper aims to place knowledge workers in the context of twenty‐first century organizations by providing a historical background on the emergence of knowledge work.

Design/methodology/approach

The literature presented in this review is drawn from Google and Google Scholar searches along with the following EBSCO databases: Academic Search Premier, Business Source Premier, MasterFILE Premier, MasterFILE Select, Communication & Mass Media Complete, Psychology and Behavioral Sciences Collection, PsycARTICLES, and PsycINFO.

Findings

Much of the literature review for this project comes from the management field. A predominant theme is that capitalizing on the talents of knowledge workers entails creating a culture with a specific set of characteristics chosen to create an environment in which knowledge workers flourish. A common perception is that the effective management of knowledge workers is hindered by the lack of a cohesive definition. The literature review suggests that a set of characteristics exists specific to knowledge workers.

Social implications

The paper posits an increased awareness of twenty‐first century workforce characteristics that need to be taken into consideration as soon as possible by private, public or academic enterprises.

Originality/value

While there is no dispute about the exponential growth of knowledge workers and their critical impact on business, the number of knowledge workers is difficult to gauge due to the lack of a precise definition. Moreover, this workforce is difficult to manage until it is well understood and defined. There is no model to encompass the full spectrum of characteristics that define knowledge workers. A proposed taxonomy of the characteristics of knowledge workers can serve as a springboard for more intensive research into the application of management practices uniquely suited to motivating knowledge workers to superior performance.
Graduates “doing gender” as early career professionals
Authors: Nyström Sofia
Published: September 2010

Purpose

The purpose of this paper is to explore how early career professionals “do gender” in their new professional context. Specifically, it explores how two groups of graduates, psychologists and political scientists, “do gender” as early career professionals with a particular emphasis on how they acquire legitimacy in relation to their colleagues and clients.

Design/methodology/approach

Drawing on a qualitative research methodology, graduates from two Master's programmes in Sweden were interviewed after 30‐34 months of professional work. Analysis of the interview data is located within a “doing gender” perspective with special reference to Acker's conception of employment and organizations as gendered processes influencing individual action.

Findings

The paper identifies two different ways in which participants “do gender” in their professional practice in order to acquire legitimacy: “self‐presentation” and “strategy”. This finding suggests that female and male early career professionals acquire different kinds of legitimacy, which could, in turn, be derived from the gendered processes that exist in contemporary organizations. The paper will also report that when they “do gender” participants also produce and reproduce a gendered notion of a professional project that influences their subsequent professional practice as well as how they position themselves as knowledgeable and competent.

Originality/value

The perspective of “doing gender” contributes an alternative understanding of graduate employment and the encounter with working life. It especially enables us to capture gender as an important influence on individual action in the organizational context.
Modes of engagement: migration, self‐initiated expatriation, and career development
Authors: Al Ariss Akram
Published: September 2010

Purpose

The paper has two goals. The first is to develop a conceptual framework for analyzing the strategies of internationally mobile professionals in managing barriers to their career development. This framework is developed using Duberley et al.'s and Richardson's concept of “modes of engagement”. The second goal is to better understand the nature of the careers that ethnic minority migrants undertake.

Design/methodology/approach

Qualitative interviews were conducted with 43 skilled Lebanese migrants. Six additional interviews were conducted with key informants involved in the development and implementation of immigration policies in France. Furthermore, French and European immigration policymaking is analyzed.

Findings

In order to manage structural barriers to their career development, participants navigated within the organizational and national structures using four modes: maintenance, transformation, entrepreneurship, and opt out.

Research limitations/implications

There was limited access to the developers of immigration policies. The paper focused on only one ethnic minority group.

Practical implications

The management of migrants in France needs to be more supportive of their efforts in using their capital.

Originality/value

The paper contributes to the literature on careers of internationally mobile professionals by offering an understanding of the experiences of an under‐researched group of participants, that is to say persons from an ethnic minority who relocated from Lebanon to live and work in France.
Exploring the associations of culture with careers and the mediating role of HR practices
Authors: Kats Merel M.S. , Hetty Van Emmerik I.J. , Blenkinsopp John , Khapova Svetlana N.
Published: September 2010

Purpose

The conceptual framework developed in the present study aims to highlight the importance of human resource (HR) practices as a mediator between national culture and employees' careers.

Design/methodology/approach

The approach taken is a literature review and the development of a conceptual model.

Findings

The paper contributes to the literature by focusing on how culture via HR practices might influence career success. Drawing on Hofstede's cultural dimensions, five propositions are developed regarding the impact of culture on career‐relevant HR practices, and how these practices are likely to influence employee career success.

Research limitations/implications

Culture's effect should not be overstated. Looking at the propositions, it is possible that the influence of HR practices on career success is more pronounced than the direct effects of culture on career success. Future work is needed to measure and compare the relative strength of different associations as well as the possibility that other HR dimensions relevant to the study of career success may exist.

Originality/value

At a general level, there is ample evidence of the impact of culture on the effectiveness of a variety of individual outcomes. The paper focused on the mediating role of HR practices as opposed to advancing hypotheses about direct relationships between culture and career success.
Officer's perception of organizational arrangements and preventive policing practice
Authors: Lee Chang‐Hun , Kim Jung‐Mi , Kim Jong‐Gil
Published: September 2010

Purpose

The aim of the current study is three‐fold: it aims to empirically investigates the relationship between officers' perceptions on organizational structure and preventive policing practices (PPP) in the South Korean context; it attempts to find what aspects of organizational characteristics will be influential in police officers' day‐to‐day activities;, utilizing structural equation modeling (SEM), it aims to identitify the complex networks of influences among various organizational aspects.

Design/methodology/approach

The current study utilizes data collected from two different samples: a total of 146 randomly selected police officers in a metropolitan police agency, and 60 police officers who were attending a community policing training course. Overall response rate was 73.6 percent. The organizational characteristics investigated include strategic direction, decentralization of authority, system flexibility, reward system, and open‐system feedback mechanism.

Findings

The results of SEM indicate that officers' perceptions on organizational structure (except open‐system feedback mechanism) of Korean police agency do not influence an individual police officer's preventive policing activity. The study found a significant relationship between officers' perceptions on open‐system structure and preventive policing practice. Finally, the study also identified a complex network of organizational traits on preventive policing: strategic direction influences all other organizational factors; system flexibility is a prerequisite for the open system; and decentralization of authority influences the open system structure.

Research limitations/implications

Although this study uniquely utilized organizational factors measured at the individual level, one may criticize the lack of a more direct organizational measure, such as organizational size, age, task scope, or number of ranks. Future study on this topic will benefit from employing both direct and indirect organizational measures.

Originality/value

The current study enhances the understanding of individual perception of organizational characteristics on police officers' day‐to‐day preventive policing activities.
An empirical exploration of the dimensionality of inter‐employee trust in police organizations
Authors: Ralston E.S. , Chadwick S.A.
Published: September 2010

Purpose

The police force in the USA is a unique organizational type that combines structural traits of military and professional bureaucracy. The specifics of police work require high levels of trust between employees on all hierarchical levels. This paper aims to construct a viable measurement tool that will help law enforcement administration diagnose and change the state of trust in their agency.

Design/methodology/approach

Exploratory factor analysis along with multiple regressions and reliability calculations are used in order to understand the elements comprising the structure of organizational trust in a police agency. The data were collected from a large law enforcement agency in the Midwest of the United States of America.

Findings

The organizational trust questionnaire (OTQ) is comprised of six dimensions: individual propensity to trust others; individual propensity to distrust others; perceptions of co‐workers' character and behavior; friendships outside of the organization; perceptions of superior's behavior; and procedural justice. The reliability scores for the six dimensions range fromα=0.691 toα=0.957; the overall instrument reliability score isα=0.907. Differences in trusting behaviors between sworn and civilian employees are examined.

Research limitations/implications

The current study is limited to the analysis of one organization. Although existing structural and cultural similarities across comparable police agencies make it possible to suggest that the instrument will be equally applicable in other law enforcement organizations, further data collection across additional agencies is necessary to extend the findings to a fully inferential level.

Practical implications

The OTQ is both an assessment and a diagnostic tool that can be used by practitioners to get a quick snapshot of the trust level in their agency at a given time and gain a better understanding of how particular dimensions contribute to the overall level of trust.

Originality/value

Despite the existing interest in organizational trust across multiple academic fields, trust within law enforcement has not been deliberately studied. The paper opens a new venue for understanding how the specifics of police work affect the formation of trust on all hierarchical levels and toward the organization itself.
A street‐drug elimination initiative: the law enforcement perspective
Authors: Frabutt James M. , Kristen Hefner M. , Di Luca Kristen L. , Shelton Terri L. , Harvey Lynn K.
Published: September 2010

Purpose

The purpose of this study is to elucidate the elements, developmental stages, and operational steps of an open‐air drug market intervention employed in two North Carolina communities in an effort to produce a model that can be duplicated by other law enforcement agencies.

Design/methodology/approach

A systematic and practitioner‐informed analysis of the steps and stages of the initiative is presented here. Law enforcement partners at the command and operational levels collectively contributed their voices to the synthesis of this model. Through purposive sampling, 13 key law enforcement stakeholders from the two police departments in North Carolina participated in semi‐structured interviews conducted by a member of the research team. The interviews were transcribed and analyzed to extract participants' perceptions and recommendations regarding the intervention.

Findings

Based on analyses of the interviews, the street‐drug elimination strategy has been synthesized into several major steps. This paper elucidates the elements, developmental stages, and operational steps of the intervention.

Research limitations/implications

This paper underscores important ingredients of the intervention and presents a model for other police departments to implement. Further examination of the strategy is necessary including research on improving the intervention, clarifying the factors that moderate the strategy's effectiveness, explicating the roles and perceptions of non‐law enforcement partners and examining the continued impact of the initiative.

Originality/value

The paper illustrates that this intervention has shown promise in reducing drug and violent crime associated with open‐air drug markets and the research is of value to other police agencies that desire to implement this intervention.
Interagency collaboration
Authors: Schnobrich‐Davis Julie , Terrill William
Published: September 2010

Purpose

The purpose of this paper is to examine an interagency collaboration (The Metropolitan Law Enforcement Council – Metro‐LEC), consisting of 42 law enforcement agencies that provide mutual aid and assistance to member agencies in times of need.

Design/methodology/approach

In total, four sources of data (personnel interviews, written survey, organizational documents and participant observation) were used as part of a case study method, to assess the administrative and operational functioning of the Metro‐LEC.

Findings

In sum, the findings conclude that the organization is meeting the needs of the member agencies, with few unmanageable impediments.

Research limitations/implications

Since the current study relies on a case study from a single collaborative agency, the findings come with caution, in terms of generalizability.

Originality/value

This psprt contributes to the literature on police interagency collaboration and is the first known study on a Law Enforcement Council (LEC).
How organisations learn from safety incidents: a multifaceted problem
Authors: Lukic Dane , Margaryan Anoush , Littlejohn Allison
Published: September 2010

Purpose

This paper seeks to review current approaches to learning from health and safety incidents in the workplace. The aim of the paper is to identify the diversity of approaches and analyse them in terms of learning aspects.

Design/methodology/approach

A literature review was conducted searching for terms incident/accident/near misses/disaster/crisis modified with learning/training and safety. Shortlisted articles were analysed by questioning who is learning, what kind of learning process is undertaken, what type of knowledge is employed and the type of problem that these incidents addressed. Current approaches to learning from incidents were critically analysed and gaps identified.

Findings

Very few papers addressed all the envisaged aspects when developing their learning from incidents approaches. With support from literature, it was concluded that all the four perspectives, namely participants of learning (participation and inclusion), learning process (single loop, double learning), type of incident and its relation to learning (Cynefin complexity framework) and types of knowledge (conceptual, procedural, dispositional and locative) are important when deciding on an appropriate learning from incidents approach.

Research limitations/implications

The literature review focused on journal articles and identified keywords, which might have narrowed the scope. Further research is needed in identifying ways to embed the learning from incidents aspects in the organisation.

Practical implications

The framework developed could be useful by safety planners, safety managers, human resource managers and researchers in the area of organisational learning and safety.

Originality/value

The paper concludes by outlining key questions and proposing a framework that could be useful in systematically analysing and indentifying effective approaches to learning from incidents.